Fortune International Group

Eligible employees at Fortune International Group are provided a wide range of benefits. A number of the programs (such as Social Security, workers’ compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Your supervisor can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook.

The following benefit programs are available to eligible employees:

• Medical Insurance
• Dental Insurance
• Life Insurance
• Vision Care Insurance
• 401(k) Savings Plan
• Direct Deposit
• Employee Discounts
• Flexible Spending Plan
• Short-Term Disability
• Long-Term Disability
• Movie Tickets
• Theme Park Discounts

Some benefit programs require contributions from the employee, but most are fully paid by Fortune
International Group.

Paid Time Off (PTO) is an all purpose time-off policy for eligible employees to use for vacation, illness or injury, and personal business. It combines traditional vacation and sick leave plans into one flexible, paid time-off policy. Employees in the following employment classification(s) are eligible to earn and use PTO as described in this policy:

• Regular full-time employees

Once employees enter an eligible employment classification, they begin to earn PTO according to the
schedule below. However, before PTO can be used, a waiting period of 90 calendar days must be
completed. After that time, employees can request use of earned PTO including that accrued during the
waiting period.

The amount of PTO employees receives each year increases with the length of their employment as
shown in the following schedule:

• Upon initial eligibility the employee is entitled to 24 PTO days each year, accrued semimonthly at
the rate of 1 day.

• After 3 years of eligible service the employee is entitled to 29 PTO days each year, accrued
semimonthly at the rate of 1.208 days.

The length of eligible service is calculated on the basis of a “calendar year.” This is the 12-month period that begins when the employee starts to earn PTO. An employee’s calendar year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.) PTO can be used in minimum increments of one-half day.

Employees who have an unexpected need to be absent from work should notify their direct supervisor before the scheduled start of their workday, if possible. The direct supervisor must also be contacted on each additional day of unexpected absence. To schedule planned PTO, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. PTO is paid at the employee’s base pay rate at the time of absence. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. In the event that available PTO is not used by the end of the calendar year, employees may carry unused time forward to the next calendar year.

If the total amount of unused PTO reaches a “cap” (the annual PTO amount) further accrual will stop. When the employee uses PTO and brings the available amount below the cap, accrual will begin again. Upon termination of employment, employees will forfeit any unused PTO that has been earned through the last day of work.

Fortune International Group will grant holiday time off to all full time employees on the holidays listed
below:

• New Year’s Day (January 1)
• Memorial Day (last Monday in May)
• Independence Day (July 4)
• Labor Day (first Monday in September)
• Thanksgiving (fourth Thursday in November)
• Day after Thanksgiving (fourth Friday in November)
• Christmas Eve (December 24)
• Christmas (December 25)

Fortune International Group will grant paid holiday time off to all eligible employees who have completed 90 calendar days of service in an eligible employment classification. Holiday pay will be calculated based on the employee’s straight-time pay rate (as of the date of the holiday) times the number of hours the employee would otherwise have worked on that day.

Eligible employee classification(s):

• Regular full-time employees If a recognized holiday falls during an eligible employee’s paid absence (such PTO), holiday pay will be provided instead of the paid time off benefit that would otherwise have applied. If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at their straight-time rate for the hours worked on the holiday.

Fortune International Group and Regis HR Group provide a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. Neither Fortune International Group nor the insurance carrier will be liable for the payment of workers’ compensation benefits for the injuries that occur during an employee’s voluntary participation any off-duty recreational, social, or athletic activity sponsored by Fortune International Group or Regis HR Group.

Fortune International Group encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule.

Employees should request time off to vote from their supervisor at least two working days prior to the Election Day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to the normal work schedule.

Fortune International Group provides unpaid domestic leave benefits to all employees who have passed the Introductory Period or the initial ninety (90) day work period. Employees will be allowed to take leave for up to and including three (3) working days in any 12-month period if the employee or a family or household member of the employee is a victim of domestic violence or sexual violence.

The employee must use this leave to:

1. Seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence, or sexual violence

2. Obtain medical care or mental health counseling, or both, for the employee or a family or household member to address physical or psychological injuries resulting from the act of domestic violence or sexual violence

3. Obtain services from a victim services organization, including, but not limited to, a domestic violence shelter or program or a rape crisis center as a result of the act of domestic violence or sexual violence

4. Make the employee’s home secure from the perpetrator of the domestic violence or sexual violence or to seek new housing to escape the perpetrator

5. Seek legal assistance in addressing issues arising from the act of domestic violence or sexual violence or to attend and prepare for court-related proceedings arising from the act of domestic violence or sexual violence

Except in cases of imminent danger to the health or safety of the employee, or to the health or safety of a family or household member, an employee seeking leave under this policy must provide Fortune International Group appropriate ten (10) day advance notice of the leave along with sufficient documentation of the actions taken during the leave.

