Page 46 - E3 Employee Handbook

Certification of Fitness for Duty
Prior to returning from a leave due to the employee’s own serious health condition, the employee may be required
to obtain a fitness for duty certification from his/her medical provider. If required, this certification must be given
to Human Resources on the day the employee returns to work.

Employment During FMLA Prohibited
Employees on FMLA leave may not be employed by or perform significant services for any other entity. Failure to
adhere to this requirement will result in appropriate disciplinary action, up to and including termination of
employment.

Questions about FMLA Leave
Employees with questions about the FMLA or who need to obtain the appropriate forms should contact Human
Resources.

6.2 Military Leave
E3 complies with all applicable federal, state, and local laws regarding military leaves of absence, including the
Uniform Services Employment and Reemployment Rights Act.

E3 provides up to forty (40) hours of paid Military leave per calendar year to any regular, full-time employee who is
call back on active or reserve duty. A leave of absence without pay is granted for any time beyond forty (40) hours
in the calendar year, in accordance with applicable law. E3 will also provide unpaid leave to employees in other
classifications in accordance with applicable military leave laws.

If you are called to active military duty, active duty training, Reserve or National Guard training, or if you volunteer
for the same, you should submit copies of military orders to the E3 Human Resources as soon as possible. You will
be granted a military leave of absence for the period of military service, in accordance with applicable federal and
state laws. If you are a reservist or a member of the National Guard, you are also granted military leave of absence
in accordance with applicable law. You may use any accrued but unused PTO, prior to unpaid leave.

Eligibility for reinstatement after military duty or training is completed will be determined in accordance with
applicable federal and state laws. You should contact E3 Human Resources and request re-employment as soon as
possible. Time limits for returning to work depend on the duration of the orders and applicable law(s).

Under USERRA, the rules for reporting back to work are as follows:
Service of 1 to 30 days: the beginning of the next regular scheduled work period on the first full day following
completion of service and expiration of an 8 hour rest period following safe transportation home.

Service of 31 to 180 days: application for reinstatement must be submitted not later than 14 days after completion
of military duty.

Service of 181 or more days: application for reinstatement must be submitted not later than 90 days after
completion of military duty.

Employment Status
Employees returning from Military Leave will be entitled to reemployment by E3, with some exceptions. Generally,
if the period of service was less than 91 days, you are entitled to the job you would have attained absent the military
service, provided you are, or can become, qualified for that job through reasonable effort on your part and E3’s. If
unable to become qualified for a new job after reasonable efforts by E3, you will be placed in the position which you
left at the time military service began. If you cannot become qualified for either of these jobs (other than for a
disability incurred or aggravated by the military service), you will be reemployed in a position that is the nearest
approximation to the prior positions for which you are qualified with full seniority.

Information in this document is proprietary to E3 and should not be discussed with third parties without consent.
Printed copies are uncontrolled and for reference only.