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3. Duration of Leave. When medically necessary, family and medical leave up
to 12 weeks may be taken intermittently or taken as a reduced leave to care
for a family member who has a serious health condition or taken in
increments of one or more full weeks separated by intervals of work. Spouses
working for Molzen Corbin are limited to twelve (12) weeks of leave in total
during any twelve-month period. However, each is still entitled to the
difference between the amount of leave he or she has individually taken for
those purposes and the amount of leave (up to 12 weeks) needed for their
own, their spouse’s, or their child’s serious health condition.

A reduced leave is one scheduled in advance in increments of not less than
one workday but less than one full workweek at a time. Employee must give
notice of the leave in a manner that is reasonable and practical. Efforts must
be made to schedule intermittent leave so that business operations will not be
unduly disrupted.

In determining eligibility for leave, the 12-month period is measured forward
from the date of the employee’s first FMLA leave usage.

An employee requesting leave will be required to apply any available sick
leave and vacation leave time toward such leave and will not be entitled to
any additional family or medical leave, paid or unpaid, during the twelve-
month period, which is in excess of the leave granted under this policy. Any
family or medical leave not paid for by virtue of the employee’s use of
available sick leave or vacation leave time will be leave without pay.

4. Group Insurance. Staff members will continue to be covered under Molzen
Corbin’ group benefits plans under the same conditions as if they had worked
continuously during the leave period, except that the employee must make
arrangements with the Human Resources Department for timely payment of
the employee’s portion of the premium in order to continue such coverage.
If any premium payment is more than thirty (30) days late, coverage will be
lost during the period of the leave. The employee will not be entitled to
additional employee benefits (e.g., vacation leave or sick leave accruals)
during the period of unpaid leave. However, any family or medical leave will
be treated as continued service for purposes of Molzen Corbin’s 401(k) plan.

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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.