Employees must notify their manager and Human Resources at least sixty (60) days in advance of their planned leave, or as early as practicable. Time taken under this policy must be explicitly approved by Human Resources. Parental Leave may be taken intermittently as permitted under FMLA. If taken intermittently, the employee is expected to discuss a schedule with their manager and Human Resources in advance. LHD may request an Employee to provide progress reports and/or intent to return to work, or a re- certification during the leave period. COMPENSATION DURING LEAVE Pay under this policy will be made on regularly scheduled pay dates. Overtime will not be part of this calculation, and in no case will the employee receive in excess of 100% of their regular base pay. If a Company holiday occurs while the Employee is on paid parental leave, that holiday (and the corresponding pay) is considered part of the Parental Leave pay entitlement. In no event will a Company holiday extend the Employee’s leave entitlement. MAINTENANCE OF BENEFITS DURING LEAVE During the leave, an Employee is entitled to continue group health coverage. The company will deduct the Employee’s portion of the healthcare premium as a regular payroll deduction. In the event the Company is unable to deduct healthcare premiums as a payroll deduction, the Employee must pay his/her portion of the premium directly to the company. Premium payments should be made to the Human Resources Office on the 1st and 15th of each month. The Employee’s health care coverage will cease if the payment is more than thirty (30) days late. COORDINATION WITH OTHER POLICIES Parental Leave must be used for its intended purpose. As with any other type of leave or pay continuation benefit the Company provides, taking or working at another job during Parental Leave without prior approval from Human Resources may lead to disciplinary action, up to and including termination from employment to the extent permitted by law. Any available FMLA leave, disability/medical leave, or personal leave will run concurrently with Parental Leave. Parental Leave is not an accrued benefit. Employees will not receive compensation for unused Parental Leave upon separation from employment. Employee Benefits DISCLAIMER LHD has established a variety of Employee benefit programs designed to assist you and your eligible dependents in meeting the financial burdens that can result from illness and disability, and to help you plan for retirement. This portion of the Employee Handbook contains a very general description of the benefits BACK TO TABLE OF CONTENTS | 30