Add Handbook.md benchmark tasks
This commit is contained in:
DerekSurge
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FROM handbook_base
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COPY initial_external_services/ /data/
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COPY initial_external_services/ /initial_data/
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COPY initial_workspace/ /workdir/
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ENV INPUTDIR=/data OUTPUTDIR=/data WORLDBENCH_TOOL_SETS="syntara_ds_all google_mail_contacts slack_core google_mail_core google_calendar_core jira_core shopify_core"
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+457
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{
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"events": {
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"holiday-2026-new-years": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 New Year's Day",
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"start": {
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"date": "2026-01-01"
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},
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"end": {
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"date": "2026-01-02"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks (e.g., 15-day medical cert window) continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-new-years"
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},
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"holiday-2026-mlk": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Martin Luther King Jr. Day",
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"start": {
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"date": "2026-01-19"
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},
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"end": {
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"date": "2026-01-20"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-mlk"
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},
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"holiday-2026-presidents": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Presidents' Day",
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"start": {
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"date": "2026-02-16"
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},
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"end": {
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"date": "2026-02-17"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-presidents"
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},
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"holiday-2026-memorial": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Memorial Day",
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"start": {
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"date": "2026-05-25"
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},
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"end": {
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"date": "2026-05-26"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-memorial"
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},
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"holiday-2026-juneteenth": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Juneteenth",
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"start": {
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"date": "2026-06-19"
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},
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"end": {
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"date": "2026-06-20"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-juneteenth"
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},
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"holiday-2026-july4-observed": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Independence Day (observed)",
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"start": {
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"date": "2026-07-03"
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},
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"end": {
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"date": "2026-07-04"
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},
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"description": "Ridgeline-observed holiday (Independence Day observed on Friday, July 3). HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-july4-observed"
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},
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"holiday-2026-labor": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Labor Day",
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"start": {
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"date": "2026-09-07"
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},
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"end": {
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"date": "2026-09-08"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-labor"
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},
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"holiday-2026-thanksgiving": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Thanksgiving Day",
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"start": {
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"date": "2026-11-26"
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},
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"end": {
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"date": "2026-11-27"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-thanksgiving"
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},
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"holiday-2026-day-after-thanksgiving": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Day After Thanksgiving",
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"start": {
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"date": "2026-11-27"
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},
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"end": {
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"date": "2026-11-28"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-day-after-thanksgiving"
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},
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"holiday-2026-christmas-eve": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Christmas Eve",
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"start": {
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"date": "2026-12-24"
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},
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"end": {
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"date": "2026-12-25"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-christmas-eve"
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},
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"holiday-2026-christmas": {
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"summary": "\ud83d\udd34 HR CLOSED \u2014 Christmas Day",
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"start": {
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"date": "2026-12-25"
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},
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"end": {
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"date": "2026-12-26"
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},
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"description": "Ridgeline-observed holiday. HR office closed. Does NOT count as a business day for FMLA, FAMLI, or internal SLA clocks. Calendar-day clocks continue to run.",
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"location": "Ridgeline Gear Co. \u2014 Fort Collins, CO",
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"id": "holiday-2026-christmas"
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},
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"recurring-famli-inbox-check-mon": {
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"summary": "\ud83d\udcec Daily: Check FAMLI Employer Inbox (famliemployer@ridgelinegear.com)",
