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conclusion of your FMLA/OFLA leave, the Company’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

Fraud

Providing false or misleading information or omitting material information in connection with an FMLA/OFLA leave will result in disciplinary action, up to and including immediate termination.

Employer’s Compliance with FMLA/OFLA and Partner’s Enforcement Rights

FMLA and OFLA make it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA or OFLA, or to discharge or discriminate against any person for opposing any practice made unlawful by FMLA or OFLA, or for involvement in any proceeding under or relating to FMLA or OFLA.

While the Company encourages partners to bring any concerns or complaints about compliance with FMLA or OFLA to the attention of the Human Resources Department, FMLA regulations require employers to advise partners that they may file a complaint with the U.S. Department of Labor or bring a private lawsuit against an employer. Further, neither FMLA nor OFLA affect any Federal or State law prohibiting discrimination or supersede any State or local law or collective bargaining agreement that provides greater family or medical leave rights.

Limited Nature of This Policy

This Policy should not be construed to confer any express or implied contractual relationship or rights to any partner not expressly provided for by FMLA or OFLA. DKB reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law.

You will be required to substitute any accrued paid leave for any unpaid OFLA/FMLA leave such as leave to care for the serious health condition of a covered family member or for any unpaid waiting periods.

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