Although leave taken under this policy is unpaid leave, the employee may elect to use any available accrued PTO time.

All information relating to leave taken under this policy is highly confidential and exempt from disclosure except as required by law.

Fortune International Group will not discriminate nor retaliate against any employee seeking leave under this policy. Moreover, Fortune International Group will not tolerate such behavior from any employee.

Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately.

Up to 3 days of paid bereavement leave will be provided to eligible employees in the following classification(s):

• Regular full-time employees
Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors’ approval, use any available paid leave for additional time off as necessary.

Fortune International Group defines “immediate family” as the employee’s spouse, parent, child, sibling; the employee’s spouse’s parent, child, or sibling; the employee’s child’s spouse; grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships.

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under Fortune International Group’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee, a reduction in an employee’s hours or a leave of absence, an employee’s divorce or legal separation, or a dependent child no longer meeting eligibility requirements.

Under COBRA, the employee or beneficiary pays the full cost of coverage at Fortune International Group’s group rates plus an administration fee. Fortune International Group provides each eligible employee with a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under Fortune International Group’s health insurance plan. The notice contains important information about the employee’s rights and obligations.

Fortune International Group and Regis HR Group care about the health and well-being of its employees and recognize that a variety of personal problems can disrupt their personal and work lives. While many employees solve their problems either on their own or with the help of family and friends, sometimes employees need professional assistance and advice.

Through the Employee Assistance Program (EAP), Fortune International Group and Regis HR Group provide confidential access to professional counseling services for help in confronting such personal problems as alcohol and other substance abuse, marital and family difficulties, financial or legal troubles, and emotional distress. The EAP is available to all employees and their immediate family members offering problem assessment, short-term counseling, and referral to appropriate community and private
services.

The EAP is strictly confidential and is designed to safeguard your privacy and rights. Information given to the EAP counselor may be released only if requested by you in writing. All counselors are guided by a Professional Code of Ethics. Personal information concerning employee participation in the EAP is maintained in a confidential manner. No information related to an employee’s participation in the program is entered into the personnel file.

There is no cost for employees to consult with an EAP counselor. If further counseling is necessary, the EAP counselor will outline community and private services available. The counselor will also let employees know whether any costs associated with private services may be covered by their health insurance plan. Costs that are not covered are the responsibility of the employee.

Minor concerns can become major problems if you ignore them. No issue is too small or too large, and a professional counselor is available to help you when you need it. Call the EAP at 800-854-1446 (English) or (877) 858-2147 (Spanish) to contact an EAP counselor.

Fortune International Group encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees will be compensated for jury duty consistent with state, county, or city law.

Jury duty pay will be calculated on the employee’s base pay rate times the hours the employee would otherwise have worked on the day of absence. Jury duty pay does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

Employee classifications that qualify for paid jury duty leave are:

• Regular full-time employees

If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, PTO benefits) or may request an unpaid jury duty leave of absence.

Employees must show the jury duty summons to their supervisor as soon as possible, but at least five (5) days prior to the commencement of jury duty so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits.

Either Fortune International Group or the employee may request an excuse from jury duty if, in Fortune International Group judgment, the employee’s absence would create serious operational difficulties.

Fortune International Group will continue to provide health insurance benefits until the end of the month in which the jury duty leave begins. At that time, employees will become responsible for the full costs of these benefits if they wish coverage to continue. When the employee returns from jury duty, benefits will again be provided by Fortune International Group according to the applicable plans.

The Leave Policy

Employees of employers covered under the Federal Family and Medical Leave Act (FMLA) may be
entitled to a leave of absence from the covered employer. An employer is covered under the FMLA if as
of the date an employee gives notice the need for leave; it maintained 50 or more employees on the
payroll during 20 or more calendar workweeks (not necessarily consecutive workweeks) in either the
current or the preceding year. This policy provides employees information concerning FMLA
entitlements and obligations employees may have during such leaves. Regis HR Group administers
leaves under the FMLA for its Worksite Employers upon request. If employees have any questions
concerning FMLA leave, they should contact Regis HR Group at (786) 272-5305.

