Eligible full-time employees may request pregnancy disability leave only after having completed 90 calendar days of service.
Employees should make requests for pregnancy disability leave to their supervisors at least 30 days in advance of foreseeable events and as soon as possible for unforeseeable events.
A health care provider's statement must be submitted verifying the need for pregnancy disability leave and its beginning and expected ending dates. Any changes in this information should be promptly reported to Pratts. Employees returning from pregnancy disability leave must submit a health care provider's verification of their fitness to return to work.
Employees are normally granted unpaid leave for the period of the disability, up to a maximum of 12 weeks within any 12 month period. Employees may substitute any accrued paid leave time for unpaid leave as part of the pregnancy disability leave period.
Subject to the terms, conditions, and limitations of the applicable plans, Pratts will continue to provide health insurance benefits for the full period of the approved pregnancy disability leave.
Benefit accruals, such as vacation, sick leave, and holiday benefits, will continue during the approved pregnancy disability leave period.
So that an employee's return to work can be properly scheduled, an employee on pregnancy disability leave is requested to provide Pratts with at least two weeks advance notice of the date she intends to return to work.
When a pregnancy disability leave ends, the employee will be reinstated to the same position, unless either the job ceased to exist because of legitimate business reasons or each means of preserving the job would substantially undermine the ability to operate Pratts safely and efficiently. If the same position is not available, the employee will be offered a comparable position in terms of such issues as pay, location, job content, and promotional opportunities.
If an employee fails to report to work promptly at the end of the pregnancy disability leave, Pratts will assume that the employee has resigned.