YOUR COVERAGE UNDER THE FAMILY AND MEDICAL LEAVE ACT (FMLA LEAVE)

Transcription

1 YOUR COVERAGE UNDER THE FAMILY AND MEDICAL LEAVE ACT (FMLA LEAVE)

2 YOUR COVERAGE UNDER THE FAMILY AND MEDICAL LEAVE ACT (FMLA LEAVE) We all have responsibilities we must balance to our family, our friends, our communities, and ourselves. The Johnson & Johnson Family of Companies is committed to creating a caring culture and providing resources to help you meet your work, family, and personal needs at every stage of life. That is why we offer Work/Life programs to help make balancing life s needs a little easier. Sometimes life requires more than balance alone. When you have a serious illness, become a new parent, or need to care for a family member with a serious illness, you may need time away from work. This brochure explains: We must be mindful of ways to help our employees fulfill their family responsibilities. Johnson & Johnson Credo Helping you balance your work and personal life is more than just an idea at Johnson & Johnson. It is a part of our core value system. Our Credo outlines our beliefs about the way we do business, including our commitment to our employees and helping you fulfill your family responsibilities. What FMLA Leave is and who is eligible; How FMLA Leave impacts your pay, benefits, and position; How to request FMLA Leave through Reed Group, our Leave of Absence Service Administrator; What you need to do before returning to work from an FMLA Leave; and State Family and Medical Leave (SFML) that may be available to you. Please review this brochure carefully so you understand your rights and responsibilities under FMLA Leave. FMLA LEAVE AT A GLANCE FMLA Leave is provided under the terms of the Family and Medical Leave Act of FMLA Leave is unpaid, and will run concurrently with any Company-approved leave of absence (including short-term disability) and/or those provided under state and local laws. You can request up to 12 weeks of FMLA Leave per year (or 26 weeks to care for an eligible wounded service member). FMLA Leave can be requested as one continuous period, in separate blocks of time, or intermittently. You can use other sources of paid time off (such as accrued Vacation time) for which you are eligible to be paid during FMLA Leave. You will be required to submit a health care provider s certification for all FMLA Leaves for a serious health condition. Most of your benefits continue during FMLA Leave as long as you continue to pay your share of the cost. When you return from FMLA Leave, you are entitled to the same or a comparable position at the Company.

3 HOW FMLA LEAVE WORKS The Company is required by the federal Family and Medical Leave Act (FMLA) to provide eligible employees with unpaid time away from work for the following reasons: Leave to care for a new child: You can request FMLA Leave for the birth of your child, for the placement of a child with you for adoption or foster care, or to care for your newborn child or a child newly placed with you. Leave to care for a seriously ill family member: FMLA Leave is available so you can care for your eligible spouse/domestic partner, child, or parent who has a serious health condition. Leave to care for your own serious illness: You can request FMLA Leave for your own serious health condition if you are unable to perform the essential functions of your job. Leave to care for a wounded service member: FMLA Leave is available so you can care for your eligible spouse/domestic partner, child, parent, or next-of-kin who is a service member with a serious injury or illness incurred during active duty in the U.S. Armed Forces. Leave related to active duty or call to duty: You can request FMLA Leave to deal with any qualifying exigency that arises from your spouse s/domestic partner s, child s, or parent s active duty in the U.S. Armed Forces, including an order or call to duty. Qualifying Exigencies are situations arising from the military deployment of an employee s spouse, son daughter, or parent to a foreign country. Qualifying exigencies for which an employee may take FMLA leave include making alternative child care arrangements for a child of the military member when the deployment of the military member necessitates a change in the existing child care arrangement; attending certain military ceremonies and briefings; taking leave (up to 15 days) to spend time with a military member on Rest and Recuperation leave during deployment; or making financial or legal arrangements to address a covered military member s absence; or certain activities related to care of the parent of the military member while the military member is on covered active duty. WHO IS ELIGIBLE You are eligible to apply for FMLA Leave if: You have been employed by the Company for at least 12 months; You have worked at least 1,250 hours in the 12-month period immediately before the start of your leave; and There are at least 50 employees of the Company within a 75-mile radius of where you work. LENGTH OF LEAVE The amount of FMLA Leave you request depends on the reason you are requesting leave. Generally, you can request up to 12 weeks of FMLA Leave in a 12-month period. For FMLA Leave to care for a wounded service member, you can request a maximum of 26 weeks in a 12-month period. You can request FMLA Leave multiple times during the 12-month period, as long as you do not exceed the total amount of time allowed in the 12-month period. What What Is Is a Serious Serious Health Health Condition? Condition? A serious health condition is an illness, injury, impairment, or physical or mental condition that involves one of the following: Hospital care. Inpatient care (an overnight stay) in a hospital, hospice, or residential medical care facility. Absence plus treatment. A period of incapacity of more than three consecutive calendar days that also involves treatment two or more times by a health care provider, or treatment by a health care provider on at least one occasion that results in a regimen of continuing treatment. For more information, contact Reed Group, the Company s Leave of Absence Service Administrator, at (select option 1, then prompt 5 for Return to Wellness). If Your Spouse/Domestic Partner Is Also Employed by the Company If you and your spouse/domestic partner both work for the Company and are eligible for FMLA Leave: You can request a total combined maximum of 12 weeks of FMLA Leave in a 12-month period for the birth or placement of a child with you for adoption orfoster care; caring for a new child; or caring for an eligible parent, spouse/domestic partner, or child who has a serious health condition. 1

