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FMLA INTERMITTENT LEAVE AND REDUCED WORK SCHEDULE

Employees may take leave all at one time or intermittently—that is, a few hours or days at a
time—for all types of leave listed above except leave to care for a new child. In the case of
leave for your own serious health condition, to care for a family member with a serious health
condition, or to care for a family member who suffers or aggravates a serious injury or illness in
military service, intermittent leave is available only if it is medically necessary.

If you need intermittent leave for scheduled medical treatment, you must make a reasonable
effort to schedule your leave so it doesn’t unduly disrupt the Company’s operations. We may

temporarily assign you to a different position with equivalent pay and benefits to accommodate
the intermittent schedule.

We will consider requests for intermittent leave to care for a new child on a case-by-case basis.

HEALTH INSURANCE DURING LEAVE

Your health insurance benefits will continue during leave. You will be responsible for paying the

premium that you ordinarily pay while you are working, and you must make arrangements to
make these payments while you are out. Employees who choose not to return from family and
medical leave may be required to reimburse us for any premiums paid on the employee’s
behalf during the leave, as stipulated by law.

PAY DURING FMLA LEAVE

An employee who has accrued paid time off must use these benefits to receive pay for all or a
portion of family and medical leave, as long as the reason for leave is covered by the applicable
type of time off. To use paid leave, you must comply with the usual requirements for using that
type of leave (for example, notice or scheduling requirements). If you do not, you may not be

allowed to use paid leave, but will still be entitled to take unpaid FMLA leave if you are eligible.

If you take accrued PTO leave, workers’ compensation leave, or other leave for a reason that
qualifies for family and medical leave, we will designate this time off as family and medical
leave and count it against your entitlement. All leave runs concurrently with FMLA as
permitted by state or local regulations

In the event an individual state law provides for a more generous benefit or an additional
benefit, our FMLA policy will be adjusted to comply with state law.

RETURN FROM FMLA LEAVE

When you return from leave, you have the right to return to your former position or an
equivalent position.
Checks and Balances, Inc. 48 1/2017

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