TIME OFF

HOLIDAYS / HOLIDAYS OBSERVED

Regular full-time employees are entitled to the following paid holidays observed by the Company:

• New Year's Day January 1st
• Memorial Day Last Monday in May
• Independence Day July 4th
• Labor Day First Monday in September
• Thanksgiving Day Fourth Thursday in November
• Christmas Eve December 24th
• Christmas Day December 25th

No holiday pay will be paid to an employee who is on an unpaid leave or absent due to workers' compensation. If a holiday falls on a Sunday, the holiday will be observed on the following Monday. If the holiday falls on a Saturday, the holiday will be observed on the preceding Friday.

PERSONAL TIME OFF

The Company provides paid Personal Time Off, which is intended to provide employees relief to manage unexpected immediate term absences due to circumstances such as illness, injury, family obligations, etc.

Employees must notify their supervisor of their absence for all Personal Time Off used, or expected to use, as soon as practical. Personal Time Off may be used at an employee’s discretion.

• All full-time and part-time employees are eligible to receive six (6) days or forty-eight (48) hours of Personal Time Off per calendar year.
• Personal Time Off allotments are distributed in full annually on January 1st.
• New hires will be eligible to use a pro-rated Personal Time Off allotment 30 days following their start date.
• Unused Personal Time Off will not roll over year to year.
• Unused Personal Time Off will not be paid out upon termination of employment.

All employees are expected to log their Personal Time Off usage in the Company time off portal. Any employee who neglects to log their Personal Time Off or falsifies Personal Time Off usage will be subject to discipline, up to and including termination. Please consult your manager or HR with any questions regarding the portal. Employees will not be compensated for unused Personal Time Off upon separation from the Company. Employees are not allowed to cash out unused Personal Time Off.

VACATION

The Company provides two weeks of vacation during the first year of employment that employees are eligible for 30 days following their hire date. An unlimited, paid vacation policy is provided once employees have reached one year of employment. Vacation must be taken in full 8-hour increments. All vacation requests are subject to managerial approval and must be requested at least two weeks in advance.12

Effective communication between team members is vital to make this policy work for everyone. If vacation usage contributes to reduced job performance, or other detrimental impacts, the Company reserves the right to limit or deny vacation. All employees are expected to request/log vacation usage in the Company time off portal.

Managers are expected to review and approve or deny vacation requests timely. While vacation approval or denial time may vary depending on circumstances, it is generally expected that manager’s approve vacation requests within seventy-two (72) hours of request. Any employee who neglects to request/log their vacation or falsifies vacation usage will be subject to discipline, up to and including termination. Please consult your manager or HR with any questions regarding the portal. Unused vacation will not be paid out upon termination of employment.

UNPAID TIME OFF

An employee may request Unpaid Time Off from their manager for extenuating circumstances once all Personal

Time Off has been exhausted. Manager will have the discretion to approve or deny any Unpaid Time Off after review with the Human Resources Department. Excessive use of requested Unpaid Time Off may be subject to discipline up to and including termination. If approved, Unpaid Time Off will include full compensation.

BEREAVEMENT LEAVE

An employee may request a leave of absence with pay for a maximum of three (3) working days upon the death of a member of his or her immediate family which may be used consecutively or individually within thirty (30) days of death. Members of the immediate family are defined as: father, mother, spouse, child, sister, brother, grandmother, grandfather, domestic partner, father-in-law, or mother-in- law. Exceptions to immediate family may be approved by the Human Resources department. Proof of death may be required.

PARENTAL LEAVE

The Company will provide paid parental leave to eligible employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of this policy is to provide paid leave for parents of a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. The Parental Leave Policy is comprised of two mutually exclusive leave benefits: Maternity and Spousal leave.

Eligibility: Have been employed with the Company for at least 12 months and be a full-time or part-time, regular employee (temp. employees/interns are not eligible for this benefit).

Maternity Leave:

• Eligible employees will receive a maximum of six (6) weeks of paid leave per birth or foster/adoption. Multiple births or foster/adoptions (e.g., the birth of twins) does not increase the six (6) week total amount of paid leave granted for that event. In addition, in no case will an employee receive more than six (6) weeks of paid leave in a rolling 12-month period, regardless of whether more than one birth or foster/adoption occurs within that 12-month time frame.
• Each week of paid leave is compensated at 100% of the employee’s base salary. Payment will be made on regular pay periods.
• Employees must take leave in one continuous period.
• If an employee is enrolled in The Company’s short-term disability (STD) program, and approved leave for the birth of the child, the employee can opt to push the start of this maternity benefit to the end of the STD benefit period.13

Spousal / Paternity Leave:

• Eligible employees will receive a maximum of two (2) weeks of paid leave per birth or foster/adoption. Multiple births or foster/adoptions (e.g., the birth of twins) does not increase the two (2) week total amount of paid leave granted for that event. In addition, in no case will an employee receive more than two (2) weeks of paid leave in a rolling 12-month period, regardless of whether more than one birth or foster/adoption occurs within that 12-month time frame.
• Each week of paid leave is compensated at 100% of the employee’s base salary. Payment will be made on regular pay periods.
• Employees must take leave in one continuous period.

Additional Information Regarding Parental Leave:

Paid leave taken under this policy will run concurrently with leave under the FMLA. All other requirements and provisions under the FMLA will apply. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA. After the paid parental leave (and/or any short-term disability leave for employees giving birth) is exhausted, the balance of FMLA leave (if applicable) may be compensated through the employee’s accrued

Personal Time Off. Upon exhaustion of accrued Personal Time Off any remaining leave will be unpaid leave. The Company will maintain all benefits for employees during the paid parental leave period just as if they were taking any other Company paid leave such as paid vacation leave or personal time off. In accordance with the PUMP Act for nursing mothers, the Company provides a supportive environment to enable breastfeeding employees to express their milk during work hours (for up to one (1) year following the birth of a child).

