I f you need :me oﬀ for your family member's medical appointments, you can be out of work 10 :me(s) per 6 Month(s) and each block of time off can last 5 Hour(s). What This Means for You

If you need to take time off, follow these steps:

1. Let your manager know that you’re going to be out 2. Call us and tell us what day(s) or times you need to take off I t's best to give us and your employer 30 days' advance no:ce of when you're going to be out. I f that's not possible, make sure to tell us when you need to take :me oﬀ as soon as you can - preferably on the same business day, or the following business day - or the :me you request may be denied. Review PPG's policy about when to report time off.

If you need to be out of work from time to time later than 3/3/2026, make sure you let us know. You can find more details about your leave online at https://abilityadvantage.thehartford.com. Important reminders:

We’ll let PPG know that we’ve approved your claim. Contact us to report each date and /me you are absent from work rela:ng to your intermiCent leave. You can call us at the telephone number listed below.

Remember to no/fy your employer and us of any changes to your leave. You may be required to provide updated medical informa:on to conﬁrm that you’re s:ll eligible for your approved leave. Any future absences that signiﬁcantly exceed the approved frequency and/or dura:on during the periods noted above, or the maximum hours available under the FMLA, state leaves, and/or speciﬁc leave plans may be subject to recer:ﬁca:on or denial.

I f you have ques:ons or need help, you can call us at 855-***-**** between 8:00 AM and 8:00 PM ET, Monday through Friday or visit us online at https://abilityadvantage.thehartford.com. We’re here to help. Have a great day!

The Hartford

The HarGord Insurance Group, Inc., (NYSE: HIG) operates through its subsidiaries, including underwri:ng companies HarGord Life and Accident Insurance Company and HarGord Fire Insurance Company, under the brand name, The HarGord®, and is headquartered at One HarGord Plaza, HarGord, CT 06155. For addi:onal details, please read The HarGord's legal no:ce at www.TheHarGord.com. The HarGord is the administrator for certain group beneﬁts business wriCen by Aetna Life Insurance Company and TalcoC Resolu:on Life Insurance Company (formerly known as HarGord Life Insurance Company). The HarGord also provides administra:ve and claim services for employer leave of absence programs and self-funded disability beneﬁt plans. ©2025 The Hartford

PPG FMLA Rights & Responsibilities

Basic Leave Entitlement under FMLA

Per the FMLA, employers must provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:

incapacity due to pregnancy, prenatal medical care or child birth; caring for an employee’s child after birth, or placement for adoption or foster care; caring for an employee’s spouse, son, daughter or parent, who has a serious health condition; or a serious health condition that makes an employee unable to perform the job. I f both you and your spouse are employed by PPG, you are en:tled to a combined total of 12 weeks for family leave due to the birth and care of a newborn child or placement with employee of a child for adop:on or foster care, or due to the serious health condition of a parent. When leave is to care for your child aLer birth, or placement for adop:on or foster care, your FMLA en tlement expires 12 months after the birth or adoption/foster placement of your child. Military Family Leave Entitlements

Eligible employees whose spouse, son, daughter or parent is on covered ac:ve duty or call to covered ac:ve duty status may use their 12-week leave en:tlement to address certain qualifying exigencies. Qualifying exigencies include aCending certain military events, arranging for alterna:ve childcare, addressing certain ﬁnancial and legal arrangements, aCending certain counseling sessions, and aCending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. A covered servicemember is:

(1) a current member of the Armed Forces, including a member of the Na:onal Guard or Reserves, who is undergoing medical treatment, recupera:on or therapy, is otherwise in outpa:ent status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or

(2) a veteran who was discharged or released under condi:ons other than dishonorable at any :me during the ﬁve-year period prior to the ﬁrst date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness. Eligibility Requirements

Employees are eligible if they have worked for a covered employer for at least 12 months (need not be consecu:ve but does have a seven year look back), have 1,250 hours of service (according to FLSA principles for determining compensable hours or working hours) in the previous 12 months. Your Responsibilities under the FMLA

You must provide 30 days advance no ce of the need to take FMLA leave when the need is foreseeable. When a 30 day no:ce is not possible, you must provide no:ce as soon as prac:cable and generally must comply with your employer’s normal call-in procedures. As soon as practicable has been identified as same day or following business day.

While on leave, you may be required to furnish us with periodic reports of your status and intent to return to work. I f the circumstances of your leave change and you are able to return to work earlier than the date indicated on the form, you are required to no:fy The HarGord two (2) days prior to the date you intend to report to work.

You may be required to provide re-cer:ﬁca:on rela:ng to a serious health condi:on as indicated in the FMLA regulations. (825.308).

You may elect to use accrued vaca:on :me during unpaid leave (unless otherwise prohibited by state law). The use of accrued vaca:on :me must comply with PPG leave policies. Please note that any paid vaca:on :me will run concurrently with your leave and will not extend the length of your leave. Your manager can verify the amount of vacation time available. I f required, contact your employer to arrange for con:nuing any premium payments on your health insurance to maintain health beneﬁts while you are on leave. Contact PPG Beneﬁts Service Center at 1-833-***-****, Option 1 (Benefits) or ********.**@***.***. Your Rights under the FMLA

Your health beneﬁts must be maintained during any period of unpaid leave under the same condi:ons as if you con:nued to work (825.209(a)). If you do not return to work following FMLA Leave for a reason other than: (1) the con:nua:on, recurrence, or onset of a serious health condi:on which would en:tle you to FMLA Leave; or (2) other circumstances beyond your control, you may be required to reimburse PPG for your share of health insurance premiums paid on your behalf during your FMLA leave. You must be reinstated to the same or an equivalent job with the same pay, beneﬁts, and terms and conditions of employment on your return from leave. Once we obtain the informa:on from you speciﬁed above, we will inform you within 5 business days whether your leave qualifies as covered under FMLA.

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