Member Guidebook. Woodward, Inc. U.S. Locations

Transcription

1 Member Guidebook Woodward, Inc. U.S. Locations

2 Welcome to Woodward... 4 Disclaimer... 4 Introduction... 4 Union Members... 5 Compliance With Federal, State, and Local Law... 5 Equal Employment Opportunity, Ethics, and Compliance... 6 Equal Employment Opportunity Statement... 6 Harassment-Free Workplace... 7 Codes of Business Conduct and Ethics... 9 Government Contract Compliance Hours and Pay Breaks/Lunch Work Schedule Holidays/Plant Shutdown Shift Premiums Overtime Fair Labor Standards Act (FLSA) Safe Harbor Policy Member Responsibility Woodward Variable Incentive Plan (WVIP) Travel Expenses Time Away From Work Family and Medical Leave Act ( FMLA ) Jury Duty Other Forms of Leave General Work Rules and Policies Drug-Free Workplace and Substance Abuse Threat of Violence Quality Policy for One Woodward Environmental, Health & Safety Computer and Network Usage Computer Security Computer Privileges Remote Connectivity Password Security Social Media Audio Communication Privacy Cell Phone Usage Camera/Video Casual Dress Guidelines Visitor Guidelines Tobacco Guidelines Member Guidebook U.S. Locations 2

3 Member Responsibilities Updating Your Human Resources Records Job Postings Leading Performance Management Process Company References Notification Solicitation and Distribution of Materials Separations Miscellaneous Benefits Recognition Service Awards Educational Assistance Change Record Member Guidebook U.S. Locations 3

4 Welcome to Woodward On behalf of the entire membership, we want to extend a warm welcome to you. We are pleased you have chosen to join our team. At Woodward, Inc. ( Woodward or the Company ), our members are our most important resource. We value our diverse membership by providing an environment that fosters growth, integrity, winning, success, and fun. This Member Guidebook will help you transition into your new position and better acquaint you with Woodward. Our established guidelines enable us to promote consistency of behaviors and actions for all members as well as for the Company. The information that follows supports our commitment to be a preferred employer in our communities. If you have any questions, please discuss them with your Leader or consult your Human Resources Department. Again, we are glad to have you as a member of our Company. TOM GENDRON Chairman of the Board and Chief Executive Officer Woodward Disclaimer This Member Guidebook was compiled to provide you general information on practices, policies, benefits, and your responsibilities as a Woodward ( Woodward or company ) member. It is not a legal document and may not include all rules, regulations, or policies that apply to you. This information is subject to changes, which may supersede, modify, or eliminate the policies in this Guidebook. Except for the at-will nature of employment, which will not be modified or diminished, changes in Company policies may be communicated to you by your manager, Human Resources, or through special notices. Please consult with your manager if you have questions about the materials included in this Guidebook. Nothing in this Guidebook or Woodward s other policies give rise to any contractual rights or obligations or otherwise bind Woodward to any specific procedures, policies, working conditions, employment privileges, or employment for any period of time. As an at-will member, you are completely free to leave the Company at any time you choose, and the Company has the same right to end the employment relationship. The employment relationship, therefore, is at-will and may be terminated by either you or the Company at any time and for any reason, with or without notice. Neither this Guidebook nor any representation by any Company member, Leader, or officer will change the at-will nature of your employment. Your employment with Woodward is at-will. Neither the member nor the Company is bound to continue the employment relationship. Either may choose, at-will, to end the relationship at any time with or without cause and with or without notice. Introduction We hope your time and efforts at Woodward will be a rewarding experience as well as benefit our Member Guidebook U.S. Locations 4

5 Company. This Woodward Member Guidebook will acquaint you with the philosophy of our Company, policies, specific benefits, and general day-to-day responsibilities. It is not an employment contract or promise, and it is not intended to create contractual obligations of any kind. Our Guidebook cannot include or anticipate every situation nor can it answer every question about employment. This is a guidebook - not a rulebook - designed to assist you in interpreting and working through various situations as a Woodward member. To retain the necessary flexibility in the administration of policies and procedures, Woodward reserves the right to change, revise, or eliminate any of the policies and/or benefits described in the Guidebook. We are moving towards an electronic system of publishing policies and documents. Thus, we are not expending financial resources on binders or reprinting of this Guidebook. You can access this document from the Human Resources intranet site under the title Member Guidebook. As policies or benefits are revised, the most recent version can be found on the Woodward intranet. We hope the Guidebook is useful, and we encourage you to refer to it often. You are responsible to keep yourself up to date with the policies and procedures included in this Guidebook, as well as the policies referenced herein by intranet link (which may be accessed by left-clicking on any underscored, blue text). Many of the linked policies contain important information that is not contained in this Guidebook. Woodward also provides a OneWoodward Benefits Handbook to all members in hardcopy through our Onboarding process and as well as on the Inside Woodward main page by clicking on Member Services. You are responsible for reading and referring to the handbook to ensure understanding of your benefits. If you need clarification or interpretation of a policy, guideline, or benefit, please see your Leader or the Human Resources Department. Union Members In the event of any conflict between this Guidebook and the terms of an applicable collective bargaining agreement for bargaining unit members, the collective bargaining agreement will govern. Compliance With Federal, State, and Local Law The minimum requirements and outer boundaries of the Company s and the members respective rights and obligations are not governed by this Guidebook, but rather are governed by applicable law. The Company will comply with any and all applicable federal, state, and local laws or regulations that provide different or greater rights to members than this Guidebook may provide. To the extent any of the policies in this Guidebook conflicts with applicable federal, state, or local law, the law will control and supersede this Guidebook. Member Guidebook U.S. Locations 5

