Family & Medical Leave Benefits
Supporting You Through Life’s Important Moments
At REEP Residential, we understand that family, health, and personal well-being come first during some of life’s most important moments. Whether you're welcoming a new child, recovering from a medical condition, or caring for a loved one, we want you to understand the leave options available to you.
Family and Medical Leave (FMLA)
Eligible employees may receive up to 12 weeks of unpaid, job-protected leave within a 12-month period.
Who qualifies?
- Employed with REEP Residential for at least 12 months.
- Worked at least 1,250 hours during the previous 12 months.
- Work at a location where at least 50 employees are employed within a 75-mile radius.
What can FMLA be used for?
- Birth and care of a newborn.
- Adoption or foster care placement.
- Caring for a spouse, child, or parent with a serious health condition.
- Your own qualifying serious health condition.
Benefits & Job Protection
During approved FMLA leave, health benefits continue under the same terms, provided employees pay their required premiums. Eligible employees are generally entitled to return to the same or an equivalent position, subject to applicable law.
Short-Term Disability (STD)
Company-Paid Protection When You Need It Most
At REEP Residential, we believe in supporting our employees through life's unexpected challenges. That's why REEP provides Short-Term Disability insurance coverage to all employees at no cost to them!
This company-paid benefit may help replace a portion of your income if you're unable to work due to a qualifying illness, injury, surgery, or medical condition.
When Can STD Help?
Short-Term Disability may provide financial assistance when you need extended time away from work due to:
- Recovery from surgery or a medical procedure.
- A serious illness requiring time away from work.
- An injury or medical condition that prevents you from performing your job duties.
- Pregnancy and childbirth recovery.
How Does It Work?
Step 1 — Notify Human Resources
Let HR know as soon as you anticipate needing time away from work for a medical reason.
Step 2 — Obtain Medical Documentation
Your healthcare provider must certify that your condition prevents you from working and document the expected duration of your absence.
Step 3 — Complete the Waiting Period
STD generally has a seven-calendar-day waiting period before benefit payments may begin, subject to the insurance plan's terms.
Step 4 — Submit Your Claim
HR will help you navigate the claim process through our disability insurance carrier.
Step 5 — Carrier Review & Approval
The insurance carrier determines whether your claim qualifies, the amount of income replacement, and the approved duration of benefits.
Can I Use PTO?
Available PTO may be used during unpaid portions of your leave, subject to Company policy and applicable benefit coordination rules.
Important Things to Know
- REEP pays the STD insurance premium for all employees.
- STD provides potential income replacement, not automatic job protection.
- Medical certification and insurance carrier approval are required.
- STD may run alongside FMLA or other applicable leave.
- STD benefits are not automatically approved simply because you miss work or are hospitalized.
We're Here to Help!
If you anticipate an extended medical absence, contact Human Resources so we can help you understand your options and begin the process.
Human Resources
Mellissa@reepresidential.com
Employees must first apply for Short-Term Disability benefits through the Company's disability insurance carrier.
MATERNITY LEAVE
4 Weeks of Company-Paid Maternity
REEP provides eligible employees with four weeks of paid maternity leave following childbirth, adoption, or foster placement.
Eligibility & Benefits
- Available after 12 months of continuous employment.
- Paid at your regular base rate.
- Does not reduce your PTO balance.
- Runs concurrently with FMLA when eligible.
- Holidays do not extend the leave period or create additional pay.
Need More Time?
Eligible employees may take an additional two consecutive weeks immediately following their paid maternity leave.
This additional time may be:
- Paid using available current-year accrued PTO (excluding rollover hours).
- Taken as unpaid leave.
Employees eligible for FMLA may qualify for additional leave, up to a total of 12 weeks, subject to applicable documentation requirements.
Maternity Leave & Short-Term Disability (STD)
Employees must first apply for Short-Term Disability benefits through the Company's disability insurance carrier.
How STD Works
- Includes a seven-calendar-day unpaid waiting period.