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"start": {
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"dateTime": "2026-04-13T08:00:00-06:00",
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"timeZone": "America/Denver"
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},
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"end": {
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"dateTime": "2026-04-13T08:15:00-06:00",
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"timeZone": "America/Denver"
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},
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"description": "Per SOP Section 9.1 and 9.5: Monitor famliemployer@ridgelinegear.com every business day at the start of the day. CDLE sends Employer Response notices from claims@famli.colorado.gov. Upon receipt, the 5-business-day employer response clock begins immediately. Do not allow unread notices to accumulate.",
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"id": "recurring-famli-inbox-check-mon"
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},
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"recurring-sop-annual-review": {
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"summary": "\ud83d\udccb SOP Annual Review Due \u2014 Benefits Manager + HR Director",
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"start": {
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"date": "2027-04-01"
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},
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"end": {
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"date": "2027-04-02"
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},
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"description": "Per SOP Section 13 (Quality Controls): Annual review of the Leave Coordinator SOP is scheduled each April. Next review: April 1, 2027. Conducted by Benefits Manager (Renata Okafor) and HR Director (Daniel Whitfield). Any compliance-related changes also require General Counsel (Evelyn Marchetti) review. SOP Change Log must be updated with date, change, approver, and reason.",
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"id": "recurring-sop-annual-review"
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},
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"recurring-quarterly-case-audit-q2-2026": {
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"summary": "\ud83d\udd0d Quarterly Case Audit \u2014 Benefits Manager (Q2 2026)",
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"start": {
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"date": "2026-06-30"
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},
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"end": {
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"date": "2026-07-01"
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},
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"description": "Per SOP Section 13 (Quality Controls): Benefits Manager (Renata Okafor) conducts quarterly audit of open and recently closed cases. Audit includes: sampling of 10 closed cases, verification of deadline adherence, verification of file locations, review of Slack posts for confidentiality compliance, and review of case notes for completeness.",
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"id": "recurring-quarterly-case-audit-q2-2026"
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},
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"recurring-quarterly-case-audit-q3-2026": {
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"summary": "\ud83d\udd0d Quarterly Case Audit \u2014 Benefits Manager (Q3 2026)",
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"start": {
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"date": "2026-09-30"
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},
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"end": {
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"date": "2026-10-01"
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},
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"description": "Per SOP Section 13 (Quality Controls): Benefits Manager (Renata Okafor) conducts quarterly audit of open and recently closed cases. Audit includes: sampling of 10 closed cases, verification of deadline adherence, verification of file locations, review of Slack posts for confidentiality compliance, and review of case notes for completeness.",
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"id": "recurring-quarterly-case-audit-q3-2026"
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},
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"recurring-quarterly-case-audit-q4-2026": {
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"summary": "\ud83d\udd0d Quarterly Case Audit \u2014 Benefits Manager (Q4 2026)",
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"start": {
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"date": "2026-12-31"
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},
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"end": {
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"date": "2027-01-01"
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},
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"description": "Per SOP Section 13 (Quality Controls): Benefits Manager (Renata Okafor) conducts quarterly audit of open and recently closed cases. Audit includes: sampling of 10 closed cases, verification of deadline adherence, verification of file locations, review of Slack posts for confidentiality compliance, and review of case notes for completeness.",
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"id": "recurring-quarterly-case-audit-q4-2026"
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},
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"ref-fmla-eligibility-notice-deadline": {
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"summary": "\ud83d\udccc REFERENCE: FMLA Eligibility Notice \u2014 5 Business Days from Request",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 8.4 & 7.5: When an employee submits an FMLA leave request, the Leave Coordinator must send the Eligibility Notice (WH-381, Parts A & B) within 5 BUSINESS days. Clock starts on the calendar date of the request even if received after hours or on a weekend. Day 1 = next business day. CONSEQUENCE IF MISSED: Employee may be entitled to leave as if eligible; potential DOL liability. For each new FMLA request, create a new case-specific deadline event.",
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"id": "ref-fmla-eligibility-notice-deadline"
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},
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"ref-fmla-designation-notice-deadline": {
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"summary": "\ud83d\udccc REFERENCE: FMLA Designation Notice \u2014 5 Business Days from Complete Cert",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 8.4 & 7.5: After receiving a complete and sufficient medical certification, the Leave Coordinator must send the Designation Notice (WH-382) within 5 BUSINESS days. Clock starts on the date the LC has 'sufficient information.' If cert is incomplete, clock pauses during the 7-calendar-day cure window. CONSEQUENCE IF MISSED: Leave is automatically treated as FMLA-qualifying regardless of actual qualification. For each new certification receipt, create a new case-specific deadline event.",
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"id": "ref-fmla-designation-notice-deadline"
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},
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"ref-medical-cert-return-window": {
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"summary": "\ud83d\udccc REFERENCE: Medical Certification Return Window \u2014 15 Calendar Days",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 8.5 & 7.5: Employee has 15 CALENDAR days from receipt of the certification request to return a complete and sufficient certification. Clock starts on the date the employee receives the request. If emailed before 5pm MT on a business day, presume same-day receipt. If after 5pm MT or non-business day, presume next business day receipt. CONSEQUENCE IF MISSED: Leave may be denied; escalate to Benefits Manager (Renata Okafor). For each new cert request, create a case-specific deadline event.",