6 Equal Employment Opportunity, Ethics, and Compliance Equal Employment Opportunity Statement See Woodward Policy 6-1 Equal Employment Opportunity Statement. Equal Employment Opportunity It is Woodward s policy to provide equal employment opportunity for all qualified members and applicants without regard to race, color, religious creed, age, sex, national origin, ancestry, physical disability, mental disability, medical condition, sexual orientation, gender identity or expression, veteran status, marital status, genetic information, or other protected class, and to make all employment decisions in accordance with this principle of equal employment opportunity. This policy applies to every aspect of employment, advancement, transfer, demotion, layoff, termination, compensation, benefits, training, development, and working conditions. It is actively implemented at every Woodward facility. Americans With Disabilities Act Persons with disabilities are protected from discrimination by the Americans with Disabilities Act of 1990, as amended by the Americans With Disabilities Act Amendments Act. Woodward will not discriminate against qualified individuals on the basis of disability in regard to recruitment, jobapplication procedures, hiring, firing, promotion, advancement, layoff, leave of absence, compensation, benefits, job assignment, training, or any other terms, conditions, or privileges of employment. Woodward will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant for employment or a member, unless such accommodation would impose an undue hardship on the operation of Woodward s business in accordance with all applicable laws. Members who require an accommodation in order to perform the essential functions of their position should contact their Human Resources Representative and request such an accommodation. Woodward and the member will engage in an interactive process to determine whether a reasonable accommodation can be made that would permit the member to successfully perform the essential functions of the position. Similarly, reasonable accommodations will be made to enable an applicant with a disability to have an equal opportunity to participate in the application process and to be considered for a job, unless such accommodation would cause undue hardship. Religious Accommodation Woodward will reasonably accommodate a member s sincerely held religious beliefs, including religious dress and grooming practices, so long as the accommodation will not impose an undue hardship on Woodward. Woodward will attempt to accommodate members desiring time off for religious observances or practices unless doing so would cause an undue hardship on Woodward operations. Requests for religious accommodations must be made to Human Resources as far in advance as possible. Available vacation will be applied to such time off. In addition, a member who perceives a conflict between job requirements and a religious belief or practice should bring this conflict to the attention of Human Resources. The Company will work with the member to determine whether a reasonable accommodation can be identified without Member Guidebook U.S. Locations 6

7 undue hardship to the Company. In evaluating a requested accommodation, the impact on other members and any hardship to the business must be considered. Affirmative Action As a federal contractor, Woodward develops and maintains written Affirmative Action Programs (AAPs) for women, minorities, protected veterans, and individuals with disabilities. Implementation of the Company s Affirmative Action Programs shall be the responsibility of the Vice President, General Manager, or Site Leader of each plant or facility, with the Human Resources Representative responsible for their day-to-day administration. Applicants and members may review elements of the AAPs for Protected Veterans and Individuals with Disabilities in the local Human Resources offices, by appointment. Applicants and members are invited to self-identify their race/ethnicity, gender, disability, and protected veteran status through their Human Resource Department. Inclusion We define inclusion as the variety of knowledge and ideas within our organization and the recognition that the combination of diverse ideas is powerful. In this environment, our members feel and act involved, respected, valued, and connected. They are able to bring their authentic selves and unique perspectives to work. Complaint Procedure Any member who believes that he or she has been discriminated against or harassed by another member of the Company, or by anyone else while on Company premises or while on Company business, or who knows about such behavior, must promptly report the incident(s) to Human Resources or any officer of the Company. Complaints may also be submitted anonymously by calling or by using a web-based tool accessible via Inside Woodward at Company Resources/Member Matters/Ethics Help Line, or Retaliation Prohibited The registering of a good-faith complaint will in no way be used against the member, nor will it have an adverse impact on an individual s employment status or the terms or conditions of the individual s employment. In fact, it is unlawful to retaliate and Woodward explicitly prohibits retaliatory actions against any member that are motivated by the fact the member made a complaint or by the fact that the member assisted or cooperated in an investigation of a complaint by someone else, even if the complaint is ultimately determined to be unfounded. Examples of retaliation include, but are not limited to, anyone creating a negative work environment or changing terms and conditions of employment; sabotaging work; alienation; filing counter complaints without basis or merit; and/or talking negatively about a member to others. Woodward has adopted a zero tolerance policy with regard to retaliation and will take disciplinary action up to and including termination for any substantiated violation. Harassment-Free Workplace See Woodward Policy 6-16 Harassment Free Workplace. Woodward is committed to providing a work environment that is free of discrimination, where all members are treated with dignity, respect, and courtesy. It is the policy of the Company to maintain a working environment free of harassment. Member Guidebook U.S. Locations 7

