The Family and Medical Leave Act (FMLA) provides eligible team members with up to 12 weeks of unpaid, job-protected leave per year.  Select health benefits are also protected while you are out on a covered leave. You are eligible for FMLA if you have worked for CLEAR for at least 12 continuous months, and have worked at least 1,250 hours over the past 12 months.

This leave is unpaid, unless you’re approved for CLEAR-sponsored leave/disability or state programs. CLEAR-sponsored leaves and/or disability benefits will run concurrent with FMLA and any state/local leaves.

FMLA can be taken for any of the following reasons:

• The birth of a child or placement of a child for adoption or foster care

• To bond with a child (leave must be taken within one year of the child’s birth or placement)

• To care for your spouse, child, or parent who has a qualifying serious health condition

• For your own qualifying serious health condition that makes you unable to perform your job

• For qualifying exigencies related to the foreign deployment of a military member who is your spouse, child, or parent

Generally, you must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, you must notify your manager and the People Team as soon as possible. After which, you will need to contact Unum to file a claim for your leave request.

You may contact Unum online, via phone, or through the Unum mobile app when you need to request medical leave under FMLA and/or short-term disability.

Online: https://portal.unum.com/

Phone: 866-868-6737; Hours of operation are M–F, 8:00 a.m. to 5:00 p.m. EST

You'll need the below information when calling to file a claim:

• Employer Name: Secure Identity

• Employee Name: Your name 

• Employee Social Security Number or Employee ID Number: XXX-XX-XXXX or XXXXXX* 

• Employee Date of Birth: XX-XX-XXXX (two digit month, two digit day, & four digit year)

Paid bereavement leave is available to eligible team members. If you would like to request time off under this policy, please work directly with your manager to do so.

We provide up to three days of paid bereavement leave to all full-time team members and up to one day for part time team members. For the death of an extended family member, we provide up to one full day for both full-time and part-time team members.

For hourly team members, your bereavement pay is calculated based on your base pay rate and scheduled hours at the time of your absence. It will not include special forms of compensation like commissions, bonuses, or shift differentials. And you may, of course, with your manager’s approval, use any available paid leave for additional time off as necessary.

CLEAR defines "immediate family" as your spouse, domestic partner, parent, child, sibling; your spouse's or domestic partner’s parent, child, or sibling; your child's spouse; grandparents or grandchildren. CLEAR defines “extended family” as your first aunt, uncle, nephew, niece or cousin. In certain cases we may ask for relevant documentation.

CLEAR values and appreciates the service of all team members who have served or are currently serving in the U.S. Armed Forces. If you are called to active duty, you are eligible for military leave in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and any applicable state laws.

• Notice: You must notify your manager in advance of your military service, unless prevented by military necessity.  

• Documentation: You must provide your management team with a copy of your orders verifying the start date of your deployment and documentation confirming the end date of your deployment. 

• Pay: Military leave is unpaid, but you may use available PTO during your absence. Exempt team members will receive their full salary for any week in which they perform work. 

• Benefits: Health insurance may continue based on the length of leave and plan terms. PTO and holiday pay accrue only when PTO is used.
  
  

Returning  to Work:

• Please contact your manager and provide documentation confirming the end date of your deployment. Return to your regularly scheduled shift after service ends. 

• You will be reinstated to the position you would have attained if continuously employed, or a comparable one.
  
  

For Managers: To initiate military leave, notify your people partner, and follow the Leave of Absence Workday Guide and upload the Active Duty/Deployment Orders as an attachment in Workday.

We encourage team members to fulfill their civic responsibilities by serving jury duty when required, and will compensate you for jury duty consistent with the requirements of your state.

Please show your jury duty summons to your manager as soon as possible so they may make arrangements to accommodate your absence. 

Please keep your manager informed of the expected length of jury duty service, and note that you are expected to report for work whenever the court schedule permits.  Either CLEAR or you may request an excuse from jury duty if, in CLEAR's judgment, your absence would create serious operational difficulties.

In the event you do not have sufficient time outside of working hours to vote in an election, you may take off sufficient working time to vote. This time should be taken at the beginning or end of your regular work schedule, whichever allows the most free time for voting and the least time off from work. You will be allowed a maximum of two (2) hours of voting leave on Election Day without loss of pay. You should notify your manager  of the need for leave at least three days prior to the Election Day.