6. Benefits

6.1  Regular Full-Time Personnel

Regular full-time employees are those who have completed their introductory period and are regularly scheduled to work 40 hours per week. Unless stated otherwise or specifically permitted by law, all the benefits provided to employees at RBC Enterprises are for regular full-time employees only. This includes vacation, holiday pay, health insurance, and other benefits coverage.

If you were previously employed by RBC Enterprises and quit or were terminated, you will be considered a new hire. You will be subject to an introductory period, and your previous tenure will not count toward your eligibility for benefits.

6.2  Regular Part-Time Personnel

All employees who work fewer than 30 hours per week are considered part time. Part-time employees are not eligible for RBC Enterprises benefits unless specified otherwise in this handbook, in the benefit plan summaries, or specifically permitted by law.

6.3  Exempt Personnel

If you are classified as exempt at the time of your hiring, you are not eligible for overtime pay as otherwise required by federal, state, or local laws. If you have a question regarding whether you are exempt or non-exempt, contact your supervisor for clarification.

6.4  Holidays

RBC Enterprises offers the following paid holidays each year:

• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving
• Day after Thanksgiving
• Christmas Day

If a holiday falls on your regular day off, ask your supervisor how it affects you.

You will be compensated for holidays in accordance with federal and state law.

6.5  Paid Time Off

6.5.1  Personal Day Policy

All regular full-time employees who have completed 90 days of employment at RBC Enterprises are eligible for 5 prorated paid personal days each calendar year. The personal days are prorated based on the number of days the employee is expected to work in the year.

The standard call-in procedure outlined in section 3.1 applies.

These 5 prorated paid personal days satisfy the requirements of Michigan’s Paid Medical Leave Act outlined in section 6.18.

You will not be paid for accrued and unused vacation time when you leave the Company.

6.5.2  Vacation Policy

All regular full-time employees who have completed 90 days of employment at RBC Enterprises are eligible for paid vacation days based on the following schedule:

• One year of employment: 3 days
• Three years of employment: 8 days
• Seven years of employment: 13 days

Vacation days will be prorated and granted on January 1 of the anniversary year.

You must provide at least a 2-week notice to your supervisor of your vacation plans. You will not be eligible to receive pay instead of vacation time. Any conflict in vacation requests will be decided based on seniority and Company needs.

Holidays occurring during your vacation will not count against your balance of paid vacation days. You must use vacation in one day blocks unless you have received approval from your supervisor.

You will not be paid for accrued and unused vacation time when you leave the Company.

6.5.3  Personal and Vacation Day Schedule

Upon hire, employees will be provided a year-by-year schedule that outlines their available personal and vacation days. Contact Human Resources with any further questions regarding the personal and vacation day policy.

6.6  Uniforms

The Company will supply uniforms for all regular full-time shop-floor employees who have completed 90 days of employment at RBC Enterprises. While the Company strongly encourages shop-floor personnel to wear uniforms, it is not required. To take advantage of this benefit, an employee must sign the Uniform Agreement Form.

Enrolled employees will be provided with 11 shirts, 11 pants, and 2 jackets of a company-approved style and are expected to wear their uniform on a daily basis. All uniform requests and changes must be submitted to and approved by your supervisor, .i.e., employees should not contact the uniform vendor directly. Those not wearing their uniforms may have the benefit canceled by the Company.

Employees are responsible for the safekeeping of their uniforms. Upon benefit cancelation or employment termination, all uniforms must be returned in good order. A charge for missing or damaged uniforms will be deducted from your next paycheck.

6.7  401(k) Plan

Eligible employees (as determined by the terms of the plan) may participate in the RBC Enterprises 401(k) plan. The Company provides for employee pre-tax deferral contributions and after-tax Roth contributions. Refer to your Summary Plan Description (SPD) for specifics.

Contact Human Resources to find out if you are eligible to participate in the Company 401(k) plan. The Company is required to let you know if you are eligible.

