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Employees who are called to military service must tell their direct supervisors as soon as
possible that they will need to take military leave. An employee whose military service has

ended must return to work or inform the Company that he or she wishes to be reinstated in
accordance with these guidelines:

 Service less than 31-days - the employee must report for re-employment at the
beginning of the first full regularly scheduled working period on the first calendar day
following completion of service and the expiration of eight (8) hours after a time for safe
transportation back to the employee's residence
 Service for 31-days or more but less than 181-days - the employee must submit an
application for re-employment with HR no later than 14 days following the completion
of service
 Service over 180-days - the employee must submit an application for reemployment
with Human Resources Service Team no later than 90 days following the completion of
service

However, employees returning from military leave have no greater right to reinstatement than
he or she would have had if he or she had not been on leave. If when reinstatement is
requested the employee would not otherwise have been working at the time he or she would
have no right to reinstatement. For example, if the work assignment ended, was eliminated, or
no longer meets the client's requirements, the Company may not reinstate the employee.

The Company will continue the employee’s health insurance benefits during his or her leave,
under these circumstances:

 If the employee is absent for 30 or fewer days, the Company will continue to pay its
share of the insurance premium, and he or she must continue to pay his or her usual
share.
 If the employee is absent longer than 30 days, he or she will be responsible for the
entire premium to continue his or her benefits.

JURY AND WITNESS DUTY

Upon receipt of notification from the state or federal courts of an obligation to serve on a jury,

you must notify your site supervisor and provide him/her with a copy of the jury summons. You
are not paid for time off for jury duty or appearance in court as a witness unless required by
state or local law. Please refer to the notice pertaining to the state within you work.

Employees will not be disciplined for taking time off for jury or witness duty.

Checks and Balances, Inc. 50 1/2017

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