8 One form of illegal discrimination is sexual harassment. We may generally categorize sexual harassment as unwanted and unwelcome verbal, physical, or visual behavior or conduct that is either sexual in nature or directed at a person s gender where: Submission to the behavior may be perceived to be a term or condition of employment; Submission to or rejection of the behavior is used as the basis for making employment decisions, such as promotions, transfers, annual evaluations, etc.; or Such conduct creates an intimidating, hostile, or offensive working environment or interferes with an individual s work performance. Examples of sexual harassment include: Sexual innuendoes, jokes, comments, slurs, invitations, or graphic commentary about an individual s body; Sexually suggestive or obscene objects, pictures, cartoons, posters, clothing, notes, letters, s, or electronic media; and Sexual gestures, leering, touching, assaulting, or impeding or blocking movements. Harassment also includes comments or behavior that is insulting to, demeaning of, or disrespectful of any individual s protected characteristics, such as one s race, color, religious creed, age, sex, national origin, ancestry, physical disability, mental disability, medical condition, sexual orientation, gender identity or expression, veteran status, marital status, genetic information, or other protected class. Any member who believes that he or she has been discriminated against or harassed by another member of the Company, or by anyone else while on Company premises or while on Company business, or who knows about such behavior, must promptly report the incident(s) to Human Resources or any officer of the Company. Complaints may also be submitted anonymously by calling or by using a web-based tool accessible via Inside Woodward at Company Resources/Member Matters/Ethics Help Line, or Management must immediately report any claims of harassment to a Human Resources Representative who will then investigate all such claims. Management that fails to take action or engages in harassment not only exposes the Company to liability but also expose themselves to personal liability. The registering of a good-faith complaint will in no way be used against the member, nor will it have an adverse impact on an individual s employment status or the terms or conditions of the individual s employment. In fact, it is unlawful to retaliate and Woodward explicitly prohibits retaliatory actions against any member that are motivated by the fact the member made a complaint or by the fact that the member assisted or cooperated in an investigation of a complaint by someone else, even if the complaint is ultimately determined to be unfounded. Examples of retaliation include, but are not limited to, anyone creating a negative work environment or changing terms and conditions of employment; sabotaging work; alienation; filing counter complaints without basis or merit; and/or talking negatively about a member to others. Woodward has adopted a zero tolerance policy with regard to retaliation and will take disciplinary action up to and including termination for any substantiated violation. Member Guidebook U.S. Locations 8