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"id": "ref-medical-cert-return-window"
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},
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"ref-incomplete-cert-cure-window": {
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"summary": "\ud83d\udccc REFERENCE: Incomplete Certification Cure Window \u2014 7 Calendar Days",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 8.5 & 7.1: When a certification is INCOMPLETE (blank fields or missing signatures), notify the employee in writing (Template 5) and give 7 CALENDAR days to cure. Do NOT issue Designation Notice until cured cert is received. IMPORTANT: Incomplete \u2260 Insufficient. Insufficient certs (filled in but vague/non-responsive) require escalation to Benefits Manager \u2014 never handle independently. For each incomplete cert identified, create a case-specific cure deadline event.",
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"id": "ref-incomplete-cert-cure-window"
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},
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"ref-famli-employer-response-deadline": {
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"summary": "\ud83d\udccc REFERENCE: FAMLI Employer Response \u2014 5 Business Days from CDLE Notice",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 9.5 & 7.5: When CDLE sends an Employer Response notice to famliemployer@ridgelinegear.com, Ridgeline has 5 BUSINESS days to respond. Clock starts on the calendar date Ridgeline receives the CDLE email (email Date header governs). Response is submitted by replying to the original CDLE email at claims@famli.colorado.gov. CONSEQUENCE IF MISSED: Ridgeline loses the right to contest; FAMLI claim proceeds as filed. For each CDLE notice received, create a case-specific deadline event.",
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"id": "ref-famli-employer-response-deadline"
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},
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"ref-ada-same-day-routing": {
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"summary": "\ud83d\udccc REFERENCE: ADA Accommodation Request \u2014 Same Business Day Action Required",
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"start": {
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"date": "2026-04-09"
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},
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"end": {
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"date": "2026-04-10"
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},
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"description": "REFERENCE EVENT \u2014 Per SOP Section 9.2 & 7.5: ADA accommodation requests require same-business-day acknowledgment (Template 19) and routing to HR Director (Daniel Whitfield) at daniel.whitfield@ridgelinegear.com. Post to #hr-escalations. CRITICAL: ADA requests rarely use the phrase 'ADA accommodation' \u2014 recognize indirect requests. When in doubt, treat as ADA and route. NEVER tell the employee if the accommodation is granted/denied. NEVER request medical documentation. NEVER communicate with the manager about the ADA request without HR Director direction. CONSEQUENCE IF MISSED: Potential ADA liability.",
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"id": "ref-ada-same-day-routing"
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||||
},
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"ref-bereavement-documentation-deadline": {
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"summary": "\ud83d\udccc REFERENCE: Bereavement Documentation \u2014 30 Calendar Days from Loss",
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||||
"start": {
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||||
"date": "2026-04-09"
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||||
},
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||||
"end": {
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||||
"date": "2026-04-10"
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||||
},
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||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 11.3 & 7.5: Employee must provide bereavement documentation (obituary, death certificate, or funeral program) within 30 CALENDAR days of the date of loss. CONSEQUENCE IF MISSED: Leave is reclassified as PTO. Update leave_tracker.xlsx and notify Payroll Lead (Teresa Vang) via #payroll-coordination. Send Template 24 to employee. For each bereavement case, create a case-specific 30-day documentation deadline event.",
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||||
"id": "ref-bereavement-documentation-deadline"
|
||||
},
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||||
"ref-jury-duty-summons-deadline": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Jury Duty Summons \u2014 Employee Must Submit Within 2 Business Days",
|
||||
"start": {
|
||||
"date": "2026-04-09"
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||||
},
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||||
"end": {
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||||
"date": "2026-04-10"
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||||
},
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||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 11.4 & 7.5: Employee must provide their jury summons to HR within 2 BUSINESS days of receiving the summons. CONSEQUENCE IF MISSED: Leave may be reclassified as PTO. Verify summons appears legitimate (names specific court, includes case/juror number, states specific reporting date). File in employee's non-medical HR file as jury_summons_[Case ID]_[Date].pdf \u2014 NOT in restricted medical file.",
|
||||
"id": "ref-jury-duty-summons-deadline"
|
||||
},
|
||||
"ref-intermittent-leave-30day-review": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Intermittent Leave 30-Day Review (Recurring)",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 12.2 & 7.5: Every active intermittent leave case must be reviewed at least once every 30 CALENDAR days. At case opening, add a recurring calendar event ('Intermittent Case Review \u2014 [Case ID]') set to repeat every 30 calendar days until case closure. At each review: compare actual absence frequency vs. certified frequency. If variance exceeds +50% (actual usage > 150% of certified), flag as pattern concern and escalate to Benefits Manager. CONSEQUENCE IF MISSED: Pattern issues may not be detected; update recurring issue log (Section 12).",
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||||
"id": "ref-intermittent-leave-30day-review"
|
||||
},
|
||||
"ref-intermittent-cert-renewal-6months": {
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||||
"summary": "\ud83d\udccc REFERENCE: Intermittent Cert Renewal \u2014 After 6 Months Open",
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||||
"start": {
|
||||
"date": "2026-04-09"
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||||
},
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||||
"end": {
|
||||
"date": "2026-04-10"
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||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 12.3: If an intermittent leave case has been open for more than 6 months, request an updated medical certification (Template 7). If the original certification has an expiration date, request renewal 30 days before expiration \u2014 add expiration date to HR Leave Deadlines Google Calendar when original cert is filed. Recertification independent of Benefits Manager authorization is NOT permitted based on personal suspicion of a pattern. For each intermittent case, track the 6-month anniversary and cert expiration date.",
|
||||
"id": "ref-intermittent-cert-renewal-6months"
|
||||
},
|
||||
"ref-hours-log-weekly-update": {
|
||||
"summary": "\ud83d\udccc REFERENCE: hours_worked_log.xlsx \u2014 Updated Every Monday by Payroll",
|
||||
"start": {
|
||||
