Page 35 - Drive Thru Handbook 9-17

• the probable duration of the period(s) of disability or the period(s) for the
advisability of a transfer; and,

• a statement that, due to the disability, you are either unable to work at all or to
perform any one or more of the essential functions of your position without
undue risk to yourself or to other persons; or a statement that, due to your
pregnancy, a transfer to a less strenuous or hazardous position or duties is
medically advisable.
Failure to provide the required medical certification to the Company in a timely manner
may result in a delay or denial of leave.

Any request for leave of absence after your disability has ended will be treated as a
request for family/medical leave rather than PDL.
Compensation and Benefits During PDL

PDL is unpaid. However, for up to a maximum of four (4) months of PDL, you will be
permitted to continue participating in any health and welfare benefit plans in which you
are enrolled before the first day of PDL at the level and under the conditions of
coverage as if you had continued to be actively employed for the duration of your PDL.
The Company will continue to make the same premium contribution as if you had
continued working. The continued participation in health benefits begins on the date
your leave first begins.
You must pay your portion of the premium by the first of each month. If you fail to pay
your portion of the premiums for more than thirty (30) days, your coverage will be
terminated and you will be offered COBRA to continue group health benefits (excluding
life and disability insurance).
Such benefits, if used, will supplement any state disability insurance benefits you
receive during the time you are disabled by pregnancy, and will not extend the period of
the approved leave. We encourage you to contact the Employment Development
Department regarding your eligibility for state disability insurance for the unpaid portion
of your leave.

Your use of PDL will not result in the loss of any employment benefit that you earned
before using the leave
Reinstatement

The Company will reinstate you to the position you held before your leave began,
unless: a) your job has ceased to exist for legitimate business reasons; b) you are no
longer able to perform the essential functions of your job with or without reasonable
accommodation; or c) you are no longer qualified for the job.

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