9 The Company will not tolerate any conduct which fails to comply with the letter or spirit of this policy. Questions regarding this policy should be referred to Human Resources. Codes of Business Conduct and Ethics See Woodward Policy 1-14 Codes of Business Conduct and Ethics. Message from Tom Gendron Woodward has conducted business with integrity since I am pleased to maintain the Tradition of Integrity carried on by each of Woodward s five prior chief executives. I strongly support the Codes of Business Conduct and Ethics as a written expression of the Tradition of Integrity central to Woodward s culture. Woodward is not merely responding to reforms in the wake of corporate scandals. In emphasizing our commitment to the Tradition of Integrity, we are expressing Woodward s core values and principles. These core values and principles are essential to us, and we expect everyone at Woodward to behave accordingly. Each of the members of our Board of Directors has committed to act ethically at all times and to adhere to the policies in the Codes of Business Conduct and Ethics. All of our members, including officers and senior management, are required to comply with these codes. The commitment also extends to others who represent or act on behalf of Woodward. Representatives are instructed that their conduct on our behalf shall comply with these codes. Within the Codes of Business Conduct and Ethics there are two (2) codes: 1) the Woodward Code of Business Conduct, and 2) the Woodward Code of Ethics for Senior Financial Officers and Other Finance Members. The Woodward Code of Business Conduct applies to all Woodward members as well as to Woodward s directors. The Woodward Code of Ethics for Senior Financial Officers and Other Finance Members is specifically directed to Woodward s Finance group. In compliance with applicable law, this code also applies to Senior Financial Officers and to me as Woodward s Chief Executive Officer and President. These codes also reference Policy 2-16 Trades of Woodward Stock, which addresses in detail issues of insider trading. The Reporting Violations section of the Woodward Code of Business Conduct establishes the policies and procedures for reporting suspected violations of these codes. Reports can be submitted in a variety of ways, including a confidential help line which is available to report suspected violations. Reports can be submitted anonymously by calling your country-specific toll free number (in the U.S ) or by using a web-based tool accessible via Inside Woodward at Company Resources/Member Matters/Ethics Help Line, or Woodward Codes of Business Conduct serve to guide us in acting on behalf of Woodward. It is essential that every member and representative of Woodward understands and complies with them. Member Guidebook U.S. Locations 9

10 TOM GENDRON Chairman of the Board and Chief Executive Officer Woodward Government Contract Compliance See Woodward Policy 1-16 Government Contracting Ethics Program and Policy for Reporting Violations and Dealing with Ineligible Parties. As a supplier to the U.S. government, Woodward is required to exemplify ethical standards and conduct required by the Federal Acquisition Regulations and other applicable statutes and regulations. This policy sets forth mandatory requirements and guidelines for maintaining an ethics and compliance program, reporting violations, and dealing with individuals and entities who are suspended, debarred, proposed to be debarred, or otherwise ineligible to do business with the U.S. Government. Member Guidebook U.S. Locations 10

11 Hours and Pay Breaks/Lunch This policy applies to all non-exempt/hourly members. If state law provides more generous break and meal periods, state law will control and additional information will be provided to members in a location/state-specific Guidebook Addendum. 1. The standard break/meal period provided to members scheduled to work an eight (8)-hour shift is one (1), thirty (30)-minute unpaid break/meal period and one (1), fifteen (15)-minute paid break/meal period. 2. Members scheduled to work ten (10) or more hours in a day will receive two (2) paid fifteen (15)-minute breaks and one (1) unpaid thirty (30)-minute break/meal period. 3. Breaks/meal periods start from the time you leave your work area and end when you return to your work area. 4. Break/meal periods cannot be used to leave work early or to come in late. Work Schedule The normal work schedule for regular, full-time members consists of eight (8) working hours daily, Monday through Friday. Additional shift information may be available in your state/location-specific Guidebook Addendum. Holidays/Plant Shutdown In addition to the ten (10) paid holidays (includes two (2) Company-designated holidays), the Company may observe a holiday plant shutdown each December. Refer to the current Holiday Schedule and the OneWoodward Benefits Handbook for further details. Shift Premiums These represent guidelines and may be altered to meet business needs through agreement of the team and Leader. Shift premiums are determined by the work hours of the member s scheduled shift. To qualify for shift premium pay, six (6) hours of the scheduled hours must fall within the scheduled work hours for that shift. Application of premiums due to routine illness, Family & Medical Leave Act-qualifying leave, shortterm disability leave, or extended medical leave (this does not apply if a member is on medical leave due to a work-related injury): Daily illnesses up to five (5) consecutive scheduled workdays, the applicable shift premium on the current scheduled shift will be paid Member Guidebook U.S. Locations 11

12 Overtime Beginning on the sixth consecutive absence of a scheduled workday, pay will revert to the member s regular rate of pay without a shift premium Intermittent absences will receive the applicable shift premium for the member s current scheduled shift at the time of the absence Shift premiums are paid for working an off-shift. On extended absences, the member is not working an off-shift and is not eligible for a shift premium. This pay practice is compliant with the Fair Labor Standards Act Although we attempt to schedule all members to work eight (8) hours per day and five (5) days per week, there are certain occasions when overtime work is required to meet business needs. It may be scheduled either before or after your normal workday and, when possible, advance notification of these assignments will be provided. All overtime work must receive prior authorization from the appropriate Leader before members arrive to work overtime. Overtime pay for non-exempt members will be at time-and-a-half regular (base) rate for any hours worked over twelve (12) hours in one (1) day or any hours over forty (40) hours in one (1) work week, whichever is greater. Paid time off for holidays, vacation, and jury duty will be counted as hours worked when determining the payment of overtime. Other forms of paid leave, such as bereavement leave and sick time, are not included in calculating overtime pay hours. As discretionary time off, they are paid at the scheduled hourly wage rate. Fair Labor Standards Act (FLSA) Safe Harbor Policy Pursuant to the federal Fair Labor Standards Act, deductions from pay are permissible under the following circumstances: The member is absent from work for one (1) or more full days for personal reasons other than sickness or disability; The member is absent from work for one (1) or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness; To offset amounts members receive as jury or witness fees, or for military pay; or For unpaid disciplinary suspensions of one (1) or more full days imposed in good faith for workplace conduct rule infractions. Also, an employer is not required to pay: The full salary in the initial or terminal week of employment; For penalties imposed in good faith for infractions of safety rules of major significance; Member Guidebook U.S. Locations 12

