TIME OFF & LEAVES

Taking time off from work is important for your overall well-being and productivity in both your professional and personal life. You may also find the need to take extended time away from work for health, family, or other reasons.

Informatica offers a variety of benefits that allow you time to relax, recover, care for family members, honor personal commitments, and more.

Flexible Time Off

Informatica promotes the importance of a work/life balance. This time off can be taken for vacation, temporary illness of the employee or a family member, or short-term personal matters.

Employees may take Flexible Time Off (FTO) from work if reasonably requested and is subject to manager approval.

Requested FTO is approved or denied based on several factors, including but not limited to:

• The needs of the business
  
• Work performance and ability to meet job responsibilities
  
• FTO requests of other team members
  
• Leave of Absence is more applicable
  

All FTO requests must be submitted in Workday for manager approval (network access required).

Exempt Employees
For regular U.S. Exempt employees working 24 hours or more per week, there is no limit to the number of paid days you can take off per year.

With this policy there will be no carryover FTO days at the end of each year and no payment for unused FTO days upon termination of employment.

Non-Exempt Employees
For regular U.S. Non-Exempt employees working 24 hours or more per week, you accrue a pro-rated portion of your annual FTO allowance each pay period that you work. FTO allowances are based on your length of employment and you may accrue a maximum of 180 hours of FTO. If you reach the maximum, your FTO will stop accruing until you have taken some time off.

FTO for Non-Exempt employees accrues according to the following schedule:

Unpaid FTO may be used once an employee’s accrued and available Paid FTO balance has been exhausted. Employees must obtain pre-approval from their manager to take unpaid FTO.

Holiday Calendar 2023

Paid Sick Leave

In certain locations, we are mandated to provide Paid Sick Leave.

All Paid Sick Leave requests must be submitted in Workday (network access required).

Exempt Employees
In addition to providing FTO to its Exempt employees, Informatica provides a designated number of days of Paid Sick Leave to employees in California and other select US locations as required by law.

• California: 3 days
  
• Montgomery County, MD - 4 days
  
• MA; OR; Bloomfield, NJ; Jersey City, NJ; New York City, NY; Philadelphia, PA, and Tacoma, WA - 5 days
  
• Washington, D.C. - 7 days
  
• Seattle, WA - 9 days
  

If you work in one of these locations, please enter your sick days in Workday as Paid Sick Leave before using FTO.

If you do not work in one of these locations above, remember you just simply use FTO for sick days, not to exceed five consecutive days or you must begin a leave of absence.

Unused Paid Sick Leave may carry over from year to year depending on your location. Unused Paid Sick Leave is not paid out upon separation from employment for any reason.

Non-Exempt Employees
Our accrued FTO policy for Non-Exempt employees provides you with the ability to take paid time off when sick. A separate Paid Sick Leave policy does not apply to Non-Exempt employees.

Interns
Informatica designates 3 days of Paid Sick Leave to paid interns in California.

Unused Paid Sick Leave does not carry over from year to year and will be forfeited at the end of the calendar year in which it was provided. Unused Paid Sick Leave is not paid out upon separation from employment for any reason.

Bereavement

In the unfortunate event of the death of a family member, you may receive up to five days of paid time off for bereavement per incident, per year.

If you need to initiate bereavement:
1. Notify your manager
2. Request bereavement time off in Workday

Leave of ABsence
A leave of absence is a way for employees who are experiencing certain situations to take an extended amount of time off work that is not typically covered by Flexible Time Off. Below are some common leave of absence types. If you think you qualify or would like to request a leave of absence:

1. Notify your manager of your expected absence.
2. Initiate a leave of absence by contacting Unum at (866) 779-1054Unum.3. Unum will request documentation to review your leave of absence request. Please provide all documentation in a timely manner.

Family Leave

Sometimes you need to take an extended period of time away from work to care for a new baby or family member or to recover from an illness. Through the federal Family and Medical Leave Act (FMLA), you may be eligible to take up to 12 weeks of unpaid leave.

Qualifying situations include:

• A serious health condition of your child, spouse, or parent that requires you to care for that family member.
  
• The birth of a child that requires you to take time off to care for the child (six or eight weeks depending on vaginal or cesarean childbirth; will run concurrently with approved STD).
  
• The placement of a child with you for adoption or foster care.
  
• Covered military family leave.

medical Leave
Sometimes you need to take an extended period of time away from work for your own serious medical condition or to recover from the birth of a child. In such cases, you may qualify for a medical leave of absence.

If you qualify, you may be eligible to receive Short-Term Disability benefits during your medical leave of absence.

Qualifying situations include:

• Your own serious health condition that makes you unable to perform the functions of your job
• Postpartum recovery following the birth of a child (six or eight weeks depending on vaginal or cesarean childbirth).

Paid Parental Leave

Informatica offers paid parental leave to U.S. employees.

The policy is intended to provide additional support for our employees with growing families by allowing for more flexibility to bond with their newest additions.

The plan offers full paid time off for parents for a total of 16 weeks within one year of the birth or adoption of their new children. All U.S. employees are eligible, including mothers, fathers, same-sex parents, and adoptive parents.

• Birth mothers are eligible to begin their paid parental leave four weeks prior to birth. Informatica will supplement the difference in pay via normal payroll check.
  
• In the case of birth mothers, during the 6-8 weeks of short-term disability benefits, Informatica will supplement the difference in pay via normal payroll check. The remaining weeks of leave (up to 8 more weeks) will be paid at 100% of your base salary through normal payroll, offset by any state leave payments.
  
• For new parents not giving birth or adoptive parents, Informatica will pay 100% of your base salary through normal payroll for up to 16 weeks, offset by any state leave payments.
  
• Outside of short-term disability, Paid Parental Leave can be taken consecutively or in two-week increments and within one year of the birth.
  

Review the Leave of Absence policy and process on Life@.

Other Leaves of Absence

In addition to FMLA, medical, and paid parental leave, Informatica offers other types of leaves of absences as well. Our LOA Policy outlines a certain number or LOA days for the various types of leaves for Non-Exempt and Exempt employees. Disability benefits from Unum and various State programs may also provide you income depending on your type of LOA.

Review the Leave of Absence policy

Military Leave

To support your service to your country, you may be eligible for an approved leave of absence consistent with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).

Review the Leave of Absence policy for more details.

Jury Duty/Witness

If you are called to jury duty or subpoenaed to serve as a witness, you can receive the paid time off needed to meet your civic obligations. More information can be found in the Employee Handbook on Life@.

Business Closing

There may be times when a work location is closed due to unforeseen circumstances, such as inclement weather, public emergencies, and major facilities’ operational failures. Employees are expected to work remotely if they can do so. Temporary employees, interns, and contractors who do not perform work are not paid if an office is closed during normal business hours.

See the Employee Handbook on Life@.