54 If the need for leave is foreseeable, you must make a good faith effort to provide advance notice. If unforeseeable, provide notice as soon as practical. If known, notice should include the expected length of the absence. Documentation The Company may require you to submit documentation to support your use of sick leave if your absence: • Exceeds 24 consecutively scheduled work hours or three consecutive days on which you are scheduled to work; • Occurs within two weeks prior to your final scheduled day of work (except in the case of temporary employees); or • Occurs after four unforeseeable and undocumented absences within a three-month period. Any reasonable documentation signed by a health care provider indicating the need for sick leave for personal illness, the illness of a family member, or a routine medical examination for you or your family member will be acceptable. Required documentation must be submitted within seven days of the absence. Additional time will be allowed if good cause can be shown. Payment upon Termination You will not be paid for any unused sick leave when your employment ends. Interaction with Other Leave Sick leave will run concurrently with other types of leave where permitted under applicable law. You may choose to use, or the Company may require you to use, paid sick leave to receive pay when taking other statutorily-authorized leave that would otherwise be unpaid. Retaliation The Company will not retaliate against employees who request or take leave in accordance with this policy. Parental Leave New England Security provides up to eight weeks of paid leave in a 12-month period to employees for the birth or adoption of a child. You must work full time and have three consecutive months of employment with the Company to qualify for this leave. You must provide at least two weeks' notice of the anticipated date of departure and the date you intend to return, or provide notice as soon as practicable if there are reasons beyond your control. You will be placed in your original job or an equivalent job with equivalent pay and benefits upon return from leave. You will not lose any benefits that accrued before leave was taken. Federal FMLA leave and Massachusetts parental leave run concurrently and cannot be used consecutively if leave is covered under both laws. The Company will not retaliate against employees who request or take leave in accordance with this policy.
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