FMLA Policies

Family and Medical Leave Act (FMLA) Policy - CSX Corporation 

Effective: January 16, 2009

In accordance with the Family and Medical Leave Act of 1993 ("FMLA") and the National Defense Authorization Act of 2008, certain CSX Corporation ("CSX") employees are eligible to request and receive an unpaid leave of absence.

FMLA Leave Available

Basic Leave Entitlement:
Eligible employees may take up to 12 weeks of unpaid leave for the following reasons:

  1. For the employee's incapacity due to pregnancy, prenatal medical care or child birth;
  2. To care for the employee's child after birth, or upon the placement of a child with the employee for adoption or foster care;
  3. To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  4. For a serious health condition that makes the employee unable to perform his/her job functions.

Military Family Leave Entitlements:

  1. Qualifying Exigency: Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
  2. Serious Injury or Illness of Covered Service member: Eligible employees may take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Eligibility
CSX employees who have worked for the company for at least 12 months and for at least 1,250 hours during the year preceding the start of the leave shall be eligible for leave under this policy. The company reserves the right to deny leave to employees located at work sites where there are fewer than 50 employees within a 75-mile radius.

Conditions

  1. If medically necessary for a serious health condition of the employee or his/her spouse, child, parent, or covered service member, the employee's incapacity due to pregnancy, prenatal care, or child birth, or for a qualifying exigency, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, however, the company may require an employee to transfer temporarily to an alternative position which better accommodates recurring periods of absence or a part time schedule, provided the position has equivalent pay and benefits and such reassignment is not intended to discourage or work a hardship on the employee.
  2. Any leave granted due solely to the birth or placement for adoption or foster care of a child must be taken consecutively unless otherwise agreed to by the company and must be completed within 12 months of the qualifying event.
  3. Spouses who are both employed by the company are entitled to a combined total of 12 weeks (rather than 12 weeks each) for the birth or placement for adoption or foster care of a child.
  4. Employees will be required to make the following substitutions of paid leave for unpaid leave under this policy:
    Employees Whose Vacation and Personal Leave Benefits are Provided under a Collective Bargaining Agreement:
    - Any unused paid sick leave must be substituted for FMLA leave taken on a continuous, intermittent or reduced schedule basis for an employee's own serious health condition.
    Employees Who Receive Management Vacation Benefits:
    - Any unused paid vacation must be substituted for FMLA leave taken as part of the leave requested for the birth or placement for adoption or foster care of a child, to care for a family member with a serious health condition, to care for a covered service member with a serious injury or illness, or for a qualifying exigency.
    - Any unused paid vacation must be substituted for FMLA leave taken on an intermittent or reduced schedule basis for an employee's own serious health condition.
  5. The 12-month period will be calculated by using a rolling 12-month period measured backward from the first day of the new leave period the employee is requesting. For example, an employee who wishes to take one week's leave between March 3-7, 2009 for a qualifying medical condition must first demonstrate that he/she has: (1) worked for CSX since at least March 3, 2008 (one year); and (2) has worked at least 1,250 hours between March 3, 2008 and March 2, 2009.

Notification Requirements
When need for leave is foreseeable, such as the birth, adoption or placement of a child, or planned medical treatment, the employee must provide 30 days' notice and must make reasonable efforts to schedule leave so as not to disrupt company operations. If the need for leave is not foreseeable, notice must be given as soon as practicable, and generally must comply with the company's call-in or notice requirements for requesting leave.

Status of Employee Benefits During Leave of Absence
For management employees, health insurance benefits (including dental and vision) will be maintained as if the employee was actively working. The employee must submit a check to the CSX Compensation & Benefits Department to cover the amount of the employee's contribution. Payments must be made at the same time as they would normally be made through payroll deductions. Alternative arrangements may be worked out on a case-by-case basis. Basic life insurance benefits will continue at no additional cost to the employee. Optional life insurance and personal accident insurance (if applicable) may be continued at the employee's expense.

Benefits for employees covered by a collective bargaining agreement will be continued as if the employee was actively working during the period of family and medical leave.

Procedures

  1. All requests for FMLA leave should be made to FMLA Department or through the FMLA Self-Service Tool. If possible, the request should be made 30 days in advance of the effective date of the leave. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the company's call-in or notice requirements for requesting leave.
  2. Employees requesting FMLA leave will be required to submit a completed certification providing sufficient information for the company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. The company will provide employees with a form certification. Employees must also inform FMLA Department if the requested leave is for a reason for which FMLA leave was previously taken or certified. CSX reserves the right to request clarification of the certification, request recertification, or seek a second and third opinion concerning information contained in the certification consistent with state and federal law.
  3. This policy is presented as a matter of information only; it is not a condition of employment. CSX reserves the right to modify, revoke, suspend, terminate, or change this policy in whole or in part, at any time with or without notice as permitted by law. The language in this policy is not intended to create nor is it to be construed to constitute a contract between CSX and any one or all of its employees.

