The Company recognizes that employees may need to be absent from work due to a medical condition related to pregnancy or childbirth, or to care for a newborn child, or a newly adopted child. The Company provides unpaid pregnancy and parental leaves of absence to all eligible employees in accordance with the Family and Medical Leave Act (FMLA) and any other applicable federal, state, or local law.

Paid Pregnancy Leave

If an employee is eligible for leave under the Company’s FMLA policy because of a medical condition associated with the employee’s own pregnancy or with the employee giving birth, if the medical condition(s) would entitle an otherwise eligible employee to leave under the FMLA, then the Company offers the opportunity for the employee to be paid for that leave, up to a maximum of 5 weeks in any 12-month period. This benefit is available regardless of the employee’s tenure with the Company or the number of hours worked in the preceding 12 months.

An employee who is eligible for Pregnancy Leave may also be eligible for Parental Leave.

Paid Parental Leave

If an employee is eligible for leave under the Company’s FMLA policy because of the birth of a child or the initial placement of a child for adoption or foster care, then the Company offers the opportunity for the employee to be paid for that leave, up to a maximum of one week in any 12-month period. This benefit is available regardless of the employee’s tenure with the Company, and regardless of the number of hours worked by the employee in the preceding 12 months.

An employee who is eligible for Parental Leave may also be eligible for Pregnancy Leave associated with her own pregnancy or with the employee giving birth.

Employee notice
requirements

An employee wishing to take paid leave under this policy should request leave in accordance with the Company’s FMLA policy. At the time of the leave request, the employee must make a written request to be provided with paid leave in accordance with this Pregnancy and Parental Leave policy. An employee who does not make a specific written request for paid leave under this policy may not be entitled to receive payment for leave taken.

Use of leave as a complement
to other forms of leave

This policy is intended to complement, but not to supplement, the Company’s FMLA policy, and any federal, state, or local laws providing for pregnancy or parental leave. So, for example, if an employee is entitled to 12 weeks of leave under the FMLA because of the placement of a child for adoption, this policy does not extend the period of time the employee may be out on leave. The leave would still be limited to 12 weeks, but the employee could be paid for one week of the FMLA leave, if eligible for Parental Leave under this policy.

As another example, if an employee is entitled to paid Parental Leave under this policy, and works in a jurisdiction where he or she is entitled to paid parental leave under applicable law, the employee is entitled to the greater of the paid parental leave provided by this policy or the applicable law, but not to both benefits, except to the extent provided otherwise by applicable law. Leave under this policy will run concurrently with all other forms of leave, except to the extent provided otherwise by applicable law.

Use of PTO during
parental & pregnancy leave

To the extent the Company’s FMLA policy would require use of accrued PTO or other accrued paid time off, any paid time off available under this Pregnancy and Parental Leave Policy may be used first, so that the employee is not required to use other accrued paid time off until the paid time off provided by this policy has been exhausted.

If an employee has exhausted any paid time off that may be available under this Pregnancy and Parental Leave policy, and has unused paid time off accrued under the Company’s PTO policy or under other applicable law or policy, then the employee may use that accrued paid time off for pregnancy or parental leave. However, as a condition of using such accrued paid time off, the employee must comply with all requirements generally applicable to the type of leave to be used.

For example, use of accrued PTO would be permitted only with the request, notice, and approval required by Company policy for use of PTO.

Calculation of
leave

For the purposes of this policy, the 12-month period is measured using the same method used for leaves taken for pregnancy, birth, or adoption under the Company’s FMLA policy.

For salaried employees, a week’s pay equals the employee’s base weekly salary, and for hourly employees, a week’s pay equals the employee’s base hourly rate of pay times the number of hours the employee is regularly scheduled to work (or, if the employee does not have an established regular schedule of work hours, then times the average hours worked per workweek over the 52 workweeks prior to commencement of the leave, excluding from this calculation any workweeks when the employee did not work).

Conflict with state,
local, or federal laws

If any applicable law requires greater paid leave than described in this policy, the employee is entitled to the greater paid leave provided by law.