"date": "2026-04-13"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-14"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 4 (Tools): hours_worked_log.xlsx is updated every Monday by the Payroll Lead (Teresa Vang). Non-exempt hours are actual; exempt hours are imputed at 40 hours/week unless a timesheet is on file. The Leave Coordinator must use the value shown in the file directly for FMLA 1,250-hour eligibility tests \u2014 do NOT recalculate or impute hours independently. If the file value may be inaccurate (e.g., employee took extended unpaid leave), escalate to Benefits Manager before issuing Eligibility Notice.",
|
||||
"id": "ref-hours-log-weekly-update"
|
||||
},
|
||||
"ref-fitforduty-rtw-reminder": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Fitness-for-Duty Reminder \u2014 5 Business Days Before Return",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 8.8 & 12.1: Five business days before scheduled return from any continuous FMLA leave taken for the employee's own serious health condition, verify that fitness-for-duty certification has been received (if required per the Designation Notice). If not received, send Template 8. FFD is NOT required for: leave for family member's condition, bonding leave, or most intermittent leave. Two business days before return, notify manager of return date and any restrictions (Template 12) \u2014 do NOT include medical reason for restrictions. If restrictions cannot be accommodated, ESCALATE to HR Director immediately.",
|
||||
"id": "ref-fitforduty-rtw-reminder"
|
||||
},
|
||||
"ref-manager-notification-on-designation": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Manager Leave Notification \u2014 Send with Designation Notice",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 10.2: When the Leave Coordinator issues the FMLA Designation Notice (or equivalent FAMLI designation), simultaneously send Template 11 to the employee's manager. Template 11 includes ONLY: employee name, leave general category (no medical reason), start date, expected end date, continuous/intermittent/reduced-schedule status (for intermittent: general frequency range only \u2014 NEVER verbatim certified frequency), any work restrictions upon return. NEVER include reason category, medical details, or certification contents.",
|
||||
"id": "ref-manager-notification-on-designation"
|
||||
},
|
||||
"ref-payroll-notification-triggers": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Payroll Notification Triggers (Teresa Vang via #payroll-coordination)",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 10.1: Notify Payroll Lead (Teresa Vang, teresa.vang@ridgelinegear.com) via #payroll-coordination for ALL of: leave start (first day of continuous leave OR first intermittent absence in new case), transition to unpaid status, scheduled return from continuous leave, actual return confirmed by manager, each intermittent absence reducing scheduled paid hours, case closure, retroactive designation affecting processed pay periods. Format: 'LEAVE PAYROLL NOTIFICATION: [Case ID], [Employee Name], [Event Type], [Effective Date], [Continuous/Intermittent], [Notes].' Never include medical details or reason category.",
|
||||
"id": "ref-payroll-notification-triggers"
|
||||
},
|
||||
"ref-sla-p1-urgent": {
|
||||
"summary": "\ud83d\udccc REFERENCE: P1 Urgent SLA \u2014 Same Business Day (by 5pm MT)",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 7.1: P1 Urgent cases require same-business-day acknowledgment and initial action before 5:00pm MT. P1 triggers include: employee hospitalized with no open leave case; bereavement for immediate family; active military orders with <72 hours notice; FMLA Eligibility Notice due today or tomorrow; medical cert 15-day window expires today; email mentions attorney/EEOC/CDLE; manager reports employee out 3+ consecutive days without notice; ADA request where employee states they cannot perform essential functions today. If P1 arrives after 3pm MT, initial action must still occur same business day; full resolution may carry to next day.",
|
||||
"id": "ref-sla-p1-urgent"
|
||||
},
|
||||
"ref-sla-breach-protocol": {
|
||||
"summary": "\ud83d\udccc REFERENCE: SLA Breach Protocol",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 7.4: At 50% of SLA window without substantive action, post to #benefits-team: 'SLA WARNING: Case [Case ID], [Priority], [Current Status], [Time Remaining].' If SLA is breached, log in leave_tracker.xlsx with note 'SLA breach: [reason]' and post to #benefits-team. If BOTH internal SLA and statutory deadline are breached, immediately escalate to Benefits Manager via #benefits-team AND email renata.okafor@ridgelinegear.com with subject 'STATUTORY DEADLINE BREACH \u2014 Case [Case ID].' Do NOT communicate breach to employee until directed by Benefits Manager.",
|
||||
"id": "ref-sla-breach-protocol"
|
||||
},
|
||||
"ref-legal-threat-protocol": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Legal Threat Protocol \u2014 Route to General Counsel Immediately",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 12.5 & 5.4: If any email mentions attorney/lawyer/legal counsel, EEOC, CDLE, DOL, Colorado Civil Rights Division, lawsuit/claim/legal action, retaliation, discrimination, interference, or involves active litigation \u2014 STOP. (1) Do NOT reply to the email. (2) Post to #legal-review: 'LEGAL THREAT: [Employee Name], [Case ID], [Subject Line], [Brief Description] \u2014 do not reply.' (3) Forward email thread and full case file to General Counsel Evelyn Marchetti at evelyn.marchetti@ridgelineholdings.com with subject 'LEGAL THREAT \u2014 [Employee Name] \u2014 [Case ID].' (4) Set Case Status = Escalated \u2014 Legal Review. All further communication handled by General Counsel.",
|
||||
"id": "ref-legal-threat-protocol"
|
||||
},
|
||||
"ref-gina-protocol": {
|
||||
"summary": "\ud83d\udccc REFERENCE: GINA Protocol \u2014 Extra Medical Info on Certifications",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 8.5 & 13.6: If a returned medical certification contains family medical history, genetic test results, or other GINA-protected information: (1) Do NOT retain the original PDF in the standard case file. (2) Do NOT attempt to redact the PDF directly. (3) Create a sanitized .docx summary with ONLY: employee name, Case ID, leave start/end dates, certified frequency (intermittent), expected duration, and confirmation that provider signature is present. Save as [Case ID]_cert_summary.docx in restricted folder. (4) Forward original PDF to evelyn.marchetti@ridgelineholdings.com with subject 'GINA \u2014 Original Medical Cert \u2014 [Case ID].' (5) Escalate to General Counsel per Section 5.4.",
|
||||
"id": "ref-gina-protocol"
|
||||
},
|
||||
"ref-confidentiality-rules": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Confidentiality Rules \u2014 Medical Info Must NEVER Appear in Slack/Email",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Sections 5.5, 13.2, 13.3: ABSOLUTE RULES: Never disclose medical information, diagnoses, or reason categories to managers, coworkers, or any non-HR party. Never post medical details in ANY Slack channel. Never CC anyone outside the HR team on case emails. Medical certifications (WH-380-E/F), fitness-for-duty certs, ADA docs stored ONLY in restricted [Employee_ID]/ folder \u2014 access limited to HR Director, Benefits Manager, and Leave Coordinator. Non-medical docs (bereavement docs, jury summons, military orders) stored in regular HR file. Never confirm or deny an employee's leave status to external callers, vendors, or family members. Slack case notifications must reference Case ID and minimum metadata only.",
|
||||
"id": "ref-confidentiality-rules"
|
||||
},
|
||||
"ref-concurrent-designation-default": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Concurrent Designation \u2014 Required When Both FMLA & FAMLI Apply",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Sections 6.3 & 9.3: Concurrent designation is the DEFAULT whenever two or more leave types cover the same event. An employee does NOT get 12 weeks of FMLA PLUS 12 weeks of FAMLI separately \u2014 they run together. Common multi-type combinations: employee's own serious health condition = FMLA + FAMLI + possibly HFWA + possibly PTO substitution; birth/bonding = FMLA + FAMLI + PTO; family member's serious health condition = FMLA + FAMLI. IMPORTANT: FAMLI uses a BROADER family definition than FMLA (includes siblings, grandparents, domestic partners, chosen family). Do not assume a FAMLI-qualifying relationship also qualifies under FMLA. When reasons diverge, escalate to Benefits Manager.",