Employees Eligible for FMLA Leave

Leave is available to “eligible employees”. To be an “eligible employee”, an employee must: (1) have
been employed by a Worksite Employer covered under the FMLA for at Least 12 months (which need not
be consecutive); (2) have been employed by the Worksite Employer for at Least 1250 hours of service
during the 12 month period immediately preceding the commencement of the leave; and (3) be employed
at a worksite where 50 or more employees are located within 75 miles of the worksite.

Employee Entitlements for FMLA Leave

Basic FMLA Leave Entitlement

The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12 month period. The 12 month period is determined based on a rolling 12 month period measured backwards from the date the employee’s leave will be taken. If an employee lives in a state, county, or city which provides more generous benefits, he/she will be given those benefits. Please contact Regis HR Group for any local variations applicable to this policy.

Leave may be taken for any one, or for a combination, of the following reasons:

• To care for the employee’s child after birth or placement for adoption or foster care (Leave taken for this reason must be completed within the 12 month period beginning on the date of birth or placement)

• To care for the employee’s spouse, son, daughter or parent (but not in-law) who has a serious health condition

• For the employee’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee’s job; and/or

• Because of any qualifying exigency arising out of the fact that an employee’s spouse, son, daughter or parent is a covered military member on covered active duty or has been notified of an impending call or order to covered active duty status in the armed forces

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirements may be met by a period of incapacity of more than consecutive calendar days combined with at least two visits to a health care provider or one visit and regimen of continuing treatment or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

Additional Military Family Leave Entitlement (Injured Service member Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered service member or covered veteran is entitled to take up to 26 weeks of leave during a single 12 month period to care for service member with a serious injury or illness.

Leave to care for a covered service member or veteran shall only be available during a single 12 month period and, when combined with other FMLA qualifying leave, may not exceed 26 weeks during the single 12 month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the inured service member.

A “covered service member” means a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. A covered service member would have a serious injury or illness if he/she has incurred an injury or illness that was incurred by the member in the line of duty on active duty in the Armed Forces existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces) and that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating.

A “covered veteran” means a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of 5 years preceding the date on which the veteran undergoes that medical treatment, recuperation, or therapy. A covered veteran would have a serious injury or illness if he/she has incurred a qualifying injury or illness in the line of duty on active duty in the Armed Forces (or existed before beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a Veteran.

Spouses Employed by the Same Worksite Employer

Spouses Employed by the same Worksite Employer are limited to a combined total of 26 workweeks in a single 12 month period if the leave is to care for a covered service member or veteran with a serious injury or illness, and to a combined total of 12 workweeks in a 12 month period if the leave is taken for the birth and care of a newborn child, for placement of a child for adoption or foster care, or to care for a parent who has serious a health condition.

Intermittent Leave and Reduced Leave Schedules

FMLA leave usually will be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently (in separate blocks of time) or on a reduced leave schedule (reducing the usual number of hours the employee works each workday) when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered service member. Employees will receive their current rate of pay for hours worked and time spent working it will not count against their available FMLA leave.

Protection of Group Health Insurance and Other Benefits

During an approved FMLA Leave, the employee’s group health benefits will be maintained as if the employee continued to be actively employed. However, the employee must continue to pay the employee’s portion, if any, of the group health plan premiums or the employee’s benefits may be cancelled. Accrual of benefits such as PTO and paid time off will be suspended unless otherwise indicated by the employee’s Worksite Employer, during the duration of the leave. Accrual of seniority
will also be suspended during the leave unless otherwise indicated by the employee’s Worksite Employer.

Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of “key employee’s” will cause the worksite employer substantial and grievous economic injury employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. Employees will be notified if they qualify as “key employees”, if there is an intention to deny reinstatement, and of their rights in such instances. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible employee’s FMLA leave.

Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice informing them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of:

1) their rights and responsibilities in connection with such leave
2) the designation of leave as FMLA qualifying or non-qualifying, if not FMLA-qualifying, the reasons why
3) the amount of leave, if known, that will be counted against the employee’s leave entitlement

Leave may be retroactively designated as FMLA leave with appropriate written notice to employees, provided the failure to designate leave as FMLA qualifying at an earlier date did not cause harm or injury to the employee.

Employee FMLA Leave Obligations

Provide Notice of the Need for Leave

Employees who take FMLA leave must provide timely notification of their need for FMLA leave. The following describes the timing and content of such employee notices.

Timing of Employee Notice

Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable.

