J. Kent expects an employee to arrive at a work assignment on time each scheduled workday, and to be present at work for all of the hours required. If you will be absent or late to work, you must contact your J. Kent Staffing Manager by phone, email, or text with as much notice as possible, but not later than two (2) hours prior to your assigned work schedule. In your email, you are required to state the reason for your absence or tardiness and provide your Staffing Manager with your expected return to work date or arrival time.
If an employee needs to leave the premises of the work assignment during the scheduled hours, an employee must obtain approval from their Staffing Manager prior to departure. Failure to meet attendance expectations can result in discipline up to and including termination.
You must only work the hours that are scheduled. An employee can only begin work within five minutes of the scheduled start time, and an employee must stop work within five minutes of their scheduled stop time. If you are asked by a Client to work hours other than those given to you by your Staffing Manager, you must contact your Staffing Manager immediately for approval, prior to working the requested hours.
If an employee anticipates the need for time off, the employee must provide this information including the reason for the request to their Staffing Manager, by email, as soon as possible so that approval can be obtained from the Client. It should not be expected that your request will be approved. J. Kent does not provide paid vacation or paid leave to employees.
An employee must obtain pre-approval from their Staffing Manager if the employee will work more than five minutes before their scheduled start time and more than five minutes after their scheduled end time. Any overtime must be pre-approved by an employee’s Staffing Manager.
J. Kent will provide the Family Medical Leave Act (“FMLA”) leave to its eligible employees. Under this policy, an employee can receive up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered servicemember with a serious injury or illness) during a 12-month period. The leave will be unpaid unless notified otherwise by J. Kent.
To qualify for FMLA leave, an employee must have worked for J. Kent for 12 months or 52 weeks, and separate periods of employment will be counted so long as the break between periods of employment is not longer than 7 years. An employee must have worked at least 1,250 hours during the 12 month/52 week period.
FMLA leave may be taken for the following reasons:
The birth of a child and in order to care for that child;
The placement of a child for adoption or foster care and to care for the newly placed child;
To care for a spouse, child or parent with a serious health condition (as described below); or
The serious health condition of the employee (as described below).
A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care or condition that requires continuing care by a licensed health care provider. J. Kent will require certification for the employee’s serious health condition or the serious health condition of a family member as covered by the FMLA. An employee must respond to a request for certification within 15 days. Failure to do so may result in a denial of the request for leave.
FMLA leave may be taken all at once or incrementally. J. Kent uses a rolling 12-month calendar to determine available leave.
An employee must request FMLA leave in writing to their Staffing Manager. If the leave is foreseeable, an employee must provide thirty (30) days’ notice of the leave. After leave has been granted, J. Kent may require periodic reports regarding the employee’s status and intent to return to work. J. Kent may require recertification of a serious health condition as often as every thirty days that an employee is on FMLA leave.
J. Kent complies with the Uniformed Services Employment and Reemployment Rights Act of 1994 (“USERRA”), and all other relevant federal law in regards to J. Kent’s requirements to provide leave for military service members.
J. Kent expects as much notice as possible in the event an employee is called to military service. If you are requesting leave pursuant to USERRA, you must do so in writing to your Staffing Manager. All leave provided is unpaid. If an employee is requesting leave for a period shorter than 31 days, the employee must be prepared to return to a work assignment on the next regular workday following return from military service. If an employee is requesting leave for a period longer than 30 days, but shorter than 181 days, the employee must notify J. Kent in writing of their desire to return to an assignment not less than 14 days after completion of service. If an employee requests a leave period that is greater than 180 days, they must provide notice of their intent to return within 90 days after completion of service.
An employee who has taken leave pursuant to USERRA must provide written documentation to establish the timeliness of application for reemployment and the length of military service.