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Reasons for Leave

You may take unpaid leave under this policy for any of the following reasons:

• Medical Leave: For your own serious health condition that renders you
unable to perform the functions of your position.

• Child Bonding Leave: For the birth and care of your newborn child within the
first year following birth, or the placement of a child with you for adoption or
foster care within the first year of placement. Leave taken for the birth and
care of your newborn child, or for the placement of a child with you for
adoption or foster care, must be completed within the twelve (12) month
period beginning on the date of birth or placement.

• Family Care Leave: To care for a spouse, domestic partner, child, or parent
(“covered relation”) with a serious health condition.

• Service member Family Leave: To care for a spouse, child, parent or next of
kin who is a current member or veteran of the Armed Forces (including a
member of the National Guard or Reserves) and who is undergoing medical
treatment, recuperation or therapy, is in outpatient status, or on the temporary
disability retired list, for a serious illness or injury, for up to 26 workweeks
during a twelve (12) month period. The service member must have a serious
illness or injury incurred or aggravated by service in the line of duty on active
duty that may render the service member medically unfit to perform the duties
of the service member’s office, grade, rank or rating.
• Military Exigency Leave: To deal with a “qualifying exigency” related to or
affected by the active military duty or call to active military duty of your
spouse, child or parent (“Military Exigency Leave”). For additional information
on what constitutes a “qualifying exigency” please see Human Resources.
Spouses who are both employed by the Company are limited to a combined total of
twelve (12) weeks of leave during any twelve (12) month period, when the leave is due
to the care of their newborn child or placement of a child with them for adoption or foster
care.

Notice of Leave

If your need for family/medical leave is foreseeable, you must give the Company at least
30 days prior notice, preferably in writing. If this is not possible, you must at least give
notice as soon as possible and practical (generally within 1 to 2 business days of
learning of your need for leave). Failure to provide such notice may be grounds for
delay or denial of leave. Additionally, if you are planning a medical treatment you must
consult with the Company first regarding the scheduling of such treatment and make a

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