Common use of Short Term Disability Clause in Contracts

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday hours, those hours for which PTO/personal holiday is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME or fails to comply with the requirements of the Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, and “fitness for duty” examinations. 31.5 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTOVacation/personal holiday Personal Holidays are/is not available shall be non-non- paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 STD benefits under the Plan . Benefits may be paid up to a maximum of twenty-twenty six (26) weeks. The amount of pay (partial sixty percent (60%) or full pay benefits) is a percentage of “base rate paysalary”. Base rate pay salary for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate salary does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) 1. For employees hired, re-hired or transferred into this bargaining unit before 1/1/17January 1, 2020, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one 1 year None None 0 Weeks 0 Weeks 1 yr Yr but < 2 yrs 2 weeks Weeks 24 weeks Weeks 2 yrs Yrs but < 3 yrs 4 weeks Weeks 22 weeks Weeks 3 yrs Yrs but < 4 yrs 6 weeks 20 weeks 4 yrs Yrs but < 5 yrs 8 weeks 18 weeks 5 yrs Yrs but < 6 yrs 10 weeks 16 weeks 6 yrs Yrs but < 7 yrs 12 weeks 14 weeks 7 yrs Yrs but < 8 yrs 14 weeks 12 weeks 8 yrs Yrs but < 9 yrs 16 weeks 10 weeks 9 yrs Yrs but < 10 yrs 18 weeks 8 weeks 10 yrs Yrs but < 11 yrs 20 weeks 6 weeks 11 yrs Yrs but < 12 yrs 22 weeks 4 weeks 12 yrs Yrs but < 13 yrs 24 weeks 2 weeks 13 yrs Yrs or > more 26 weeks 0 weeks c) weeks For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17January 1, 2020, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length Less than one year None 1 year or > 26 weeks 2. A higher level of Service is: Then Benefits at 70% of Base Salary are Paid for:benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. d) 3. STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD Short Term Disability (STD) benefits for all regular full- full-time employees with one or more years of service on a non-non contributory basis. Regular Employees with less than one year of service or part-time, temporary, or occasional time employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, notice requirements, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “"Plan”"). Employees qualify for STD benefits when they are participants who cannot work at their usual regular job due to an illness or injury incurred off the job, ; and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth (8th) consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday PTO hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday PTO hours before hours can be taken unpaid, except in situations situation where FMLA-FMLA covered absences to care for covered relatives will exceed five consecutive days. In that casethose cases, the employee will have the opportunity to elect whether to take PTO/personal holiday PTO hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday PTO hours, those hours for which PTO/personal holiday PTO is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including including, but not limited to to, reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s 's benefits are exhausted, the employee fails to comply with the Plan’s 's STD administrative requirements, or the employee’s 's doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with as are allowed under the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 . STD benefits under the Plan may be paid for each period of disability that extends beyond STD waiting period up to a maximum of twenty-six (26) weeks9 months. The amount STD benefit is paid at 70% of pay (partial or full pay benefits) is a percentage of “"base rate pay”". Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of paypay in effect on the last regular scheduled workday prior to cessation of active work. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s 's STD administrative requirements, or c) the Plan’s 's benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 36.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday FH hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-non- occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday FH hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday FH hours, those hours for which PTOVacation/personal holiday FH are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 36.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 36.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 36.4 STD benefits under the Plan may be paid up to a maximum of twenty-twenty- six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this R bargaining unit before 1/1/17January 1, 2018, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2018, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s N service anniversary date. If Your Length your length of Service service is: Then Benefits benefits at 70% of Base Salary are Paid paid for:: Less than one year None 1 year or > 26 weeks c) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 36.5 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees For the term of this Agreement, if the disability is due to provide STD benefits for all regular full- time causes other than such occupational injury or illness, bargaining unit employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not will be eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD short-term disability leave benefits when they are participants who cannot work at their usual job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday hours, those hours for which PTO/personal holiday is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME or fails to comply with the requirements of the Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities ActEntergy System Policies & Procedures Leave of Absence – Short Term Disability Policy Rev. 13, as amended March 31, 2022. The Company will continue to pay the base pay then in effect for periods of time as follows: STD will require a 40 hour “Elimination Period” (EP) as set forth in the Policy. An EP is a required period of absence which must be satisfied before becoming eligible to receive STD benefits. • Employees who have paid leave available during an Elimination Period may elect to use their paid time off in any order. If the employee does not make an election, the Family Elimination Period will be satisfied using: (1) paid absence for compelling reasons; (2) floating or personal holidays; (3) accrued, unused vacation; and Medical (4) unpaid absences in accordance with the Attendance & Absenteeism Policy. For employees who do not have available paid leave, the Elimination Period will be unpaid. Extenuating Circumstances Leave Act and/or of Absence can be used for the Elimination Period if approved in accordance with the Attendance & Absenteeism Policy. If a Company-observed holiday occurs during an Elimination Period, the holiday will be counted toward satisfying the Elimination Period. • STD pay will begin on the 41st hour of consecutive absence (if approved). • AFCR, Floating Holiday and Vacation will no longer be “given back” for the first 40 hours of absence use for STD. If total disability continues after exhausting the provisions in A and B above, the employee shall then receive any other applicable law or regulations as well as when an employee benefits for which he/she is claiming benefits or privileges eligible under the Planprovisions of any long- term disability insurance plan that may then be in effect. The requirement Once Short-Term Disability benefits at full base pay have been exhausted, 65% of base pay will be paid for additional medical or other examinations shall include, but not limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks period of disability or family leave and applies for or is receiving any benefits financed by the Plan, and “fitness for duty” examinations. 