* Part Time Employees will accrue PTO/Sick Pay at .03 per hour worked, with a maximum of 40 hours accrued per year. A maximum PTO accrual cap per year of 40 hours can be rolled into the next year with a maximum accrual cap of 80 hours. An employee may not use paid time off before its accrual. Employees will not be paid for any time in excess of accrued paid time off. An employee can use accrued PTO for any of the qualifying reasons protected by the Act. Employees must take PTO in two-hour increments. All employees that are on an approved leave of absence (PDL, FMLA, CFRA or Jury Duty) maintain their benefits eligibility for the period required under the guidelines of California and/or federal law. Unpaid hours due to a protected leave will be excluded from full-time calculations for the purposes of determining benefits eligibility. Leave under this policy may run concurrently with leave taken under local, state, or federal law, including leave taken pursuant to the California Family Rights Act or the Family and Medical Leave Act. For more information regarding this policy, contact the HR Manager. FAMILY AND MEDICAL LEAVE ACT The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave you may use is either twelve (12) or twenty-six (26) weeks within a twelve (12) month period depending on the reasons for the leave. Employee Eligibility under FMLA To be eligible for FMLA leave, you must: • Have worked at least twelve (12) months for AJK. Employment periods preceding a break in service of more than seven years must be counted in determining whether the employee has been employed by the AJK for at least 12 months. • Have worked at least 1,250 hours for AJK over the twelve (12) months preceding the date your leave would begin; and • Currently work at a location where there are at least fifty (50) employees within seventy- five (75) miles. All periods of absence from work due to or necessitated by service in the uniformed services are counted in determining FMLA eligibility. Reasons for Taking Leave under FMLA FMLA leave may be taken for the following reasons: • Birth of an employee’s child, including time for bonding with the child after birth (up to twelve (12) weeks). Such time is available to employees regardless of sex or gender. • Placement of a child with an employee in connection with the adoption or foster care of the child by the employee (up to twelve (12) weeks). Such time is available to employees regardless of sex or gender. Revised January 2024 Page 39 of 55