- Typical recovery periods are up to six weeks for a non-surgical delivery or eight weeks for a Cesarean delivery.
- Approval and duration are determined by the insurance carrier.
- Company-paid maternity leave is coordinated after the STD waiting period.
- Company-paid maternity leave and STD wage-replacement benefits do not overlap.
HR will assist employees in coordinating these benefits.
Not Eligible for FMLA?
Employees who do not qualify for FMLA may request up to eight weeks of unpaid maternity leave, with the option to use available PTO.
Approval is subject to business needs and HR review.
PATERNITY LEAVE
2 Weeks of Company-Paid Paternity Leave
REEP provides eligible employees with two weeks of paid paternity leave following the birth, adoption, or foster placement of a child.
Eligibility & Benefits
- Available after 12 months of continuous employment.
- Paid at your regular base rate.
- Does not reduce your PTO balance.
- Runs concurrently with FMLA when eligible.
- Holidays do not extend the leave period or create additional pay.
Need an Extra Week?
Eligible employees may take one additional consecutive week immediately following paid paternity leave.
This additional week may be covered by available PTO or taken as unpaid leave.
FMLA-eligible employees may qualify for additional unpaid leave, up to a total of 12 weeks, subject to applicable documentation requirements and approval based on business needs.
Not Eligible for FMLA?
Employees who do not qualify for FMLA may request:
- Up to two weeks of unpaid paternity leave.
- The option to use available PTO.
- One additional unpaid week, subject to business needs and HR approval.
All leave requests must be coordinated with Human Resources.
HOW TO REQUEST LEAVE
Step 1 — Contact Human Resources
Notify HR as early as possible. For foreseeable FMLA leave, provide at least 30 days' notice whenever possible.
Step 2 — Submit Your Leave Request
Complete the Company's Leave Request Form and provide any required supporting documentation.
Step 3 — Complete Applicable Paperwork
Depending on your leave, HR may request medical certification, birth or placement documentation, or disability insurance forms.
Step 4 — Coordinate Your Benefits
HR will help explain how paid parental leave, FMLA, STD, PTO, and unpaid leave may work together.
Step 5 — Plan Your Return
Stay in communication with HR regarding your anticipated return date and any required documentation.
We're Here to Help!
Every family's situation is different, and our HR team is here to help you understand your options, coordinate your benefits, and navigate the leave process.
Human Resources
Mellissa@reepresidential.com
Returning to Work & HR Clearance
Your health and safety are our priority!
Before returning to work following an approved medical leave or Short-Term Disability absence, employees must contact Human Resources to coordinate their return and obtain HR clearance.
What Is Required Before Returning?
1. Notify Human Resources
Contact HR as soon as you know your anticipated return-to-work date so we can help coordinate a smooth transition.
2. Provide Medical Documentation
When required, submit a return-to-work release from your healthcare provider confirming:
- Your anticipated return-to-work date.
- Whether you can resume your regular job duties.
- Any work restrictions or limitations.
- The expected duration of any restrictions, if applicable.
3. HR Review & Clearance
Human Resources will review the documentation, coordinate with management as needed, and evaluate any work restrictions or reasonable accommodations.
4. Return to Work
Once HR has confirmed your return-to-work arrangements and provided clearance, you may resume your scheduled duties.
Important Reminders
- Employees should contact Human Resources before their anticipated return-to-work date.
- Medical documentation may be required depending on the type of leave and applicable law.
- Any work restrictions or accommodation needs must be communicated to HR for review before returning.
- Managers must coordinate return-to-work arrangements with HR and should not independently make medical clearance decisions.
- Employees are not required to be completely restriction-free to return to work. HR will review any limitations and coordinate reasonable accommodations when applicable.
- Employees are responsible for paying their portion of benefit premiums while on leave. If regular payroll deductions are unavailable, HR will coordinate alternative payment arrangements to help employees maintain their coverage.
Have Questions About Returning to Work?
We're here to help make your transition back to work as smooth and safe as possible.
Contact Human Resources: Mellissa@reepresidential.com