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 a period of incapacity that is permanent or long-term due to a condition for which treatment may not be
effective (e.g., Alzheimer's, stroke, terminal diseases, etc.);
 absences to receive multiple treatments (including any period of recovery therefrom) by, or on referral by,
a health care provider for a condition that likely would result in incapacity of more than 3 consecutive days
if left untreated (e.g., chemotherapy, physical therapy, dialysis, etc.); and
 pregnancy (including prenatal medical appointments, incapacity due to morning sickness, and medically
required bed rest).

Birth/Placement Leave
Eligible employees may take FMLA leave for the birth of a son or daughter, including to care for the newborn child,
and for the placement with the employee of a child for adoption or foster care, including to care for the newly placed
child. Leave to care for a newborn child or a newly placed child must concluded within 12 months after the birth or
placement.

Military Caregiver Leave
Eligible employees who are the spouse, son, daughter, parent or next of kin of a covered service member may take
up to 26 weeks of FMLA leave during a single 12-month period to care for the service member who is undergoing
medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary
disability retired list, for a serious injury or illness incurred or aggravated in the line of duty on active duty. This
provision applies to the families of members of both the active duty and reserve components of the Armed Forces.

This leave, whether or not combined with other FMLA-qualifying leave, may not exceed 26 weeks in a single 12-
month period. The 26 week period will be calculated from the date the leave begins. Spouses who are both employed
by E3 are limited to a combined total of 26 work weeks in a single 12-month period.

Qualifying Exigency Leave
Eligible employees may take up to 12 weeks of FMLA leave during a 12-month period for a “qualifying exigency”
arising out of the covered active duty or call to covered active duty of the employee’s spouse, child (of any age), or
parent. Qualifying exigencies include, but are not limited to, the most common issues that arise when a military
member is deployed to a foreign country, such as attending military sponsored functions, making appropriate
financial and legal arrangements, and arranging for alternative childcare. This provision applies to the families of
members of both the active duty and reserve components of the Armed Forces and National Guard arising out of a
covered military member’s covered active duty or notification of an impending call or order to covered active duty.
The 12-month period for Qualifying Exigency Leave follows the tracking method used for all FMLA other than Military
Caregiver Leave.

Use of PTO under FMLA
It is the policy of E3 that if you are taking FMLA leave you must utilize all accrued paid time off (PTO) before
continuing leave on an unpaid basis. Any FMLA leave, whether paid, unpaid, or a combination thereof, will be
counted toward the 12-week or 26-week leave entitlement

Employee and Spouse Employed by E3.
In situations where both the employee and the employee’s spouse are employed by E3, a total of 12 weeks of leave
between both parties will be granted for birth, adoption, foster care placement or care for a parent with a serious
health condition. In situations where both the employee and the employee’s spouse are employed by E3, a total of
26 weeks of leave between both parties will be granted to care for a covered service member with a serious injury
or illness. If the leave is requested because of the serious health condition of a child or of the other spouse or
because of a qualifying exigency, each spouse is entitled to 12 weeks of leave.

Job Restoration under FMLA
Upon returning from FMLA leave, you will normally be returned to the same position you held when the leave
started, or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment .
If you do not return to work at the end of an authorized leave, you may be subject to termination of employment.

Information in this document is proprietary to E3 and should not be discussed with third parties without consent.
Printed copies are uncontrolled and for reference only.