SoCal Employee Handbook

Because of the deep impact that death can have on an individual or a family, additional unpaid time off may be granted on a discretionary basis. Such arrangements must be approved by a Human Resources representative in coordination with the employee’s immediate supervisor. To be eligible for paid time off for bereavement, employees must be employed at least 30 days and are expected to notify their supervisors at the earliest opportunity so that the supervisor can try to arrange coverage for the employee's absence. In addition, The Company reserves the right to receive verification of the need for the leave. Managers are encouraged to support employees during this time in their lives. With manager approval, an employee who experiences a loss that falls outside of the immediate family member designation, like an ex- spouse or a former in-law, may be able to use vacation or PTO for time away from work. Individual employee circumstances may be discussed with the employee's manager and Human Resources. It is the Company's intention to support employees during their times of grief and bereavement. PARENTAL LEAVE In addition to your rights under CFRA, the Company will offer ten days of paid parental leave to any benefit- eligible employee for the birth, adoption, or fostering of a child. This benefit is provided on an individual basis, so if both parents work for the Company, each parent is entitled to parental leave. Parental leave may be taken in single day increments, in separate week-long increments, or as one continuous 10-day leave but must be used within 12 months of the birth or placement of the child for adoption or foster. Parental leave benefits may not be requested more than twice in a calendar year. When valuing an hour of parental 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. If the employee is FMLA-eligible, the use of parental leave will also count toward the employee’s annual FMLA entitlement. If an employee is not FMLA-eligible or has exhausted FMLA, he or she is still eligible for the parental leave benefit. Parental leave may be used as the STD waiting period. See the section of this handbook on Reasonable Accommodation Medical Leave for more information. Proper documentation must be presented to claim this benefit (e.g., a birth certificate, an adoption certificate, or a letter from the foster care agency). Employees may also be eligible for California Paid Family Leave. See the section of this handbook on California In compliance with state law, The Company maintains workers' compensation insurance for coverage of workplace injuries. Such benefits are11 provided at no cost to our employees and cover any injury or illness sustained in the course and scope of employment that requires medical treatment. Lost wages and medical treatment incurred as a result of an accident or injury occurring while an employee was on the job will be compensated for in accordance with workers' compensation laws through our insurance carrier. All job-related accidents or illnesses must be reported to an employee's supervisor immediately upon occurrence. Supervisors will then immediately contact the appropriate Human Resources representative to obtain the required claim forms and instructions. Paid Family Leave for more information. WORKERS’ COMPENSATION LEAVE