13 or For weeks in which an exempt member takes unpaid leave under the Family and Medical Leave Act. In such weeks, the payment of an hourly or daily equivalent of the member s full salary for the time actually worked will be paid. Please note that these rules may differ under applicable state wage and hour law. It is our policy, to ensure compliance with the salary basis requirement of the FLSA and applicable state law. In some cases, Woodward policies and practices are more generous than the law requires. Therefore, we prohibit all Company managers from making any improper deductions from the salaries of exempt members under applicable law or Company policy. If you believe that an improper deduction has been made to your salary, you should immediately report this information to Human Resources. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made. Member Responsibility Members are presented a bi-weekly pay check and annual benefits summary of their elections. Members are responsible for regularly reviewing their paychecks and benefits statements for accuracy. Members are required to notify the company of any errors in their pay or benefits in a timely manner. Timely means within 5 business days of becoming aware of the error. Members should notify their Leader and Payroll of any time reporting discrepancies resulting in errors in pay and the local Benefits Specialist to report any errors regarding benefits coverage. Woodward Variable Incentive Plan (WVIP) Woodward has a pay for performance philosophy. Members have the opportunity to share in Woodward s success through a total compensation plan that includes base pay and variable pay opportunities reflective of member contributions to the Company s success. Woodward s Variable Incentive Plan is tied to financial and operational goals of the Company. The plan is reviewed each fiscal year and the objectives are shared with membership.. You are eligible to participate in the WVIP from the first day of employment. Members who start after the beginning of the fiscal year are eligible for a prorated payment. To be eligible for any WVIP payments, a member must be employed on the last day of the fiscal year, except in the case of retirement, death, or disability. Travel Expenses See Policy 1-09 Travel Policy. Members will be reimbursed for expenses incurred when required to travel on authorized Company business. Members must complete a travel expense report through Concur (link found on Inside Woodward under Travel) to record ordinary and necessary travel expenses. A mileage allowance per IRS regulation will be paid for such travel. Mileage and travel expense reports must be approved by your Leader within Concur. Member Guidebook U.S. Locations 13

14 Time Away From Work Family and Medical Leave Act ( FMLA ) Woodward s policy is intended to comply with the FMLA. The ultimate determination of whether a member is entitled to FMLA leave or whether any time off by the member may be deemed to be FMLA leave is not governed by this policy, but rather is governed by the provisions of the FMLA, as well as the applicable regulations and other law interpreting the FMLA. The following is intended to provide members with a summary of some of the important provisions of the FMLA. Further information regarding the FMLA, as well as applicable forms, can be obtained from Human Resources. Eligibility To be eligible for FMLA leave, you must have been employed for at least twelve (12) months, have worked at least 1,250 hours during the twelve (12) months preceding the start of leave, and work at a location where at least fifty (50) members are employed by Woodward within seventy-five (75) miles. Leave Entitlement Woodward permits unpaid FMLA leaves of up to twelve (12) weeks (twenty-six (26) weeks with respect to military caregiver leave) in the applicable twelve (12)-month period for the following reasons: Medical Leave Member s serious health condition that makes the member unable to perform his or her job, or for incapacity due to pregnancy, prenatal medical care or child birth Family Leave To care for the member s child after birth or placement for adoption or foster care Serious health condition of member s child who is under eighteen (18), or who is older than eighteen (18) if disabled Serious health condition of member s spouse or parent Military qualifying exigency Military caregiver In order to determine the applicable twelve (12)-month period for all types of FMLA leave other than military caregiver leave, Woodward uses a rolling twelve (12)-month period measured backward from the date a member last used FMLA leave. The entitlement to leave for the birth or placement of a child for adoption or foster care expires twelve (12) months from the date of the birth or placement. In a situation where both eligible spouses are employed by Woodward, leave for a placement or birth of a child, to care for the child after placement or birth, and to care for a parent with a serious health condition will be limited to a COMBINED leave of twelve (12) weeks in the applicable twelve Member Guidebook U.S. Locations 14

