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1. The diagnosis, care or treatment of an existing health condition of, or
preventative care for you or your family member (spouses, parents, in-laws,
registered domestic partners, grandparents, grandchildren, siblings and
children (including biological, adopted, foster children, stepchildren, legal
wards, or children to whom the employee stands in loco parentis)); and/or

2. Seeking relief from domestic violence, sexual assault or stalking, including
medical attention and psychological counseling.

If your need for sick leave is foreseeable, you must give your supervisor reasonable
advance notice. Where the need is not foreseeable, you must give your supervisor
notice as soon as practicable.

In accordance with the requirements of the law, your pay stub will reflect the number of
paid sick leave days you have available for use. Sick leave that is not used during the
twelve (12) month period for which it is allotted is not carried over to the following year.
Any accrued but unused sick days will not be paid out upon termination of your
employment, and employees may not otherwise receive pay in lieu of paid sick leave.

Revised 12/28/15

FAMILY AND MEDICAL LEAVE POLICY

Policy

Under the federal Family and Medical Leave Act (FMLA) and the California Family
Rights Act (CFRA), you are eligible to take up to twelve (12) workweeks (or its
equivalent, i.e., 60 workdays or 480 hours) of unpaid family/medical leave within any
twelve (12) month period (or up to 26 weeks in the case of Service member Family
Leave) provided you have: (1) worked at a Company worksite that employs 50 or more
employees in a 75-mile radius; (2) worked for the Company for at least twelve (12)
months (not necessarily consecutively), and (3) worked at least 1,250 hours for the
Company in the twelve (12) months immediately preceding the requested leave of
absence.

The twelve (12) month period in which you may take of family/medical leave will be
measured as a “rolling” twelve (12) month period, dating back from the time you request
leave. As such, each time you take leave, your remaining leave entitlement will be the
balance, if any, of the twelve (12) weeks that was not used during the immediately
preceding twelve (12) month period.

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