Page 52 - Mission updated and revised Employee Handbook (00022854).DOCX

• Employees cannot borrow against future PTO to donate PTO.
• Employees will be given the opportunity to donate PTO on an as needed basis and will be
initiated by the head of the People Operations or his/her designee.
• Employees who are currently on an approved leave of absence cannot donate PTO.

Requesting Donated Paid Time Off:

Employees who would like to request donated PTO are required to complete a Donation of PTO
Request Form and submit it to the People Operations Department at
people.operations@missionpharmacal.com. The recipient will be responsible for the taxes on any
donated PTO that is paid in dollars to the recipient employee. Supervisors/managers will be
notified of donated PTO.

Nothing in this policy will be construed to limit or extend the maximum allowable absence under
the Family and Medical Leave Act.

Falsely requesting a PTO donation will result in disciplinary action, up to and including
termination of employment.

HOLIDAYS

Mission’s observed holiday schedules are published at the beginning of the year and are posted on
the HRIS system.

Religious Holiday Observance: Time off may be granted to employees who desire to observe a
religious holiday that is not recognized by Mission, as long as it does not unduly disrupt Mission’s
business and it is pre-approved by the employee’s supervisor/manager. The employee will use
earned PTO for such religious holiday if it is not a regular holiday recognized by Mission.

FAMILY AND MEDICAL LEAVE POLICY

The Family Medical Leave Act of 1993 (“FMLA”) provides eligible employees with twelve (12)
weeks of unpaid leave per year. For this type of leave, “per year” means a rolling year measured
backward from the date the employee begins the use of such leave. FMLA may be taken for one
or more of the following reasons:

➢ For the birth of a child and to care for the newborn child within one year of birth;
➢ The placement with the employee of a child for adoption or foster care for the newly placed
child within one (1) year of placement;
➢ To care for the employee’s child, parent, or spouse with a serious health condition; or
➢ A serious health condition that makes the employee unable to perform one or more of the
essential functions of his/her job.

Military leave entitlements under the FMLA are addressed in a separate policy.

401-4