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 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 based on the employee’s benefit enrollment

• Employees on an approved leave of absence will maintain benefit eligibility during the leave period, provided required premium contributions are made. 

  • Upon return, employees must meet applicable eligibility requirements, including minimum hours worked, to continue benefits coverage. 

  • If eligibility requirements are not met, benefits may be impacted in accordance with policy.

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

Continuation of Benefits During Leave

Team members enrolled in Finni Health’s benefit plan are responsible for continuing to pay their portion of benefit premiums while on an approved leave of absence, including FMLA or a personal leave.

If an employee is in an unpaid status or does not have sufficient earnings to cover benefit premiums through payroll deduction, the employee will be required to submit payment directly to Finni Health via check on a timely basis.

Checks should be made payable to Journey Health Technologies US Inc. and mailed to the following address:
3621 Marion LN, Las Cruces, NM 88012.

Employees are responsible for ensuring that payments are received by the applicable due dates.

Finni Health will provide advance notice of the amount due, payment due dates, and acceptable payment methods.

Grace Period and Non-Payment

If a required payment is not received, the following will apply:

• A grace period of up to 30 days from the original due date will be provided for payment.

• If payment is not received within this timeframe, Finni Health will issue a written notice advising that coverage will be terminated if payment is not received. This notice will provide an additional 15 day grace period to remit payment.

• If payment is not received by the deadline stated in the notice, benefit coverage may be discontinued, consistent with applicable law.

Coverage termination may be applied retroactively to the last date for which premiums were paid, where permitted.

Reinstatement of Benefits

If an employee returns from leave, benefits will be reinstated in accordance with applicable laws and plan terms, provided eligibility requirements are met.

Recovery of Unpaid Premiums

If an employee returns to active employment following a leave of absence and has outstanding benefit premium amounts, Finni Health reserves the right to recover any unpaid premiums through payroll deductions from future wages, to the extent permitted by applicable federal and state law.

Where required, appropriate written authorization will be obtained prior to making such deductions. Repayment may be structured over multiple pay periods, where appropriate, to avoid undue financial hardship on the employee.

Outstanding Premiums Upon Separation of Employment

If an employee separates from employment while premium amounts remain outstanding, Finni Health reserves the right to:

• Deduct any unpaid premiums from the team member’s final paycheck, to the extent permitted by applicable law and with any required authorization; and/or

• Seek repayment directly from the former employee for any remaining balance.

Failure to remit outstanding premium amounts may result in appropriate collection actions, where permitted by law.