{ "document_id": 11774, "page": 40, "width_pt": 612, "height_pt": 792, "rotation": 0, "pipeline_version": "paddleocr-vl-1.6+paul-48", "engine": "paddleocr_vl", "source_run_id": 11885, "item_count": 14, "counts_by_type": { "footer": 1, "heading": 5, "text": 8 }, "build_ms": 2, "items": [ { "id": "p40.1", "order": 1, "type": "heading", "bbox": { "l": 88.08, "t": 719.28, "r": 158.4, "b": 707.28 }, "text": "PFL and DBL", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p40.2", "order": 2, "type": "text", "bbox": { "l": 86.4, "t": 706.56, "r": 540.72, "b": 655.68 }, "text": "PFL and DBL cannot be taken at the same time. In addition, an employee is limited to a maximum of 26 total weeks of DBL and PFL per 52-week period. Upon the birth of a child, a female employee can elect to take DBL for her own illness or injury (typically 6-8 weeks for the “disability”) and also take PFL to bond with the child. FMLA leave would run concurrently with both." }, { "id": "p40.3", "order": 3, "type": "heading", "bbox": { "l": 82.8, "t": 643.92, "r": 331.44, "b": 631.68 }, "text": "C. MILITARY AND MILITARY SPOUSE LEAVE", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p40.4", "order": 4, "type": "text", "bbox": { "l": 82.32, "t": 630.48, "r": 542.16, "b": 553.92 }, "text": "Employees who leave work for military service will receive unpaid leave, reemployment, seniority, benefit, health-coverage, and anti-discrimination protections in accordance with USERRA and applicable New York law. Employees should provide advance written or verbal notice when practicable and must timely report back to work or apply for reemployment after service. Human Resources will explain applicable deadlines, documentation, benefit continuation, and any available New York military-spouse leave." }, { "id": "p40.5", "order": 5, "type": "text", "bbox": { "l": 82.8, "t": 543.36, "r": 541.92, "b": 504.24 }, "text": "Temporary Employees may not be eligible for reinstatement following military leave, and reinstatement may not be required for other Employees in some circumstances. Contact the Human Resources Department for information pertinent to your situation." }, { "id": "p40.6", "order": 6, "type": "text", "bbox": { "l": 82.8, "t": 493.2, "r": 541.92, "b": 441.84 }, "text": "Additionally, employees who regularly work 20 or more hours per week may be entitled to unpaid military spouse leave if: (1) the employee’s spouse is a member of the United States Armed Forces, National Guard or reserves; and (2) the employee’s spouse is on leave from deployment during a period of military conflict." }, { "id": "p40.7", "order": 7, "type": "text", "bbox": { "l": 82.32, "t": 430.32, "r": 541.2, "b": 404.16 }, "text": "As with other leaves of absence, failure to return to work or to reapply within applicable time limits may result in termination of employment." }, { "id": "p40.8", "order": 8, "type": "heading", "bbox": { "l": 83.28, "t": 392.64, "r": 163.2, "b": 380.88 }, "text": "D. JURY DUTY", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p40.9", "order": 9, "type": "text", "bbox": { "l": 82.08, "t": 379.68, "r": 542.88, "b": 289.92 }, "text": "Employees must promptly provide their supervisor and Human Resources with jury summons and proof of service. For each of the first three days of jury service that falls on a regularly scheduled workday, AIM will pay a nonexempt employee the greater of the employee's regular daily wage or the jury fee required by New York law. After the first three days, juror fees are paid as provided by the court system. Exempt employees will be paid in accordance with applicable salary-basis rules. Employees may request to use available PTO for otherwise unpaid jury-service time. AIM prohibits retaliation or adverse action because an employee responds to a jury summons or serves as a juror." }, { "id": "p40.10", "order": 10, "type": "heading", "bbox": { "l": 83.52, "t": 278.64, "r": 273.84, "b": 266.88 }, "text": "E. RIGHTS OF NURSING MOTHERS", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p40.11", "order": 11, "type": "text", "bbox": { "l": 82.32, "t": 266.16, "r": 541.92, "b": 188.4 }, "text": "AIM will provide an employee with a 30-minute paid break each time the employee reasonably needs to express breast milk, for up to three years following childbirth. If additional time is needed, the employee may use an existing paid break or meal period. AIM will provide a private space that is not a restroom, is shielded from view, and is free from intrusion. Employees should submit requests in writing to Human Resources, preferably before returning to work. AIM will not require an employee to make up this paid break time or retaliate for exercising these rights." }, { "id": "p40.12", "order": 12, "type": "heading", "bbox": { "l": 83.28, "t": 177.84, "r": 229.92, "b": 165.84 }, "text": "F. PAID PRENATAL LEAVE", "attrs": { "block_label": "paragraph_title" }, "level": 3 }, { "id": "p40.13", "order": 13, "type": "text", "bbox": { "l": 82.56, "t": 164.88, "r": 540.96, "b": 75.12 }, "text": "All full and part-time employees are entitled to 20 hours of Paid Prenatal Leave during each applicable 52-week period. The leave is available immediately upon hire, may be used in hourly increments, is paid at the employee's regular rate of pay or the applicable minimum wage, whichever is greater, and is separate from PTO and New York State Sick Leave. Only the employee receiving pregnancy-related health care may use the leave. AIM will not require medical records or personal health details as a condition of use, cannot require another leave type to be used instead, and is not required to pay out unused hours when employment ends." }, { "id": "p40.14", "order": 14, "type": "footer", "bbox": { "l": 300.24, "t": 37.44, "r": 312.48, "b": 28.08 }, "text": "39", "attrs": { "block_label": "number" } } ], "excluded_furniture": { "first": [], "last": [] } }