David Park

Dear David Park, This letter is to inform you that you ARE eligible for leave under the Family and Medical Leave Act (FMLA). Based on our records: - You have been employed for at least 12 months. - You have worked at least 1,250 hours during the 12-month period preceding your leave request. - Your worksite has 50 or more employees within a 75-mile radius. Your FMLA leave entitlement is 12 workweeks of unpaid, job-protected leave during a 12-month period. You will receive a separate designation notice indicating whether your leave has been approved as FMLA-qualifying. If you have questions, please contact Human Resources.

Dear David Park, RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT Leave Type: bonding with newly placed child Requested Start Date: 2026-01-06 YOUR RIGHTS: - Up to 12 weeks of unpaid, job-protected leave in a 12-month period - Continuation of group health insurance under the same terms as active employment - Restoration to the same or an equivalent position upon return YOUR RESPONSIBILITIES: - Provide sufficient information to determine if leave qualifies under FMLA - Provide 30 days advance notice for foreseeable leave, or notice as soon as practicable - Provide a complete medical certification within 15 calendar days if requested - Report periodically on your status and intent to return to work - Comply with employer's normal call-in procedures for each absence MEDICAL CERTIFICATION: You are required to provide a medical certification to support your leave request. A certification form is attached. You must return the completed certification within 15 calendar days. PAID LEAVE SUBSTITUTION: You may elect, or the company may require, substitution of accrued paid leave (sick, vacation, PTO) during FMLA leave. If you have questions, please contact Human Resources.

Dear David Park, FMLA DESIGNATION NOTICE This is to inform you that your leave request beginning 2026-01-06 for bonding with newly placed child HAS BEEN DESIGNATED as FMLA-qualifying leave. Leave details: - Type: bonding with newly placed child - Start date: 2026-01-06 - FMLA leave entitlement: Up to 12 weeks in the applicable 12-month period During your FMLA leave: - Your group health benefits will be maintained under the same conditions as if you were actively working - You will be restored to the same or an equivalent position upon return - You are required to provide a fitness-for-duty certification before returning to work If you have questions, please contact Human Resources.

CONFIDENTIAL — MANAGER NOTIFICATION Employee: David Park Leave Start: 2026-01-06 Estimated Return: to be determined Protected Leave Duration: 12.0 weeks IMPORTANT: You have been notified of this leave for coverage planning purposes only. Do NOT: - Ask the employee for medical details - Discuss the employee's leave reason with coworkers - Make any adverse employment decisions based on the leave - Contact the employee about work matters unless they initiate ACTION REQUIRED: - Arrange coverage for the employee's duties - Update team schedules - Contact HR with any questions (not the employee directly)

PAYROLL ADJUSTMENT NOTICE Employee: David Park Leave Start: 2026-01-06 PAY ADJUSTMENTS: - FMLA leave is UNPAID unless employee elects PTO substitution ACTION REQUIRED: - Adjust pay status effective 2026-01-06 - Continue health insurance premium deductions - Track any PTO/sick leave substitution elected by employee - Coordinate with state benefit payments if applicable (avoid double-pay)

BENEFITS CONTINUATION NOTICE Employee: David Park Leave Start: 2026-01-06 FMLA-Qualifying: Yes FMLA requires continuation of group health insurance under the same terms as active employment. ACTION REQUIRED: - Ensure health insurance remains active - Send COBRA notice if leave extends beyond coverage period - Track employee premium payments during unpaid leave - Document any benefits elections changes

RETURN TO WORK PREPARATION Employee: David Park Estimated Return: 2026-03-31 CHECKLIST: □ Request fitness-for-duty certification (if required) □ Confirm return date with employee □ Restore system/building access □ Notify manager of return date □ Prepare return-to-work meeting □ Review any accommodation requests □ Update payroll to resume normal pay