Sick, Parental and Family Care (SPF) Leave entitles eligible employees to take up to six months of SPF Absence for the following reasons:
SPF may also be used for a Military Exigency Absence or a Military Caregiver Absence. A Military Exigency Absence is a paid or unpaid absence from work with benefits for up to 12 weeks that may be used to cover certain military exigencies arising from the fact that an employee's spouse, child or parent is on covered active duty. A Military Caregiver Absence is a paid or unpaid absence from work with benefits for up to 26 weeks due to the serious injury or illness of a service member who is a family member when the employee is attending to the medical needs of the service member.
Employees are eligible to use SPF after they have reached 1 year of employment and have worked at least 1,250 hours in the last 12 months.
Upon commencement of each SPF absence, all accrued sick leave (including sick family and additional sick family leave) except up to ten days, must be used before any other paid or unpaid absence. Employees may choose to save up to ten days of accrued sick leave. Sick leave is only required to be used for reasons in which sick leave is ordinarily used. After all applicable accrued sick leave is used, employees may choose to use accrued annual, personal, holiday and compensatory leave. Employees may also choose to use anticipated annual, personal and/or sick leave in accordance with anticipation rules. All forms of paid leave used, beginning with sick leave, will run concurrently with the commencement of and be deducted from the SPF entitlement.
If you have questions or would like more information on SPF, contact Bonnie Calkins, Benefits Manager at (570) 662-4055 or at email@example.com.