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FMLA APPLIES ONLY TO EMPLOYERS WITH 50 OR MORE EMPLOYEES. LEAVES OF ABSENCES AND FAMILY OR MEDICAL LEAVES If you take a leave of absence, that is not a Family or Medical Leave under the Family and Medical Leave Act of 1993, the way in which you may participate in the Plan will depend on whether or not you continue to receive compensation from the Employer. If during a leave you continue to be paid by the Employer, your benefit election will remain in effect and the Employer will continue to withhold Pay Conversion Contributions. If you are not being paid by the Employer, your participation in the Plan will be treated in the same way as if you had terminated employment. Thus, you cannot make contributions to your Dependent Care Reimbursement Account, but you can continue to submit claims through the end of the Plan Year or, if earlier, until your account is depleted. You can pay for your health, dental plan and/or life insurance plan(s) premiums and any medical expense reimbursement benefits on an after-tax basis. When you return to work your prior benefit election will be reinstated. If you take a leave of absence that is a Family or Medical Leave under the Family and Medical Leave Act of 1993, you should contact Human Resources in order to discuss your continued participation in the Plan during the leave. In general, if you take an unpaid Family or Medical Leave, you may continue to participate in the Plan provided you continue to pay for your benefits. You can elect to pay for your benefits in one of the following three ways: (1) You can pay for your benefits on a pre-tax basis by allowing us to deduct your required contributions from your paychecks before the leave. (Due to certain tax law restrictions, you can only prepay on a pre-tax basis through the end of a Plan Year.) (2) You can pay for your benefits for the duration of the leave on an after-tax basis by a single lump-sum payment at the beginning of the leave. (3) You can pay for your benefits on an after-tax basis during the leave by sending your payment to the address stated on your FMLA Specific Notice on or before the due date. There is a 30-day grace period for late payment. If you receive taxable pay from the Employer during your leave, you can pay for your benefits on a pre-tax basis through Pay Conversion Contributions from that pay. If you fail to make arrangements to pay for your benefits during a Family or Medical Leave, the Employer reserves the right to recover the cost of such coverage from your compensation upon your return from the Family or Medical Leave or, if you do not return to work, to recover the cost of such coverage at the end of the Family or Medical Leave to the fullest extent authorized by the Family and Medical Leave Act of 1993. Please contact Human Resources at (651) 792-7025 as soon as you know you will be taking a Family or Medical Leave. 15