A job description will be reviewed with each employee; employees will receive and be asked to sign a copy which will be maintained in their personnel file. The signing of the job description does not constitute a contract or guarantee of employment. Employees are encouraged to ask any questions they may have to ensure that they fully understand the duties required.

Employees are expected to perform satisfactorily throughout the orientation period while they learn their roles and responsibilities. AIM will review performance during this period and provide feedback as appropriate. Completion of the orientation period does not guarantee continued employment or change the at-will employment relationship.

XVIII. LEAVES OF ABSENCE

Section XVIII summarizes the principal leave rights and benefits available to employees. Eligibility, pay, duration, notice, documentation, and job protection differ by leave type. Employees should notify Human Resources as soon as they know leave may be needed. Human Resources will determine which leave programs may apply, provide required notices and forms, coordinate overlapping leave where permitted, and explain any employee premium obligations. AIM prohibits retaliation or attendance penalties for using legally protected leave.

A. FAMILY MEDICAL LEAVE ACT (FMLA)

Eligibility

An employee is eligible for FMLA leave if the employee has worked for AIM for at least 12 months, has worked at least 1,250 hours during the 12 months immediately before the leave begins, and works at a location that meets applicable worksite requirements. Eligible employees may take up to 12 workweeks of job-protected leave during AIM's applicable 12-month period for qualifying family and medical reasons. Eligible employees may also take up to 26 work weeks during a single 12-month period to care for a covered military service member.

Amount and Pay

The 12-month FMLA period will be measured backward from the date an employee uses any FMLA leave. The amount of leave available is 12 workweeks minus any FMLA leave taken during the immediately preceding 12 months.

Covered Reasons

Eligible employees may receive FMLA for one, or for a combination of the following reasons:

1. The birth of an employee's child or to care for the newborn child (leave must be taken within 12 months of the child's birth).
2. The placement of a child with the employee for adoption or foster care or to care for the newly placed child (leave must be taken within 12 months of the child's placement).
3. To care for an employee's spouse, son or daughter, or parent who has a serious health condition; or,
4. For a serious health condition that makes the employee unable to perform their job.

Under the FMLA, a “serious health condition” means an illness, injury, or physical or mental condition involving inpatient care or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3) consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy or due to a chronic condition. Other conditions may meet the definition of continuing treatment.