QWESTLY FAMILY AND MEDICAL LEAVE POLICY

Effective Date: September 8, 2025
Version: 1.0

Overview

Qwestly is committed to supporting employees during significant life events and medical situations. This policy outlines leave benefits for family and medical reasons, including parental leave, and ensures compliance with federal and state laws.

Types of Leave Covered

This policy covers leave for:

• Birth or adoption of a child
• Bonding with a new child
• Serious health condition of the employee
• Caring for a family member with a serious health condition
• Military family leave
• Qualifying exigencies due to military deployment

Eligibility

Federal FMLA Eligibility

To be eligible for FMLA leave, employees must:

• Have worked for Qwestly for at least 12 months
• Have worked at least 1,250 hours in the 12 months before leave begins
• Work at a location with 50+ employees within 75 miles (currently not applicable to Qwestly)

Note: While Qwestly may not meet federal FMLA thresholds, we provide similar benefits as outlined below.

State-Specific Eligibility

Employees in certain states may have additional rights under state family leave laws.

Parental Leave

Qwestly Parental Leave Benefit

• Primary Caregiver: 12 weeks paid leave at 100% salary
• Secondary Caregiver: 6 weeks paid leave at 100% salary
• Must be taken within 12 months of birth/adoption
• Can be taken consecutively or intermittently with manager approval

Definition of Caregivers

• Primary Caregiver: The parent who will be the primary caretaker of the child
• Secondary Caregiver: The parent who will not be the primary caretaker
• For same-sex couples or single parents, the birthing parent is considered the primary caregiver

State-Specific Benefits

California Employees

• Eligible for CA Paid Family Leave (PFL): Up to 8 weeks at ~60-70% pay through state
• Eligible for CA State Disability Insurance (SDI) for pregnancy/childbirth
• Job protection under CA Family Rights Act (CFRA)
• Qwestly supplements state benefits to reach 100% pay during our parental leave period

Washington State Employees

• Eligible for WA Paid Family and Medical Leave: Up to 12 weeks family leave, 12 weeks medical leave
• Benefits up to $1,327/week (2024 rates)
• Qwestly supplements state benefits to reach 100% pay during our parental leave period

Colorado Employees

• Eligible for CO FAMLI: Up to 12 weeks paid family leave starting January 2024
• Benefits up to ~$1,100/week
• Qwestly supplements state benefits to reach 100% pay during our parental leave period

Maryland Employees

• No state paid family leave program currently
• Eligible for unpaid leave under MD Parental Leave Act
• Qwestly provides full paid parental leave benefit as outlined above

Medical Leave

Serious Health Condition

• Up to 12 weeks of unpaid leave for employee's serious health condition
• May use accrued sick time and vacation during leave
• Health benefits continue during leave

Family Medical Leave

• Up to 12 weeks unpaid leave to care for spouse, child, or parent with serious health condition
• May use accrued sick time and vacation during leave
• Health benefits continue during leave

Benefits During Leave

Health Insurance

• Company-paid health insurance premiums continue during all approved leave
• Employee portion of premiums must continue to be paid

Accrual of Benefits

• Vacation and sick time do not accrue during unpaid leave periods
• Seniority and length of service continue to accrue

Other Benefits

• Life insurance and other voluntary benefits continue if premiums are paid
• 401(k) contributions are suspended during unpaid leave periods

Leave Request Process

Advance Notice

• Planned Leave: 30 days advance notice when possible
• Unplanned Leave: As soon as practicable, within 2 business days when possible

Required Documentation

• Medical Leave: Healthcare provider certification
• Parental Leave: Birth certificate, adoption papers, or other documentation
• Family Medical Leave: Healthcare provider certification for family member

Approval Process

1. Submit leave request to direct manager and HR
2. Provide required documentation
3. HR will provide written confirmation of approved leave
4. Return-to-work documentation may be required for medical leave

Return to Work

Job Restoration

• Employees returning from approved leave will be restored to the same or equivalent position
• Equivalent position means same pay, benefits, and working conditions

Return-to-Work Documentation

• Medical clearance may be required after medical leave
• Fitness-for-duty certification may be required in some cases

Coordination with Other Benefits

Sick Leave

• Employees may use accrued sick leave during family/medical leave
• Sick leave runs concurrently with family/medical leave

Short-Term Disability

• May be available for medical leave related to employee's own health condition
• Coordinates with other leave benefits

Workers' Compensation

• Work-related injuries may be covered under workers' compensation
• May run concurrently with family/medical leave

Compliance Notes

Multi-State Considerations

• Employees working in multiple states should consult with HR about applicable laws
• This policy provides the most generous benefits available under federal or state law

Non-Retaliation

• Qwestly prohibits retaliation against employees who request or take family/medical leave
• Any concerns about retaliation should be reported to HR immediately

Administration

• All leave requests are managed through HR
• Questions about leave eligibility should be directed to HR
• State benefit applications are the employee's responsibility, with HR support available

Policy Updates

This policy is subject to change based on federal and state law updates. Employees will be notified of material changes.

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Important: This policy provides a general overview. Specific situations may require individual analysis. Contact HR for questions about your specific circumstances.

Contact HR: [hr@qwestly.com]