to approval by the employee’s direct supervisor and the Director of Human Resources. Long term leave will only be authorized for Family and Medical leave as allowed by the provisions of our company’s leave policy. Long-term leave is allowed to accrue to a maximum of 720 hours, and cannot be cashed out at the time of termination of employment.
Notification Procedures When you are absent from work if your absence has not been previously scheduled, you must personally notify your immediate supervisor or manager as soon as you are aware that you will be late or unable to report to work. Leaving a voicemail, or a message with another staff member, does not qualify as notifying your supervisor – you must personally speak with him or her or leave a message for him or her along with a contact number where you can be reached. When absence is due to illness, the Company reserves the right to require appropriate medical documentation. Excessive absenteeism or tardiness can result in discipline, up to and including discharge. (Also see the section on Family & Medical Leave for extended leave situations.)
Bereavement Leave Employees will receive up to three (3) days of paid time off in the event of the death of a member of their immediate family. Immediate family includes spouse, domestic partner, child, parent, parent-in-law, brother or sister, and brother-in-law or sister-in-law. You are allowed one day of paid leave in the event of the death of an extended family member. Extended family includes grandparents, aunts and uncles. You may use your PTO or Vacation benefits to attend the funeral of anyone not listed above.
Military Service Leave Employees serving in the reserve or National Guard may take unpaid military leave, as needed, to enable them to fulfill their obligations as reservists or Guard members. Employees may use accrued vacation or personal leave for this purpose.
Family and Medical Leave The federal Family Medical Leave Act allows employees to take up to 12 weeks per year for serious health condition of the employee or a family member or for childbirth or adoption. Dakota Radiology is considered a small company in regards to the Federal Family and Medical Leave Act, and is not required to provide this coverage. However, we generally follow the provisions of the FMLA, as it pertains to the employee’s best interest as well as the best interest of the company. If you wish to use leave that falls in this category, you must notify your supervisor or the Human Resources Department as soon as possible. Confidential discussions will be held with you in regards to the leave, your eligibility for benefits, and your planned return to work.
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