Request for Paternal Leave:

The employee will provide his or her supervisor and Human Resources with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete the necessary HR forms and provide all documentation as required by the HR department to substantiate the request. All approved time off must be logged in the time off portal.

JURY DUTY LEAVE

To provide income protection while an employee carries out his or her civic responsibility, the Company provides an employee’s regular day’s pay for time spent serving on jury duty. Generally, income protection for time spent serving on jury duty will be provided for a maximum of five workdays.

Additional income-protected time away from the workplace for this purpose will be considered on a case-by-case basis. Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee should notify his or her supervisor. The employee is required to provide copies of the subpoena or jury summons to his or her supervisor and to the Human Resources department. Employees appearing in their own case as a plaintiff or defendant or for a non-subpoenaed court appearance will not receive paid time off. Vacation or Personal time should be used for such instances.14

VOTING LEAVE

If an employee cannot vote because of their scheduled work hours, then the employee will be given up to two hours to vote in any state or federal election. The two hours shall be compensated at the employee’s regular rate of pay.

MILITARY LEAVE

All employees of the Company are eligible for military leave in accordance with USERRA. Employees are required to provide advance notice of military service to their immediate supervisor and the Human Resources department, unless military necessity prevents such notice. The Company follows all federal and state guidelines in accordance with USERRA. Please contact Human Resources in the event military leave needs to be taken.

PERSONAL LEAVE OF ABSENCE

In the rare circumstance that a Personal Leave of Absence is needed, employees may request this without pay. This should only be requested for extenuating circumstances. The employee must submit their request in writing to Human Resources and state the date the leave is to begin, the date of return to work and the reasons for the leave. The employee will receive either written approval or denial of the request from Human Resources. If approved, employees must use their leave of absence for the approved reason or purpose. Sick leave, vacation time, seniority and other benefits are not earned during an unpaid leave of absence. Any paid holidays that fall within the leave of absence are not paid.

If an employee fails to return to work on the scheduled date of return, the employee will be considered to have abandoned their position and voluntarily terminated their employment.

All personal time off must be exhausted before the unpaid leave of absence begins.

FAMILY AND MEDICAL LEAVE ACT (FMLA)

The Company complies with the Family and Medical Leave Act (FMLA) and will grant up to 12 weeks of leave during a 12-month period to eligible employees (or up to 26 weeks of military caregiver leave). The purpose of this policy is to provide employes with a general description of their FMLA rights. In the event of any conflict between this policy and the applicable law, employees will be afforded all rights required by law.

Eligibility
To be eligible for leave under this policy, employees must meet all of the following requirements:

• Have worked at least twelve (12) months for The Company.
• Have worked at least 1,250 hours for The Company over the twelve (12) months preceding the date the leave would commence.
• Currently work at a location where there are at least fifty (50) employees within seventy- five (75) miles.

Reasons for Leave
To qualify as FMLA leave under this policy, the leave must be for one of the following reasons:

• The birth of a child or placement of a child with the employee for adoption or foster care.
• To care for a spouse, child or parent who has a serious health condition.15
• For a serious health condition that makes the employee unable to perform the essential functions of his or her job.
• For any qualifying exigency arising out of the fact that a spouse, child or parent is a military member on covered active duty or on call to covered active-duty status.
• To care for a covered service member with a serious injury or illness.

Amount of Leave

An eligible employee can take up to 12 weeks of FMLA leave and up to 26 weeks for FMLA military caregiver leave during any 12-month period. The Company will measure the 12-month period as a rolling 12-month period measured backward from the date an employee uses any leave under this policy. Each time an employee takes leave, the Company will compute the amount of leave the employee has taken under this policy in the last 12 months and subtract it from the 12 weeks of available leave, and the balance remaining is the amount the employee is entitled to take at that time.

Eligible spouses who both work for the Company may only take a combined total of 12 weeks of leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (but not a parent "in-law") with a serious health condition. Both may only take a combined total of 26 weeks of leave to care for a covered injured or ill service member (if each spouse is a parent, spouse, child or next of kin of the service member).

Intermittent Leave

When it is medically necessary, employees may use FMLA intermittently. In all cases, the leave may not exceed a total of 12 workweeks (or 26 workweeks to care for an injured or ill service member) in a 12-month period.

For the birth, adoption or foster care of a child, the Company prohibits an intermittent leave schedule under FMLA. Leave for birth, adoption or foster care of a child must be taken within one year of the birth or placement of the child.

When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the Company's operations.

Employee Notice Requirement

All employees requesting FMLA leave must provide verbal or written notice of the need for leave to

Human Resources. When the need for the leave is foreseeable, the employee must provide the Company with at least 30 days' notice. When an employee becomes aware of a need for FMLA leave fewer than 30 days in advance, the employee must provide notice of the need for the leave either the same day the need for leave is discovered or the next business day. When the need for FMLA leave is not foreseeable, the employee must comply with the Company’s usual and customary notice and procedural requirements for requesting leave, absent unusual circumstances.

Within five business days after the employee has provided this notice, Human Resources will complete

and provide the employee with a Notice of Eligibility and Rights and request a medical certification or

other supporting documentation as necessary.

Designation of FMLA Leave

Within five business days after the employee has submitted the required certification or other

documentation, Human Resources will complete and provide the employee with a written response to

the employee’s request for FMLA leave using the FMLA Designation Notice.