Page 69 - Employee Handbook January 1, 2025

Failure to report to work at the expiration of a leave, unless an extension has been
requested and approved, may be considered a resignation.

Factors to consider in determining whether to grant leave without pay and the
amount of time to approve are:
 needs of the employee requesting leave,
 workload,
 need for filling employee’s job,
 chances of employee returning to duty, and
 the obligation of the Employer to reinstate employee to a position of like
status and pay.

It is the responsibility of the Employer to administer leave without pay in a manner
that is equitable to its entire employee team.

If leave does not qualify for FMLA or FMLA hours have all be used, employee must
use all accumulated PTO hours before leave without pay is granted.

While on leave without pay, the employee may continue coverage under the
Employer’s health and other benefit insurance program. Employee may be required
to pay all or a portion of the premium while out on leave.

Should the employee be capable of returning to work after extended leave without
pay and make a decision not to return, employee will be responsible for paying the
full premium cost for all benefits while the employee was on extended leave without
pay (no contribution by the Employer).

Employees on leave of absences without pay excluding FMLA time will not receive
paid time off benefits like holiday or bereavement pay during their leave.
Entitlements that may have accrued if you were working, such as annual leave, may
be adjusted the following year.

IOWA: PREGNANCY LEAVE
Employees are entitled to an unpaid leave of absence of up to eight (8) weeks for any
pregnancy-related disability. Big River may require verification of disability. Timely
notice of leave is required. Leave runs concurrently with any other leave provided
by the Company. Employees may use accrued time off for this purpose.

Page 69 Revision January 1, 2025