Page 37 - Delfi Diagnostics Handbook

Leave for School Suspension Proceeding
If a parent or guardian of a child facing suspension from school is summoned to the school to
discuss the matter or for any other proceeding related to the suspension, you should alert your
manager as soon as possible before leaving work. In agreement with all applicable laws, no
discriminatory action will be taken against an employee who takes time off for this purpose. You
may elect to substitute accrued vacation (or in the case of exempt employees, request to
substitute unlimited vacation subject to the terms and conditions of that policy) during leave
under this section; otherwise, leave is unpaid.

Leave for Educational/Child Care Purposes
Employees who are parents will be granted time off without pay for up to 40 hours per calendar
year to: (a) find, enroll, or re-enroll their child in a school or with a licensed childcare provider;
(b) participate in the activities of schools or licensed childcare provider facilities attended by their
children; and/or (c) address a childcare provider or school emergency. Combined time off for
reasons (a) and (b) is limited to no more than eight hours in any calendar month. For purposes of
this policy, “parent” means a parent, guardian, stepparent, foster parent, or grandparent of, or a
person who stands in loco parentis to, a child. Employees must substitute accrued vacation for
purposes of a planned absence under this section. Employees wishing to take time off under this
section must provide their supervisors with reasonable notice of the planned absence. If both
parents of a child are employed by the Company at the same worksite, the request for time off
under this section will be granted to the first parent to provide notice of the need for time off.
The request from the second parent will be accommodated if possible.

The Company reserves the right to request that the employee furnish written verification from
the school or childcare facility as proof that the employee participated in school or childcare
activities on the specific date and at a particular time. Failure to provide written verification is
grounds for disciplinary action.

Military Spouse Leave
Employees in California who work at least an average of 20 hours per week and whose spouse
or domestic partner is a member of the United States Armed Forces, National Guard, or Army
Reserves on active duty in an area of military conflict are eligible to receive up to ten (10) days
off from work, on an unpaid basis, during a period when their spouse or domestic partner is on
leave from deployment during a period of military conflict, to the extent permitted by applicable
law. Employees must provide notice of the unpaid leave to the Company within two (2) business
days of receiving official notice that the qualifying military member will be on leave from
deployment and provide written documentation certifying that the qualifying military member
will be on leave from deployment during the time requested for the unpaid leave of absence.
When Military Spouse leave is provided, it shall also count toward the employee’s FMLA
entitlement where legally permissible.

Volunteer Civil Service Personnel
No employee shall be disciplined for taking time off to perform emergency duty as a volunteer
firefighter, reserve peace officer, or emergency rescue personnel. Employees who perform

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