This benefit, as well as other benefits, may be canceled or changed at the discretion of the Company, unless otherwise required by law.

6.8  Profit-Sharing

The Company, at its discretion, may distribute a portion of the profits, if any, to the employees.

6.9  Life Insurance

RBC Enterprises provides life insurance to all regular full-time employees who have completed 90 days of employment with the Company (effective the first of the month following 90 days). You will be required to notify the benefits administrator of your intended beneficiary. Refer to the Summary Plan Description (SPD) for details about the benefit.

6.10  Disability Insurance

All regular full-time employees who have completed 90 days of employment at RBC Enterprises are eligible, at the employee’s expense, for voluntary disability income protection. Contact Human Resources for a copy of the plan provisions and for any questions about the benefit.

6.11  Dental and Vision Insurance

On the first of the month following 90 days of employment, all regular full-time employees who have completed 90 days of employment at RBC Enterprises are eligible for the Company dental and vision plan. Dental and vision plan benefits are described in detail in the Summary Plan Description (SPD).

6.12  Unemployment Compensation Insurance Policy

Unemployment compensation insurance is paid for by RBC Enterprises and provides temporary income for employees who have lost their job under certain circumstances. Your eligibility for unemployment compensation will, in part, be determined by the reasons for your separation from the Company.

6.13  Workers’ Compensation Insurance Policy

Workers’ compensation is a no-fault system designed to provide benefits to all employees for work-related injuries. Workers’ compensation insurance coverage is paid for by employers and governed by state law. The workers’ compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job while working at RBC Enterprises, no matter how slightly, you are to report the incident immediately to your supervisor. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers’ compensation benefits, notify your supervisor immediately of your claim. If your injury is the result of an on-the-job accident, you must fill out an accident report. You will be required to submit a medical release before you can return to work.

6.14  Health Insurance

RBC Enterprises provides its regular full-time employees who have completed 90 days of employment with health insurance. Medical plan benefits for eligible employees are described in detail in the Summary Plan Description (SPD) that is available to all eligible employees. These benefits may be canceled or changed at the discretion of the Company, unless otherwise required by law.

Health benefits during Family and Medical Leave Act (FMLA) leave are maintained by the Company on the same terms as if you continued to work. You must make arrangements to pay your share of the health insurance premium on a monthly basis to maintain insurance coverage. Contact Human Resources to determine your contribution amount. The obligation of Company to maintain health benefits stops when:

• You inform the Company of your intent not to return to work at the end of the leave period; or
• You fail to return to work when the FMLA entitlement is exhausted; or
• You fail to timely make your premium payments.

The Company will be entitled to recover premiums paid to maintain health insurance coverage for you if you fail to return to work from leave.

Plan eligibility does not necessarily mean coverage for all medical treatments or procedures. Under changed circumstances, you may be responsible for contributing to the cost of increased premiums. This benefit, as well as other benefits, may be canceled or changed at the discretion of the Company, unless otherwise required by law.

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with us, you may have the right to continue your medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). The Company will mail you information about your COBRA rights.

6.15  COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible RBC Enterprises employees and their beneficiaries to continue health insurance coverage under the Company health plan when a “qualifying event” could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements.

Contact Human Resources to learn more about your COBRA rights.

6.16  Bereavement Leave

RBC Enterprises recognizes the importance of taking leave when there is a death in the family. You are entitled to take up to 3 days off with pay for the funeral of an immediate relative. Pay is based on the regular rate for an eight-hour day. Authorized leave without pay is available for extended funeral matters. Personal leave time may also be taken when necessary. Notify Human Resources of your intention to take bereavement leave as soon as the need arises. The Company may request documentation to support absences for bereavement leave.

6.17  Family and Medical Leave (FMLA) Policy

In accordance with the Family and Medical Leave Act of 1993 (FMLA), RBC Enterprises provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in certain circumstances.

