Disability & Family Medical Leave

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Long-term Disability 

This long-term disability plan administered by Prudential provides financial protection to employees when you have a long period of disability. The amount you receive is based on the amount you earned before your disability began. Benefits start after the 180 day elimination period. 

Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) guarantees certain employees up to 12 work weeks of unpaid leave each year with no threat of job loss. It also requires that their group health benefits be maintained during the leave. Employees are eligible for FMLA if they have worked for their employer for at least 12 months, at least 1,250 hours over the past 12 months. Additional information on FMLA can be found on the U.S. Department of Labor website (Family and Medical Leave (FMLA)). 

It is the policy of the company to grant eligible employees up to 12 weeks (or 26 weeks for covered service member leave) of unpaid, job-protected leave within a 12‐month period, in accordance with the provisions of the federal Family and Medical Leave Act (“FMLA”). This policy is intended to comply with FMLA and should be interpreted in light of regulations implementing that Act. In particular, terms used in this policy have the meaning they are given in the regulations implementing FMLA. To the extent that any applicable state law provides greater leave of absence benefits, such applicable state law will apply. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as “FMLA Leave.” Mandated leaves under federal, state, or local laws and the FMLA will run concurrently with one another. 

Eligible Employees 

An employee is eligible for FMLA Leave if he or she has worked for the company (Genesis Energy, LLC) for at least twelve (12) months (which need not be consecutive). 

Reasons for FMLA Leave 

Federal and state laws allow FMLA Leave for various reasons. Because employees’ legal rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 

  • The birth, adoption, or foster care of an employee’s child, and bonding with that child within 12 months following birth or placement of the child (Bonding Leave)
  • To care for an immediate family member (spouse, child, or parent) with a serious health condition (Family Care Leave) 
  • An employee’s inability to work because of a serious health condition (Serious Health Condition Leave)
  • A “qualifying exigency,” as defined under the FMLA, arising from a spouse’s, child’s, or parent’s “covered active duty” (as defined below) as a member of the military reserves, National Guard, or Armed Forces (Military Emergency Leave)
  • To care for a spouse, child, parent, or next of kin (nearest blood relative) who is a “Covered Service member,” as defined below (Military Caregiver Leave)

Designation and Concurrent Use of FMLA Leave 

If an employee is absent from work for an FMLA‐qualifying reason, the company may designate the time off of work as FMLA leave, even if the employee prefers no such designation. This may include absences for which employees are compensated by available paid time off, or under state or Company‐sponsored wage replacement programs, including workers’ compensation or short-term/long-term disability plans. All such time off of work runs concurrently with applicable FMLA leave.