15 (12)-month period. Similarly, eligible spouses will be entitled to a COMBINED twenty-six (26) weeks of leave during the applicable twelve (12)-month period for leave taken for a combination of military caregiver leave and one of the foregoing reasons. Where spouses both use a portion of their entitlements for the foregoing reasons, they are each entitled to the difference between the amount of leave they have taken individually for such reasons and the twelve (12) (or twenty-six (26)) weeks of leave for other purposes. Military Caregiver Leave FMLA leave is available to care for a covered service member, of whom the member is the spouse, son, daughter, parent, or next of kin, who has a serious injury or illness ( military caregiver leave ). A covered service member is either: A current member of the Armed Forces (including a member of the National Guard or Reserves) who is undergoing medical treatment, recuperation, or therapy, or is in outpatient status, or is on the temporary disability retired list for a serious injury or illness. A veteran of the Armed Forces (including the National Guard or Reserves) who was discharged or released under conditions other than dishonorable within the five (5)-year period before the member first takes military caregiver leave to care for the veteran and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. The FMLA definitions of serious injury or illness for current service members and veterans are distinct from the FMLA definition of serious health condition. For additional information, please contact Human Resources. A member may take up to twenty-six (26) weeks of military caregiver leave during a single twelve (12)-month period on a per-covered service member, per-injury basis (which may be taken continuously, intermittently, or on a reduced schedule basis). The single twelve (12)-month period is measured forward from the date a member s leave to care for the covered service member begins, even if Woodward uses a different twelve (12) month period for other types of FMLA leave. Once a single twelve (12)-month period expires, the member is eligible for another twenty-six (26) weeks of military caregiver leave during a subsequent twelve (12)-month period to care for a different covered service member or to care for the same covered service member if he/she incurs a subsequent serious injury or illness (excluding aggravation or complication of an earlier serious injury or illness for which the member took military caregiver leave). If a member takes military caregiver leave to care for more than one covered service member or to care for the same covered service member who has incurred a subsequent serious injury or illness, and if the single twelve (12)-month periods involved overlap with each other, the member is limited to taking no more than twenty-six (26) weeks of leave in a single twelve (12)-month period. If a member does not take all of the twenty-six (26) weeks of military caregiver leave during the applicable single twelve (12)-month period, the balance is forfeited and no carryover is permitted. In addition, during any single twelve (12)-month period, the member s total leave entitlement is limited to a combined total of twenty-six (26) weeks for all qualifying reasons under FMLA, and no more than twelve (12) of those twenty-six (26) weeks may be taken for qualifying reasons other than military caregiver leave. Member Guidebook U.S. Locations 15

16 Qualifying Exigency Leave FMLA leave is available to address a qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the member is on covered active duty or has been notified of an impending call or order to covered active duty status ( qualifying exigency leave ). Covered active due means: For members of the Regular Armed Forces, duty during deployment of the member with the Armed Forces to a foreign country. For members of the Reserve components of the Armed Forces (members of the National Guard and Reserves), duty during deployment of the member with the Armed Forces to a foreign country under a call or order to active duty in support of a contingency operation. Qualifying exigencies may include: addressing issues arising from short-notice deployment, attending certain military events and related activities, arranging for certain childcare and related activities, addressing certain financial and legal arrangements, attending certain counseling sessions, spending time with a military member who is on rest and recuperation leave during deployment, attending certain post-deployment activities, certain activities relating to caring for the military member s parent, and any other event that the member and Woodward agree constitute a qualifying exigency. Intermittent Leave Members may use FMLA leave in one continuous block of time or, in certain circumstances, may use leave intermittently or on a reduced leave schedule. Absent the approval of Woodward, leave taken in connection with the birth, adoption, or foster placement of a child may not be taken intermittently or on a reduced leave schedule. If a member s need for leave is foreseeable because of planned medical treatment, the member must make a reasonable effort, subject to the approval of the health care provider, to schedule the leave so as not to unduly disrupt Woodward s operations. In certain situations involving foreseeable leave (such as when the leave is based on planned medical treatment, is for a period of recovery from a serious health condition or a serious illness or injury of a covered service member, or is used with Woodward s approval for the birth, adoption, or foster placement of a child), Woodward may temporarily transfer the member to a position which better accommodates such leave, in which case the member will continue to receive pay and benefits equal to the member s prior position. Baby Bonding Woodward does not permit FMLA leave taken in connection with birth, adoption, or foster placement of a child in increments of less than two weeks. Member Notice Failure to comply with the following notice procedures may result in the request for leave being delayed or denied. Substance of Notice When providing initial notice of a need for leave to Woodward, members must provide sufficient Member Guidebook U.S. Locations 16