4 You and your spouse/domestic partner can each request the full 12 weeks of FMLA Leave in a 12-month period for your own serious health condition. You can request a total combined maximum of 26 weeks of FMLA Leave in a 12-month period to care for a wounded service member. What What Does Does Medically Necessary Mean? Mean? This means you will need to show documentation from your health care provider on the Certification of Health Care Provider form that there is a medical need that can best be accommodated through an intermittent leave. (See page 3.) Intermittent or Reduced FMLA Leave If FMLA Leave is medically necessary, you may be eligible to request intermittent or reduced leave. You must make a reasonable effort to schedule planned intermittent leave so your time away from work does not have an excessive impact on the Company s business operations. Other Leaves of Absence Are Concurrent With FMLA Leave FMLA Leave runs concurrently with other available forms of leave, both Company-approved and/or those provided under state and local laws. This means other types of leave, including sources of paid time off, count toward your total annual FMLA Leave limit. Length of State Family Medical Leave Employees working in California, Colorado, Connecticut, Hawaii, Iowa, Kentucky, Maine, Massachusetts, Minnesota, Montana, New Jersey, Oregon, Rhode Island, Tennessee, Vermont, Washington, Washington, DC (District of Columbia), and Wisconsin are covered by their respective State Family Medical Leave (SFML) policies. Federal law provides minimum benefits, but some states provide more extensive benefits or have different eligibility requirements. When applicable, SFML runs concurrently with FMLA Leave. (For example, if you qualify for 12 weeks of FMLA Leave and 12 weeks of SFML, the two leaves are concurrent, so you are eligible for 12 weeks of leave not 24 weeks.) For more information, see State Family Medical Leave (SFML) That May Be Available to You beginning on page 5. HOW FMLA LEAVE AFFECTS YOUR PAY FMLA Leave is unpaid. However, you can use any available paid time off (such as accrued Vacation time) during your FMLA Leave in order to receive pay. In addition, if you request FMLA Leave: For your own serious health condition, you are required to substitute any available Sick Time. You may also qualify for paid Short Term Disability (STD) Leave. To care for a newborn child or for the adoption of a minor child, you may qualify for paid New Additions Leave. Keep in mind that any sources of paid time off run concurrently with FMLA Leave, so when you use paid time off during your FMLA Leave, it counts toward your annual FMLA Leave total. For more information about other Time Off and Leave of Absence programs that may be available to you, refer to 2 WHAT HAPPENS TO YOUR BENEFITS WHILE ON FMLA LEAVE You do not accrue additional Vacation time during unpaid FMLA Leave. Your other benefits continue as long as you continue to pay your share of the cost. You have the option to discontinue your current medical, dental, vision, life insurance, and other group insurance coverage during FMLA Leave and have coverage reinstated when you return from leave. However, you may need to provide Proof of Good Health to have life insurance and other group insurance coverage reinstated upon your return to work.