|
||||
"id": "ref-concurrent-designation-default"
|
||||
},
|
||||
"ref-hfwa-reclassification-check": {
|
||||
"summary": "\ud83d\udccc REFERENCE: HFWA Reclassification Check \u2014 Trigger FMLA/FAMLI If Qualifying",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 11.1 Step 5: If an HFWA sick leave request involves a condition that could qualify as an FMLA 'serious health condition' (e.g., hospitalization, continuing treatment, condition lasting more than 3 consecutive days with ongoing treatment), the Leave Coordinator MUST open a concurrent FMLA/FAMLI intake per Section 6 \u2014 even if the employee only asked about HFWA. HFWA is not a substitute for FMLA and cannot be used to avoid FMLA designation. Documentation may be required by Ridgeline only when the HFWA absence exceeds 4 consecutive workdays.",
|
||||
"id": "ref-hfwa-reclassification-check"
|
||||
},
|
||||
"ref-never-actions": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Actions Leave Coordinator Must NEVER Take",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 5.5: The Leave Coordinator MUST NEVER: (1) Disclose any employee medical information to managers, coworkers, or any third party beyond minimum necessary (dates OK; medical nature NOT OK). (2) Promise retroactive leave designation. (3) Confirm or deny an employee is on any type of leave to external callers, vendors, reference-checkers, or anyone outside HR. (4) Discuss one employee's leave with another employee. (5) Issue, modify, or approve any payroll transaction. (6) Store medical certifications or PHI outside the restricted [Employee_ID]/ folder. (7) Include medical details, diagnoses, or PHI in any email, Slack message, or shared document. (8) Tell an ADA employee whether accommodation is granted/denied or what accommodations are available.",
|
||||
"id": "ref-never-actions"
|
||||
},
|
||||
"ref-authority-matrix": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Authority & Decision Limits (Section 5)",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 5: LC INDEPENDENT: FMLA eligibility determination, send WH-381/WH-382, request certifications, calculate rolling 12-month balance, log leave usage, answer PTO/HFWA balance questions, acknowledge/route ADA requests, close straightforward continuous cases, deny FMLA for clear ineligibility (non-exempt employees only). BENEFITS MANAGER (Renata Okafor) REQUIRED: incomplete vs. insufficient cert determination, any FMLA/FAMLI denial beyond clear ineligibility, intermittent pattern concerns, extensions beyond 12/26-week cap, key employee designations, HFWA classification disputes, retroactive leave designation requests. HR DIRECTOR (Daniel Whitfield) REQUIRED: all ADA accommodation decisions, fitness-for-duty disputes, failure-to-return cases, any case where discipline/termination is contemplated. GENERAL COUNSEL (Evelyn Marchetti) REQUIRED: legal threats, EEOC/CDLE/DOL mentions, retroactive designation disputes with attendance discipline, GINA concerns, active litigation cases.",
|
||||
"id": "ref-authority-matrix"
|
||||
},
|
||||
"ref-contacts-quick-reference": {
|
||||
"summary": "\ud83d\udccc REFERENCE: Key Contacts Quick Reference",
|
||||
"start": {
|
||||
"date": "2026-04-09"
|
||||
},
|
||||
"end": {
|
||||
"date": "2026-04-10"
|
||||
},
|
||||
"description": "REFERENCE EVENT \u2014 Per SOP Section 4 (Team & Contacts): HR Director: Daniel Whitfield \u2014 daniel.whitfield@ridgelinegear.com / @daniel.whitfield. Benefits Manager (supervisor): Renata Okafor \u2014 renata.okafor@ridgelinegear.com / @renata.okafor. Leave Coordinator (this role): leaves@ridgelinegear.com / @leaves-hr. HR Generalist (Employee Relations): Meera Patel \u2014 meera.patel@ridgelinegear.com / @meera.patel. HR Generalist (Onboarding): Jordan Briggs \u2014 jordan.briggs@ridgelinegear.com / @jordan.briggs. Payroll Lead: Teresa Vang \u2014 teresa.vang@ridgelinegear.com / @teresa.vang. Safety & WC Coordinator: Luis Arredondo \u2014 luis.arredondo@ridgelinegear.com / @luis.arredondo. General Counsel: Evelyn Marchetti \u2014 evelyn.marchetti@ridgelineholdings.com / @evelyn.marchetti. IT Access: Samir Haddad \u2014 samir.haddad@ridgelinegear.com / @samir.haddad. Leaves inbox: leaves@ridgelinegear.com. Escalations inbox: benefits@ridgelinegear.com. FAMLI employer inbox: famliemployer@ridgelinegear.com. CDLE claims: claims@famli.colorado.gov.",
|
||||
"id": "ref-contacts-quick-reference"
|
||||
}
|
||||
}
|
||||
}
|
||||
+608
@@ -0,0 +1,608 @@
|
||||
{
|
||||
"mailbox": {
|
||||
"email": "leaves@ridgelinegear.com",
|
||||
"name": "Leave Coordinator"
|
||||
},
|
||||
"contacts": [
|
||||
{
|
||||
"email": "daniel.whitfield@ridgelinegear.com",
|
||||
"name": "Daniel Whitfield"
|
||||
},
|
||||
{
|
||||
"email": "renata.okafor@ridgelinegear.com",
|
||||
"name": "Renata Okafor"
|
||||
},
|
||||
{
|
||||
"email": "meera.patel@ridgelinegear.com",
|
||||
"name": "Meera Patel"
|
||||
},
|
||||
{
|
||||
"email": "jordan.briggs@ridgelinegear.com",
|
||||
"name": "Jordan Briggs"
|
||||
},
|
||||
{
|
||||
"email": "teresa.vang@ridgelinegear.com",
|
||||
"name": "Teresa Vang"
|
||||
},
|
||||
{
|
||||
"email": "luis.arredondo@ridgelinegear.com",
|
||||
"name": "Luis Arredondo"
|
||||
},
|
||||
{
|
||||
"email": "evelyn.marchetti@ridgelineholdings.com",
|
||||
"name": "Evelyn Marchetti"
|
||||
},
|
||||
{
|
||||
"email": "samir.haddad@ridgelinegear.com",
|
||||
"name": "Samir Haddad"
|
||||
},
|
||||
{
|
||||
"email": "benefits@ridgelinegear.com",
|
||||
"name": "Ridgeline Benefits (Escalations)"
|
||||
},
|
||||
{
|
||||
"email": "famliemployer@ridgelinegear.com",
|
||||
"name": "Ridgeline FAMLI Employer Inbox"
|
||||
},
|
||||
{
|
||||
"email": "claims@famli.colorado.gov",
|
||||
"name": "Colorado CDLE \u2013 FAMLI Claims"
|
||||
},
|
||||
{
|
||||
"email": "marcus.reyes@ridgelinegear.com",
|
||||
"name": "Marcus Reyes"
|
||||
},
|
||||
{
|
||||
"email": "priya.sharma@ridgelinegear.com",
|
||||
"name": "Priya Sharma"
|
||||
},
|
||||
{
|
||||
"email": "kim.tanaka@ridgelinegear.com",
|
||||
"name": "Kim Tanaka"
|
||||
},
|
||||
{
|
||||
"email": "dana.wilson@ridgelinegear.com",
|
||||
"name": "Dana Wilson"
|
||||
},
|
||||
{
|
||||
"email": "sam.baker@ridgelinegear.com",
|
||||
"name": "Sam Baker"
|
||||
},
|
||||
{
|
||||
"email": "jordan.morales@ridgelinegear.com",
|
||||
"name": "Jordan Morales"
|
||||
},
|
||||
{
|
||||
"email": "alejandro.vega@ridgelinegear.com",
|
||||
"name": "Alejandro Vega"
|
||||
},
|
||||
{
|
||||
"email": "claire.ndubisi@ridgelinegear.com",
|
||||
"name": "Claire Ndubisi"
|
||||
},
|
||||
{
|
||||
"email": "claire.ndubisi.personal@gmail.com",
|
||||
"name": "Claire Ndubisi (Personal)"
|
||||
},
|
||||
{
|
||||
"email": "greg.ostrowski@ridgelinegear.com",
|
||||
"name": "Greg Ostrowski"
|
||||
},
|
||||
{
|
||||
"email": "roberto.m.1987@gmail.com",
|
||||
"name": "Roberto Mendez (External)"
|
||||
},
|
||||
{
|
||||
"email": "sandra.torres.ext@gmail.com",
|
||||
"name": "Sandra Torres (Former Employee)"
|
||||
}
|
||||
],
|
||||
"groups": [
|
||||
{
|
||||
"email": "hr-team@ridgelinegear.com",
|
||||
"name": "HR Team",
|
||||
"members": [
|
||||
"leaves@ridgelinegear.com",
|
||||
"daniel.whitfield@ridgelinegear.com",
|
||||
"renata.okafor@ridgelinegear.com",
|
||||
"meera.patel@ridgelinegear.com",
|
||||
"jordan.briggs@ridgelinegear.com"
|
||||
]
|
||||
}
|
||||
],
|
||||
"folders": [
|
||||
{
|
||||
"name": "FMLA Cases"
|
||||
},
|
||||
{
|
||||
"name": "FAMLI Cases"
|
||||
},
|
||||
{
|
||||
"name": "ADA Intake"
|
||||
},
|
||||
{
|
||||
"name": "HFWA & Paid Leave"
|
||||
},
|
||||
{
|
||||
"name": "Personal/Military Leave"
|
||||
},
|
||||
{
|
||||
"name": "Closed Cases"
|
||||
},
|
||||
{
|
||||
"name": "Unknown Senders"
|
||||
},
|
||||
{
|
||||
"name": "General"
|
||||
}
|
||||
],
|
||||
"emails": [
|
||||
{
|
||||
"email_id": "1",
|
||||
"folder": "INBOX",
|
||||
"subject": "Leave Request \u2013 Care for My Mother",
|
||||
"from_addr": "claire.ndubisi@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T08:47:00Z",
|
||||
