New Parent Leave

As a matter of Company policy, the Company provides eligible employees with up to a maximum of twelve weeks of unpaid New Parent Leave within one year of a child's birth, adoption, or foster care placement, when the employee meets all of the following requirements. Eligible employees may also have rights under the federal Family and Medical Leave Act (FMLA), and any FMLA leave taken for the birth, adoption, or foster care placement of a child will run concurrently with leave under this policy.

• The employee has been employed with the Company for a total of at least twelve months prior to the start of leave.
• The employee has worked at least 1,250 hours during the twelve-month period preceding the need for leave.
• The employee works at a site where the Company employs twenty or more employees within a seventy-five-mile radius.

Employees eligible for New Parent Leave should be aware of the following:

• The employee has the right to take up to a maximum of twelve weeks of unpaid, job-protected New Parent Leave within one year of the child's birth, adoption, or foster care placement.
• The employee is guaranteed reinstatement to the same or a comparable position at the conclusion of New Parent Leave.
• Group health benefits will be maintained during New Parent Leave at the same level and under the same conditions as if the employee had continued working (for up to a maximum of twelve weeks within a twelve-month period). If the employee contributes to the cost of benefits, those contributions must continue while on leave.
• If the employee does not return to work after New Parent Leave, the employee may be required to reimburse the Company for its share of any group health insurance premiums paid on the employee's behalf during the leave, unless the failure to return is due to the continuation, recurrence, or onset of a serious health condition or other circumstances beyond the employee's control.

Employees may choose to use accrued vacation, sick leave, or other paid time off during New Parent Leave. Employees who wish to use accrued paid leave benefits during the leave should notify Human Resources.

Employees may also be eligible for short-term disability or other wage-replacement benefits during New Parent Leave. Contact Human Resources for more information regarding any available wage replacement programs.

Direct any questions about New Parent Leave or other available benefits to Human Resources.