Parental Leave Bene ϔ it We are excited to o ff er generous paid parental leave of up to 12 weeks to permanent full- Ɵ me employees who are employed for at least one year at the Ɵ me of childbirth or adop Ɵ on. This Leave Bene fi t applies when: 1. You give birth or spouse/domes Ɵ c partner gives birth 2. You adopt a child This bene fi t is intended to supplement other bene fi ts to which you may be enrolled (STD or NH State Paid Leave) and/or en Ɵ tled (MA, CA, CT, ME paid leave) and has a weekly cap. The maximum bene fi t you receive each week, from any source, cannot exceed your weekly gross pay. You will be required to report bene fi t pay from all sources to receive your parental leave pay. You may be able to supplement, but not exceed, your weekly gross pay with unused PTO as in accordance with regula Ɵ ons of your state. This leave is taken concurrently with FMLA, PFMLA and other state family medical leaves. Personal Leaves of Absence Personal Leaves of Absence are highly unusual. Any request for a personal leave of absence is made directly to the People and Culture team for considera Ɵ on. There is no guarantee the request will be approved. Each request is handled case by case. Some reasons people may request a personal leave of absence include Ɵ me o ff a Ō er all bene fi ts are exhausted, extended foreign travel, unpaid Ɵ me o ff and other special circumstances. Military Leave of Absence We support you as you serve our country, and our policy aligns with all applicable state and federal leave laws. As needed, you will have unpaid leave for military service, military reserves, or Na Ɵ onal Guard. To be eligible for this leave, no Ɵ fy your manager in advance of the date service will commence and the expected dura Ɵ on of the leave. Contact the People and Culture team to start the applica Ɵ on process. Initiation of Leave of Absence When an employee is expected to be out of work for more than two consecu Ɵ ve weeks due to a medical condi Ɵ on, injury, or other qualifying reason, the employee is required to ini Ɵ ate a leave of absence through the company’s leave administrator, Reliance. This requirement applies to absences related to illness, injury, or other medical or personal circumstances and does not apply to approved vaca Ɵ on or other planned paid Ɵ me o ff . Employees or their managers should no Ɵ fy People & Culture as soon as it becomes known that an absence is expected to extend beyond two weeks so the appropriate leave process can be ini Ɵ ated. Reliance will