6.17.1  Eligibility

To qualify for FMLA leave, you must:

1. Have worked for the Company for at least 12 months, although it need not be consecutive;
2. Worked at least 1,250 hours in the last 12 months; and
3. Be employed at a worksite that has 50 or more employees within 75 miles.

6.17.2  Leave Entitlement

You may take up to 12 weeks of unpaid FMLA leave in a 12-month period for any of the following reasons:

• The birth of a child and in order to care for that child (leave must be completed within one year of the child’s birth);
• The placement of a child with you for adoption or foster care and in order to care for the newly placed child (leave must be completed within one year of the child’s placement);
• To care for a spouse, child, or parent with a serious health condition;
• To care for your own serious health condition, which makes you unable to perform any of the essential functions of your position; or
• A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).

The 12-month period is A “rolling” 12-month period measured backward – 12-month period measured backward from the date an employee uses any FMLA leave. Under the “rolling” 12-month period, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 weeks which has not been used during the immediately preceding 12 months.

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, child, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service.

As used in the policy:

• Spouse means a husband or wife as recognized under state law for the purposes of marriage in the state or other territory or country where the marriage took place.
• Child means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18 or age 18 or older and incapable of self-care because of a mental or physical disability at the time FMLA leave is to commence. A child for the purposes of military exigency or military care leave can be of any age.
• Parent means a biological, adoptive, step, or foster parent or any other individual who stood in loco parentis to you when you were a child.
• Next of kin for the purposes of military care leave is a blood relative other than a spouse, parent, or child in the following order: brothers and sisters, grandparents, aunts and uncles, and first cousins. If a military service member designates in writing another blood relative as his or her caregiver, that individual will be the only next of kin. In appropriate circumstances, you may be required to provide documentation of next of kin status.
• Serious health condition means an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. Ordinarily, unless complications arise, cosmetic treatments and minor conditions such as the cold, flu, ear aches, upset stomach, minor ulcers, headaches (other than migraines), and routine dental problems are examples of conditions that are not serious health conditions under this policy. If you have any questions about the types of conditions that may qualify, contact Human Resources.
• Health care provider means a medical doctor or doctor of osteopathy, physician assistant, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, clinical social worker, or Christian Science practitioner licensed by the First Church of Christ. Under limited circumstances, a chiropractor or other provider recognized by our group health plan for the purposes of certifying a claim for benefits may also be considered a health care provider.
• A serious injury/illness incurred by a service member in the line of active duty or that is exacerbated by active duty is any injury or illness that renders the service member unfit to perform the duties of his or her office, grade, rank, or rating.
• Qualifying exigencies for military exigency leave include:

• • Short-notice call-ups/deployments of seven days or less (Note: Leave for this exigency is available for up to seven days beginning the date of call-up notice);
  • Attending official ceremonies, programs, or military events;
  • Special child care needs created by a military call-up including making alternative child care arrangements, handling urgent and nonroutine child care situations, arranging for school transfers, or attending school or daycare meetings;
  • Making financial and legal arrangements;
  • Attending counseling sessions for yourself, the military service member, or the military service members’ son or daughter who is under 18 years of age or is 18 or older but incapable of self-care because of a mental or physical disability;
  • Rest and recuperation (Note: Fifteen days of leave is available for this exigency per event);
  • Post-deployment activities such as arrival ceremonies, re-integration briefings, and other official ceremonies sponsored by the military (Note: Leave for these events are available for 90 days following the termination of active duty status). This type of leave may also be taken to address circumstances arising from the death of a covered military member while on active duty;
  • Parental care when the military family member is needed to care for a parent who is incapable of self-care (such as arranging for alternative care or transfer to a care facility); and
  • Other exigencies that arise that are agreed to by both the Company and you.

6.17.3  Notice and Leave Request Process

If the need for leave is foreseeable because of an expected birth/adoption or planned medical treatment, you must give at least 30 days’ notice. If 30 days’ notice is not possible, give notice as soon as practicable (within one or two business days of learning of your need for leave). Failure to provide appropriate notice may result in the delay or denial of leave.