5 HOW TO REQUEST FMLA LEAVE GETTING STARTED You should contact Reed Group, the Company s Leave of Absence Service Administrator, to request FMLA Leave (including intermittent FMLA Leave requests). You need to make the request 30 days before the leave will start (or as soon as practical under the circumstances). You will need to provide your World Wide Identification number (WWID). Reed Group will verify any required information and then send you the appropriate certification forms. You will need to complete the required certification forms and submit them to Reed Group. (See below for more information.) Once Reed Group makes a determination on your FMLA Leave request, they will notify you and your Supervisor. How to Contact Reed Group How to Contact Reed Group To request FMLA Leave, contact Reed Group, the Company s Leave of Absence Service Administrator, at (select option 1, then prompt 5). Representatives are available from 8:00 a.m. to 8:00 p.m. Eastern time, Monday through Friday. CERTIFICATION OF HEALTH CARE PROVIDER FORM You will need to provide certification from a health care provider if you request FMLA Leave for a serious health condition. However, when you provide certification, it does not guarantee that your FMLA Leave will be approved. You must submit the certification within 15 days of when the request for certification is made by Reed Group; otherwise, your FMLA Leave may not be approved. Reed Group may require a second or third opinion from an independent health care provider at the Company s expense. You may also be required to provide additional certifications from your health care provider during your leave. WORKING WITH YOUR SUPERVISOR Once your FMLA Leave is approved, you will need to work with your Supervisor to ensure that the time and attendance system is updated appropriately, where required. If If You You Request Request FMLA FMLA Leave Leave for for a Qualifying Qualifying Exigency Exigency You will be required to provide certification of active duty status or call to duty if you are requesting FMLA Leave due to a qualifying exigency. 3

6 RETURN TO WORK: WHAT YOU NEED TO DO You must contact Reed Group, the Company s Leave of Absence Service Administrator, at (select option 1, then prompt 5) at least one week before the scheduled end of your leave to start the return-to-work process. You will be notified if you are required to provide a release from your health care provider certifying that you are able to return to work. WHAT HAPPENS TO YOUR POSITION WHEN YOU RETURN When you return to work at the end of an approved FMLA Leave, you are entitled to the same position you held when the leave began, or to a comparable position with equal pay, benefits, and other conditions of employment. Exception for Key Employees: Where state law permits, the Company may deny reinstatement to certain employees (those who are among the highest-paid 10% of the Company s employees) whose reinstatement would cause substantial and grievous economic injury to the Company. WHAT HAPPENS TO YOUR BENEFITS WHEN YOU RETURN If you continue your benefits coverage during your FMLA Leave and continue to pay your share of the cost there is nothing you need to do. Your coverage will continue. If you request to discontinue your benefits during your FMLA Leave and you return to work in the same year in which your coverage was discontinued, your coverage will be automatically reinstated when you return to work. If you return to work in the year after your coverage was discontinued, you will need to make new coverage elections in order for the coverage to be effective. In both cases, you may need to provide Proof of Good Health to have life insurance and other group insurance coverage reinstated upon your return to work. IF YOU FAIL TO RETURN FROM FMLA LEAVE If you do not return to work within three (3) business days of when your approved FMLA Leave ends, the Company may determine that you have voluntarily resigned. Your employment with the Company may be terminated. If you are unable to return to work at the scheduled end of your leave due to your or your qualifying family member s serious health condition, you will need to provide a new certification from a health care provider to extend your FMLA Leave. 4

7 STATE FAMILY MEDICAL LEAVE (SFML) THAT MAY BE AVAILABLE TO YOU Federal law provides minimum benefits, but some states provide more extensive benefits or have different eligibility requirements. When applicable, SFML runs concurrently with federal FMLA Leave. (For example, if you qualify for 12 weeks of FMLA Leave and 12 weeks of SFML, the two leaves are concurrent, so you are eligible for 12 weeks of leave not 24 weeks.) SFML AT A GLANCE The following section is an overview of State Family Medical Leave and does not list all features of those laws. For detailed information, including the impact of SFML on your pay, benefits, and position, contact Reed Group, the Company s Leave of Absence Service Administrator, at (select option 1, then prompt 5). Representatives are available from 8:00 a.m. to 8:00 p.m. Eastern time, Monday through Friday. CALIFORNIA CFRA. Under the California Family Rights Act (CFRA), eligible employees can request up to 12 weeks of unpaid leave in a 12-month period for the same maternity reasons as FMLA Leave, once they are medically cleared. FMLA Leave and CFRA run concurrently if you are eligible for both leaves. CFRA Leave and PDL do not run concurrently. PFL. California employees may be eligible for state-funded Paid Family Leave (PFL) for up to six (6) weeks in any 12-month period. PDL. California law provides unpaid Pregnancy Disability Leave (PDL) of up to four (4) months if you are disabled by pregnancy, childbirth, or other related conditions. FMLA Leave and California PDL run concurrently if you are eligible for both leaves. CFRA Leave and PDL do not run concurrently. The eligibility requirements for CFRA Leave are the same as for FMLA Leave. (See page 1.) COLORADO Employees may take up to 12 weeks of unpaid family medical leave within a 12 month period to care for a person with a serious health condition who is the employee s partner via a civil union Under Colorado s civil union law; or the employee s domestic partner as registered with the municipality in which the employee resides or with the state of Colorado; or as recognized by the employer. The eligibility requirements to request leave under Colorado law are the same as under FMLA Leave. CONNECTICUT Under the Connecticut Family and Medical Leave Act (CFMLA), eligible employees can request up to 16 weeks of unpaid leave in a 24-month period for: The birth of your child, the placement of a child with you for adoption or foster care, and caring for your newborn child or a child newly placed with you; Caring for an immediate family member who has a serious health condition; or Your own serious health condition. FMLA Leave and CFMLA Leave run concurrently if you are eligible for both leaves. You are eligible to request CFMLA Leave if: You have been employed by the Company in Connecticut for at least 12 months; You have worked at least 1,000 hours in the 12-month period immediately before the start of your leave; and There are at least 75 employees of the Company in Connecticut. 5

