Extended Leave 

GENERAL EXTENDED LEAVE 

Employees may request extended leaves of absence for up to eight weeks for personal or medical reasons. Extended leave is unpaid and is discretionary with the management of REBOOT Recovery. When considering a request for an extended leave, REBOOT Recovery will consider factors such as the employee’s position, the employee’s length of service, the employee’s performance record including attendance, the purpose of the leave, the needs of the department in which the employee works, the effect of the leave on other employees, and REBOOT Recovery’s general business needs. 

Employees who fail to report to work after an approved leave of absence are deemed to have voluntarily resigned. When an approved extended leave has been exhausted, the employee may request additional leave. The Executive Director must approve all extended leave. 

JURY DUTY 

Employees are fully compensated for days missed but must notify their supervisor ahead of time and provide a copy of the summons by the next working day after the summons is received. Employees are expected to adjust deadlines or make other arrangements to ensure business isn’t negatively impacted by their absence.

MILITARY LEAVE 

REBOOT Recovery supports employees serving in the National Guard or Reserves and complies with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Employees called to military duty must provide advance notice to their supervisor and HR, unless notice is impossible due to military necessity. For short-term military leave (e.g., training or drills lasting a few days), employees are encouraged to coordinate with their supervisor to manage their workload before their absence. However, employees are not required to maintain regular workload responsibilities while on leave. For extended military leave (e.g., deployment), REBOOT Recovery will adjust compensation to account for any military pay received. Employees must provide a copy of their official military orders to HR.