SoCal Employee Handbook

• The care of the employee's newly acquired child whether through child-birth, or placement for adoption or foster care;

• The care of the employee's spouse, son, daughter or parent who has a serious health condition;

• A serious health condition that makes the employee unable to perform his or her job (After a waiting period, all or part of FMLA leave for an employee's serious health condition will be satisfied under supplemental pay benefits or workers' compensation. Both of these leaves will run concurrently if the employee qualifies.); • Family leave when an employee's spouse, child, or parent is either on active duty or has been called to active duty in a foreign country and is in the regular Armed Forces; or when an employee’s covered family member is a member of a reserve military unit and is deployed or deploying to a foreign country during a time of war, national emergency, or other legislative provision; and The Company will maintain any current health coverage during the leave, with the employee paying the appropriate contributory rates by personal check. Once the FMLA leave period concludes, the Company will reinstate employees to the same or equivalent job in accordance with all applicable laws. Generally, to be eligible for FMLA benefits an employee must: • Have worked for the Company for at least 12 months; • Have worked at least 1,250 hours within the previous 12 months; • Work at a location where at least 50 employees are employed by the Company within 75 miles of each work site (based on surface miles on public roads); and • Not have used all available FMLA leave within the last 12 months Employees seeking to use FMLA leave are required to provide: • 30-day advance notice in writing of the need to take FMLA leave when the need is foreseeable. This notice must include the reason(s) for the leave, the dates of leave (including times for any reduced work week), and supporting documents. This notice must be signed by the employee. • Medical certification supporting the need for leave due to a serious health condition affecting the employee or an FMLA qualifying immediate family member (spouse, child or parent). • Second or third medical opinions and periodic re-certification (if requested by the Company, at the Company's expense). The Company reserves the right to select the health care provider(s) of its own choosing where permissible. • Periodic reports during FMLA leave regarding the employee's status and intent to return to work. The reporting follows the Company’s Medical Leave Policy. To remain eligible for FMLA leave and all benefits due under FMLA, the employee must provide written request of continued leave and their intent to remain on FMLA status to the Human Resources Department on or before the 10th day of each month commencing the date the leave is approved. Failure to do so will be deemed voluntary resignation of employment. Generally, an eligible employee who takes FMLA leave returns to the same position held when the leave started or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment. Employees returning to work from a serious health condition must have a written "return to work" notice from a qualified health care provider. Employees will be required to follow the Company’s Absence Reporting Policy. Employees will be required to substitute any accrued paid leave for any unpaid FMLA leave such as leave to care for the serious health condition of a covered family member or for any unpaid waiting periods. • Caregiver leave for an injured service member.

Employee Handbook January 2025