NorCal Employee Handbook

The Company may grant a personal leave of absence, provided that the requesting employee (1) submits the request in writing to the relevant department head at least two weeks in advance of the effective date of leave, stating the length of leave required and the reasons therefor, and (2) the relevant department head approves the request. Employees granted personal leave must exhaust all paid leave (such as accrued vacation time) first, and thereafter all personal leave will be unpaid. The employee and his/her dependents will be covered by Company-paid benefits during the personal leave, provided the employee makes appropriate arrangements to pay the employees’ share of any contributions owed under those benefits plans. If an employee engages in employment with another company during personal leave, the Company will deem the employee to have abandoned his/her position, and voluntarily quit or resigned, immediately forfeiting any right to reinstatement. MILITARY LEAVE There is no employment service requirement that must be satisfied for military leave. If you are inducted into the U. S. Armed Forces, or if you have reserve duty training obligations, you will be given a leave of absence. We request that you provide us with as much advanced notice as possible. Upon completion of your duties, you will have reinstatement rights consistent with applicable laws and business requirements. Additionally, as a company we have a military leave supplement based upon the difference between your military base earnings and your base company earnings. This is payable for six months, if you qualify. Please see your human resources business partner for additional information. If you comply with all applicable legal requirements concerning reinstatement, there will be no waiting period required for reinstatement of company benefits upon your return. The human resources business partner can provide counsel on requirements and rights as requested. BEREAVEMENT LEAVE FOR AN IMMEDIATE FAMILY MEMBER Bereavement leave provides paid time off for eligible employees in the event of a death in their immediate family. When a death occurs in an employee's immediate family, including the death of an employee’s unborn child, all regular full-time employees may take up to three (3) days off with pay to attend the funeral, make funeral arrangements or to grieve, if the employee is unable to attend the service due to time or travel constraints. When valuing an hour of bereavement leave, the company will use one of the following calculations: for salaried employees, divide the employee’s total weekly salary by 40 hours; and for hourly and commissioned employees, take the employee’s total compensation for the previous 90 days (excluding any overtime premium pay) and divide by the total number of non-overtime hours worked during the prior 90 days of employment. This benefit is separate from the Company’s PTO or vacation policies and is separate from the State’s bereavement leave requirement, which provides for 2 additional unpaid days of leave upon the upon the death of an immediate family member. Employees who desire to take the additional 2 days of bereavement leave may elect to receive their regular pay based on any accrued, unused paid time off the employee may have, including accrued sick leave or vacation pay. Part time employees, ineligible for the Company’s paid bereavement leave, may take up to five (5) days off without pay. Bereavement leave must be completed within three (3) months of the date of the family member’s death.

An immediate family member means an employee’s:

Spouse

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• Child (including foster children and step-children) • Parent (including legal guardian and step-parent) • In-laws (including mothers- and fathers-in-law and brothers- and sisters-in-law) • Grandparent • Grandchild • Sibling • Same-sex partner