17 information to permit a determination of whether the leave may qualify for FMLA protection as well as the anticipated timing and duration of the leave. Sufficient information may include that the member is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. When providing subsequent notice of a need for leave for a reason for which FMLA leave was previously taken or certified, members must refer either to the reason or to the FMLA. Timing of Notice Whenever possible, you must notify The Standard at and your Leader at least thirty (30) days prior to the commencement of the leave. When thirty (30) days advance notice is impossible, members must notify The Standard and their Leader as soon as practical, which typically should be either the same day or the next business day after the member learns of the need for leave. If the need for leave is not foreseeable, the member must provide notice as soon as practicable, which typically should be within the time prescribed by Woodward s call-in procedures. Notice of the need for qualifying exigency leave must be provided as soon as practicable. Notices to Members After receiving initial notice from a member that FMLA leave is being requested, Woodward will inform the member of the member s eligibility status for taking leave. If the member is not eligible for leave, Woodward will provide at least one reason for the ineligibility. If the member is eligible for leave, Woodward will notify the member of the member s rights and responsibilities under the FMLA, including any additional information that may be required of the member (such as the submission of a certification). After sufficient information is obtained to determine whether the leave will be designated as FMLAprotected, Woodward will notify the member as to whether the leave has been designated as FMLA leave. If known at that time, Woodward also will notify the member of the amount of leave to be counted against the member s leave entitlement. If not known at that time, Woodward will notify the member of the amount of leave counted against the member s leave entitlement upon request, but no more often than once in a thirty (30)-day period during which leave was taken. Certification Timing Leave will not be granted or may be delayed in the event that a certification is not submitted within fifteen (15) calendar days of when the certification is requested, unless submission of such a certification within that time frame is not possible despite diligent, good faith efforts or due to extenuating circumstances. Leave Due To Member s or Family Member s Serious Health Condition A member seeking leave due to his/her own serious health condition or the serious health condition of the member s spouse, son, daughter, or parent, must provide Woodward with a medical certification issued by the health care provider of the member or family member, as appropriate. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care Member Guidebook U.S. Locations 17

18 provider for a condition that prevents the member from performing the functions of the member 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) a period of incapacity of more than three (3) consecutive, full calendar days combined with either: (i) at least two (2) in-person visits to a health care provider (generally, one (1) of these visits must occur within seven (7) days of the first day of incapacity, while the other visit must occur within thirty (30) days of the first day of incapacity); or (ii) one (1) in-person visit to a health care provider and a regimen of continuing treatment (generally, the one (1) visit must occur within seven (7) days of the first day of incapacity); or (b) incapacity due to pregnancy, or for prenatal care; or (c) incapacity due to a chronic condition which requires periodic in-person visits to a health care provider (at least two (2) visits per year). Other conditions may meet the definition of continuing treatment. If necessary, Woodward may seek authentication and/or clarification of a medical certification from the health care provider. Woodward will seek the member s authorization to contact the health care provider prior to seeking clarification. Although such authorization is not required to be given, the member s request for leave may be denied if the member refuses authorization and refuses to otherwise provide clarification. Woodward, in its judgment, may require the member to obtain the opinion of a second health care provider at Woodward s expense either before or during the leave. In cases where the second opinion differs from that of the original certification provided, Woodward may require the member to obtain a third opinion of a jointly-designated or approved health care provider at Woodward s expense, which third opinion shall be considered final and binding upon both Woodward and the member. Woodward may require that the member obtain recertification of the need for leave due to a member s own serious health condition or the serious health condition of the member s spouse, child, or parent. In addition, Woodward may require a new certification at the commencement of a new twelve (12)-month leave year in conjunction with an absence relating to the serious health condition of the member or the member s spouse, child, or parent, even if the serious health condition to which the absence relates was certified in the previous leave year. Military Caregiver Leave Serious Injury or Illness A member seeking military caregiver leave for a current service member may be required to provide Woodward with a certification completed by an authorized health care provider or a copy of an Invitational Travel Order or Invitational Travel Authorization. A member seeking military caregiver leave to care for a veteran may be required to provide Woodward with a certification completed by an authorized health care provider. An authorized health care provider may be a military-affiliated health care provider or a non-military-affiliated health care provider. However, a second and third opinion concerning the current service member s or veteran s serious injury or illness may be required when the certification is provided by a non-military-affiliated health care provider. Qualifying Exigency Leave A member seeking qualifying exigency leave must provide Woodward with: (a) a copy of the active duty orders or other military documentation which indicates that the military member is on active duty or call to active duty status in a foreign country and the dates of such service; and (b) a certification providing the appropriate facts related to the particular qualifying exigency for which Member Guidebook U.S. Locations 18