"message_id": "<claire.leave.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nI need to request leave to care for my mother. She was admitted to the hospital last week and her doctors are saying she will need ongoing treatment and assistance at home for at least the next several weeks after discharge. I am her primary caregiver.\n\nHere are the details:\n\n- Employee: Claire Ndubisi, Employee ID: E-04471\n- Requested leave start date: April 14, 2026\n- Expected duration: Approximately 6 weeks (continuous), though this may change depending on her recovery\n- Reason: Caring for my mother due to her serious medical condition (she was hospitalized and will require continuing treatment)\n- Leave type: Continuous\n- This is unforeseeable \u2013 her condition worsened suddenly last week\n- My manager is Greg Ostrowski\n- I prefer to be contacted at this work email during the leave process, but I also check my personal email (claire.ndubisi.personal@gmail.com) if something is urgent\n\nI have worked at Ridgeline for about four years and I believe I work full time (40 hours/week). Please let me know what I need to do next.\n\nThank you,\nClaire Ndubisi\nProduction Associate \u2013 Manufacturing\nRidgeline Gear Co.",
|
||||
"body_html": null,
|
||||
"is_read": false,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "2",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Re: FMLA Leave Request \u2013 Marcus Reyes (LC-2026-0041) \u2013 Eligibility Notice Sent",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "marcus.reyes@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-07T15:22:00Z",
|
||||
"message_id": "<lc.fmla.0041.wh381@ridgelinegear.com>",
|
||||
"in_reply_to": "<marcus.leave.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Marcus,\n\nThank you for submitting your FMLA leave request. I have reviewed your eligibility and confirmed that you ARE eligible for FMLA leave under all three federal eligibility criteria as of your requested leave start date of 04/14/2026.\n\nAttached is your official Notice of Eligibility and Rights & Responsibilities (DOL Form WH-381), which explains your rights and obligations under FMLA. Please read it carefully.\n\nTo complete your FMLA designation, I also need a medical certification from your healthcare provider. Please find attached the appropriate certification form (WH-380-E for your own condition). The completed certification is due by 04/22/2026.\n\nIf the certification is not returned by the due date, your leave may be denied. If you anticipate any difficulty obtaining the certification by the deadline, please reply to this email so we can discuss.\n\nCase ID: LC-2026-0041\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "WH-381_LC-2026-0041_20260407.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
},
|
||||
{
|
||||
"filename": "WH-380-E_Blank.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "3",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "FMLA Leave Request \u2013 Marcus Reyes",
|
||||
"from_addr": "marcus.reyes@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-05T10:14:00Z",
|
||||
"message_id": "<marcus.leave.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hello,\n\nI need to request medical leave starting April 14. I have my own health condition that requires me to take time off \u2014 my doctor has advised me to rest and undergo treatment for the next 6 to 8 weeks.\n\nEmployee ID: E-02187\nStart date: April 14, 2026\nExpected duration: 6\u20138 weeks, continuous\nReason: My own serious health condition\nForeseeable: No, condition escalated last week\nManager: Rebecca Huang\nPreferred contact: this work email\n\nThank you,\nMarcus Reyes\nWarehouse Associate",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "4",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Re: FMLA Medical Certification \u2013 LC-2026-0041 \u2013 INCOMPLETE \u2013 Action Required by 04/16/2026",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "marcus.reyes@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T09:05:00Z",
|
||||
"message_id": "<lc.fmla.0041.incomplete@ridgelinegear.com>",
|
||||
"in_reply_to": "<marcus.cert.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Marcus,\n\nThank you for submitting your medical certification for case LC-2026-0041. The certification I received is INCOMPLETE. The following fields must be filled in by your healthcare provider before I can process your leave designation:\n\n- Section 4: Probable duration of the condition (field left blank)\n- Page 4: Provider signature (unsigned)\n\nPer FMLA regulations, you have 7 calendar days from receipt of this email to provide the completed certification. The new due date is 04/16/2026.\n\nIf you need assistance contacting your provider or have questions about the missing information, please reply to this email.\n\nI cannot complete the FMLA designation of your leave until the complete certification is received.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "5",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Medical Certification Submitted \u2013 LC-2026-0041",
|
||||
"from_addr": "marcus.reyes@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T16:43:00Z",
|
||||
"message_id": "<marcus.cert.001@ridgelinegear.com>",
|
||||
"in_reply_to": "<lc.fmla.0041.wh381@ridgelinegear.com>",
|
||||
"body_text": "Hi,\n\nPlease find my completed medical certification attached. I got it back from my doctor's office today.\n\nThanks,\nMarcus",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "WH-380-E_LC-2026-0041_Marcus_Reyes.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "6",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "FMLA Ineligibility \u2013 Priya Sharma (LC-2026-0044)",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "priya.sharma@ridgelinegear.com",
|
||||
"cc_addr": "renata.okafor@ridgelinegear.com",
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T11:30:00Z",
|
||||
"message_id": "<lc.fmla.0044.ineligible@ridgelinegear.com>",
|
||||
"in_reply_to": "<priya.leave.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Priya,\n\nThank you for submitting your FMLA leave request. I have reviewed your eligibility against the federal FMLA criteria and unfortunately must inform you that you are NOT currently eligible for FMLA leave for the following reason:\n\nTenure: FMLA requires at least 12 months of employment with Ridgeline. Your current tenure as of 04/15/2026 is 8 months, 14 days, which is below the 12-month minimum.\n\nAttached is the official Notice of Eligibility (DOL Form WH-381) reflecting this determination.\n\nEven though you are not eligible for FMLA, you may still be eligible for leave under Colorado FAMLI, which has different eligibility criteria (no tenure requirement, no minimum hours requirement). If you would like, I can review your FAMLI eligibility for the same leave reason \u2014 please reply to this email to let me know.\n\nIf you believe this FMLA determination is in error, please reply to this email and I will review.\n\nCase ID: LC-2026-0044\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "WH-381_LC-2026-0044_20260408.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "7",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Leave Request \u2013 Priya Sharma",
|
||||
"from_addr": "priya.sharma@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-07T13:55:00Z",
|
||||
"message_id": "<priya.leave.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hello,\n\nI need to request medical leave. I recently had a procedure and my doctor has recommended I take approximately 4 weeks off to recover.\n\nEmployee ID: E-05902\nStart date: April 15, 2026\nDuration: ~4 weeks, continuous\nReason: My own recovery from a medical procedure\nForeseeable: No \u2013 the procedure was urgent\nManager: Tom Ellison\nContact: this email\n\nThank you,\nPriya Sharma\nAssembly Technician",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "8",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Re: FAMLI Eligibility \u2013 Would like to proceed (LC-2026-0044)",
|
||||
"from_addr": "priya.sharma@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T14:02:00Z",
|
||||
"message_id": "<priya.famli.reply.001@ridgelinegear.com>",
|
||||
"in_reply_to": "<lc.fmla.0044.ineligible@ridgelinegear.com>",
|
||||
"body_text": "Hi,\n\nYes please \u2014 I'd like you to check my FAMLI eligibility. I worked at another job in Colorado before I joined Ridgeline so I may have wages from there.\n\nThanks,\nPriya",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "9",
