Veteran Means a person who served in the active military, naval or air service, and who was discharged or released therefrom under conditions other than dishonorable. Requesting FMLA Leave The Company will provide the necessary forms for employees to request FMLA leave. Employees must give the Company at least 30 days’ notice of their intent to leave under the FMLA if the leave is foreseeable. If the leave is not foreseeable, employees must make a good faith effort to provide notice as soon as practicable and must generally comply with the Company’s customary call-in requirements. Any employee who fails to give the requisite notice may be delayed in receiving authorization for leave. Employees must provide information sufficient to enable the Company to determine whether the leave may be FMLA-qualifying and the anticipated timing and duration of the leave. The Company may require information showing that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. If the leave is for a condition for which the Company has previously approved FMLA, the employee must specifically reference that qualifying reason for the leave or the need for FMLA leave. Notification of Designation Absent extenuating circumstances, the Company will notify employees whether their leave has been approved as FMLA-qualifying no later than five business days after receiving sufficient information to make this designation. If known at the time of the designation, the Company will notify the employee of the amount of leave that will be counted against the employee’s FMLA entitlement. If this information is not known at the time of the designation, the Company will provide such information, upon the employee’s request, once every 30 days if leave is taken within that time period. If an employee is not eligible for FMLA leave, the Company will advise the employee why that is the case. Compensation for FMLA Leave FMLA leave is not paid. However, an eligible employee may elect to take any accrued Paid Time Off days in lieu of taking unpaid leave under the FMLA. Such paid leave will be counted toward the employee’s 12 or 26 weeks of FMLA leave granted per leave year. Intermittent or Reduced Hours Leave In the case of leave taken: 1. to care for a seriously ill spouse, child, or parent; 2. due to the employee’s own Serious Health Condition; 3. due to a Qualifying Exigency; or 4. to care for a Covered Servicemember, …an employee may take leave intermittently (i.e., periodically) or on a reduced hours schedule (i.e., reduced number of working hours per day or per week) only when such leave is medically necessary and certified as such. Otherwise, such leave is not permitted except at the sole discretion of the Company. An employee who takes leave intermittently or on a reduced leave schedule may be temporarily transferred to another position for which the employee is qualified to better accommodate that leave. Job and Benefits Security An eligible employee who takes leave under the FMLA and who returns to work before his or her annual FMLA entitlement has expired will be restored to the position he or she held when the leave commenced, or to an otherwise equivalent position with respect to pay, benefits, and other terms and conditions of BACK TO TABLE OF CONTENTS | 25