31.5 STD benefits under the Plan may be paid up to a maximum benefit period of twenty-six 1040 total hours. Benefits paid under Short Term Disability will terminate after 1040 total hours, whether or not an employee is enrolled in the Company's Long Term Disability Plan. It is understood that benefits may be withheld in undeserving cases to the point of imposing disciplinary penalties on any employee found guilty of abusing these privileges. To qualify for Short Term Disability, an employee must have a health condition that can be medically certified as requiring the employee's absence from work for a period that exceeds forty (2640) weeksconsecutive (straight time) work hours. In addition, an employee must report any health condition which may affect the employee's ability to perform all or part of his/her duties to their supervisor or to the Human Resource Department by the 40th consecutive hour of absence. The amount Company may require medical evidence of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay the employee's disability for the purpose duration of determining the appropriate STD benefit will be based on medical condition including being examined periodically by a physician of the regular straight time rate of payCompany's choice. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, In applying the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service policy, a rolling 12-month period shall be utilized in accordance with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary dateShort-Term Disability Policy. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-non- contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-an occupational or non- occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday Personal Holidays are/is not available shall be non-non- paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 . STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17January 1, 2019, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2019, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length . c) A higher level of Service is: Then Benefits at 70% of Base Salary are Paid for:benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, temporary or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Vacation hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid. If an employee does not have available Vacation/Personal Holiday hours, except those hours for which Vacation/Personal Holiday hours are/is not available shall be non-paid. The Company agrees to provide STD benefits for all regular full-time employees on a non-contributory basis. Regular part-time, temporary or occasional employees are not eligible for STD benefits. The administration of STD leaves, including the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their normal job due to an illness or injury incurred on or off the job, and satisfy the requirements as outlined in situations where FMLAthis Article but subject to the terms of the Plan which control and govern. STD benefits begin on the 8th consecutive calendar day (sixth consecutive scheduled workday) of non-covered occupational illness or injury for participants. Written medical certification shall be required. Vacation hours are provided for all incidental absences to care from work and for covered relatives will exceed the first five (5) consecutive daysscheduled workdays of an occupational/non-occupational disability related absence (STD waiting period). In that caseThe employee must use all available Vacation/Personal Holiday hours before hours can be taken unpaid. However, when the absence is Worker’s Compensation related, the employee will have the opportunity to elect whether to take PTOvacation/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTOVacation/personal holiday Personal Holiday hours are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to to, reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 . STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. (a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/171/1/18, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. (b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks week 13 yrs or > more 26 weeks 0 weeks (c) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/171/1/18, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length your length of Service service is: Then Benefits benefits at 70% of Base Salary are Paid paid for:: Less than one year None 1 year or > 26 weeks (d) STD benefits under the Plan cease on the earlier of when either (a) the employee is released by their provider, and supported by the Plan, to return to work, (b) the employee fails to comply with the Plan’s STD administrative requirements, or (c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an at STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 Section 34.01 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Brightspeed Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday PTO hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday PTO hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday PTO hours, those hours for which PTO/personal holiday is PTO are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 Section 34.02 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 Section 34.03 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 Section 34.04 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.six

