Page 41 - SpaceVR Inc Handbook

Upon request of the employee and recommendation of the

employee’s physician, the employee’s work assignment may be
changed to protect the health and safety of the employee and her

child. Temporary transfers due to health considerations will be
granted when possible. The transferred employee must be

qualified for the position, and they will have an equivalent rate of
pay and benefits received in the position they occupied
immediately before the leave.

The Company will maintain health coverage during the period of

actual disability, up to a maximum of four months, in addition to
the requirement to maintain health coverage during an approved

leave under the California Family Rights Act (CFRA) of up to 12
weeks, if applicable.

At the end of the employee’s pregnancy disability leave, an
employee who has a physical or mental disability (related to

pregnancy or otherwise) may be entitled to reasonable
accommodation, including additional leave, for that disability.

MILITARY LEAVE

If employees are on an extended military leave of absence, they

are entitled to be restored to their previously held position or
similar position, if available, without loss of any rights, privileges
or benefits provided the employee meets the requirements

specified in the Uniformed Services Employment and
Reemployment Rights Act (USERRA).

An employee who is a member of the reserve corps of the armed

forces of the United States or of the National Guard or the Naval
Militia will be granted temporary leave of absence without pay

while engaged in military duty as required by state employment

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