Section 2 - Chapter 5
Labor, Health and Vitality

The Employer has an HR policy aimed at the sustainable employability of Employees.

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5.1. Vitality Budget

1. A Full-time Employee is entitled to a vitality budget for a maximum amount of USD 850 per Calendar Year. The vitality budget is intended as an allowance for expenses incurred by the Employee for items that contribute positively to the Employee's vitality.

2. The Vitality Budget can be used for costs such as those arising from dental treatment, glasses (and lenses), health management (sports subscription, massage), financial coach, childcare, etc. The costs intended for the Vitality Budget are those that are not or not fully reimbursed on the basis of the claims package under the BES Healthcare Insurance Decree and the regulations covered by it.

3. The Employee must apply for the reimbursement referred to here and provide the account(s) showing payment of the reimbursable expenses with their application. The Employer's HR policies will specify the purpose and use of the Vitality Budget.

4. For dental, vision (glasses, lenses) and childcare reimbursements, the Vitality Budget can also be used for claims by Family Members who are part of the Employee's household as defined under definitions art. 1 sub c.

5. Part-time workers and/or Employees who have not worked a full Calendar Year will receive a pro-rata budget. A modified arrangement applies to on-call employees, which is specified in HR policy.

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5.2. Incapacity for Work

1. In the event of Incapacity for Work, the Employee must report this in accordance with the requirements of the sick-leave regulation adopted by the Employer and comply with this regulation in all other respects during the period of illness.

2. The Employer may engage the assistance of an occupational physician/health and safety service during the period of illness or as a result of multiple consecutive periods of illness. The Employee shall cooperate with the engagement of such physician/service.

3. Section 3 contains the further provisions applicable for each Employer.

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5.3. Wage continuation and sick pay in case of Incapacity for work

1. Section 3 lists the applicable provisions for each Employer.

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5.4. Other entitlements during the Incapacity for Work

The entitlement to vacation leave remains in place during Incapacity for Work, unless the Employee fails to comply with the sick-leave regulation or has not worked for more than six (6) months in the past year due to Incapacity for Work. The same applies with respect to the entitlement to vacation allowance and year-end bonus. The entitlements are calculated pro rata in the event of more than six (6) months of Incapacity for Work.

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5.5. Specific provisions for Pregnancy and childbirth and age

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5.5.1. Pregnant Employee and Breastfeeding Employee

1. A pregnant Employee after the twentieth Week of pregnancy shall not be assigned a shift between 11:00 p.m. and 6:00 a.m. unless the Employee does not object.

2. Overtime by the pregnant Employee after the twelfth Week of pregnancy should be avoided where possible, unless the Employee agrees in writing to work Overtime.

3. The Employer shall provide a space where the Employee who is breastfeeding in the first nine months after childbirth can express milk at rest, which is in accordance with Chapter 3A Article 17c (right to leave for feeding and expressing milk) of the BES 2000 Labor Act.

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5.5.2. Generation regulation

1. The Employer will hold an annual interview with Employees aged 55 and older when the subjects of work pressure, taxability, limitations and needs and wishes under sustainable employability will be discussed. The procedure of this interview and how its worked out is part of the Employer's HR policy. The use of the Ladder of Customization as included in Annex 5 is part of this.

2. Employees 57 years of age and older shall not be assigned a shift between 11:00 p.m. and 6:00 a.m. unless the Employee does not object.

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5.5.3. Adjustment of Working Hours or job content before the retirement date

Two years before the Employee reaches his retirement age, the Employee may be eligible for adjustment to the working hours or job content with retention of salary. The eligibility of the Employee will be assessed through an examination conducted by the Employer's company doctor. The objective is to keep the Employee employable until retirement age. This is specified in the HR policy.

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5.6. Confidential Advisor

The Employer shall ensure that a certified confidential advisor is available as a point of contact for the Employee who mentions that he is dealing with undesirable behavior or suspects a violation of integrity. This will be further specified in the Employer's HR policy.

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5.7. Death benefit

Upon the death of an Employee, the Employer shall pay an amount equal to three gross monthly Salaries to the Relationship Partner and if there is no such person, to the minor Children of the Employee or, if there are no such persons, the person who was largely supported by the Employee in living expenses. Further to this, the Salary shall be paid up to and including the date of death.