A Break in Service may be prevented if you are granted an authorized leave of absence or if your absence is due to military service or maternity or paternity leave. If you do not return to the employ of the Employer at the expiration of your leave of absence, you will be considered to have terminated employment on the date of the expiration of your leave of absence.

If you are absent from work for the birth or adoption of a child, and worked at least 500 hours in the same calendar year, it will not be considered a Break in Service and you will receive credit for vesting service during that year.

If you take a leave of absence for military service, special Break in Service rules apply. If you are a veteran and are reemployed under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), your qualified military service may be considered service with the company. You may have other special rights or benefits if you die or become disabled while on active duty.

If you think you may be affected by these rules, please contact your Human Resources Representative for more information.