|
||||
"folder": "Closed Cases",
|
||||
"subject": "Return to Work Confirmation \u2013 Kim Tanaka (LC-2026-0038)",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "kim.tanaka@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T08:35:00Z",
|
||||
"message_id": "<lc.fmla.0038.rtw.confirm@ridgelinegear.com>",
|
||||
"in_reply_to": "<kim.rtw.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Kim,\n\nI am writing to confirm your scheduled return to work from leave case LC-2026-0038:\n\nReturn date: 04/09/2026\n\nNo work restrictions apply.\n\nPlease reply to confirm that the return date works for you, or to let me know if anything has changed.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "10",
|
||||
"folder": "Closed Cases",
|
||||
"subject": "Fitness-for-Duty Certification Required \u2013 LC-2026-0038 \u2013 Return Date 04/09/2026",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "kim.tanaka@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-02T14:00:00Z",
|
||||
"message_id": "<lc.fmla.0038.ffd@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi Kim,\n\nThis is a reminder that a fitness-for-duty certification is required before your return to work from FMLA case LC-2026-0038, which is currently scheduled for 04/09/2026.\n\nPlease obtain a fitness-for-duty certification from your healthcare provider confirming that you are able to return to work. The certification need only address whether you can perform the essential functions of your job, with or without restrictions.\n\nPlease provide the certification by reply to this email no later than 04/08/2026. Without it, you may not be able to return to work as scheduled.\n\nIf your provider needs more information about your job's essential functions, please reply to this email and I will arrange for that information to be provided.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "11",
|
||||
"folder": "Closed Cases",
|
||||
"subject": "Re: Fitness-for-Duty Certification \u2013 LC-2026-0038",
|
||||
"from_addr": "kim.tanaka@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T11:17:00Z",
|
||||
"message_id": "<kim.rtw.001@ridgelinegear.com>",
|
||||
"in_reply_to": "<lc.fmla.0038.ffd@ridgelinegear.com>",
|
||||
"body_text": "Hi,\n\nPlease find my fitness-for-duty certification attached. My doctor has cleared me to return with no restrictions.\n\nSee you Thursday!\nKim",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "FFD_LC-2026-0038_KimTanaka_20260408.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "12",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "FMLA Leave \u2013 Denial Response \u2013 Dana Wilson (LC-2026-0029)",
|
||||
"from_addr": "dana.wilson@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T07:14:00Z",
|
||||
"message_id": "<dana.legal.001@ridgelinegear.com>",
|
||||
"in_reply_to": "<lc.fmla.0029.ineligible@ridgelinegear.com>",
|
||||
"body_text": "I don't understand how I can be denied. I have been tracking my hours myself and I absolutely worked more than 1,250 hours this past year. I am consulting an attorney about this and I expect a correction. This feels retaliatory given that I raised concerns with my manager last month.\n\nDana Wilson",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "13",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "FMLA Ineligibility Notice \u2013 Dana Wilson (LC-2026-0029)",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "dana.wilson@ridgelinegear.com",
|
||||
"cc_addr": "renata.okafor@ridgelinegear.com",
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-04T10:45:00Z",
|
||||
"message_id": "<lc.fmla.0029.ineligible@ridgelinegear.com>",
|
||||
"in_reply_to": "<dana.leave.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Dana,\n\nThank you for submitting your FMLA leave request. I have reviewed your eligibility against the federal FMLA criteria and unfortunately must inform you that you are NOT currently eligible for FMLA leave for the following reason:\n\nHours: FMLA requires at least 1,250 hours worked in the 12 months immediately preceding the leave start date. Your hours worked in that period are 1,118, which is below the threshold.\n\nAttached is the official Notice of Eligibility (DOL Form WH-381) reflecting this determination.\n\nEven though you are not eligible for FMLA, you may still be eligible for leave under Colorado FAMLI, which has different eligibility criteria (no tenure requirement, no minimum hours requirement). If you would like, I can review your FAMLI eligibility for the same leave reason \u2014 please reply to this email to let me know.\n\nIf you believe this FMLA determination is in error, please reply to this email and I will review.\n\nCase ID: LC-2026-0029\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "WH-381_LC-2026-0029_20260404.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "14",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Intermittent Leave \u2013 Pattern Concern \u2013 LC-2026-0033",
|
||||
"from_addr": "renata.okafor@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T13:41:00Z",
|
||||
"message_id": "<renata.pattern.0033@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nI've reviewed the LC-2026-0033 pattern flag you escalated in #hr-escalations. I'm authorizing a request for updated medical certification for Sam Baker under Section 12.3. Please send Template 7 (Medical Certification Renewal/Extension Request) using WH-380-E. Set the due date as 15 calendar days from today: 04/24/2026. Add the deadline to the HR Leave Deadlines calendar.\n\nDo NOT communicate anything about the pattern to Sam or to his manager. Hold all other case actions pending the updated cert.\n\nI'll follow up once the cert is received.\n\nRenata",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "15",
|
||||
"folder": "ADA Intake",
|
||||
"subject": "ADA Accommodation Request \u2013 Jordan Morales (LC-2026-0047)",
|
||||
"from_addr": "jordan.morales@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-10T07:58:00Z",
|
||||
"message_id": "<jordan.ada.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nI'm having a really hard time right now. Because of a physical condition I've been dealing with for about a year, I'm struggling to keep up with the standing requirements of my current role on the production floor. My doctor has told me I should limit standing to no more than two hours at a stretch.\n\nI was wondering if there's any way to adjust my workstation setup or shift my role to something that allows me to sit more often. I don't want to go on leave if I don't have to \u2014 I just need some adjustments to be able to keep doing my job.\n\nEmployee ID: E-03344\nManager: Sandra Bloom\n\nI hope this can be sorted out quickly.\n\nJordan Morales\nProduction Associate",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "16",
|
||||
"folder": "ADA Intake",
|
||||
"subject": "Re: ADA Accommodation Request \u2013 Acknowledgment (LC-2026-0047)",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "jordan.morales@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-10T09:15:00Z",
|
||||
"message_id": "<lc.ada.0047.ack@ridgelinegear.com>",
|
||||
"in_reply_to": "<jordan.ada.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Jordan,\n\nThank you for reaching out about a workplace accommodation. I have received your request and have routed it to our HR Director, Daniel Whitfield, who handles all accommodation requests at Ridgeline.\n\nDaniel will be in contact with you to begin a discussion about your needs. This conversation is called the \"interactive process,\" and it is a collaborative discussion between you and the HR Director to identify potential accommodations that may help you perform the essential functions of your job.\n\nIn the meantime, please feel free to reply to this email with any additional information you would like to provide. You do NOT need to share any specific medical details with me \u2014 those will be discussed directly with Daniel as part of the interactive process, and only to the extent necessary to evaluate your request.\n\nDaniel will contact you within 2\u20133 business days.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "17",
|
||||
"folder": "Personal/Military Leave",
|
||||
"subject": "Military Leave Request \u2013 Alejandro Vega (LC-2026-0049)",
|
||||
