Page 86 - NWF November Updates

Periods of Temporary Layoff - In instances where an employee is absent from work due to a
temporary layoff, which is defined as a work stoppage for a definite short period of time not to
exceed ninety (90) days, the employee will be returned to the same or a like position and salary
if they return to work within the ninety (90) days. If a layoff exceeds ninety (90) days, it will be
considered a termination eligible for severance payments as described in the NWF Severance
Policy.

The supervisor must notify Human Resources as soon as they become aware that any of the
above situations are imminent.

Wage and Leave Accruals/Coordination of Other Benefits

Educational, Professional Development, and Personal approved absences are to be first charged
as balances permit to Vacation leave and/or Floating Holiday leave. Remaining absences will be
on a leave without pay basis.

Individuals on leave due to periods of temporary layoff have the option of electing bi-weekly
payment of accrued leave as the balance permits during this absence or carrying these balances
forward to the anticipated return to work date. If applicable, any sick leave balance will remain
intact during this period and reinstated upon your anticipated return to work.

Following the exhaustion of all appropriate leave balances additional leave does not accrue
while the employee is on an unpaid Leave of Absence.

Employees whose Performance Appraisal and Salary Review eligibility coincides with, or falls
within a period of inactive status (personal, professional development or medical LOA or periods
of temporary layoff) will have any adjustment deferred until they return to active status. Any

such adjustment will not be retroactive. The next review date remains unchanged.

Contributory Benefits
Employees may elect to continue their enrollment in the NWF Group Health (Medical & Dental)
Plans benefits during certain approved Leave of Absences by arranging continuation of
appropriate contributions with the Human Resources Department. Premiums must be received

by the 15th of each month concurrent with coverage or benefits will be canceled and may not
be reinstated until subsequent return to work. Reinstatement will be effective the first of the
month following return to regular employment. Continuation of NWF Group Health (Medical &
Dental) employee benefits will be limited, as follows:

• Medical/FML (Employee) Leave of Absence -Self-paid for a period not to exceed twenty-six
(26) weeks unless provided under other applicable NWF Policy.
• Medical/FML (Spouse, Domestic Partner, Child, or Parent) Leave of Absence Self-paid for a

period not to exceed twelve (12) weeks
• Personal, Educational or Professional Development Leave of Absence - Self-paid for a
period not to exceed twelve (12) weeks