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 the employee’s failure to return to work stems from the continuation,
recurrence, or onset of serious health condition of the employee or a
family member; or

 the failure to return stems from circumstances beyond the control of the
employee.

5. Return From Leave. An employee (except for certain highly compensated
employees) returning from leave will be reinstated to the same or an
equivalent position upon his or her proposed return to work date. Such
employee is entitled only to any unconditional pay increases and cost of
living raises to which all other employees were entitled and received
automatically, during the period of absence. Upon return to work, employees
who have taken FMLA leave will be offered identical benefits to those held
prior to leave. Medical certification for leaves involving a serious health
condition of an employee is required verifying an employee’s ability to return
to work.

6. Reduced Work Schedule/Intermittent Leave. In appropriate circumstances,
an employee who is eligible for family or medical leave may be permitted to
work a reduced schedule or receive periodic time off from work. In cases of
a serious health condition of the employee or a family member, such leave
may be permitted in circumstances when it is medically necessary, but
appropriate medical certification will be required. In circumstances involving
planned medical treatment, an employee is required to make reasonable effort
to schedule the treatment so as not to unduly disrupt Company operations,
and Molzen Corbin reserves the right to request rescheduling of such
treatment in appropriate circumstances. Further, where a reduced work
schedule or intermittent leave is foreseeable based on planned medical
treatment, Molzen Corbin reserves the right to temporarily transfer the
employee to a comparable position that better accommodates the employee’s
recurring periods of leave.

Any time off permitted based on a reduced work schedule or intermittent
leave will be treated in the same manner as absences under the family and
medical leave policy, and such absences will be applied against the leave
permitted under such policy.

VIII-6

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“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.