Page 46 - E3 Version 2

Healthcare Coverage: If you will be on extended military leave, you may elect to continue group health insurance
coverage (medical, dental, and vision) for yourself and covered dependents under the same terms and conditions
up to 31 days from the start date of the military leave of absence. You must continue to pay your portion of the
monthly premium. For absences of 31 days or more, coverage may continue through COBRA up to 24 months at
102% of the full premium. Payments must be made directly to E3’s third-party COBRA administrator. Please contact
E3 Human Resources to obtain this information. Health insurance will be reinstated with no waiting period on the
day you are reinstated to work.

Pay While on Military Leave
Regular, full-time employees will be paid up to forty (40) hours per calendar year for Military Leave. Leave in excess
of this amount, and employees who do not qualify for paid Military Leave have the option of using PTO that has
accrued; otherwise, the leave will be unpaid.

6.3 Leave of Absence Not Covered under FMLA
E3 recognizes that not all leave requests fall within the categories defined above, and E3 will comply with all
applicable federal, state, and local law, even if not expressly discussed in this Handbook.

Where not otherwise indicated, E3 may grant leave without pay to you for good cause, subject review by E3 Human
Resources and your immediate E3 Manager. Some examples of such leave might include:

 A sabbatical
 An extension of bereavement leave
 An extension of leave for which FMLA covered leave has been exhausted
 An educational undertaking

This type of leave is granted solely at the discretion of E3. Determination will be made with consideration of business
needs and no guarantees or promise of reemployment or job placement upon return, compensation, benefit
coverage, or benefits continuation of any other nature will be given.

6.4 Victims of Crime Leave

E3 will allow you time off to attend any criminal proceeding in which you have the right or opportunity to appear
involving a crime against you, unless such leave will cause an undue hardship on E3’s business. Reasons for leave
include, but are not limited to the following:

• The initial appearance of the suspect.
• Any proceeding relating to post-arrest release of the accused.
• A proceeding in which a negotiated plea will be presented to the court.
• Sentencing proceedings.
• Any proceeding where post-conviction release is considered.
• Any proceeding where probation is or may be revoked.
• Any proceeding where probation terms may be modified in a way that affects contact with the victim, the
safety of the victim, restitution or incarceration status.

Employees requesting victims of crime leave must notify their manager or Human Resources in advance of taking
such leave and must provide documentation concerning the court proceeding, unless advance notice is not feasible.
If advance notice is not feasible, the employee must provide their manager of Human Resources with documentation
concerning the court proceeding within a reasonable time after leave has been taken.

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.