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23 <br />the commencement of their regularly scheduled workday. If an emergency should arise after an employee has <br />left for work, he or she must notify the immediate work-site supervisor (or another supervisor if his or her <br />immediate supervisor is not available) as soon as possible. <br /> <br />Tardiness / Absenteeism <br />The mere fact that an employee reported an absence does not excuse an absence. Unless his or her absence is <br />permitted under our leave policies and he or she has given prompt advance notice of the absence (when <br />possible), the absence will be counted as an unexcused absence. <br /> <br />If an employee’s absence from work or tardiness is not excused under one of our leave policies, it is counted as <br />unexcused. If, in a one-year period, an employee has three unexcused absences and/or tardies, he or she will <br />be subject to disciplinary action. If an employee creates three consecutive days of unexcused absences, he or <br />she will be deemed voluntarily abandoned his or her job and his or her employment will be automatically <br />terminated. <br /> <br />Bereavement Leave of Absence <br />Exempt employees are allowed paid bereavement leave of absence for time lost for regularly scheduled work <br />due to attendance at the funeral of the employee’s spouse, parent, grandparent, children, and/or siblings of the <br />employee or his or her spouse. This leave will consist of up to three (3) days: the days before, the day of, and <br />the day after the funeral. Exempt employees are allowed one (1) paid day for bereavement for “other” family <br />members. <br /> <br />An employee must notify his or her supervisor as far in advance as possible of his or her absence and may be <br />required to provide appropriate documentation from the funeral home. <br /> <br />Jury Leave of Absence <br />Employees will be granted a leave of absence to tend to jury duty, as provided by law. Employees must: (1) <br />submit a copy of the jury duty summons to his or her supervisor immediately after receiving the jury <br />summons, and (2) submit evidence of his or her jury duty attendance to his or her supervisor upon completion <br />of jury duty. The company will then pay Exempt employees the difference between their regular wages and <br />their jury compensation for the full length of such leave in a rolling 12-month period (measured backwards <br />from the date the leave begins). As much as practical, an employee will be required to work during jury duty <br />leave when his or her presence as a juror is not required. All employees are eligible for this benefit. <br /> <br />Pregnancy/Maternity Leave <br />To be eligible for a pregnancy leave of absence, the employee must be a non-temporary, full-time, exempt <br />female employee who has been employed with that status no less than 12 consecutive months with Orange <br />County Sportsplex. <br /> <br />Maximum Length of Leave <br />The maximum length of pregnancy leave allowed is 12 weeks. If the employee needs a longer leave <br />due to medical complications, the employee should notify Orange County Sportsplex as soon as <br />possible. The additional leave will be treated the same as any other medical or disability leave. <br /> <br /> <br />Written Requests <br />A written request for pregnancy leave must be submitted within a reasonable time. The employee <br />must submit a written doctor’s statement, indicating the anticipated delivery date. The employee <br />should inform Orange County Sportsplex of the expected duration of her pregnancy leave so that <br />Orange County SportsPlex may plan around the absence efficiently until her return. <br /> <br /> <br /> <br />Docusign Envelope ID: 177AA06A-30B4-42FF-A85A-78B5A7C51DBE