Short Term Disability. 31.1 The Company agrees Because the parties desire to provide STD benefits reduce the costs for all regular full- time employees on a non-contributory basis. Regular part-timewho purchase short term disability insurance through payroll deduction, temporary, or occasional employees are not eligible for STD benefitsthe parties agree as follows: 1. The administration District will offer a short term disability plan with Standard through payroll deduction. 2. The parties will meet as needed to discuss the effectiveness of STD leavesthe program and to make any modifications the parties decide are needed. Approval from The Standard will be necessary for plan changes. 3. Effective December 1, including but 2004, MESSA short term disability insurance will However, Employees currently taking MESSA short term disability who choose to convert to The Standard will not limited be subject to the application process and timelines, eligibility a pre-existing condition limitation. Due to underwriting rules, notice requirements, return new enrollments and employees who convert from MESSA short term disability to work rights, and modified duty programs The Standard at any time after this initial open enrollment period will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The pre- existing condition limitation.. F. WORKERS' COMPENSATION Whenever an employee must use all available PTO/personal holiday before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that casereceives workers' compensation benefits, the employee will have has the opportunity option to elect whether to take PTO/personal holiday hours be paid the difference between such benefits and the employee's regular salary or an unpaid absence. In all other situations, wage by the Board provided the employee has accumulated leave days available. Such difference shall be deducted from the employee's accumulated leave bank. The decision whether or not to utilize accumulated leave time will be in effect for the duration of the absence and is not have subject to change. The Risk Management Office shall be notified by the opportunity employee, in writing, as to choosewhether or not the employee elects to use accumulated leave time while receiving workers' compensation. During the first 12 months an employee is qualified for workers' compensation, there shall be no interruption in the following benefits: health/medical insurance, dental and vision reimbursement, death benefit, accumulated leave days, vacation and seniority. If an employee does not have available PTO/personal holiday hours, those hours for which PTO/personal holiday is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Planon workers compensation for less than one half of his/her normal work year, the employee may longevity shall continue to receive be earned. Following the first 12 months of disability, seniority within the bargaining unit is the only benefit that will continue to accrue; all other benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to workwill cease. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME or fails to comply with the requirements of the Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, and “fitness for duty” examinations. 31.5 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their providerstill disabled at the end of the 12 month period, he/she may, at the employee's expense, continue health, dental and supported vision coverage for a period not to exceed the time allowed by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits Federal Law known as described in this Article have been exhaustedCOBRA. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, temporary or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Vacation hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid. If an employee does not have available Vacation/Personal Holiday hours, except those hours for which Vacation/Personal Holiday hours are/is not available shall be non-paid. Effective 1/1/21 The Company agrees to provide STD benefits for all regular full-time employees on a non-contributory basis. Regular part-time, temporary or occasional employees are not eligible for STD benefits. The administration of STD leaves, including the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their normal job due to an illness or injury incurred on or off the job, and satisfy the requirements as outlined in situations where FMLAthis Article but subject to the terms of the Plan which control and govern. STD benefits begin on the 8th consecutive calendar day (sixth consecutive scheduled workday) of non-covered occupational illness or injury for participants. Written medical certification shall be required. Vacation hours are provided for all incidental absences to care from work and for covered relatives will exceed the first five (5) consecutive daysscheduled workdays of an occupational/non-occupational disability related absence (STD waiting period). In that caseThe employee must use all available Vacation/Personal Holiday hours before hours can be taken unpaid. However, when the absence is Worker’s Compensation related, the employee will have the opportunity to elect whether to take PTOvacation/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTOVacation/personal holiday Personal Holiday hours are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to to, reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 . STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. (a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/171/1/18, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. (b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks week 13 yrs or > more 26 weeks 0 weeks (c) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/171/1/18, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length your length of Service service is: Then Benefits benefits at 70% of Base Salary are Paid paid for:: Less than one year None 1 year or > 26 weeks (d) STD benefits under the Plan cease on the earlier of when either (a) the employee is released by their provider, and supported by the Plan, to return to work, (b) the employee fails to comply with the Plan’s STD administrative requirements, or (c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an at STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 36.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday FH hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-non- occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday FH hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday FH hours, those hours for which PTOVacation/personal holiday FH are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 36.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 36.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 36.4 STD benefits under the Plan may be paid up to a maximum of twenty-twenty- six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17January 1, 2018, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2018, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length your length of Service service is: Then Benefits benefits at 70% of Base Salary are Paid paid for:: Less than one year None 1 year or > 26 weeks c) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 36.5 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 21.01 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). . 