Yanfeng Hourly Nonexempt Handbook

Jury Duty

YANFENG encourages employees to fulfill their civic duties and responsibilities by serving jury duty when required. Jury duty pay will be calculated on the employee’s base salary. Only regular full-time employees are eligible to be paid for jury duty leave. Pay for jury duty is not considered as time worked for the purpose of computing overtime.

If employees have been subpoenaed or otherwise requested to testify as witnesses by YANFENG, they will receive paid time off for the entire period of witness duty.

Employees must present the jury summons to their supervisor as soon as possible in order that arrangements may be made to accommodate the employee’s absence. Of course, the employee is expected to report for work whenever the court schedule permits. Employee will receive full pay for Jury Duty, minus the amount compensated from courts. All monies compensated from courts should be turned in immediately to a Supervisor or Manager.

If employee is NOT selected for jury duty, they are expected to report back to work.

Insurance benefits will remain in effect and unchanged for the full term of the jury duty absence.

Family and Medical Leave Act (FMLA)

This policy establishes the requirements for family and medical leave and military family leave under the Family and Medical Leave Act (FMLA). The Company provides leave in accordance with this law and any applicable state and local laws .

Employee Eligibility

To be eligible for FMLA Leave benefits, employees must: (1) have worked for the Company for a total of at least 12 months; (2) have worked at least 1,250 hours over the previous 12 months as of the start of the leave; and (3) work at a location where at least 50 employees are employed by the Company within 75 miles, as of the date the leave is requested. Eligibility requirements may differ for employees who have been on a protected military leave of absence. If employees are unsure whether they qualify, they should contact Human Resources. If leave qualifies for FMLA, the Company must designate it as FMLA leave .

Calculation of Leave

The Company calculates FMLA on a “rolling backward 12 - month basis.” This means that the 12-month period is measured backwards from the date an employee uses any FMLA. Each time an employee takes FMLA, the remaining leave entitlement would be any balance of the annual entitlement that has not been used during the immediately

62 | P a g e