a child, to care for a newly-born child, or for placement of a child for adoption or foster care must be taken in increments of at least two (2) weeks, with shorter increments allowed on any two (2) occasions. Intermittent leave is permitted in increments of at least one (1) hour. Use of Paid Leave under the FMLA and CFRA Depending on the purpose of your leave request, AJK may require you to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with some or all of your FMLA and/or CFRA leave. If AJK does not require you to do so, you may elect to substitute paid leave for FMLA and/or CFRA leave, so long as you comply with AJK’s normal procedures for the applicable paid- leave policy (e.g., call-in procedures, advance notice, etc.). Additionally, depending on the purpose of your leave request, you may choose to take leave pursuant to a short- or long-term disability leave plan, during the otherwise unpaid portion of your FMLA and/or CFRA leave. This paid disability leave runs concurrently with FMLA and CFRA leave, and may continue longer than the FMLA and/or CFRA leave if permitted by the disability leave plan. Maintenance of Health Benefits under the FMLA and CFRA AJK will maintain coverage under AJK’s group health plan during your FMLA and/or CFRA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, if an employee fails to return from leave, AJK may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA and/or CFRA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave. Consult the applicable plan document for all information regarding eligibility, coverage, and benefits. Notice and Medical Certification under the FMLA and CFRA When seeking FMLA and/or CFRA leave, you must provide: • Sufficient information for us to determine if the requested leave may qualify for FMLA and/or CFRA protection and the anticipated timing and duration of the leave. You must also inform AJK if the requested leave is for a reason for which FMLA and/or CFRA leave was previously taken or certified. • Reasonable advance notice (at least thirty (30) days) if the need for leave is foreseeable, or notice as soon as practicable in the case of unforeseeable leave, in compliance with the Company’s standard call-in procedures, absent unusual circumstances. • Medical certification supporting the need for leave due to a serious health condition affecting you or a covered family member within fifteen (15) calendar days of AJK’s request to provide the certification (additional time may be permitted under certain circumstances). If you fail to do so, AJK may delay the start of your leave, withdraw any designation of FMLA and/or CFRA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies. Second or third medical opinions and periodic re-certifications may also be required. • Appropriate documentation, within fifteen (15) days of the Company’s request (additional time may be permitted under certain circumstances), supporting the need for leave due Revised January 2024 Page 43 of 55