21.02 Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO. 21.03 Vacation/personal holiday hours Personal holidays are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a an occupational/non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday is not available the time shall be non-paid. The employee is solely responsible for providing medical certification when requested by the Company. The Company may, at its own expense, require a second medical evaluation provided by a Company chosen physician. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 21.04 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, resolution of a Workers’ Compensation claim, plant/office closure, etc., while the employee is receiving STD benefits under the Planbenefits, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, exhausted or the employee’s doctor physician, Company designated physician, or independent medical examination (or the IME doctorIME) states and the Plan agrees that physician determines the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 21.05 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 21.06 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) 26 weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate wage does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) A. For employees hired, re-hired or transferred into this bargaining unit before 1/1/171/1/19, the STD benefit under the Plan is either sixty percent (60%) % or one hundred percent (100%) % of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) B. A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days specified under 21.10 after any STD benefit usage. If your length of service is: Then benefits at Benefit are 100% of Base Salary are paid for: And benefits at Benefits are 60% of Base Salary are paid for: Less than one year None None 0 weeks 0 weeks 1 yr year but < 2 yrs years 2 weeks 24 weeks 2 yrs years but < 3 yrs years 4 weeks 22 weeks 3 yrs years but < 4 yrs years 6 weeks 20 weeks 4 yrs years but < 5 yrs years 8 weeks 18 weeks 5 yrs years but < 6 yrs years 10 weeks 16 weeks 6 yrs years but < 7 yrs years 12 weeks 14 weeks 7 yrs years but < 8 yrs years 14 weeks 12 weeks 8 yrs years but < 9 yrs years 16 weeks 10 weeks 9 yrs years but < 10 yrs years 18 weeks 8 weeks 10 yrs years but < 11 yrs years 20 weeks 6 weeks 11 yrs years but < 12 yrs years 22 weeks 4 weeks 12 yrs years but < 13 yrs years 24 weeks 2 weeks 13 yrs years or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) C. STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 D. For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/19, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If your length of Service is: Then benefits at 70% of Base Salary are paid for: Less than one year None 1 year or > 26 weeks 21.07 If you return to work for less than 182 calendar days following an STD absencedays, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absencedays, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence. 21.08 The Company will provide all Worker’s Compensation benefits required by statute to an employee who sustains an on-the-job injury. The Company will provide an employee a salary continuation benefit (called Supplemental Workers’ Compensation Pay or SWCP) equal to 85% of regular base pay when combined with an approved Worker’s Compensation claim and statutory payment For eligible employees that have completed one year of service, the salary continuation benefit is available up to a maximum of 1040 hours for a single disability beginning on the eighth (8th) calendar day of approved absence. If the disability extends beyond 1040 hours, the employee may be eligible for Long Term Disability (LTD) benefits under the Plan. If approved as eligible for LTD under the Plan, the employees’ Worker’s Compensation benefit will be deducted from the employee’s LTD benefit as an approved offset. Employees with less than one year of completed service are not eligible for SWCP and will only be compensated by the state according to statutory law. An employee is never entitled to more than 85% of regular base pay while absent due to an on-the-job injury. Any overpayments made by receiving both SWCP salary continuation and Worker’s Compensation benefit payments in excess of 85% of regular base pay will be deducted from the employee’s salary continuation check, regular pay check, or are to be reimbursed by the employee to the Company. The employee receiving an overpayment is deemed to agree to the deduction from the employee’s salary continuation check, regular pay check, or to reimburse the Company. accordance with the CenturyLink Disability Plan (the “Plan”) and shall cease upon the earlier of a) an employee’s retirement,

Short Term Disability. 31.1 Section 34.01 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday PTO hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday PTO hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday PTO hours, those hours for which PTO/personal holiday is PTO are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 Section 34.02 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 Section 34.03 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 Section 34.04 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.six

Short Term Disability. 31.1 Section 34.01 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “"Plan”"). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8t h consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday PTO hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday PTO hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday PTO hours, those hours for which PTO/personal holiday is PTO are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 Section 34.02 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s 's benefits are exhausted, the employee fails to comply with the Plan’s 's STD administrative requirements, requirements or the employee’s 's doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 Section 34.03 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “"fitness for duty” " examinations. 31.5 Section 34.04 STD benefits under the Plan may be paid up to a maximum of twenty-twenty- six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “"base rate pay”". Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17January 1, 2019, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s 's service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system 's service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks CWA 4700 Indiana 47 October 1, 2017 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2019, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service 's anniversary date. If Your Length Less than one year None 1 year or > 26 weeks c) A higher level of Service is: Then Benefits at 70% of Base Salary are Paid for:benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s 's STD administrative requirements, or c) the Plan’s 's benefits as described in this Article have been exhausted. 31.6 Section 34.05 Successive disabilities due to the same cause that are separated by 30 calendar days or less of active full-time employment will be considered one disability. If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD CWA 4700 Indiana 48 October 1, 2017 absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 Section 34.01 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday PTO hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday PTO hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday PTO hours, those hours for which PTO/personal holiday PTO is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 Section 34.02 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 Section 34.03 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 Section 34.04 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.six