When 30 days’ notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees, who fail to give 30 days’ notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

Employees must also follow the Worksite Employer’s usual and customary notice and procedural requirements for requesting time-off or reporting absences when requesting FMLA leave, absent unusual circumstances.

Content of Employee Notice

To trigger FMLA leave protections, employees must inform their immediate supervisor or contact Regis HR Group of the need for FMLA qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically, or explaining the reason for leave so as to allow a determination that the leave is FMLA qualifying.

For example, employees might explain:

• A medical condition renders them unable to perform the functions of their job
• They are pregnant or have been hospitalized overnight
• They or a covered family member are under the continuing care of a health care provider
• The leave is due to a qualifying exigency caused by a covered military member being on active duty or called to active duty status
• If the leave is for a family member that the condition renders the family member unable to perform daily activities or that the family member is a covered service member with a serious injury or illness

Calling in “sick,” without providing the reason for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to any questions posed to determine if absences are potentially FMLA qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA- Qualifying reasons for which the FMLA protected leave has been previously provided, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, employees must consult with the Worksite Employer and make a reasonable effort to schedule treatment so as not to unduly disrupt the Worksite Employer’s operations, subject to the approval of an employee’s health care provider. Employees must consult with the Worksite Employer prior to the scheduling of treatment to work out a treatment schedule which best suits the need of both the Worksite Employer and the employee, subject to the approval of an employee’s health care Provider.

If employees providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the Worksite Employer may require employees to attempt to make such arrangements, subject to approval of the employee’s health care provider. When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered service member, the Worksite Employer may temporarily transfer employees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave.

When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise the Worksite Employer of the reason why such leave is medically necessary. In such instances, the Worksite Employer and employee shall attempt to work out a leave schedule that meets the employee’s needs without unduly disrupting the Worksite Employer’s operations, subject to the approval of the employee’s health care provider.

Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA qualifying leave. As described below, there generally are three types of FMLA medical certifications; an initial certification, a recertification, and a return to work/fitness for duty certification.

It is the employee’s responsibility to provide timely, complete and sufficient medical certifications. Whenever employees are requested to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after the request, unless it is not practicable to do so despite an employee’s diligent, good faith efforts. Employees shall be informed if submitted medical certifications are incomplete or insufficient and employees will be provided at least seven calendar days to cure deficiencies.

Failure to provide requested certification within 15 days, if such is practicable, may result in delay of further leave until it is provided, and/or may subject the employee to discipline up to and including termination for taking unauthorized leave or for excessive absenteeism. Similarly, employees who fail to timely cure deficiencies will have FMLA leave denied.

With the employee’s permission, the employee’s health care provider may be contacted (through individuals other than an employee’s direct supervisor) to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide authorization allowing clarification or authentication with health care providers, the FMLA leave may be denied if certifications are unclear.

Whenever it is deemed appropriate to do so, the right to receive timely, complete and/or sufficient FMLA medical certification may be waived.

Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation’s, serious health condition, or to care for a covered service member, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days’ notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year.

If there is a reason to doubt initial medical certifications, employees may be required to obtain a second opinion at the Worksite Employer’s expense. If the opinions of the initial and second health care providers differ, the Worksite Employer may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by the Worksite employer and the employee.

Medical Recertification

Depending on the circumstances and duration of FMLA leave, employees may be required to provide recertification of medical conditions giving rise to the need for leave. Employees will be notified if recertification is required and employees will be given at least 15 calendar days to provide recertification.

Return to Work/Fitness for Duty Medical Certifications

Unless employees are notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were taken because of their own serious health conditions that made them unable to perform their jobs must provide a Return to Work Medical Certification form. The Form must confirm that the employee is able to return to work and (if indicated on the Return to Work Certification Form) the employees ability to perform the essential functions of the employee’s position, with or without reasonable accommodation.

Employees should attempt to give at least one week’s notice by mailing or faxing to his/her supervisor or Regis HR Group at (786) 264-6763 (fax) the return to Work Medical Certification form stating that the employee is able to resume work. However employees must make sure that this notice is received no later than 2 business days before the employee’s return to work at the conclusion of the leave. This is important so that the employee’s return to work is properly scheduled. If the employee’s FMLA leave resulted from a worker’s compensation injury, the employee’s health care provider may send an updated medical work status form to the employee’s Case Manager as soon as the employee’s return to work date is known, even if less than two business days before the employee’s return to work. Employees may obtain Return to Work Medical Certification Forms from their supervisor or Regis HR Group. Job restoration may be delayed and/or denied until employees provide return to
work/fitness for duty certifications.

Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of active duty or call to active duty status of covered military members, employees may be required to provide:

1) a copy of the covered military member’s active duty orders or other documentation issued by the military
indicating the covered military member is on active duty or call to active duty stats and the dates of the
covered military member’s active duty service

2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall also provide a copy of the active duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies due to a different active duty or call to active duty status of the same or a different covered military member.

When leave is taken to care for a covered service member with a serious injury or illness employees may be required to obtain certifications completed by an authorized health care provider of the covered service member. In addition, and in accordance with the FMLA regulations, it may be requested that the certification submitted by employees sent forth additional information provided by the employee and or the covered service member confirming entitlement to such leave.

Substitute Paid Leave for Unpaid FMLA Leave

Employees must (unless the Worksite Employer specifically informs employees otherwise) use any accrued paid time while taking unpaid FMLA leave. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leaves and the paid time will run concurrently with an employee’s FMLA entitlement. Employees receiving paid disability benefits (including but not limited to workers compensation and state disability benefits) are not required to use accrued paid time while taking
FMLA Leave. However, upon request, the Worksite Employer may allow employees to use accrued paid time to supplement any paid disability benefits.

FMLA leave does not affect the employee’s eligibility, if any for short or long term disability payments and/or worker’s compensation benefits under those insurance plans. Leaves of absence taken in connection with a disability leave plan or worker’s compensation injury/illness shall run concurrently with any FMLA leave entitlement. For more information regarding the use of accrued paid time off, or eligibility for disability and/or worker’s compensation insurance payments, employees should contact their Supervisor or Regis HR Group.

Pay Employee’s Share of Health Insurance Premiums

As noted above, during FMLA leave, employees are entitled to continued group health plan coverage under the same conditions as if they had continued to work. Unless the employee is notified of other arrangements, whenever an employee is receiving pay during FMLA leave, the employee’s portion of the Group health plan premium will be deducted from the employee’s paycheck in the same manner as if the employee was actively working. If FMLA leave is unpaid employees must pay their portion of the group
health premium. Employees should contact their immediate supervisor to make these arrangements.

If employees return to work owing any employer-made contributions to their insurance premiums to maintain coverage during the leave, reimbursement will be required through payroll deduction immediately upon return from leave as permitted by law. If employees elect not to return to work at the end of the leave period, reimbursement will be required for contributions to the health insurance premiums made to maintain coverage during the employee’s leave, unless the employee cannot return to work because of a serious health condition or because of other circumstances beyond the employee’s control.

Report Periodically Concerning Intent to Return to Work Employees must contact Regis HR Group (786) 272-5305 periodically in accordance with the instructions noted on the FMLA Eligibility Notice (e.g. on the first Tuesday and Thursday of each month) regarding their status and intention to return to work at the end of the FMLA leave period. If an employee’s anticipated return to work date changes and it becomes necessary for the employee to take more or less leave than originally anticipated, the employee must provide the employee’s immediate supervisor or Regis HR Group with reasonable notice (i.e., within 2 business days) of the employee’s changed circumstances and new return to work date. If employees give the Worksite Employer or Regis HR Group unequivocal notice of their intent not to return to work, the Worksite Employer’s obligation to maintain health benefits (subject to Cobra requirements) and to restore their positions ceases.

Coordination of FMLA Leave with Other Leave Policies

The FMLA does not affect any federal, state or local law prohibiting discrimination, or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. Leave taken because of the employee’s own serious health condition may be extended under certain circumstances. Please understand that reinstatement from an extended leave of absence (beyond 12 weeks of FMLA Leave) may not be guaranteed and may depend upon the availability of a vacancy for which the employee is qualified.

For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult your Worksite Employer’s other leave policies in the employee handbook as applicable or contact your immediate supervisor or Regis HR Group at (786) 272-5305.

Questions and/ or Complaints about FMLA Leave

If employees have questions regarding this FMLA policy, they should contact their immediate supervisor or Regis HR Group. The Worksite Employer and Regis HR Group are committed to complying with the FMLA and whenever necessary, shall interpret and apply this policy in a manner consistent with the FMLA.

The FMLA makes it unlawful to employers to: 1) interfere with, restrain, or deny the exercise of any right provided under FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact Regis HR Group immediately. Any FMLA complaints will be investigated and prompt and appropriate remedial action will be taken to address and/or remedy any FMLA violation. Employees also may file FMLA complaints with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.