In addition, if you are seeking intermittent or reduced schedule leave that is foreseeable due to planned medical treatment or a series of treatments for yourself, a family member, or covered service member, you must consult with the Company first regarding the dates of this treatment to work out a schedule that best suits your needs or the needs of the covered military member, if applicable, and the Company.

If the need for leave is unforeseeable, provide notice as soon as possible. Normal call-in procedures apply to all absences from work, including those for which leave under this policy may be requested. Failure to provide appropriate notice may result in the delay or denial of leave.

Employees may obtain these forms from Human Resources

6.17.4  Certification of Need for Leave

If you are requesting leave because of your own or a covered relative’s serious health condition, you and the relevant health care provider must supply appropriate medical certification. You may obtain Medical Certification forms from Human Resources. When you request leave, the Company will notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided.

At our expense, the Company may require an examination by a second health care provider designated by us. If the second health care provider’s opinion conflicts with the original medical certification, we, at our expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. Subsequent medical recertification may also be required. Failure to provide requested certification within 15 days, when practicable, may result in delay of further leave until it is provided.

The Company also reserves the right to require certification from a covered military member’s health care provider if you are requesting military caregiver leave and certification in connection with military exigency leave.

6.17.5  Call-In Procedures

In all instances of absence, the call-in procedures and standards established for giving notice of absence from work in section 3.1 must be followed.

6.17.6  Leave Increments

6.17.6.1  Intermittent Leave

If medically necessary, FMLA leave for a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

As FMLA leave is unpaid, the Company will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave that is foreseeable due to planned medical treatments, the Company may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.

6.17.6.2  Parental Leave

Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an intermittent or reduced schedule basis. Parental leave must be completed within 12 months of the birth or placement of the child; however, you may use parental leave before the placement of an adopted or foster child to consult with attorneys, appear in court, attend counseling sessions, etc.

6.17.6.3  Family Care, Personal Medical, Military Exigency, and Military Care Leave

Leave taken for these reasons may be taken in a block or blocks of time. In addition, if a health care provider deems it necessary or if the nature of a qualifying exigency requires, leave for these reasons can be taken on an intermittent or reduced-schedule basis.

6.17.7  Paid Leave Utilization During FMLA Leave

FMLA leave is unpaid. If you are taking parental, family care, military exigency, and/or military care leave, you must utilize available vacation/PTO, personal days, and/or family illness days during this leave. If you are taking personal medical leave, you must utilize available sick, personal, and vacation/PTO days during this leave. If you are receiving short- or long-term disability or workers’ compensation benefits during a personal medical leave, you will not be required to utilize these benefits. However, you may elect to utilize accrued benefits to supplement these benefits.

6.17.8  Fitness for Duty Requirements

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work. You will not be permitted to resume work until it is provided.

6.17.9  Health Insurance

Your health insurance coverage will be maintained by the Company during leave on the same basis as if you were still working. You must continue to make timely payments of your share of the premiums for such coverage. Failure to pay premiums within 30 days due date may result in a lapse of coverage. If this occurs, you will be notified 15 days before the date coverage will lapse that coverage will terminate unless payments are promptly made.

Alternatively, at our option, the Company may pay your share of the premiums during the leave and recover the costs of this insurance upon your return to work. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if you do not return to work at the end of leave, the Company may require reimbursement for the health insurance premiums paid during the leave.

6.17.10  Reinstatement

Upon returning to work at the end of leave, you will generally be placed in your original job or an equivalent job with equivalent pay and benefits. You will not lose any benefits that accrued before leave was taken.

6.17.11  Spouse Aggregation

If you and your spouse are both employed by the Company, the total number of weeks to which you are both entitled in the aggregate because of the birth or placement of a child or to care for a parent with a serious health condition will be limited to 12 weeks per leave year. Similarly, spouses employed by the Company will be limited to a combined total of 26 weeks of leave to care for a military service member. This 26-week leave period will be reduced, however, by the amount of leave taken for other qualifying FMLA events. This type of leave aggregation does not apply to leave needed for your own serious health condition, to care for a spouse or child with a serious health condition, or because of a qualifying exigency.

