ITU AbsorbTech Employee Handbook

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• Disability Leave - Employees who are not covered under the Family and Medical Leave Act and who are unable to work due to an extended illness or injury may apply for an unpaid disability leave of absence. An extended illness is typically an absence of five (5) or more days due to the employee’s own health conditions. This type of leave also covers such FMLA disabilities as pregnancy, childbirth or other serious or related medical conditions. This type of leave does not include work-related injuries or illnesses. A disability leave of absence is reviewed after three (3) months to evaluate the impact on the Company. The Company may require a physician’s statement at any time prior to or during the leave verifying the need and duration of the leave. • For eligible employees, the Company provides access to a Short Term Disability Plan, which covers disability due to a non-work related accident or sickness. For full-time, eligible employees who enroll, this benefit will take effect on the date of eligibility written on your job offer and outlined in your benefits plan materials. The coverage plan is further explained in the benefits booklet; or you may contact HR for interpretation. • Jury Duty or Subpoena - If you are called for jury duty or as a witness under subpoena, you will receive your regular daily rate (minus any compensation received for said service) for each day you are on jury duty, up to a maximum of ten (10) days per calendar year. We require that you make a reasonable effort to report to work for your scheduled work day when your services are not required for jury duty or as a witness under

• USERRA / Military Leave - An unpaid military leave of absence will be granted if an employee enlists, is inducted or is recalled to active duty in the Armed Forces of the United States, for a period of up to five (5) years. Employees who perform in and return from military service in the Armed Forces, the Military Reserves or the National Guard will retain their rights with respect to benefits, reinstatement and length of service, as required under the Uniformed Services Employment and Reemployment Rights Act (USERRA). • Leave will be provided for reservists and members of the National Guard to participate in annual encampment or active duty training, emergency service or specialized training if all legal requirements are met. If the federal government compensates these activities, the Company will pay the difference between the full-time employee’s regular straight-time wages and the government’s compensation, up to a maximum of ten (10) days per year. Employees who are not employed on a full-time basis will receive unpaid time off. • Personal Leave - Personal leaves for extenuating circumstances may be considered on a case-by-case basis. All personal leaves are unpaid. The maximum time that will be granted for any personal leave of absence is thirty (30) days. All benefits will be continued during such approved leave, provided the employee pays the normal employee portion of each benefit, if applicable.

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• Family and Medical (FMLA) - The