8 HAWAII Under the Hawaii Family Leave Law (HFLL), eligible employees can request up to four (4) weeks of unpaid leave in a 12-month period for the birth or adoption of a child, or to care for an immediate family member who has a serious health condition. In addition, if you are disabled by pregnancy, childbirth, or related medical conditions, Hawaii state law requires the Company to provide unpaid Pregnancy Disability Leave for a reasonable period of time (as certified by your health care provider). Hawaii Pregnancy Disability Leave and/or HFLL Leave run concurrently with FMLA Leave if you are eligible for both leaves. However, FMLA Leave for your own serious health condition does not count against the four (4) weeks of available state leave. You are eligible to request HFLL Leave if: You have been employed by the Company in Hawaii for at least six (6) months before the start of your leave; and There are at least 100 employees of the Company in Hawaii at the time you request leave. You are eligible to request Hawaii Pregnancy Disability Leave if you are a Hawaii employee and you are disabled as a result of pregnancy, childbirth, or related conditions. IOWA Under Iowa law, any Iowa employee who is sick or temporarily disabled by pregnancy, childbirth, or related conditions can request up to eight (8) weeks of unpaid leave. You must provide medical certification of your pregnancy-related disability. FMLA Leave and Iowa state leave law run concurrently if you are eligible for both leaves. KENTUCKY Under Kentucky law, eligible employees can request up to six (6) weeks of unpaid leave following the adoption of a child under age 7. FMLA Leave and Kentucky state leave law run concurrently if you are eligible for both leaves. The eligibility requirements to request leave under Kentucky law are the same as under FMLA Leave. (See page 1.) MAINE Employee may take up to 10 weeks of unpaid family medical leave in any two - year period. It is allowed in the following circumstances: A serious health condition of the employee. Birth of a child. Placement of a child 16 years of age or less with the employee for adoption. Serious health condition of a child, parent, sibling, spouse or domestic partner. Organ donation by employee. The death or serious health condition of the employee s spouse, domestic partner, parent, sibling or child if the spouse, domestic partner, parent, sibling or child as a member of the state military forces, or the United States Armed Forces, including the National Guard and Reserves, dies or incurs a serious health condition while on active duty. You are eligible for the Maine Family and Medical Leave Act: If you have been employed by the Company for 12 consecutive months. There are at least 15 employees at your work site. 6

