VIII. Absence Policy

If it is necessary to be absent or late, whether for illness or for some other reason, it is required that you telephone your supervisor by 8:30 a.m. It is the responsibility of the employee, not the supervisor, to keep the Company updated on their status on a daily basis. Failure to call in and report this information may subject the employee to disciplinary action. Excessive absences or unacceptable tardiness will be grounds for disciplinary action and/or termination. You will need to report:

1. Reason for absence or lateness
2. Where you can be reached
3. When you will return to work

Absences must be documented on the appropriate forms and will be charged against an employee’s accrued vacation or personal/sick time. Consult your supervisor regarding the required reporting forms.

LEAVE OF ABSENCE:

A leave of absence (LOA) may be approved to allow time off to deal with special or extraordinary circumstances. It is a company policy to adhere to all federal and state regulations pertaining to leaves of absence. Leaves of absence must be documented on a Vacation/Sick Leave/Absence Notification form with details showing the reason for the absence, the start date, and the projected return date, signed by the employee and then approved by his/her Supervisor.

If a leave of absence will extend beyond thirty days, and is not related to Workmen’s Compensation claim, your hire date will be adjusted by the length of the leave. Any annual review date, personnel file and hiring documents would be adjusted or rescheduled to compensate for the extended absence.

Company policies on some specific leaves of absence are discussed below:

• Time taken in excess of accumulated personal/sick leave will not be paid and such time will be deducted from your next paycheck. Excessive absences over accumulated personal/sick leave may be grounds for disciplinary action, up to and including termination, with or without notice.

• In the event that an illness or injury keeps you off the job for more than three (3) consecutive work days, a doctor’s certificate may be required. This certificate must certify your ability to assume your regular duties, state any restrictions of work activity, and is to be considered a release to return to work. It is placed in the employee’s personnel file.

• Upon termination of employment, no payment will be made for any unused personal/sick leave.

MEDICAL LEAVE:

Medical LOA’s will be authorized upon submission of a doctor’s statement describing the condition requiring the absence. Such paid leaves are to be limited to the amount of accumulated personal/sick leave. Upon return from a medical LOA, you will need to submit a physician’s statement certifying your ability to resume your regular job duties. Failure to return from a medical LOA, without an approved extension, will be processed as a resignation without notice.

BEREAVEMENT LEAVE:

Employees who experience a death in their immediate family will be granted time off with pay. Immediate family is defined as father, mother, son, daughter, brother, sister, husband, wife father-in-law, mother-in-law, grandmother, grandfather.

Should you lose a spouse (or unmarried spouse equivalent) or child, salary will continue in full for five days. Up to three days is payable in the event of the death of parents, brother, sister, grandparent, grandchild or mother/father in-law.

However, if circumstances require the employee’s attention for making funeral arrangements, travel, or for settling estate matters, he or she may be granted additional time off. This will be considered on a case by case basis.

In the case of a close friend or family member not listed above, the employee may take time off with pay necessary to attend the funeral only, not to exceed one day.

JURY DUTY:

Recognizing that jury duty is a citizen’s responsibility, we will only request an excuse from duty if your absence would create an “undue business hardship”. If chosen to serve, we will continue to pay your full salary, less any amounts received as compensation for jury duty by the court. You will need to return to work the day following completion of jury duty. You will be reinstated to your same job without loss of benefits or tenure. Please provide a copy of your notice to appear for jury duty to your Supervisor.

MILITARY LEAVE:

Any member of the Military Reserve or the National Guard who requests leave for military training will be considered on military leave for a period not to exceed ten calendar days per year. All benefits will continue to accrue during such leave. Time off will be without pay.

MARRIAGE:

Time off from work for marriage is subject to the approval of the employee’s supervisor. This time off will be with pay and charged against the employee’s vacation accrual.

PARENT/TEACHER CONFERENCES:

Any employee who has a child in school will receive time off to attend parent/teacher conferences as necessary. This time will not be deducted from any accrued time. A notification from the school may be necessary to document the meeting.

UNEXCUSED ABSENCES:

Any absence in which an employee fails to notify or gain authorization to be away from work constitutes an unexcused absence. In the event prior approval could not be obtained, please consult your supervisor for clarification on whether absence is excused.

Employees who are absent from work for three (3) consecutive days without just cause and/or without giving proper notice shall be considered to have forfeited their employment with the company.