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FAMILY AND MEDICAL LEAVE ACT

In accordance with the Family and Medical Leave Act (FMLA), we will provide eligible
employees with job-protected leave for up to 12 or 26 weeks during a 12-month period (or

additional leave as allowed by local and/or state law – see HR for details). This job-protected
leave may be paid, unpaid, or a combination of paid and unpaid, depending on the individual
circumstances as specified in this policy. The reason for the leave request will dictate the
maximum number of weeks of job-protected leave.

FMLA ELIGIBILITY AND ENTITLEMENTS:

12-WEEK ENTITLEMENT
Employees who have completed at least one (1) year of employment and have worked a

minimum of 1,250 hours during the preceding "rolling" twelve-month work-period will be
granted up to 12 weeks of unpaid job-protected leave during a 12-month period for one (1) or
more of the following reasons:

 Birth or adoption of a child and in order to care for that child
 Placement of a child for adoption or foster care
 Care for a spouse, child or parent with a serious health condition
 Serious health condition making the employee unable to perform the required

job functions
 When the absence of a spouse, parent, or child who is on or has been called to
active duty in the Armed Forces causes a situation in which the employee must
take leave for a qualifying exigency.

A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either inpatient care or continuing treatment by a health care practitioner for a
condition that prevents the employee or family member from performing the functions of the

job, participating in school, or performing other daily activities. Incapacity relating to
pregnancy, prenatal care, or childbirth is a serious health condition. If you have questions about
what qualifies as a serious health condition, contact your Human Resources Services Team.

Qualifying exigencies include issues arising out of a family member’s short-notice deployment;
attending military events and activities; arranging for alternative child care; making financial
and legal arrangements; attending counseling sessions; attending post-deployment activities;
and visiting the family member while on short-term, temporary rest leave. Other activities and
events may also qualify; if you have questions about qualifying exigencies, contact your Human
Resources Services Team.

Checks and Balances, Inc. 45 1/2017

Disclaimer: This Handbook contains internal confidential propriety information. The policies can change at any time, for any
reason, without warning.