Page 21 - Employee Handbook Acknowledgment

8-Hour Schedule 10-Hour Schedule 12-Hour Schedule
Holiday Pay – 8 Hours Holiday Pay – 10 Hours Holiday Pay – 12 Hours

3. JURY DUTY
Serving on a jury is a civic duty, and as such, is fully recognized and supported by
the Company. It is the Company's philosophy that an employee should not suffer a
loss of income in the performance of that civic responsibility. Therefore, any active
regular status full time employee serving on jury duty will receive their regular pay, up
to a maximum of 12 hours per day for a 12-hour work schedule, for a full scheduled
day missed. If an employee is released early or only has a partial day of jury duty, it
is expected that the employee would return to work and have partial jury pay to make
up the balance of a regular scheduled work day. A partial day is less than 4.5 hours
served on jury duty. Part-time employees should refer to the Part-time Benefits
Policy.

When summoned to serve on jury duty, you are required to present a copy of the
summons to your supervisor in advance of the jury duty date. Upon completion of the
jury duty, you must obtain a statement of attendance from the court and submit it to
Payroll. Payment of lost wages cannot be made without the court's verification of
attendance.

4. LAYOFF/RECALL
Using Call-ins (contracted alternate labor for light industrial support) gives GOJO
the flexibility necessary to react to fluctuations in business conditions. This practice
allows us to insulate, to the extent possible, our full-time workforce from layoffs. If
the Company experiences a slowing of the business, the Company will try to reduce
Call-ins before full-time employees. If layoffs become necessary, we expect to
make those decisions by giving consideration to the necessity of the positions, the
length of employees' service, and their work history, knowledge, and skills. Similarly,
in recall after layoff, the Company will consider the same major factors-necessity of
the positions, the length of employees' service, work history and their knowledge
and skills. GOJO complies with provisions of the WARN Act if applicable.

5. PRODUCTION CURTAILMENTS
Production curtailments are considered to be of short duration and may be caused by
such events as material shortages, break downs, unexpected interruptions, etc.
Because curtailments are of short duration, layoff/recall (as defined in the above
paragraph) is not used. The Company will advise those affected when the situation Time Away
is classified as a curtailment.
from Work
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6. LEAVES OF ABSENCE

1. Short-Term Disability (STD) Leave and Benefits: All regular status, full-
time active employees may be eligible for STD benefits after completing a
service waiting period. STD benefits, which are designed to replace a
percentage of your base wages or salary, and are payable up to a maximum
of 26 weeks, depending on length of service at time of disability. For the
purpose of pay continuation, a week is defined as forty (40) hours. You must
be certified as unable to work in any capacity due to a health condition to
qualify for benefits. The Company will review if medical restrictions can be
reasonably accommodated by light duty assignments. Refusal to accept an
assignment which meets the restrictions of the health care provider may
GOJO Industries Employee Handbook
©2002-2018 GOJO Industries, Inc. All Rights Reserved.