9 MASSACHUSETTS Massachusetts Maternity Leave. Under Massachusetts law, eligible female employees can request up to a maximum of eight (8) weeks of unpaid leave following a birth, or the adoption of a child under age 18 (age 23 if the child is mentally or physically disabled). In most cases, Massachusetts Maternity Leave will run concurrently with FMLA Leave. However, if a female employee has taken FMLA Leave for a serious medical condition, she may still be eligible for up to another eight (8) weeks of Massachusetts Maternity Leave for the adoption or birth of a child. An eligible female employee must provide at least two (2) weeks notice prior to the expected departure date for maternity leave. She must also provide two (2) weeks notice prior to her intention to return from such leave. Massachusetts Small Necessities Leave. Under the Massachusetts Small Necessities Leave Act, eligible employees may take up to 24 hours of unpaid leave during a 12-month period for specified family obligations, in addition to any FMLA Leave for which they are eligible. This leave can be taken for the following purposes: To participate in school activities directly related to the educational advancement of a child of the employee, such as parent-teacher conferences or interviewing for a new school; To accompany a child of the employee to routine medical or dental appointments, such as checkups or vaccinations; or To accompany an elderly relative to routine medical or dental appointments or appointments for other professional services related to the elder s care, such as interviewing at nursing or group homes. Massachusetts Small Necessities Leave must be taken in increments of no less than one (1) hour. If the need for such leave is foreseeable, the employee must provide the Company with at least seven (7) days advance notice. If the need for the leave is not foreseeable, the employee must notify the Company as soon as practicable under the circumstances. To be eligible for Massachusetts Maternity Leave, a female employee must have completed her initial probationary period set by the terms of her employment of no more than six (6) months or, if there is no such probationary period, she must have been employed full-time for at least three (3) consecutive months. Eligibility requirements for the Massachusetts Small Necessities Leave are the same as for FMLA Leave (see page 1). MINNESOTA Under the Minnesota Parental Leave Act (MPLA), eligible employees can request up to six (6) weeks of unpaid leave in a 12-month period for the birth or adoption of a child. FMLA Leave and MPLA Leave run concurrently if you are eligible for both leaves. You are eligible to request MPLA Leave if: You have been employed by the Company for an average number of hours per week equal to one-half the full-time equivalent position in your job classification; and There are at least 21 employees of the Company at your work site. MONTANA Under Montana law, any Montana employee who is disabled on account of pregnancy, childbirth, or related medical conditions may take a reasonable pregnancy-related disability leave (MMLA Leave), not to exceed the period of actual disability. In determining the reasonableness of such leave, the Company will apply standards that are at least as inclusive as those it applies to requests for leaves of absence for any other valid medical leave. The need for such leave must be verified by medical certification. FMLA Leave and MMLA Leave run concurrently if you are eligible for both leaves. The eligibility requirements to request MMLA Leave are the same as under FMLA Leave. (See page 1.) 7

10 NEW JERSEY Under the New Jersey Family Leave Act (NJFLA), eligible employees can request up to 12 weeks of unpaid leave in a 24-month period to: Care for your newborn child within one year after birth; Care for your adopted child or child placed for foster care within one year of placement; or Care for your spouse/domestic partner, child, parent, or parent-in-law who has a serious health condition. FMLA Leave and NJFLA Leave run concurrently if you are eligible for both leaves. However, if an employee has taken an FMLA Leave for his/her own serious health condition, he/she may be eligible for leave under the NJFLA to care for a family member with a serious health condition, to care for a newborn child within one (1) year of birth, or to care for an adopted child within one (1) year of placement of that child. You are eligible to request NJFLA Leave if: You have been employed by the Company in New Jersey for at least 12 months before the date your leave is scheduled to start; You have worked at least 1,000 hours in the 12-month period immediately before the start of your leave; and There are at least 50 employees of the Company in New Jersey. OREGON Under the Oregon Family Leave Act (OFLA), eligible employees can request up to 12 weeks of unpaid leave in a 12-month period for the same reasons as FMLA Leave. (See page 1.) You can also request OFLA Leave to care for: An adult child who has a serious health condition; A parent-in-law, same-sex domestic partner, or child or parent of a same-sex domestic partner who has a serious health condition; or A child who has an injury or illness that does not qualify as a serious health condition but requires home care. If you and a family member both work for the Company and are eligible for OFLA Leave, you may be required to stagger your leaves. You may be able to request more than 12 weeks of OFLA Leave in a 12-month period if you are: A woman who uses OFLA pregnancy disability leave. In this case, you can request up to an additional 12 weeks of OFLA Leave for any qualifying purpose during the same leave year. A man or woman who uses the full 12 weeks of OFLA parental leave. In this case, you can request up to an additional 12 weeks of OFLA sick child leave. FMLA Leave and OFLA Leave run concurrently if you are eligible for both leaves. You are eligible to request OFLA Leave if: You have been employed by the Company in Oregon for at least the 180-day period before the start of your leave; You have worked an average of at least 25 hours a week in the 180-day period immediately before the start of your leave (this does not apply to leave taken for the birth or placement of a child for adoption or foster care); and There are at least 25 employees of the Company in Oregon. RHODE ISLAND 8 Under the Rhode Island Parental and Family Medical Leave Act (RIFMLA), eligible employees can request up to 13 weeks of unpaid leave in any two (2) calendar years for the same reasons as FMLA Leave. (See page 1.) FMLA Leave and RIFMLA Leave run concurrently if you are eligible for both leaves. You are eligible to request RIFMLA Leave if: You have been employed by the Company for at least 12 months; You have worked at least 1,250 hours in the 12-month period immediately before the start of your leave; and There are at least 50 employees of the Company in Rhode Island.

