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The purpose of this policy is to establish guidelines around staff attendance and tardiness at work. This policy addresses both scheduled and unscheduled leave. UNSCHEDULED LEAVE POLICY XXXs paid time off (PTO) policy establishes a bank of days that an employee may use for all types of planned absences within a calendar year. This policy addresses those instances where absences are unplanned, whether or not the employee has used his/her entire allotment of PTO in a given calendar year. NOTIFICATION PROCEDURES A staff member who cannot report to work due to illness or accident is required to notify his/her manager directly as soon as possible on the morning of the first day of absence within one-half hour of the start of the work day and each morning thereafter that he/she is unable to report for work. If this procedure is not followed, absence for illness may not be considered an excused absence. If a staff member is absent for more than three (3) consecutive days due to illness or accident, regardless of the number of days remaining in his PTO bank, the staff member's manager should request a note from the employees doctor. Excessive, unscheduled leave is measured from the first occurrence of absence, and is defined as three (3) or more unscheduled absences, regardless of the pattern of the absences (e.g. three consecutive days, three days across several weeks). Managers with a potential absence issue should contact their TMT Generalist for appropriate consultation. Additionally, if a staff members absences exhibit a pattern of days that is disruptive to workflow (e.g. taking every other Monday and Friday off, for example), the staff members manager should notify his/her Generalist to determine if corrective action should be taken, up to and including initiating a formal disciplinary process for the employee. A pattern disruptive to workflow can be defined as any day or set of days that interferes with business processes. For example, being absent during the final weeks of a Syndicated study cycle. If a staff member uses more than five (5) consecutive days of leave due to an illness, and meets the eligibility criteria, he/she will be required to apply for short- term disability benefits and Family Medical Leave. Please contact your TMT Generalist for further assistance. TRACKING All staff must track and record their PTO in the Lawson HR system. information on PTO please refer to the PTO Policy Guidelines. For more

TARDINESS DEFINITION "Tardiness" is defined as reporting to work 10 minutes or more after your agreed-upon start time, or leaving 10 minutes or more before your agreed-upon departure time. Staff members who, due to personal business, must be absent from work for an hour or more should arrange with their manager to be excused. POLICY The Company's ability to serve its members in a timely manner is of utmost importance. The needs of the business dictate that staff members be present and ready to begin work at their designated starting time and, with the exception of their scheduled lunch period, remain for XXXs normal hours of work (typically Monday through Friday, 8:30 a.m. - 5:30 p.m.). XXXs tardiness policy applies in particular to non-exempt staff. While the Company expects that all employees are timely, there is a specific need to capture overtime hours for eligible staff as well as to maintain appropriate records of work hours. Staff on approved flextime arrangements must start work at the agreed upon time. Occasionally, situations may arise that will delay a staff member in his/her effort to get to work at the designated starting time. A staff member who cannot report to work on time is required to notify his/her manager directly as soon as possible on the morning of the first day of absence within ten minutes of the start of the work day. All staff members may be excused for good cause by their manager for incidents of lateness up to a maximum of eight (8) late arrivals per calendar year. This policy is in no way intended to condone tardiness. The maximum number of late arrivals/early departures allowed under this policy should more than cover the number of emergency situations that would cause the average conscientious staff member to be late for work. Lateness which is unexcused will be included in the attendance standard and may be grounds for disciplinary action up to and including termination.

ADDITIONAL RESOURCES/ CONTACTS Please contact your HR generalist with additional questions. Last Updated: January, 2009