Military Leave

Military leave follows our leaves of absence policy and is granted, in accordance with applicable law*, to both full-time and part-time employees. Employees are required to provide written or verbal notice to their Manager or Group/Region Human Resources Department for all military duty. Employees who must attend a two-week camp or additional training as part of their military obligation may use their vacation or ChoiceTime days, or they may request this time off as an unpaid leave.

*Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is a federal law enacted to provide military service members with certain employment and reemployment rights.

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Supplemental Life Insurance (Optional and Dependent):
For employees currently purchasing optional and dependent (spouse/child) life insurance through payroll deductions, coverage will continue, based on earnings received from Enterprise and subject to continued employee-paid premiums, for a maximum of three (3) months. At the end of three (3) months, employees may elect to port or convert existing coverage, subject to the rules of the plan. Specifically, the employee must port in order for the dependent to be eligible to port. If the employee dies, spouse and dependent have portability rights.

Long Term Disability (LTD) Pre-Existing Condition Clause:
The employee will be credited with time previously served against any preexisting condition period. A new preexisting condition will apply for any condition that arose while the employee was not covered under the policy.

Flexible Spending Accounts: For employees participating in Flexible Spending Accounts, a leave of absence may qualify as a life-changing event and allow participants to change or revoke their elections. The change in election must be consistent with the event. Employees may choose to continue making pretax contributions to their health care or dependent care spending accounts out of the pay they receive from Enterprise for a maximum of three (3) months. After three (3) months employees may elect to continue participating in the Health Care Spending Account (HCSA) through COBRA, if applicable, by making after-tax contributions to their account until the end of the plan year. COBRA continuation is not available for the Dependent Care Spending Account (DCSA).

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Retirement Plan: If an employee is currently making salary deferrals, they will continue to be deducted from any Enterprise paycheck the employee receives. Upon return to active employment, salary deferrals and matching contributions will resume automatically. The employee will also have the opportunity to make up missed salary deferrals if he/she chooses to do so.

An employee's eligibility for participation and vesting in profit sharing contributions is not adversely affected by a leave of absence due to qualified military service. Upon reemployment with the company, participation in the Enterprise Retirement Savings Plan is reinstated as if the employee never left, as long as the employee provided notice to the company on a timely basis with proper documentation. A participant in the plan is eligible to receive retroactive profit sharing contributions (excluding forfeitures) toward his or her account for the period of the military leave as long as the leave does not exceed five years.

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Returning To Work: Employees returning from military leave are entitled to reemployment rights and benefits on the first day that he/she returns to active employment. Application for reinstatement should be requested through the Group/Region Human Resources Department as follows:

• If absence is less than 31 days, employee must report to employer no later than the next regularly scheduled workday following 8 hours allowed for travel.
• If absence is more than 30 days, but less than 181 days, employee must submit application for reemployment within 14 days after completion of service.
• If absence is more than 180 days (up to a maximum of 5 years), employee must submit application for reemployment within 90 days after completion of service.
• A person who fails to report or apply for reemployment within the specific period is subject to the employer's rules, policy and practices for absences from scheduled work pertaining to any other employee.
• Exceptions to these time limits are provided for illness, injury and other circumstances. The period of recovery from illness, injury, or other circumstances generally shall not exceed two years.
• Entitlement to reemployment terminates if the employee separates from service with a dishonorable or bad conduct discharge, separates from service under other than honorable conditions, is dismissed as a commissioned officer as permitted under military law, or dropped as a commissioned officer from the rolls as permitted under military law.

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