LEAVES OF ABSENCE

Medical Leave:

An unpaid medical leave of absence
may be available for an employee unable to work because of a medical (including
pregnancy-related) disability. To the extent feasible, the employer will place
employees in their same or similar job for which they are qualified at the time
of their leave within the MDS/EDS system.

MDS/EDS reserves
the right to request that an employee confirm the existence of his or her
disability with a written verification from a licensed physician.

Maternity Leave:

1.         An MDS/EDS employee
may take up to 4 months unpaid maternity leave.

2.         During
the leave, employees who are covered by MDS health plans and are not  eligible for Family
Medical Leave pay full health premiums directly to Marin Day
Schools.  There are no employer
contributions. If an employee is eligible for Family Medical Leave, employer
contributions to health premiums will be made for up to 12 weeks. If an
employee does not return to work and resigns their  position at MDS/EDS, they
will be responsible to reimburse the company for any contributions made
to their health premiums during those 12 weeks.

3.         The State of California
customarily provides 10 weeks disability pay to employees on maternity leave.

4.         MDS will provide
comparable employment at the end of the leave including the same salary and
number of hours.

5.         MDS
will make reasonable accommodation regarding campus, classand
shift but does not guarantee a specific placement when returning from a
leave.

6.         It
is up to the discretion of Marin Day Schools to reinstate an employee who takes
more than 4 months of maternity leave (and is not eligible for Family Medical
Leave).

7.         MDS
will attempt to find child care space at another MDS program for the child of
the returning employee, but does not guarantee placement.

Family Medical Leave Act:

Eligible employees are those who
have been employed for at least 12 months and have worked at least 1,250 hours
during the 12-month period immediately preceding the unpaid leave request. The
duration of this unpaid leave may be granted for periods of up to 12 weeks
during any 12-month period. Unpaid leave will be granted if any of the
following events takes place:  1.)  The birth,
adoption, or foster care of a son or daughter  2.) The serious health
condition of a spouse, son, daughter, or parent.  3.)
The employee's own serious health condition.

Employees will maintain their
eligibility for all health and welfare benefit plans during the period of their
leave to the same extent and under the same conditions that applied prior to
the leave.  Employer contributions
to health/dental premiums will continue to be made for a period of up to 12
weeks. Request for family and medical care leave should be made as soon as the
employee is able to anticipate the need for such leave. If the leave is
requested due to the birth or adoption of a child, the employee is required to
give at least 30 days notice.  When
the leave is for a serious health condition, the 30-day notice is not required
when circumstances prevent the employee from giving the full notice. Each
Family Medical Leave request will be reviewed in accordance with the policies
set forth.

Unpaid Leave:

An unpaid leave (not meeting the
eligibility requirements of Family Medical Leave) of absence may be granted at
the discretion of administration. A non-medical  unpaid leave must be requested in
writing to the site director at least 2 months in advance.  Employee's covered by MDS health plans
and requesting a leave of up to one month in duration are responsible for
prepaying their portion of health plan premiums prior to the leave.  Employee's covered by MDS health plans
and requesting a leave of more than one month in duration are
responsible for paying FULL health premiums to MDS during their leave.

Bereavement Leave:

If employees must be absent from
work due to the death of an immediate family member, they must inform their
site director as soon as possible so coverage of responsibilities can be
arranged.  Marin Day Schools provides
one paid day of bereavement leave in the event of the death of an immediate
family member. "Immediate family" includes employee's spouse or
significant other, children, parents, grandparents, siblings, parents of the
employee's spouse, or other person whose relationship to the employee is
determined to be the same as that stated above. Employees may also use
accumulated PTO days for bereavement.

Disability Policy:

If an employee is on disability for more
than 10 months, their employment with Marin Day Schools can be terminated.
The employee, when able to return to full duty, can apply for another position
in the company.

Voting Time Off:

If the polling hours of an employee's assigned voting place prevents their
voting outside of their regularly scheduled work hours, they will receive up to
two hours off without loss of regular pay to exercise this privilege. Employees
must provide their supervisors with advance notice and receive the necessary
authorization.

Jury Duty:

If employees must be absent from
work due to jury duty, they must inform their site director as soon as
possible. In addition, a copy of the jury summons should be provided to the
site director and the MDS business office. Marin Day Schools does not
provide paid leave for jury duty for non-exempt employees. These employees may
use accumulated PTO days for jury duty.