Run: Parental Leave Policy

This policy establishes a gender-neutral parental leave program for eligible employees following the **birth, adoption, or foster placement** of a child. The policy is intended to support employees during family expansion while coordinating with applicable leave laws, including the **Family and Medical Leave Act (FMLA), 29 U.S.C. § 2601 et seq.**, and any applicable **state paid family leave (PFL)** or similar wage-replacement programs.

This policy applies to all employees of the policy holder in the United States unless a more generous or conflicting state or local law applies. **California employees:** leave administration must be coordinated with applicable California paid family leave, paid sick leave, and other state leave protections. **Employees in other jurisdictions with paid leave laws:** the policy holder will apply the law that provides the greater employee benefit where required by law.

For purposes of this policy: - **Eligible employee** means an employee who meets the service, hours, and location requirements described below and who is approved for leave under this policy. - **Parental leave** means leave taken to bond with and care for a child after birth, adoption, or foster placement. - **FMLA leave** means unpaid, job-protected leave under federal law for qualifying employees and qualifying events. - **State PFL** means any applicable state paid family leave or similar program that provides wage replacement benefits. - **Policy holder** means the employer entity administering this policy. - **Interactive process** means the good-faith, individualized process used to evaluate workplace adjustments when a returning employee requests a reasonable accommodation under the ADA.

Eligible employees may take parental leave for the birth of a child, placement of a child for adoption, or placement of a child in foster care. Unless otherwise required by law, employees are generally eligible after completing **12 months of service** and **1,250 hours worked** in the 12 months immediately preceding leave, and if they work at a location where FMLA applies. Leave may be available to both parents on a gender-neutral basis, subject to the same eligibility rules. The standard company parental leave entitlement is **up to 12 weeks** in a 12-month period, which may be taken as unpaid leave, paid leave, or a combination of both as described below. Where FMLA applies, leave may run concurrently with FMLA leave to the extent permitted by law.

Parental leave may include the following components: 1. **Company-paid parental leave:** The policy holder may provide a paid leave benefit for a defined period, subject to payroll and benefit administration rules. 2. **Unpaid leave:** Any remaining approved leave beyond the paid portion will be unpaid unless the employee elects or is required to use accrued PTO, vacation, or other paid time off where permitted by law and company policy. 3. **State paid family leave coordination:** Employees must promptly notify HR if they intend to apply for state PFL or similar benefits. Where permitted, state wage-replacement benefits may run concurrently with company leave. 4. **Substitution of paid time off:** The policy holder may require or permit use of accrued PTO, vacation, or sick leave during parental leave, subject to applicable law and any state-specific restrictions. Pay during leave will be administered in accordance with wage and hour requirements under the **FLSA** and any applicable state law.

Employees should provide advance notice of the need for parental leave as soon as practicable, and ideally at least **30 days in advance** when the need is foreseeable. If 30 days' notice is not practicable, notice must be given as soon as possible. HR may request reasonable documentation supporting the qualifying event, such as a birth certificate, adoption placement paperwork, foster placement documentation, or other legally permissible verification. The policy holder will limit documentation requests to what is necessary to administer leave and comply with applicable law. HR will confirm whether the leave is designated as company parental leave, FMLA leave, state PFL, or a combination of these, and will communicate the expected leave dates, pay status, and benefit impacts in writing.

During approved leave, the policy holder will continue benefits as required by law. If the leave qualifies as FMLA leave, group health coverage will be maintained on the same terms as if the employee had continued working, subject to employee premium contributions and lawful recovery procedures. Employees remain responsible for timely payment of any required premium contributions. Accrual of PTO, seniority, and other benefits during leave will be handled according to the applicable benefit plan, company policy, and state or federal law.

Employees are expected to return to work on the approved return date unless an extension is requested and approved. Before returning, employees should notify HR of any schedule, childcare, or accommodation needs as early as possible. If an employee requests a modified schedule, remote work, or other adjustment upon return, the policy holder will engage in the **interactive process** to determine whether a **reasonable accommodation** is available under the ADA without removing an **essential function** of the role. A return-to-work plan may include phased reintegration, updated reporting expectations, and coordination with the employee's manager. Employees returning from FMLA leave will be restored to the same or an equivalent position as required by law, unless an exception applies under the FMLA or other applicable law.

**Employees** must provide timely notice, submit required documentation, and follow leave reporting procedures. **Managers** must direct leave questions to HR, avoid discouraging leave use, and maintain confidentiality. **HR / Leave Administration** must determine eligibility, coordinate concurrent leave designations, track leave usage, communicate benefit impacts, and maintain records. **Payroll / Benefits** must administer pay, deductions, and benefit continuation accurately and in a timely manner. **Policy holder leadership** must ensure the policy is applied consistently and in a gender-neutral manner.

The policy holder prohibits retaliation, interference, or discrimination against any employee for requesting or taking leave protected by law, including leave protected by **FMLA**, **Title VII**, the **Pregnant Workers Fairness Act** where applicable, or any applicable state leave law. Misuse of leave, falsification of documentation, or failure to follow notice and reporting requirements may result in corrective action, up to and including a **documented warning**, a **PIP**, or termination, consistent with applicable law and company policy. Any discipline will be applied in a good-faith, non-discriminatory, and consistent manner.

This policy will be reviewed at least **annually** and updated as needed to reflect changes in federal, state, and local leave laws, including FMLA, state paid family leave programs, and wage-and-hour requirements. The policy holder may revise this policy at any time to maintain legal compliance or improve administration.