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However, you have no greater right to reinstatement than you would have had if you had not
been on leave. If when reinstatement is requested the employee would not otherwise have

been working at the time you would have no right to reinstatement. For example, if the work
assignment ended, was eliminated, or no longer meets the client's requirements, we may not
reinstate the employee.

We may not be obligated to reinstate you if you are a key employee—that is, you are among
the highest paid 10% of our workforce and holding your job open would cause the Company
substantial economic harm. If we classify you as a key employee, you will be notified soon after
you request leave.

Returning employees will be required to provide a medical release from the attending physician
to the Corporate Human Resource Manager indicating release to return to work, with or
without reasonable accommodation.

If the employee is not medically able to return to work at the end of the 12 weeks or otherwise

does not return, the employee's work assignment may be filled. Employees who fail to return
to work after their FMLA leave is exhausted will be considered to have voluntarily resigned
from employment.

For further information regarding the FMLA, contact the Human Resource Service Team or the
Corporate Human Resources Manager at 1-888-222-0457.

NOTE: This policy is in compliance with federal, state and local leave laws. In cases where
the employee's state or local leave requirements are more generous or favorable for the
employee, this policy will be adjusted to conform with the employee's state or local law.

MILITARY LEAVE

UNIFORMED SERVICES LEAVE

Checks and Balances, Inc. and the client supports those who serve in the armed forces to

protect our country. In keeping with this commitment, and in accordance with state and
federal law, employees who must be absent from work for military service are entitled to take a
military leave of absence. Employees may use any available paid time off for the absence.
Employees on temporary or extended military leave may, at their option, use any or all accrued
paid annual or personal leave during their absence. When an employee’s military leave ends,
that employee will be reinstated to the position he or she formerly held, or to a comparable
position, as long as the employee meets the requirements of federal and state law.

Checks and Balances, Inc. 49 1/2017

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