Run: Illinois Bereavement Leave Addendum

This addendum explains the Company's Illinois bereavement leave rights and procedures under the **Illinois Family Bereavement Leave Act (820 ILCS 154)**. It is intended to be read together with the Company's general leave policies and applies to eligible employees working in Illinois.

This policy applies to employees who are covered by the Illinois Family Bereavement Leave Act and who work in Illinois. **Illinois employees of private employers with 50 or more employees** are generally eligible when the leave is for a qualifying event under the statute. Eligibility is determined based on the law in effect at the time the leave is requested.

- **Covered family member:** A family member recognized by 820 ILCS 154. - **Qualifying event:** The death of a covered family member or a covered pregnancy loss event. - **Unpaid leave:** Leave time that is not compensated by the Company, unless another policy, benefit, or accrued paid time off is used and approved separately. - **Workday:** A scheduled day the employee would otherwise be expected to work.

Eligible employees may take **up to 10 workdays of unpaid bereavement leave** for each qualifying event covered by the Illinois Family Bereavement Leave Act. Leave may be taken in a single block or, where operationally feasible and consistent with the law, in separate increments. The Company will administer leave in a manner consistent with the employee's rights under **820 ILCS 154**. This leave is separate from, and does not reduce, any leave rights provided under the **FMLA**, **ADA interactive process**, or other applicable law.

Employees should notify HR or their manager as soon as practicable after learning of the need for leave. The Company may request reasonable documentation consistent with the Illinois Family Bereavement Leave Act, such as documentation supporting the qualifying event, but will limit requests to information necessary to verify eligibility. Medical, family, and other sensitive information will be treated as confidential and shared only on a need-to-know basis. If an employee requests leave related to a pregnancy loss, HR will handle the request discreetly and in accordance with applicable privacy requirements.

This leave is **unpaid** unless the employee elects, and the Company approves, the use of accrued paid time off or another paid benefit that may run concurrently where permitted. The Company will coordinate this leave with other applicable policies, including **FMLA**, paid sick leave, PTO, and any applicable state or local leave requirements. Where a conflict exists, the Company will apply the law or policy that provides the greater employee protection.

The Company prohibits retaliation, interference, or adverse action against any employee for requesting, taking, or attempting to take bereavement leave protected by **820 ILCS 154**. Employees will not be disciplined for using protected leave in good faith. Any concerns about retaliation should be reported promptly to HR or the Compliance Officer.

- **Employee:** Provide timely notice when possible and submit any requested documentation. - **Manager:** Route leave requests to HR and avoid discouraging or delaying protected leave. - **HR Business Partner:** Review eligibility, coordinate documentation, and ensure leave is administered consistently. - **Compliance Officer:** Escalate disputes, exceptions, or potential retaliation concerns.

The Company may deny leave that does not qualify under the Illinois Family Bereavement Leave Act or that is unsupported by required documentation. Misrepresentation, falsification of leave-related information, or misuse of leave may result in a documented warning, a PIP where appropriate, or other discipline up to and including termination, consistent with applicable law and Company policy. Nothing in this section limits employee rights under the NLRA, FMLA, ADA, EEOC-enforced laws, or other applicable statutes.

This addendum will be reviewed at least annually and updated as needed to reflect changes to **820 ILCS 154**, related Illinois Department of Labor guidance, and other applicable employment laws.