6.17.12  Failure to Return to Work

If you fail to return to work or fail to make a request for an extension of leave prior to the expiration of the leave, you will be deemed to have voluntarily terminated your employment. The Company is not required to grant requests for open-ended leaves with no reasonable return date under these policies or as disability accommodations.

6.17.13  Alternative Employment

While on leave of absence, you may not work or be gainfully employed either for yourself or others unless express, written permission to perform such outside work has been granted by the Company. If you are on a leave of absence and are found to be working elsewhere without permission, you will be subject to disciplinary action up to and including termination.

6.17.14  Leave Restrictions

While on an approved leave of absence, including FMLA leave, notify your supervisor before traveling more than 75 miles away from the vicinity where the leave is to take place. This requirement ensures that the travel is for reasons consistent with the need for leave, such as medical treatment needed at a facility outside the 75-mile radius.

While you are on an approved leave of absence, including FMLA leave, notify and obtain approval from your supervisor before participating in educational coursework (whether in person or online). This requirement ensures that the coursework is not inconsistent with the stated need for leave.

6.17.15  Interaction with State and Local Laws

Where state or local family and medical leave laws offer more protections or benefits to employees, the protections or benefits that are more favorable to the employee, as provided by these laws, will apply.

6.17.16  Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.

6.17.17  Designation of Leave

If the Company becomes aware of any qualifying reason for FMLA leave, the Company will designate it as such. An employee may not refuse FMLA designation under this policy.

6.17.18  Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

6.18  Paid Medical Leave (Frontloading Method)

RBC Enterprises provides paid medical leave to eligible, non-exempt employees in accordance with Michigan’s Paid Medical Leave Act.

6.18.1  Eligibility

To be eligible for paid medical leave you must be a W2 employee.

• Be subject to federal income tax withholding; and
• Be subject to the overtime requirements of the federal Fair Labor Standards Act (FLSA).

Some employees may be exempt from paid medical leave; speak with your supervisor to learn if you are eligible.

6.18.2  Reasons for Leave

Paid medical leave may be used for the following reasons:

• For diagnosis, care, or treatment of your own mental or physical illness, injury, or health condition; or preventative medical care.
• For the diagnosis, care, or treatment of a family member’s mental or physical illness, injury, or health condition; or preventative medical care for a family member.
• Absence necessary due to circumstances resulting from you or a family member having been a victim of domestic or sexual violence, if the leave is:

• For medical care or psychological or other counseling for physical or psychological injury or disability;
• To obtain services from a victim services organization;
• To relocate due to domestic violence or sexual assault;
• To obtain legal services; or
• To participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault.

• Absences necessary due to:

• • Your primary workplace being closed by order of a public official due to a public health emergency;
  • Your need to care for your child whose school or place of care has been closed by order of a public official due to a public health emergency; or
  • Your, or a family member’s, exposure to a communicable disease, if it has been determined by the health authorities that you or a family member’s presence in the community would jeopardize the health of others because of the exposure to a communicable disease.

Family member includes:

• A biological, adopted or foster child, stepchild or legal ward, or a child to whom you stand in loco parentis.
• Your biological parent, foster parent, stepparent, or adoptive parent or a legal guardian of your spouse or an individual who stood in loco parentis when you were a minor child.
• An individual to whom you are legally married under the laws of any state.
• A grandparent.
• A grandchild.
• A biological, foster, or adopted sibling.

6.18.3  Frontloading of Leave and Usage

Eligible employees will be provided 40 hours (defined in section 6.5.1) of paid medical leave at the beginning of each benefit year or on the date the individual becomes eligible during the benefit year on a prorated basis. For purposes of this policy, the benefit year begins on January 1st.