11 TENNESSEE Under the Tennessee parental leave statute, eligible employees can request up to four (4) calendar months of unpaid leave for the adoption of a child, pregnancy, childbirth, or nursing an infant. Employees must give three (3) months notice, unless advance notice is not possible due to a medical emergency. FMLA Leave and Tennessee s parental leave statute run concurrently if you are eligible for both leaves. You are eligible to request Tennessee parental leave if: You are an active, full-time employee; You have been employed by the Company for at least 12 months; and There are at least 100 employees of the Company working at your location. VERMONT VT PFL. Under the Vermont Parental and Family Leave Act (VT PFL), eligible employees can request up to 12 weeks of unpaid leave in a 12-month period for the same reasons and the same time periods as FMLA Leave. (See page 1.) Vermont Short-Term Family Leave. You can also request unpaid Vermont Short-Term Family Leave for up to four (4) hours in a 30-day period and up to 24 hours in a 12-month period. You can request Vermont Short-Term Family Leave in a minimum of two (2) hour increments to: Participate in preschool or school activities for your child; Attend or accompany your immediate family to routine medical or dental appointments; Accompany your spouse, civil union partner, parent, or parent-in-law to other appointments for professional services related to his or her care or well-being; or Respond to a medical emergency involving your immediate family member. FMLA Leave and VT PFL run concurrently if you are eligible for both leaves You are eligible to request VT PFL if: You have been employed by the Company in Vermont for at least 12 months; You have worked an average of at least 30 hours a week in the 12-month period before the start of your leave; and There are at least 15 employees of the Company in Vermont for VT PFL family leave; 10 employees is the minimum for VT PFL parental leave. WASHINGTON Under the Washington Pregnancy Disability Law, Washington employees who are sick or temporarily disabled by pregnancy, childbirth, or related conditions can request pregnancy-related disability leave (typically six (6) to eight (8) weeks). You must provide medical certification of your pregnancy-related disability. FMLA Leave and Washington pregnancy-related disability leave do not run concurrently. 9

12 WASHINGTON, DC (District of Columbia) Under the District of Columbia Family and Medical Leave Act of 1990 (DC FMLA), eligible employees can request up to: 16 weeks of unpaid DC FMLA family leave in a 24-month period for: The birth of your child, the placement of a child with you for adoption or foster care, and caring for your newborn child or a child newly placed with you. Caring for an immediate family member who has a serious health condition. 16 weeks of unpaid DC FMLA medical leave in a 24-month period for your own serious health condition. FMLA Leave and DC FMLA Leave run concurrently if you are eligible for both leaves. You are eligible to request DC FMLA Leave if: You have been employed by the Company in Washington, DC, for at least 12 months; You have worked at least 1,000 hours in the 12-month period immediately before you request leave; and There are at least 20 employees of the Company in Washington, DC. WISCONSIN Under the Wisconsin Family and Medical Leave Act (WFMLA), the Company must provide eligible Wisconsin employees with two (2) to eight (8) weeks of unpaid leave per calendar year. You can request up to any combination of the following but no more than eight (8) weeks in a calendar year: Six (6) weeks per calendar year for the birth or adoption of a child; Two (2) weeks to care for your spouse or domestic partner, child, or parent or parent-in-law with a serious health condition; and/or Two (2) weeks to care for your own serious health condition. If both you and your spouse work for the Company and are eligible for WFMLA Leave, you can each request up to the full six (6) weeks for the birth or adoption of a child, and up to the full two (2) weeks for your own serious health condition. FMLA Leave and WFMLA Leave run concurrently if you are eligible for both leaves. You are eligible to request WFMLA Leave if: You have been employed by the Company in Wisconsin for at least 12 months; and You have worked at least 1,000 hours in the 12-month period before you request leave. 10

13 FOR MORE INFORMATION FOR MORE INFORMATION For details about FMLA Leave, for specific questions about your FMLA Leave, or to request FMLA Leave, call Reed Group, the Company s Leave of Absence Service Administrator, at (select option 1, then prompt 5). Representatives are available from 8:00 a.m. to 8:00 p.m. Eastern time, Monday through Friday. For support with personal, family, or workplace problems, contact the Employee Assistance Program (EAP). You can connect to the EAP through your on-site EAP counselor or by calling (select option 1, then prompt 2). January 2014