Benefits Handbook Links - Updated February 2023

More specific limits, eligibility criteria and other conditions that apply to FMLA and DC FMLA leave are set forth in the provisions of the FMLA and DC FMLA and the administrative regulations interpreting them. Venable will administer this policy in a manner consistent with the FMLA, the DC FMLA and any valid regulations. In the event that another Firm policy conflicts with any provision of the FMLA and/or the DC FMLA, the requirements dictated by the FMLA and/or the DC FMLA will prevail. Any questions regarding this policy should be directed to the Manager, Benefits & Wellness. CALIFORNIA FAMILY MEDICAL LEAVE ACT AND CALIFORNIA FAMILY RIGHTS ACT In addition to the Family and Medical Leave provisions set forth in the Firm’s FMLA policy, the following policies apply to employees working in the Firm’s California offices: It is the policy of Venable to grant periods of unpaid leave to eligible employees who request time off for family or medical reasons, in accordance with the Family and Medical Leave Act of 1993 (FMLA) and the California Family Rights Act (CFRA). It is the intention of Venable that the policy described herein complies fully with both the FMLA and CFRA concurrently. The eligibility criteria and general guidelines used in administering this policy are set forth below. Under CFRA regulations, employers cannot require employees on CFRA who receive pay under a disability benefit plan to use accrued but unused paid leave such as sick and PTO time during the leave.

February 2023

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