Personal Leave of Absence (PLOA) - Finni Policy & Employee Guidelines

Overview

A Personal Leave of Absence (PLOA) is a discretionary leave option available to employees when a request does not qualify under FMLA, applicable state leave laws, or the ADA interactive process, or after those options have been fully evaluated.

PLOA is a good faith effort of Finni to provide flexibility in limited circumstances while ensuring business continuity across clinic, administrative, and HQ operations.

Important Eligibility Note

PLOA is not a statutory or guaranteed benefit. Approval is determined on a case-by-case basis based on operational needs and supporting information provided by the employee.

Before a PLOA is considered, HR will evaluate:

• FMLA eligibility

• State leave entitlements

• ADA accommodation obligations

When to Request a PLOA

Employees may request a PLOA for reasons including, but not limited to:

• Personal matters requiring extended time away from work

• Situations not covered under medical or family leave 

• Temporary circumstances impacting ability to work where no employer-mandated leave applies

Employee Responsibilities 

Step 1:Notify Leader

• Discuss with your manager and/or HR (as you feel comfortable) as soon as possible

• For foreseeable leave, please provide at least 30 days’ notice where practicable

Step 2: Submit Formal Request

Employees must provide:

• Leave of absence request form 

• Provider certification (to be completed by treating provider if under medical attention)

• Any relevant supporting documentation, if applicable

HR will provide the Leave of Absence Request Form for completion.

Step 3: Participate in Review Process

• HR may follow up for clarification or additional details

• Employees are expected to respond promptly to avoid delays in decision-making

Step 4: Approval and Confirmation

If approved, employees will receive a written confirmation outlining:

• Approved leave dates

• Expectations during leave

• Benefits and payroll impact

• Return-to-work requirements

Employees should not assume approval until written confirmation is received from HR.

During Leave Expectations

Employees on PLOA are expected to:

• Maintain periodic communication with HR if requested

• Notify HR of any changes to return date as soon as possible

• Refrain from performing work unless explicitly authorized

Compensation and Benefits

Pay

• PLOA is an unpaid leave

Benefits

• Benefits continuation is subject to plan terms

• Employees are responsible for paying their portion of premiums during the leave period

• HR will communicate specific details around the payment based on the employee’s benefit enrollment

Return-to-Work Process

• Employees must confirm their return-to-work date in advance

• HR or the PO/Manager will discuss restriction and the ability or inability to accommodate

• If applicable, a fitness-for-duty certification may be required for medical-related absences

Extensions of Leave

• Requests for extension must be submitted before the original return date

• Extensions are not guaranteed and will be reviewed based on:

  • Operational impact

  • Updated circumstances

Failure to Return

Failure to return to work or communicate with HR may result in:

• Voluntary resignation classification, or

• Further employment action in line with company policy

Denial of PLOA

A PLOA request may be denied where:

• The leave creates an undue hardship to the business to include significant operational or client care disruption

• Adequate coverage cannot be arranged

• Required information or documentation is not provided

Compliance Note

PLOA is a last-step consideration and cannot be used to override or replace employee rights under:

• FMLA

• State leave laws

• ADA accommodations