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emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel
may also take up to a total of fourteen days unpaid leave time per calendar year to engage in fire,
law enforcement or emergency rescue training. Please alert your supervisor that you may have
to take time off for emergency duty or emergency duty training. When taking time off for
emergency duty, please alert your supervisor before doing so when possible. Exempt employees
who work any portion of a workweek in which they also perform such emergency duties or
participate in such training will receive their full salary for that workweek. Otherwise, leave under
this policy will be unpaid. Employees 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) for any unpaid portion of leave to perform such emergency duties or participate
in such training.

For information regarding these provisions or other rights or benefits under California law, please
contact The People Team.

San Francisco Appendix
The following provisions apply to employees based in San Francisco (and supplement, and to the
extent inconsistent, supersede, the policy language regarding the same or similar topics in the
Employee Handbook):

Paid Parental Leave
Employees in San Francisco who receive Paid Family Leave (PFL) payments from California for
purposes of new child bonding during the first year after the child’s birth or placement with the
employee through foster care or adoption may be eligible to receive Supplemental
Compensation from DELFI as required by law. The San Francisco Paid Parental Leave Ordinance
applies to employees (including part-time and temporary employees) who meet all the following
requirements:
(1) commenced employment with the employer at least 180 days prior to the start of the leave
period;
(2) perform at least eight (8) hours of work per week for the employer in San Francisco.
(3) at least 40% of the employee’s total weekly hours worked for the employer must be in San
Francisco; and
(4) eligible to receive paid family leave benefits under the California Paid Family Leave program
for the purpose of bonding with a new child.
The Company provides Supplemental Compensation to eligible employees in San Francisco of up
to eight weeks in a 12-month period to eligible employees to enable them to take paid time off
to bond with their newborn child, newly adopted child, or child newly placed for foster care with
the employee. In order to qualify for Supplemental Compensation, the employee must file a claim
for any available government-administered benefits (e.g., PFL). Supplemental Compensation will
be coordinated with any other wage replacement benefits received by the employee through the
state so that the employee receives (collectively) 100% of their regular base pay, up to a
maximum of eight weeks. California PFL (and/or any other available government-administered
wage replacement benefit) must be taken concurrently with leave under FMLA/CFRA and does

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