Page 40 - CCH Employee Handbook 0717

an employee is unable to provide notice before leaving for uniformed service, a family member
should notify the supervisor as soon as possible.

Upon return from military leave, employees will be granted the same seniority, pay, and
benefits as if they had worked continuously. Failure to report for work within the prescribed
time after completion of military service will be considered a voluntary termination.

All employees who enter military service may accumulate a total absence of 5 years and still
retain employment rights.

Bereavement Leave

Employees with more than 3 months’ service may take up to 3 days of paid bereavement leave
upon the death of a member of their immediate family. “Immediate family members” are
defined as an employee’s spouse, domestic partner, parents, stepparents, siblings, children,
stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-
law, daughter-in-law, or grandchild.

All regular, full-time employees may take up to one (1) day off with pay to attend the funeral of
an extended family member (aunts, uncles, cousins, including ex- relatives, i.e., ex- mother in
law/ father-in-law).

The company may require verification of the need for the leave. The employee’s supervisor and
Human Resources will consider this time off on a case-by-case basis.

Payment for bereavement leave is computed at the regular hourly rate to a maximum of 8
hours for 1 day. Time off granted in accordance with this policy shall not be credited as time
worked for the purpose of computing overtime.

Personal Leave of Absence (PLOA)

If ineligible for any of the leaves described in this handbook, an employee may request an
unpaid Personal Leave of Absence (PLOA). A PLOA cannot exceed 30 days in a rolling 12-month
period. An eligible employee is one who is classified as a full-time employee and has completed
90 consecutive day of satisfactory full-time employment with the company.

Personal leave may be granted due to special circumstances as determined on an individual
basis by the employee’s department head and their HR professional. All final decisions
regarding leave will be determined by the VP of Business Operations, COO, and VP of Clinical
Operations. Personal leave is granted at the sole discretion of the Company and is not
guaranteed.

If an employee is granted a PLOA, efforts will be made to hold his or her position open for the
period of the approved leave. However, the Company cannot guarantee that an employee will
be returned to their position either before or upon the expiration of the leave. If an employee’s