MEMO

DATE: April 20, 2014

TO: Employees of Smith and Farber Transport Company
FROM: Randall Farber, President
SUBJECT: New Family and Medical Leave Policy

The Board of Directors and SFTC employee representatives have approved the following family
and medical leave policy. Please read it thoroughly and direct any questions or concerns to Lily
Whitworth, Director of the Human Resources Office.
Family and Medical Leave Act (FMLA) Policy
Eligibility:
Must be employed full-time by SFTC for at least 12 months prior to the leave.
FMLA must be requested for one of the following reasons:
To recover from a serious health condition that prevents performing an
essential function of the employees job.
To care for the employees seriously ill child, parent, spouse, or other directly
dependent member of the employees household.
To care for the employees new child (including adopted children).
Employee is required to provide 30-days written notice of his or her intent to take
FMLA leave.
If such written notice is not possible the employee must submit a written notice to the
employees supervisor as soon as possible.
Leave of absence of 12 weeks per year is allowed, a leave may be taken half-time for 24
weeks if medically necessary.

Responsibilities and Conditions:

SFTC may require that the employee apply any available accrues vacation and/or sick
leave for part of the FMLA leave period.
If vacation or sick leave is paid, employee payment will be accrues to FMLA.
Otherwise, employee does not receive pay unless FMLA leave is a half-time, 24 week
leave.
In this case employee shall receive half of his or her salary.
If employee is not recovering from a serious health condition a weekly verification
form must be submitted from his or her health care provider that the necessity of the
leave still exists.
SFTC may require a second medical opinion at its own expense.
If the first and second medical opinions differ, SFTC may require a third
opinion at its own expense.

This policy shall replace and supersede all previous FMLA policies and shall be interpreted in
accordance with the FMLA (Family and Medical Leave Act) 29 U.S.C. 2601 et seq.