If a crew member goes on leave under the Family and Medical Leave Act (FMLA) of 1993, compensation will be affected as detailed below.
A crew member's pay will be suspended beginning with the first day of unpaid leave (if administratively possible). For administrative reasons, a crew member may receive a full check even though he or she did not work the entire pay period. Any amount paid, to which the crew member was not entitled, will be recovered by Vanguard.
The crew member has the option to use any accrued paid time off (PTO) with the unpaid FMLA leave to be paid for the time out of the office. If a crew member chooses to use PTO along with his or her FMLA, the crew member must notify Crew Central™ so that the proper action can be taken for the leave of absence in Workday.
If the crew member returns to work in the middle of a pay period, the individual will not receive a paycheck until he or she has worked a full pay period.
All crew members, both exempt and overtime-eligible, taking intermittent leave must complete a timesheet showing FMLA hours. Although the Fair Labor Standards Act (FLSA) generally precludes paying exempt crew members on an hourly basis, an exception exists for hourly payment of exempt employees on intermittent unpaid FMLA leave.
Both Partnership and bonus payments are paid to crew members on FMLA leave on the normal distribution date. Beginning with the 2015 plan year (2016 payment), Partnership payments will not be prorated for crew who spend time on FMLA leave.
Once the crew member returns from leave, the merit review and appraisal process will take place.