Run: Unpaid Personal Leave Policy

This policy establishes a consistent process for requesting, reviewing, approving, and administering unpaid personal leave. It is intended to support employees with legitimate personal needs while maintaining business continuity and compliance with applicable law.

This policy applies to all employees unless a separate written agreement, collective bargaining agreement, or applicable law provides different terms. This policy does not replace leave rights under the FMLA, ADA, state or local leave laws, workers' compensation laws, military leave laws, or any other legally protected leave entitlement. **Jurisdiction-specific carve-outs:** - **California employees:** Leave requests must be reviewed for compliance with California leave and wage-hour requirements, including any applicable CFRA, pregnancy disability, paid sick leave, and meal/rest break obligations. - **New York employees:** Requests must be reviewed for any applicable state or local leave protections and anti-retaliation requirements. - **Employees in other states or localities:** The Company will apply any mandatory leave, notice, or reinstatement rights required by applicable law.

Employees may be eligible for unpaid personal leave when they: 1. Have completed any required introductory or probationary period, unless an exception is approved by HR. 2. Have exhausted applicable paid leave balances, unless the request is for a longer unpaid absence approved by the Company. 3. Submit the request in good faith and provide enough information for the Company to evaluate the business impact. 4. Are not subject to an active final warning, PIP, or other documented performance or conduct issue that would make leave approval inappropriate, unless required by law. Eligibility does not guarantee approval. The Company may consider attendance history, business needs, staffing levels, the length of the requested leave, and whether the request can be accommodated without undue hardship.

Employees should submit leave requests to their manager and HR as soon as practicable, and whenever possible at least 30 days in advance for foreseeable leave. If 30 days' notice is not possible, the employee must notify the Company as soon as the need for leave is known. Requests should include: - The reason for the leave, in sufficient detail for HR to evaluate the request - The requested start and end dates - Any supporting documentation reasonably needed to verify the need for leave - Whether the request may involve FMLA, ADA, or another protected leave entitlement HR will review the request in a good-faith, interactive process where applicable and will notify the employee of approval, denial, or a request for additional information. Approval authority rests with HR or another designated policy holder. The Company may approve leave in whole or in part, modify dates, or require the employee to use available paid leave first where permitted by law and policy.

Unless otherwise required by law or approved in writing, unpaid personal leave is limited to a maximum of 30 calendar days. Extensions may be granted in writing based on business needs, the employee's circumstances, and any applicable legal obligations. Employees must request an extension before the approved leave ends whenever possible. Failure to return on the scheduled date or to request an extension may be treated as job abandonment, subject to applicable law and any protected leave rights. If the leave may affect the employee's ability to perform an essential function, HR may evaluate whether a reasonable accommodation is required under the ADA through the interactive process.

Unpaid personal leave is unpaid and does not accrue regular wages for hours not worked. Exempt employees must be treated in accordance with the FLSA salary-basis rules; deductions will not be made in a manner that jeopardizes exempt status except as permitted by law. During unpaid leave, benefit eligibility, employee premium contributions, and employer contributions will be handled according to the terms of the applicable benefit plan and governing law. Employees are responsible for any required premium payments while on leave. Accrual of PTO, sick leave, or other paid time off may pause during unpaid leave to the extent permitted by law and plan terms. Employees must accurately record leave time in the Company's timekeeping or HR system.

At the end of approved leave, the employee is expected to return to work on the scheduled date and time. Before returning, the Company may require a fitness-for-duty certification or other documentation if job-related and consistent with business necessity or applicable law. Where reinstatement rights apply, the Company will return the employee to the same position or an equivalent position, subject to applicable law, operational needs, and any bona fide changes in business conditions. If the original position is no longer available, HR will evaluate equivalent placement options. Employees who need additional leave or a modified schedule upon return should notify HR promptly so the Company can consider the request through the interactive process.

The Company will not discriminate or retaliate against employees for requesting or taking leave protected by law, participating in a protected concerted activity under the NLRA, or requesting a reasonable accommodation under the ADA. Misuse of leave, falsification of leave-related information, failure to follow notice requirements without good cause, or failure to return from leave may result in corrective action up to and including termination, subject to applicable law. Nothing in this policy limits rights under the FMLA, EEOC-enforced anti-discrimination laws, OSHA protections, or any applicable state or local leave law.

This policy will be reviewed at least annually and updated as needed to reflect changes in law, business operations, benefit plan terms, or organizational practice. The policy holder is responsible for maintaining current versions and communicating material changes to employees.