employment, unless the employee would no longer have been employed in such a position had the employee not taken such leave. Additionally, any unused employment benefits that had accrued to an eligible employee prior to the commencement of leave will be restored upon return from FMLA leave. CONTINUATION OF GROUP HEALTH PLAN COVERAGE Group health plan coverage will be maintained by the Company during an eligible employee’s period of FMLA leave to the extent and under the same circumstances as it ordinarily is furnished to that employee. Premium payments should be made to the Human Resources Office on the 1st and 15th of each month. The Human Resources Manager will notify eligible employees concerning the amount of each premium payment. Failure to pay such premiums during leave may result in the loss of health coverage. An eligible employee who fails to return to work after the expiration of the FMLA leave period for reasons that are not beyond his or her control will be expected to reimburse the Company for health care premiums paid by the Company during the leave period. CERTIFICATION OF THE NEED FOR LEAVE In cases of leave to be taken to care for a family member with a Serious Health Condition, a Covered Servicemember who has suffered a Serious Injury or Illness in the line of military duty, or due to the employee’s own Serious Health Condition, an eligible employee must provide the Company with a completed and signed health care provider certification indicating that the employee requires FMLA leave. The Company will provide the appropriate forms for such certification. In cases of leave due to a Qualifying Exigency arising out of the active duty or call to active duty of a Covered Servicemember, the Company requires that an employee’s request for leave be supported by appropriate documentation as required by applicable law and regulation. In all cases, the forms certifying and supporting the need for FMLA leave must be returned within 15 calendar days after the employee gives notice of intent to take FMLA leave unless not practicable. Failure to return this certification in a timely manner may result in delays in securing authorization for leave and the Company may deny FMLA coverage until the required certification is provided. Failure to return the certification at all will preclude the employee from taking leave. The Company also may require, at its own expense, a second and third health care provider opinion (except with respect to leave to care for a Covered Servicemember) if there is a question as to the validity of the certification provided by the employee for leave relating to a Serious Health Condition. An eligible employee also may be asked to furnish the Company with subsequent health care provider certifications on a reasonable basis during the employee’s leave period except if the employee is on leave to care for a Covered Servicemember. An eligible employee’s failure to furnish subsequent certifications may result in termination of the employee’s right to leave. The Company may seek recertification of the need for leave as permitted by statute and regulation. GENETIC INFORMATION NON-DISCRIMINATION ACT (GINA) The Genetic Information Nondiscrimination Act (GINA) prohibits employers from requesting or requiring genetic information of employees or their family members. In order to comply with this law, the Company asks that in applying for FMLA leave, employees not provide any genetic information when responding to BACK TO TABLE OF CONTENTS | 26