Page 25 - Diversified Employee Handbook (July 2020)

DIVERSIFIED EMPLOYEE HANDBOOK

Rights Act (USERRA) and applicable state law. Advance notice of military service is required, unless military
necessity prevents such notice, or it is otherwise impossible or unreasonable.

Employees will continue to receive full pay while on leave for two-week training assignments and shorter
absences. The portion of any military leaves of absence more than two weeks will be unpaid. However, employees
may use any available PTO for the absence. Employees returning from military leave will be reinstated in
accordance with state and federal law.

Maternity & Parental Bonding Leave
A maternity leave of absence is a paid leave associated with the recovery period for the birth of an employee’s
own child. This paid leave through Diversified is for six weeks and starts from the date of birth. You will receive
your regular pay, minus your disability pay, during this time.

Parental Bonding Leave
A Parental Bonding leave of absence is a leave associated with the bonding of a newborn, adoption or placement
of a child under 17 years for age. The employee must provide his manager and PeopleTeam Business Partner
with at least 30 days notices of the request (or as much notice as possible). Once the time away is approved, the
employee will be eligible to use up to two weeks of their unaccrued PTO time for this leave should accrued time
be unavailable.

This type of leave may run concurrently with the Family and Medical Leave Act (FMLA) which allows an employee
to take up to 12 work weeks of unpaid leave annually. To apply for this leave, follow the reporting procedures
located in the FML section of this guide.

Benefits While on Leave
The share of premium cost on any group health plan paid by the employee prior to FML leave must continue to
be paid by the employee during the FML leave. If the employee has accrued PTO that is being paid during the
FML, the employee’s share of group health plan premiums will be paid through payroll deduction. If the employee
has no accrued PTO or exhausts PTO during the FML leave, the employee is obligated to continue to pay their
share of the premiums. Diversified will apply one or more of the following options to accommodate the employee
in making premium payments:

• Require that payment be made at the same time as it would be made if by payroll deduction;
• Accept a prepayment as either a lump sum or through increased payroll deductions when the need for
FML is foreseeable or following the leave when the employee has returned to work;

• Require that payment would be due on the same schedule as payments are made under COBRA; or
• Another system voluntarily agreed upon between company and the employee.

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