Fortune International Group and Regis HR Group will not discriminate against any employee who requests an excused absence for medical disabilities associated with pregnancy. Such leave requests will be evaluated according to the medical leave policy provisions outlined in this Employee Handbook and all applicable federal and state laws.

Requests for time off associated with pregnancy and/or childbirth, such as bonding and child care, related medical disabilities for those conditions will be considered in the same manner as other requests for unpaid family or personal leave.

Accurately recording time worked is the responsibility of every employee. Federal and state laws require Fortune International Group to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as the beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. Overtime work must always be approved before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.

Nonexempt employees should report to work no more than 10 minutes prior to their scheduled starting time nor stay more than 10 minutes after their scheduled stop time without expressed prior authorization from their supervisor.

All employees are paid semimonthly on the 3rd and 18th days of the month. Each paycheck will include earnings for all work performed through the end of the previous payroll period.

In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday, employees will receive pay on the last day of work before the regularly scheduled payday.

If a regular payday falls during an employee’s PTO, the employee’s paycheck will be available upon his or her return from PTO.

Employees may have pay directly deposited into their bank accounts if they provide advance written authorization to Fortune International Group. Employees will receive an itemized statement of wages when Fortune International Group makes direct deposits.

Termination of employment is an inevitable part of personnel activity within any organization, and many of the reasons for termination are routine.

Below are examples of some of the most common circumstances under which employment is terminated:

• Resignation – voluntary employment termination initiated by an employee.
• Discharge – involuntary employment termination initiated by the organization.
• Layoff – involuntary employment termination initiated by the organization for non-disciplinary reasons.
• Retirement – voluntary employment termination initiated by the employee meeting age, length of service, and any other criteria for retirement from the organization.

Fortune International Group will generally schedule exit interviews at the time of Fortune International Group. The exit interview will afford an opportunity to discuss such issues as employee benefits, conversion privileges, and repayment of outstanding debts to Fortune International Group. Suggestions, complaints, and questions can also be voiced. Since employment with Fortune International Group, is based on mutual consent, both the employee and Fortune International Group have the right to terminate employment at will with or without cause, at any time.

Employee benefits will be affected by employment termination in the following manner. All accrued, vested benefits that are due and payable at termination will be paid. Some benefits may be continued at the employee’s expense if the employee so chooses. The employee will be notified in writing of the benefits that may be continued and of the terms, conditions, and limitations of such continuance.

Fortune International Group and Regis HR Group do not provide pay advances on unearned wages to employees.

Fortune International Group takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.

In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of your supervisor that corrections can be made as quickly as possible.

The law requires that Fortune International Group make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes. Fortune International Group also must deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base.” Fortune International Group matches the amount of Social Security taxes paid by each employee. From time to time, additional deductions may also be authorized
by court action. On those occasions, Fortune International Group will make every effort to notify the employee before deductions are made.

If you have questions concerning why deductions were made from your paycheck or how they were
calculated, your supervisor can assist in having your questions answered.

It is the practice and policy of Fortune International Group and Regis HR Group to accurately compensate
employees and to do so in compliance with all applicable state and federal laws.

Review your Pay Check

We make every effort to ensure our employees are paid correctly. Occasionally, however inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make any corrections necessary. Please review your pay check when you receive it to make sure it is correct. If you believe a mistake has occurred, or you have any questions please use the reporting procedure outlined below.

Absences for jury duty, attendance as a witness or military leave in any week in which you have performed any work.

Any other deductions prohibited by the state or federal law. Please note it is not an improper deduction to reduce an employee’s accrued PTO, or other forms of paid time off from an employee’s leave bank for full or partial day absences for personal reasons, or for sickness or disability if the employer has a sickness or disability policy that provides for wage replacement benefits. Should you have any questions with respect to Fortune International Group’s policy, please contact your
immediate supervisor.

Leaves of absence without pay for military or Reserve duty are granted to all employees. If you are called to active military duty or to Reserve or National Guard training, or if you volunteer for the same, you should notify your supervisor and submit copies of your military orders to the supervisor as soon as practicable. You will be granted a military leave of absence without pay for the period of military service, in accordance with applicable federal and state laws. If you are a reservist or a member of the National Guard, you are granted time off without pay for military training. Your eligibility for reinstatement after your military duty or training is completed is determined in accordance with applicable federal and state laws.

Continuation of health insurance benefits will be provided in accordance to the Uniform Services
Employment and Reemployment Rights Act (“USERRA”).

Benefit accruals including Personal Time Off accrual will be suspended during the leave and will resume
upon your return to active employment.