Page 17 - Delfi Diagnostics Handbook

not be counted toward the 2-week notice. The People Team will conduct an exit interview on or
before the last day of employment, including to collect all Company property, and employees
must cooperate fully with the interview. If applicable, information regarding benefits
continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent
to the employee’s home address. You will be paid your final wages, accrued, and if applicable,
notified of any cancellation in benefits, in accordance with applicable law in the office in which
you are located.

Should it become necessary because of business conditions to reduce the number of employees
or work hours, this will be done at the discretion of the Company, in accordance with applicable
law. For all separations, Company-owned property, including vehicles, keys, identification
badges, computers, credit cards and all confidential information, must be returned immediately
upon termination of employment, unless otherwise communicated.

Verifications of employment are completed by the People Team. All requests should be directed
to people@delfidiagnostics.com.

Paid Time Off
The purpose of Defli’s Take What You Need Time Off policy is to enable eligible employees to
take time away to rest, recharge and tend to personal matters and commitments. Delfi believes
that this benefit supports employee wellbeing and is key to employee morale and productivity.
Employees who work at least 30 hours per week are eligible to take leave under this policy.

Employees can take the time needed away from work, with pay, as long as their performance is
not suffering, critical work gets accomplished, and they have approval from their manager.
Because there is no prescribed time off allotment under the program, employees will not
“accrue” time off or receive a payout for time off upon separation from employment.

Time off is paid at the employee’s base rate of pay at the time of the absence. Paid leave is not
counted as hours worked for purposes of calculating overtime.
Planned Leave is time off approved in advance by the manager. Examples of planned leave
include: vacation time, bereavement leave, jury duty, leave to vote. If an employee is looking to
take more than three (3) consecutive weeks away, they should coordinate with their manager
as soon as possible as more planning will be needed to prepare for the absence.

Unplanned Leave is leave taken on short notice or taken without prior management approval.
Examples of unplanned leave include calling in sick, unexpected leave for family care issues, or
leave for any other unexpected personal reason. Unplanned leave should not exceed 5% of the

scheduled work hours in a rolling 12-month period and may be addressed as a performance
issue, unless otherwise protected by applicable law.

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