"from_addr": "alejandro.vega@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T11:03:00Z",
|
||||
"message_id": "<alejandro.userra.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nI've been activated for National Guard duty and need to request leave starting April 20, 2026, for approximately 14 days. I've attached my orders.\n\nEmployee ID: E-01908\nStart date: April 20, 2026\nDuration: ~14 days\nManager: Fiona Marsh\n\nLet me know what you need from me.\n\nAlejandro Vega\nWarehouse Lead",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": [
|
||||
{
|
||||
"filename": "NationalGuard_Orders_Vega_April2026.pdf",
|
||||
"content_type": "application/pdf",
|
||||
"content_base64": "JVBERi0xLjQKJeLjz9MKMSAwIG9iago8PAovVHlwZSAvQ2F0YWxvZwovUGFnZXMgMiAwIFIKPj4KZW5kb2JqCg=="
|
||||
}
|
||||
]
|
||||
},
|
||||
{
|
||||
"email_id": "18",
|
||||
"folder": "Personal/Military Leave",
|
||||
"subject": "Re: Military Leave Request \u2013 Acknowledgment (LC-2026-0049)",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "alejandro.vega@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T13:22:00Z",
|
||||
"message_id": "<lc.userra.0049.ack@ridgelinegear.com>",
|
||||
"in_reply_to": "<alejandro.userra.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Alejandro,\n\nThank you for letting me know about your upcoming military service. I have received your request and have logged the case in our system.\n\nMilitary leave under USERRA involves specific rights and processes \u2014 including pay continuation considerations, benefits continuation, and reemployment rights upon return \u2014 that are handled by our Benefits Manager, Renata Okafor, rather than by my role. I have routed your request to Renata, and she will be in contact with you directly to discuss next steps.\n\nIf you have orders or other documentation related to your service that you can share now, please reply to this email so I can include them in the case file. (I see you've already attached your orders \u2014 thank you, they have been filed.)\n\nThank you for your service.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "19",
|
||||
"folder": "HFWA & Paid Leave",
|
||||
"subject": "HFWA Sick Leave Balance Question",
|
||||
"from_addr": "sam.baker@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T09:30:00Z",
|
||||
"message_id": "<sam.hfwa.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nCan you tell me how many HFWA sick hours I have left? I may need to take a few days off next week.\n\nEmployee ID: E-03017\n\nThanks,\nSam Baker",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "20",
|
||||
"folder": "HFWA & Paid Leave",
|
||||
"subject": "Re: HFWA Sick Leave Balance \u2013 Sam Baker",
|
||||
"from_addr": "leaves@ridgelinegear.com",
|
||||
"to_addr": "sam.baker@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T10:11:00Z",
|
||||
"message_id": "<lc.hfwa.sam.balance@ridgelinegear.com>",
|
||||
"in_reply_to": "<sam.hfwa.001@ridgelinegear.com>",
|
||||
"body_text": "Hi Sam,\n\nThank you for your question about your HFWA sick leave balance. As of today, 04/08/2026, your balance is:\n\nYTD Accrued: 14 hours\nYTD Used: 14 hours\nCurrent Available Balance: 0 hours\n\nYou accrue 1 hour of HFWA sick leave for every 30 hours you work, up to a maximum of 48 hours per calendar year. Your balance carries over to the next year, also capped at 48 hours.\n\nIf you would like to use HFWA sick leave for an absence, no advance notice is required for an unforeseeable need (such as illness). For foreseeable needs (such as a scheduled medical appointment), please give your manager and me as much notice as you reasonably can.\n\nBest regards,\nRidgeline Gear Co. \u2014 Leave Coordinator\nleaves@ridgelinegear.com",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "21",
|
||||
"folder": "Unknown Senders",
|
||||
"subject": "Question about my wife's leave at Ridgeline",
|
||||
"from_addr": "roberto.m.1987@gmail.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-08T18:02:00Z",
|
||||
"message_id": "<roberto.external.001@gmail.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hello,\n\nMy wife works at Ridgeline and she is currently on leave. I'm trying to find out when she is expected to return so I can plan around it. Can you let me know?\n\nThanks,\nRoberto Mendez",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "22",
|
||||
"folder": "Unknown Senders",
|
||||
"subject": "FMLA for former employee \u2013 requesting records",
|
||||
"from_addr": "sandra.torres.ext@gmail.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-09T06:50:00Z",
|
||||
"message_id": "<sandra.former.001@gmail.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hi,\n\nMy name is Sandra Torres. I worked at Ridgeline until February 2026 and I need copies of my FMLA paperwork from last year for a personal matter. Can you send them to this email address?\n\nThank you,\nSandra Torres",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "23",
|
||||
"folder": "General",
|
||||
"subject": "FAMLI Employer Notice \u2013 Concurrent with LC-2026-0041",
|
||||
"from_addr": "claims@famli.colorado.gov",
|
||||
"to_addr": "famliemployer@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-10T07:05:00Z",
|
||||
"message_id": "<cdle.famli.notice.2026041001@famli.colorado.gov>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "NOTICE OF FAMLI CLAIM \u2014 EMPLOYER RESPONSE REQUIRED\n\nEmployee: Marcus Reyes\nClaim ID: FAMLI-2026-MR-00781\nClaim Start Date: 04/14/2026\nReason Category: Employee's own serious health condition\n\nRidgeline Gear Co. (FEIN on file) has 5 business days from the date of this notice to submit its Employer Response by replying to this email. Failure to respond within this window waives Ridgeline's right to contest the claim.\n\nPlease include in your response: confirmation of employment, confirmation of leave dates, and confirmation of whether FMLA is running concurrently.\n\nQuestions: claims@famli.colorado.gov\n\nColorado Department of Labor and Employment \u2014 FAMLI Division",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "25",
|
||||
"folder": "FMLA Cases",
|
||||
"subject": "Request for Medical Leave \u2013 Dana Wilson",
|
||||
"from_addr": "dana.wilson@ridgelinegear.com",
|
||||
"to_addr": "leaves@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-03-24T14:52:00Z",
|
||||
"message_id": "<dana.leave.001@ridgelinegear.com>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "Hello,\n\nI need to request medical leave starting March 25. I have a health condition that my doctor says requires time off for treatment and recovery.\n\nEmployee ID: E-06203\nStart date: March 25, 2026\nExpected duration: Approximately 4 weeks, continuous\nReason: My own health condition requiring treatment\nForeseeable: No\nManager: Leah Tran\nContact: this email\n\nThank you,\nDana Wilson\nQA Technician",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": false,
|
||||
"attachments": []
|
||||
},
|
||||
{
|
||||
"email_id": "26",
|
||||
"folder": "FAMLI Cases",
|
||||
"subject": "FAMLI Employer Notice \u2013 Priya Sharma \u2013 Response Required",
|
||||
"from_addr": "claims@famli.colorado.gov",
|
||||
"to_addr": "famliemployer@ridgelinegear.com",
|
||||
"cc_addr": null,
|
||||
"bcc_addr": null,
|
||||
"date": "2026-04-07T09:12:00Z",
|
||||
"message_id": "<cdle.famli.notice.2026040701@famli.colorado.gov>",
|
||||
"in_reply_to": null,
|
||||
"body_text": "NOTICE OF FAMLI CLAIM \u2014 EMPLOYER RESPONSE REQUIRED\n\nEmployee: Priya Sharma\nClaim ID: FAMLI-2026-PS-00792\nClaim Start Date: 04/15/2026\nReason Category: Employee's own serious health condition\n\nRidgeline Gear Co. (FEIN on file) has 5 business days from the date of this notice to submit its Employer Response by replying to this email. Failure to respond within this window waives Ridgeline's right to contest the claim.\n\nPlease include in your response: confirmation of employment, confirmation of leave dates, and confirmation of whether FMLA is running concurrently.\n\nQuestions: claims@famli.colorado.gov\n\nColorado Department of Labor and Employment \u2014 FAMLI Division",
|
||||
"body_html": null,
|
||||
"is_read": true,
|
||||
"is_important": true,
|
||||
"attachments": []
|
||||
}
|
||||
],
|
||||
"next_email_id": 27
|
||||
}
|
||||
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Reference in New Issue
Block a user