Michael Ward
Chairman, President and CEO-CSX Corporation


 

Family and Medical Leave Act (FMLA) Policy - Transportation 

Effective: January 16, 2009

In accordance with the Family and Medical Leave Act of 1993 ('FMLA") and the National Defense Authorization Act of 2008, certain CSX Transportation, Inc. ('CSXT") employees are eligible to request and receive an unpaid leave of absence.

FMLA Leave Available

Basic Leave Entitlement:
Eligible employees may take up to 12 weeks of unpaid leave for the following reasons:

  1. For the employee's incapacity due to pregnancy, prenatal medical care or child birth;
  2. To care for the employee's child after birth, or upon the placement of a child with the employee for adoption or foster care;
  3. To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  4. For a serious health condition that makes the employee unable to perform his/her job functions.

Military Family Leave Entitlements:

  1. Qualifying Exigency: Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
  2. Serious Injury or Illness of Covered Service member: Eligible employees may take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

 

Eligibility
CSXT employees who have worked for the company for at least 12 months and for at least 1,250 hours during the year preceding the start of the leave shall be eligible for leave under this policy. The company reserves the right to deny leave to employees located at work sites where there are fewer than 50 employees within a 75-mile radius.

Conditions

  1. If medically necessary for a serious health condition of the employee or his/her spouse, child, parent, or covered service member, the employee's incapacity due to pregnancy, prenatal care, or child birth, or for a qualifying exigency, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, however, the company may require an employee to transfer temporarily to an alternative position which better accommodates recurring periods of absence or a part time schedule, provided the position has equivalent pay and benefits and such reassignment is not intended to discourage or work a hardship on the employee.
  2. Any leave granted due solely to the birth or placement for adoption or foster care of a child must be taken consecutively unless otherwise agreed to by the company and must be completed within 12 months of the qualifying event.
  3. Spouses who are both employed by the company are entitled to a combined total of 12 weeks (rather than 12 weeks each) for the birth or placement for adoption or foster care of a child.
  4. Employees will be required to make the following substitutions of paid leave for unpaid leave under this policy:
    Employees Whose Vacation and Personal Leave Benefits are Provided under a Collective Bargaining Agreement:
    - Any unused paid sick leave must be substituted for FMLA leave taken on a continuous, intermittent or reduced schedule basis for an employee's own serious health condition.
    Employees Who Receive Management Vacation Benefits:
    - Any unused paid vacation must be substituted for FMLA leave taken as part of the leave requested for the birth or placement for adoption or foster care of a child, to care for a family member with a serious health condition, to care for a covered service member with a serious injury or illness, or for a qualifying exigency.
    - Any unused paid vacation must be substituted for FMLA leave taken on an intermittent or reduced schedule basis for an employee's own serious health condition.
  5. The 12-month period will be calculated by using a rolling 12-month period measured backward from the first day of the new leave period the employee is requesting. For example, an employee who wishes to take one week's leave between March 3-7, 2009 for a qualifying medical condition must first demonstrate that he/she has: (1) worked for CSXT since at least March 3, 2008 (one year); and (2) has worked at least 1,250 hours between March 3, 2008 and March 2, 2009.


Notification Requirements
When need for leave is foreseeable, such as the birth, adoption or placement of a child, or planned medical treatment, the employee must provide 30 days' notice and must make reasonable efforts to schedule leave so as not to disrupt company operations. If the need for leave is not foreseeable, notice must be given as soon as practicable, and generally must comply with the company's call-in or notice requirements for requesting leave.

Status of Employee Benefits During Leave of Absence
For management employees, health insurance benefits (including dental and vision) will be maintained as if the employee was actively working. The employee must submit a check to the CSX Compensation & Benefits Department to cover the amount of the employee's contribution. Payments must be made at the same time as they would normally be made through payroll deductions. Alternative arrangements may be worked out on a case-by-case basis. Basic life insurance benefits will continue at no additional cost to the employee. Optional life insurance and personal accident insurance (if applicable) may be continued at the employee's expense.

Benefits for employees covered by a collective bargaining agreement will be continued as if the employee was actively working during the period of family and medical leave.

Procedures

  1. All requests for FMLA leave should be made to FMLA Department or through the FMLA Self-Service Tool. If possible, the request should be made 30 days in advance of the effective date of the leave. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the company's call-in or notice requirements for requesting leave.
  2. Employees requesting FMLA leave will be required to submit a completed certification providing sufficient information for the company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. The company will provide employees with a form certification. Employees must also inform FMLA Department if the requested leave is for a reason for which FMLA leave was previously taken or certified. CSXT reserves the right to request clarification of the certification, request recertification, or seek a second and third opinion concerning information contained in the certification consistent with state and federal law.
  3. This policy is presented as a matter of information only; it is not a condition of employment. CSXT reserves the right to modify, revoke, suspend, terminate, or change this policy in whole or in part, at any time with or without notice as permitted by law. The language in this policy is not intended to create nor is it to be construed to constitute a contract between CSXT and any one or all of its employees.

Michael Ward
Chairman, President and CEO CSX Transportation, Inc.

