Revision Number / 2
Effective Date / 10/15/2011
Policy Manager / HR Director-Strategy & Planning
Debbie Shurr
Last Reviewed / 10/26/2015

1.0 INTRODUCTION

This policy addresses leaves of absence that may be granted to employees for serious health condition resulting from a medical illness or injury, or for other non-medical reasons (personal). This policy does not detail leave under the Family Medical Leave Act (FMLA). This policy does not address absences, intermittent or otherwise, of durations less than a week.

2.0 SCOPE

This policy applies to all regular, full-time and reduced full-time SCANA employees unless otherwise specifically covered by a collective bargaining agreement.

3.0 GENERAL GUIDELINES

A leave of absence may be granted to any full-time or reduced full-time employee upon review by SCANA HR and approval of the employee’s management. An employee may be placed on a leave of absence upon approval of an employee’s application for leave or at management’s discretion.

3.1 When need for a leave is foreseeable, an employee should submit an application for leave at least 30 days prior to the desired commencement of leave to allow time for necessary review and making of arrangements for work coverage. Submission of request for leave less than 30 days prior to desired leave commencement may result in denial of the leave. If the need for leave is not foreseeable, the employee must submit a request as soon as practicable. Supervisors and/or Managers will complete the Leave of Absence Request Form when the employee is unavailable to do so.

3.2 Employees receive no entitlement to pay or benefits from the grant or approval of leave under this policy. Instead, eligibility for compensation or benefits while on leave for worker’s compensation or disability is addressed by the terms of those programs and any applicable law or statute.

3.3 A Leave of Absence does not constitute a guarantee of reinstatement. If an employee is able to return to work and the employee’s original job is not available, management will consult with SCANA HR and the employee to determine the availability of open positions for which the employee is qualified. The employee may apply for any such open positions as an internal applicant. If the employee does not receive a position by the end of the LOA period, the employee may be terminated from the company.

3.4 In appropriate circumstances, SCANA may place an employee in a leave of absence status without application or certification from the employee.

3.5 Nothing in this policy limits SCANA’s right to terminate or fill the position of an employee who has demonstrated an inability to perform the essential functions of the

job. Additionally, nothing in this policy limits SCANA’s right to terminate or fill the position of an employee with repeated leave periods that individually or collectively do not reach the maximum leave limits of this policy.

4.0 TYPES OF LEAVE OF ABSENCE

The types of Leave of Absence (LOA) are classified as ‘Medical’ and ‘Personal’.

5.0 MEDICAL LEAVES OF ABSENCE

A medical leave may be granted to an employee who has a serious health condition resulting from an injury or illness. If the employee qualifies for FMLA or Short Term Disability (STD), Medical Leaves of Absence do not begin until FMLA and/or STD have ended. The Company may require a health care provider’s statement for an absence due to illness/injury of any length. When on Medical Leave, refusal by an employee, who is offered light or modified duty within their medical restrictions, to perform any light duty, may result in termination. While on Medical Leave the employee is no longer considered on active employee status. The employee should check with their supervisor or HR about eligibility for health insurance and other benefits while on medical leave.

5.1 Duration: The maximum duration of medical leave is two (2) years. Employees who resume medical leave for the same illness/injury within fourteen (14) calendar days of return to work will be considered to be on a continuation of the original leave.

5.2 Approval: A medical leave request is made by completing and submitting a Leave of Absence Form along with the required medical documentation to the employee’s supervisor and/or manager. The medical documentation must demonstrate that the employee has a serious health condition that prevents the employee from performing the essential functions of their job.

6.0 PERSONAL LEAVES OF ABSENCE

A personal leave may be granted to employees for various non-medical reasons. During any personal leave, FMLA may or may not be available depending on the application of the FMLA. If FMLA is available, it will run concurrently with any personal leave.

6.1 Duration: The maximum duration of personal leave is one (1) year.

6.2 Approval: Leaves of Absence are approved at the discretion of managers. A personal leave request is made by completing and submitting a Leave of Absence Form to the supervisor and/or manager. The employee must provide documentation that demonstrates the need for the grant of a personal leave.

A manager can approve a personal leave for up to 26 weeks. At the end of 26 weeks, a request for an extension must be approved by the vice president responsible for the business unit for up to an additional 26 weeks. Management should forward all requests for personal leave to SCANA HR for review prior to approval or disapproval.

THIS POLICY IS NOT A CONTRACT. IT DOES NOT CHANGE YOUR STATUS AS AN AT-WILL EMPLOYEE, AS EITHER YOU OR THE COMPANY MAY TERMINATE YOUR EMPLOYMENT AT ANY TIME, FOR ANY REASON, WITH OR WITHOUT PRIOR NOTICE. THE COMPANY MAY AMEND, CHANGE, OR DEVIATE FROM ANY GUIDE, POLICY, OR PRACTICE DESCRIBED HEREIN IN THE COMPANY’S SOLE DISCRETION. PRINTED COPIES MAY NOT ACCURATELY REFLECT CURRENT POLICY, AS CHANGES IN THE POLICY MAY HAVE OCCURRED AFTER IT WAS PRINTED. FOR THE CURRENT VERSION OF THIS POLICY, PLEASE CONSULT THE ONLINE CORPORATE POLICY LIBRARY.