19 leave is sought. Dishonesty or Misuse of Leave Members are prohibited from engaging in FMLA fraud, abuse or misuse. The submission of false information in support of a request for FMLA leave, or the abuse or misuse of approved FMLA leave, may result in discipline, up to and including immediate termination. Pay/Benefits Issues Memberss taking FMLA leave for any qualifying reason other than their own serious health condition will be required to use all available vacation time concurrently with such leave (including base vacation, seniority based vacation, vacation rollover, and purchased vacation days). Members taking FMLA leave for their own serious health condition who qualify for Short-Term Disability benefits will be required to use any available sick time (and available vacation time, if available sick time is insufficient) to satisfy the seven (7) calendar day Short-Term Disability waiting period, and their FMLA leave will run concurrently during such waiting period and concurrently during the period of their Short-Term Disability benefits thereafter. Members taking FMLA leave for their own serious health condition who do not qualify for Short-Term Disability benefits but who qualify for worker s compensation benefits will be permitted (but not required) to supplement their worker s compensation benefits with any available sick time or vacation time unless state law prohibits such supplementation. Members taking FMLA leave for their own serious health condition who do not qualify for Short-Term Disability benefits or worker s compensation benefits will be required to use their available sick time first and their available vacation time (including base vacation, seniority based vacation, vacation rollover, and purchased vacation days) thereafter, concurrently with such FMLA leave. Once all forms of paid leave are exhausted, the remainder of the leave is unpaid time off. Paid Holidays are not granted on an unpaid leave. If a member is working a restricted work schedule due to a short-term disability, e.g., four (4)-hour workday, any earned holiday or vacation pay is prorated based on the member s restricted work schedule. Members taking FMLA leave will not lose any employment benefit accrued prior to the date the leave commenced. However, seniority and employment benefits will not continue to accrue during the unpaid leave period. During the FMLA leave, group health plan benefits will continue the same as an active member, if premium payments are continued. For members unable to pay premiums through payroll deduction (e.g., during an unpaid leave of absence), premiums are due the first calendar day of each month. The grace period is thirty-one (31) days including the first day of the month. If past due premiums are not made current by the end of the grace period, benefits under this plan will be terminated effective as of the last date for which coverage was paid. If the member chooses not to participate in the plan(s) while on leave (or lost coverage through a failure to make timely payments), the member may re-enroll, upon return from FMLA leave, in the same plan(s) in which he/she participated prior to leave. For additional information, please refer to the OneWoodward Benefits Handbook. Reinstatement During the leave, the Company may require periodic reports from the member regarding the member s status and intent to return to work. Members on a continuous FMLA leave must contact their Leader at least two (2) days before Member Guidebook U.S. Locations 19

20 returning from leave. Also, if a member s leave is being extended from the original request, the member must contact The Standard to request an extension and his/her Leader to update them on the member s status. Failure to return to work on the day after the expiration of leave without prior notification of extenuating circumstances may result in termination. Unless otherwise permitted by law, where the leave is taken due to the serious health condition of the member, the member may be required to present a fitness-for-duty certification from a health care provider before returning to work. At the end of the approved FMLA leave, the member will be offered restoration to the same position he/she held when leave commenced, or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment so long as the member is able to perform the essential functions of his/her position, with or without reasonable accommodation. However, a member has no greater right to reinstatement or to other benefits and conditions of employment than if he/she had been continuously employed during the leave period. Thus, for example, restoration may not apply if there has been a workforce reduction, a reorganization, or similar business change affecting the member s position while the member was on FMLA leave. Some highly compensated members may be exempt from returning to the same or equivalent job. Protecting Member Rights It is against Woodward s policy to interfere with, restrain, or deny the exercise of any right provided by the FMLA, or to discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for participating in any proceeding under or related to the FMLA. Members who have concerns with how their FMLA leave requests have been handled are encouraged to bring their concerns to the attention of Human Resources. Members also may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against Woodward. Additional information may be obtained through the Department of Labor at US-WAGE ( ) (TTY ) or The FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. Jury Duty Members should work as much as possible at their regular job while on the jury panel. Members who receive a jury summons must notify their leader(s) right away. Unless the jury is sequestered, members should report for work before and after attending the jury if the hours permit at least one hour on the job in a normal work schedule. Members are allowed time off with pay for jury duty and may keep any compensation received for serving. Other Forms of Leave Woodward also offers the following forms of leave, the policies for which may be accessed in the OneWoodward Benefits Handbook: Vacation Sick Pay Member Guidebook U.S. Locations 20