Family medical leave

Kroka Expeditions is exempt from the Family and Medical Leave Act, but is committed to providing its employees with a supportive work environment and ensuring that they can balance their work and family responsibilities.This policy outlines the guidelines for eligible employees to take unpaid leave for certain family and medical reasons. Benefits will be offered continuously during leave.

Eligibility

Full time year-round employees (and part-time year-round employees averaging a minimum of 20 hours / week) who have been currently employed at Kroka Expeditions for a minimum of one year are eligible to take up to 12 work weeks of unpaid leave during each 12 month period of employment if they are unable to perform their job due to a health condition or a qualifying exigency related to a spouse, child, or parent's military service; or have a need to care for a family member with a serious health condition or a covered military member.

Examples of qualifying reasons:

• The birth and parental care of a newborn child;
• The placement of a child for adoption or foster care;
• The serious health condition of the employee or an immediate family member;
• Qualifying exigency related to a spouse, child, or parent's military service;
• Military caregiver leave to care for a covered family member with a serious injury or illness incurred in the line of duty on active duty;
• Health and safety concerns related to domestic violence, sexual assault, or stalking.

Notice requirements

Employees must provide at least 30 days' advance notice for foreseeable FMLA leave, such as planned medical treatment or the birth or adoption of a child. For unforeseeable leave, such as a sudden illness or injury, employees must provide as much notice as possible, ideally within one business day. Employees must also provide documentation to support their request for FML leave, including (if requested) a certification from a healthcare provider.

Conditions

• The 12-month period during which one can take up to 12 weeks of leave begins on the first day of the employee's first FML leave and ends 12 months later
• Employees may take FML consecutively; intermittently, in minimum periods of one week; or as a reduced weekly work schedule. Reduced weekly schedule is subject to the approval of the directors leadership team, and, unless medical treatment dictates otherwise, employees are asked to schedule their hours in accordance with the needs of the organization. For example, under the FML policy a full time position can be reduced to 50% for 24 weeks, but the employee must create their schedule around the organization's work week, not around the employee's preferred days.
• Kroka Expeditions reserves the right to require a second opinion from a healthcare provider at the company's expense, if necessary.
• Employees who are taking FMLA leave may be required to report weekly to the directors leadership team regarding their status and expected return date.
• This policy complies with federal regulations and applies to all eligible employees, regardless of race, color, religion, sex, national origin, age, disability, genetic information, or any other protected characteristic under applicable law.

Job restoration

Employees who take FML leave are entitled to be restored to their previous position or an equivalent position upon return from leave, provided that:

• they have kept Kroka informed of the status of their leave
• they have been released by their healthcare provider to return to work (if applicable)
• they have not been away from work for more than the maximum term of twelve (12) weeks.

Benefits

Health insurance and staff housing benefits will continue during the duration of the leave.

Dispute resolution

Any disputes or grievances related to FMLA leave may be escalated to the Kroka board of trustees for further review and resolution.

Confidentiality

All information related to FMLA leave, including medical records and personal information, will be kept confidential to the extent possible. Only authorized personnel with a legitimate need to know will have access to this information.

Prohibited Acts:

It is prohibited to interfere with an employee's exercise of FMLA rights, retaliate against an employee for exercising FMLA rights, or discriminate against an employee based on their use of FMLA leave.