Page 68 - Employee Handbook February 15, 2024

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 68 CLICK HERE FOR TABLE OF CONTENTS Revision February 15, 2024