Family and Medical Leave Act (FMLA) Policy - Technology 

Effective: January 16, 2009

In accordance with the Family and Medical Leave Act of 1993 ('FMLA") and the National Defense Authorization Act of 2008, certain CSX Technology employees are eligible to request and receive an unpaid leave of absence.

FMLA Leave Available

Basic Leave Entitlement:
Eligible employees may take up to 12 weeks of unpaid leave for the following reasons:

  1. For the employee's incapacity due to pregnancy, prenatal medical care or child birth;
  2. To care for the employee's child after birth, or upon the placement of a child with the employee for adoption or foster care;
  3. To care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
  4. For a serious health condition that makes the employee unable to perform his/her job functions.

Military Family Leave Entitlements:

  1. Qualifying Exigency: Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
  2. Serious Injury or Illness of Covered Service member: Eligible employees may take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

Eligibility
CSX Technology employees who have worked for the company for at least 12 months and for at least 1,250 hours during the year preceding the start of the leave shall be eligible for leave under this policy. The company reserves the right to deny leave to employees located at work sites where there are fewer than 50 employees within a 75-mile radius.

Conditions

  1. If medically necessary for a serious health condition of the employee or his/her spouse, child, parent, or covered service member, the employee's incapacity due to pregnancy, prenatal care, or child birth, or for a qualifying exigency, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, however, the company may require an employee to transfer temporarily to an alternative position which better accommodates recurring periods of absence or a part time schedule, provided the position has equivalent pay and benefits and such reassignment is not intended to discourage or work a hardship on the employee.
  2. Any leave granted due solely to the birth or placement for adoption or foster care of a child must be taken consecutively unless otherwise agreed to by the company and must be completed within 12 months of the qualifying event.
  3. Spouses who are both employed by the company are entitled to a combined total of 12 weeks (rather than 12 weeks each) for the birth or placement for adoption or foster care of a child.
  4. Employees will be required to make the following substitutions of paid leave for unpaid leave under this policy:
    Employees Whose Vacation and Personal Leave Benefits are Provided under a Collective Bargaining Agreement:
    - Any unused paid sick leave must be substituted for FMLA leave taken on a continuous, intermittent or reduced schedule basis for an employee's own serious health condition.
    Employees Who Receive Management Vacation Benefits:
    - Any unused paid vacation must be substituted for FMLA leave taken as part of the leave requested for the birth or placement for adoption or foster care of a child, to care for a family member with a serious health condition, to care for a covered service member with a serious injury or illness, or for a qualifying exigency.
    - Any unused paid vacation must be substituted for FMLA leave taken on an intermittent or reduced schedule basis for an employee's own serious health condition. 
  5. The 12-month period will be calculated by using a rolling 12-month period measured backward from the first day of the new leave period the employee is requesting. For example, an employee who wishes to take one week's leave between March 3-7, 2009 for a qualifying medical condition must first demonstrate that he/she has: (1) worked for CSX Technology since at least March 3, 2008 (one year); and (2) has worked at least 1,250 hours between March 3, 2008 and March 2, 2009.

Notification Requirements
When need for leave is foreseeable, such as the birth, adoption or placement of a child, or planned medical treatment, the employee must provide 30 days' notice and must make reasonable efforts to schedule leave so as not to disrupt company operations. If the need for leave is not foreseeable, notice must be given as soon as practicable, and generally must comply with the company's call-in or notice requirements for requesting leave.

Status of Employee Benefits During Leave of Absence
For management employees, health insurance benefits (including dental and vision) will be maintained as if the employee was actively working. The employee must submit a check to the CSX Compensation & Benefits Department to cover the amount of the employee's contribution. Payments must be made at the same time as they would normally be made through payroll deductions. Alternative arrangements may be worked out on a case-by-case basis. Basic life insurance benefits will continue at no additional cost to the employee. Optional life insurance and personal accident insurance (if applicable) may be continued at the employee's expense.

Benefits for employees covered by a collective bargaining agreement will be continued as if the employee was actively working during the period of family and medical leave.

Procedures

  1. All requests for FMLA leave should be made to FMLA Department or through the FMLA Self-Service Tool. If possible, the request should be made 30 days in advance of the effective date of the leave. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the company's call-in or notice requirements for requesting leave.
  2. Employees requesting FMLA leave will be required to submit a completed certification providing sufficient information for the company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. The company will provide employees with a form certification. Employees must also inform FMLA Department if the requested leave is for a reason for which FMLA leave was previously taken or certified. CSX Technology reserves the right to request clarification of the certification, request recertification, or seek a second and third opinion concerning information contained in the certification consistent with state and federal law.
  3. This policy is presented as a matter of information only; it is not a condition of employment. CSX Technology reserves the right to modify, revoke, suspend, terminate, or change this policy in whole or in part, at any time with or without notice as permitted by law. The language in this policy is not intended to create nor is it to be construed to constitute a contract between CSX Technology and any one or all of its employees.

Frank Lonegro
President-CSX Technology



Responsibility

Beyond Our Rails

  Related Links  
 

Search Job Openings and Apply
Our Culture