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PDL is unpaid. At the employee's option, she can use any accrued vacation time or other accrued paid time off as part of
the PDL before taking the remainder of leave on an unpaid basis. We require, however, that the employee use any
available sick time during the PDL. The substitution of any paid leave will not extend the duration of the PDL. Employees
who participate in the Company's group health insurance plan will continue to participate in the plan while on PDL under
the same terms and conditions as if they were working. Benefit continuation under PDL is distinct from benefit
continuation for employees who also take birth bonding leave under the California Family Rights Act. Employees should
make arrangements for payment of their share of the insurance premiums.

We encourage employees to contact the California Employment Development Department regarding eligibility for state
disability insurance for the unpaid portion of the leave. If employees do not return to work on the originally scheduled
return date, nor request in advance an extension of the agreed upon leave with appropriate medical documentation, they
may be deemed to have voluntarily terminated their employment with the Company. Failure to notify the Company of
their ability to return to work when it occurs or continued absence from work because the leave must extend beyond the
maximum time allowed, may be deemed a voluntary termination of employment with the Company, unless employees
are entitled to Family and Medical Leave or entitled to further leave pursuant to applicable law.

Upon return from a covered PDL, the employee, in most instances, will be reinstated to the same position. Taking a PDL
may affect some benefits and the employee's seniority date. The employee may request more information regarding
eligibility for PDL and the impact of the leave on seniority and benefits. Any request for leave after the disability has ended
will be treated as a request for family care leave under the California Family Rights Act (CFRA) and the federal Family and
Medical Leave Act (FMLA), if the employee is eligible for that type of leave. PDL runs concurrently with FMLA (but not
CFRA). Employees should refer to the FMLA policy. Employees who are not eligible for leave under the CFRA or FMLA will
have a request for additional leave treated as a request for disability accommodation.

CA-Rehabilitation Leave
National EWP is committed to providing assistance to our employees to overcome substance abuse problems. The
Company will reasonably accommodate any employee who wishes to voluntarily enter and participate in an alcohol or
drug rehabilitation program. This accommodation may include time off without pay or an adjusted work schedule,
provided the accommodation does not impose an undue hardship on the Company. Employees may also use accumulated
sick days, if applicable, for this purpose.
Employees should contact Human Resources if they need such accommodation. The Company will take reasonable steps
to safeguard privacy with respect to enrollment in an alcohol or drug rehabilitation program.

CA-Literacy Assistance
We are committed to providing assistance to employees who require time off to participate in an adult education program
for literacy assistance. If employees need time off to attend such a program, they should inform their direct supervisor or
the Human Resources Department. The Company will attempt to make reasonable accommodations by providing unpaid
time off or an adjusted work schedule, provided the accommodation does not impose an undue hardship on the Company.
The Company will attempt to safeguard the privacy of employees' enrollment in an adult education program.

CA-Time Off for School Related Activities
Employees that work at a location with 25 or more employees are provided unpaid time off up to 40 hours in one (1)
calendar year if they are parents (including individuals acting in the capacity of a parent under the law), guardians,
stepparents, foster parents or grandparents with custody of a child attending, or of age to attend, a licensed child care
provider or kindergarten through Grade 12. The unpaid leave must be used for the following child-related activities:

• to find, enroll or reenroll the child in a school or with a licensed child care provider, or to participate in activities
of the school or licensed child care provider of the child.
• to address a child care provider or school emergency, meaning that the child cannot remain in school or with a
child care provider due to one of the following:
o the school or child care provider has requested that the child be picked up or has an attendance policy,

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