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26-WEEK ENTITLEMENT
Employees who have completed at least one (1) year of employment and worked a minimum of
1,250 hours during the preceding "rolling" twelve-month work-period will be granted up to 26

weeks of unpaid job-protected leave during a 12-month period for if their spouse, child, parent,
or next of kin is a current service member of the Armed Forces, including the National Guard or
Reserves and:

 suffers or aggravates a serious illness or injury in the line of duty on active
duty, and is undergoing treatment, recuperation or therapy; is in outpatient
status;

 is on the temporary disability retired list.

This leave is also available for family members of veterans suffering from a serious, service-
related illness or injury, if the veteran was a member of the Armed Forces, National Guard, or
Reserves within five years of needing care.

Employees in this situation may take up to 26 weeks of leave in a single 12-month period to
care for the family member. This leave is not in addition to the 12 weeks of leave available for
reasons addressed above. Employees eligible for this type of leave are entitled to 26 total
weeks of leave in a 12-month period, for all reasons.

If you and your spouse both work for us, the two of you will be entitled to a combined total of
12 weeks of leave to care for a newborn, newly adopted child, or recently placed foster child,

and to care for a parent with a serious health condition. If you both qualify for the leave
described under “26-week Entitlement,” above, you will be entitled to a combined total of 26
weeks of leave for this purpose, to care for a newborn, newly adopted child, or recently placed
foster child, and to care for a parent with a serious health condition.

REQUESTS FOR FMLA LEAVE

Employees are required to give notice at least 30 days in advance if their need for leave is
foreseeable. If you fail to do so, we may delay your leave. If you are not able to provide 30-
days’ notice, you must provide notice as soon as is practicable under the circumstances and

must generally comply with our usual procedures. We may ask you to explain why you were
unable to give 30-days’ notice.

When you give notice, you must provide enough information for us to determine whether the
leave qualifies as FMLA leave. If you have already taken FMLA leave for the same reason, you
must refer either to the reason or to the need for FMLA leave when you give notice.

Checks and Balances, Inc. 46 1/2017

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