The 5 prorated personal days outlined in section 6.5.1 satisfy the 40-hour requirement of this medical leave act. No additional days will be granted.

You may begin using available paid medical leave after you have worked for the Company for 90 days.

You may not use more than 40 hours of paid medical leave in a benefit year.

6.18.4  Carryover

You may not carry over any unused paid medical leave to the following year.

6.18.5  Compensation

You will be compensated for paid medical leave at your regular rate of pay or the applicable state minimum wage, whichever is greater.

6.18.6  Notice

If the need for paid medical time is foreseeable, you must provide advance notice and make reasonable efforts to schedule the leave so that it does not unduly disrupt Company operations. Where the need for leave is unforeseeable, provide notice as soon as practicable.

If you are using paid medical leave because of domestic violence or sexual assault, you may be asked to provide documentation that the paid medical leave was used for that purpose. The documentation must be provided within three days of your request for leave and may include:

• A police report indicating that you or your family member were a victim of domestic violence or sexual assault.
• A signed statement from a victim and witness advocate affirming that you or your family member are receiving services from a victim services organization.
• A court document indicating that you or your family member are involved in legal action related to domestic violence or sexual assault.

The Company will not require disclosure of details relating to domestic violence or sexual assault or the details of you or your family member’s medical condition as a condition of providing paid medical leave.

If the Company obtains health information or information pertaining to domestic violence or sexual assault about you or your family member, the Company will treat that information as confidential and will not disclose that information except to you or with your permission.

6.18.7  Payment upon Termination

You will not be paid for any unused paid medical leave when your employment ends.

6.18.8  Transfers

If you transfer to another Company division, entity, or location, you are entitled to all previously unused paid medical leave and may use it as described in this policy.

6.18.9  No Reinstatement of Unused Leave

The Company will not reinstate previously granted, unused paid medical leave if you separate from employment with the Company and are subsequently rehired.

6.18.10  Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

6.19  Military Leave (USERRA)

RBC Enterprises complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to Human Resources. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your supervisor of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact Human Resources.

6.20  Crime Victim Leave Policy

RBC Enterprises will provide eligible employees time off from work to respond to a subpoena or request by the prosecuting attorney for the purposes of giving testimony.

6.20.1  Eligibility

To be eligible for time off under this policy, you must be a victim of crime or a victim representative.

A victim is an individual who has suffered direct or threatened physical, financial, or emotional harm as a result of the commission of a crime.

A victim representative is an individual who is:

• A guardian or custodian of a child of a deceased victim if the child is less than 18 years of age.
• A parent, guardian, or custodian of a victim of assault if the victim is less than 18 years old.
• A person who has been designated to act in place of a victim of assault while the victim is physically or emotionally disabled.

6.20.2  Compensation

Time off granted under this policy will be unpaid; however, exempt employees may be compensated as required by applicable law.

6.20.3  Notice

Upon receiving a subpoena, provide your supervisor with reasonable advance notice of the need for leave. If advance notice is not practicable, provide appropriate documentation within a reasonable time after the absence.

6.20.4  Retaliation

The Company will not retaliate against employees who request or take leave in accordance with this policy.

6.21  Jury Duty Leave

RBC Enterprises encourages employees to fulfill their civic duties related to jury duty. If you are summoned for jury duty, notify your supervisor as soon as possible to make scheduling arrangements.

If you are classified as exempt, you will not incur any deduction in pay for a partial week’s absence due to jury duty. If you are classified as non-exempt, you will not be compensated for time spent on jury duty. You may opt to use vacation in place of unpaid leave.

The Company reserves the right to require employees to provide proof of jury duty service to the extent authorized by law.

The Company will not retaliate against employees who request or take leave in accordance with this policy.

6.22  Voting Leave

If your work schedule prevents you from voting on Election Day, RBC Enterprises will allow you a reasonable time off to vote. The time when you can go to vote will be at the discretion of your supervisor, consistent with applicable legal requirements.