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-part- time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the R requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday Personal Holiday hours before hours can be taken unpaid. Effective January 1, except in situations where FMLA-covered 2017, Vacation/Personal Holiday hours are provided for all incidental absences to care from work and for covered relatives will exceed the first five (5) consecutive daysscheduled workdays of a non- occupational disability related absence (STD waiting period). In that case, the The employee will have the opportunity to elect whether to take PTOmust use all available Vacation/personal holiday Personal Holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choosebefore hours can be taken unpaid. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTOVacation/personal holiday Personal Holidays are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 1. The STD benefits benefit under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) 2. A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at Benefits are 100% of Base Salary are paid Rate Pay for: And benefits at Benefits are 60% of Base Salary are paid Rate Pay for: Less than one 1 year None None 0 Weeks 0 Weeks 1 yr Yr but < 2 yrs 2 weeks Weeks 24 weeks Weeks 2 yrs Yrs but < 3 yrs 4 weeks Weeks 22 weeks Weeks 3 yrs Yrs but < 4 yrs 6 weeks 20 weeks 4 yrs Yrs but < 5 yrs 8 weeks 18 weeks 5 yrs Yrs but < 6 yrs 10 weeks 16 weeks 6 yrs Yrs but < 7 yrs 12 weeks 14 weeks 7 yrs Yrs but < 8 yrs 14 weeks 12 weeks 8 yrs Yrs but < 9 yrs 16 weeks 10 weeks 9 yrs Yrs but < 10 yrs 18 weeks 8 weeks 10 yrs Yrs but < 11 yrs 20 weeks 6 weeks 11 yrs Yrs but < 12 yrs 22 weeks 4 weeks 12 yrs Yrs but < 13 yrs 24 weeks 2 weeks 13 yrs Yrs or > more 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate3. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either when a) the employee is released by their provider, and R supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time R employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Regular 7.6.1 Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday Personal Holidays are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 7.6.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 7.6.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not R be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 7.6.4 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the The STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 7.6.5 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.. R

Short Term Disability. 31.1 21.01 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). . 21.02 Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOR 21.03 Vacation/personal holiday hours Personal holidays are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday is not available the time shall be non-paid. The employee is solely responsible for providing medical certification when requested by the Company. The Company may, at its own expense, require a second medical evaluation provided by a Company chosen physician. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 21.04 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, resolution of a Workers’ Compensation claim, plant/office closure, etc., while the employee is receiving STD benefits under the Planbenefits, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, exhausted or the employee’s doctor physician, Company designated physician, or independent medical examination (or the IME doctorIME) states and the Plan agrees that physician determines the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be R terminated immediately. 31.4 21.05 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 21.06 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) 26 weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of R determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate wage does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) A. For employees hired, re-hired or transferred into this bargaining unit before 1/1/171/1/19, the STD benefit under the R Plan is either sixty percent (60%) % or one hundred percent (100%) % of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) B. A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days specified under 21.10 after any STD benefit usage. If your length of service is: Then benefits at Benefit are 100% of Base Salary are paid for: And benefits at Benefits are 60% of Base Salary are paid for: Less than one year None None 0 weeks 0 weeks 1 yr year but < 2 yrs years 2 weeks 24 weeks 2 yrs years but < 3 yrs years 4 weeks 22 weeks 3 yrs years but < 4 yrs years 6 weeks 20 weeks 4 yrs years but < 5 yrs years 8 weeks 18 weeks 5 yrs years but < 6 yrs years 10 weeks 16 weeks 6 yrs years but < 7 yrs years 12 weeks 14 weeks 7 yrs years but < 8 yrs years 14 weeks 12 weeks 8 yrs years but < 9 yrs years 16 weeks 10 weeks 9 yrs years but < 10 yrs years 18 weeks 8 weeks 10 yrs years but < 11 yrs years 20 weeks 6 weeks 11 yrs years but < 12 yrs years 22 weeks 4 weeks 12 yrs years but < 13 yrs years 24 weeks 2 weeks 13 yrs years or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) C. STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 D. For employees hired, re-hired or transferred into this R bargaining unit on or after 1/1/19, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If your length of Service is: Then benefits at 70% of Base Salary are paid for: Less than one year None 1 year or > 26 weeks 21.07 If you return to work for less than 182 calendar days following an STD absencedays, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absencedays, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence. 21.08 The Company will provide all Worker’s Compensation benefits required by statute to an employee who sustains an on-the-job injury.

Short Term Disability. 31.1 21.01 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). . 21.02 Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO. 21.03 Vacation/personal holiday hours Personal holidays are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a an occupational/non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday is not available the time shall be non-paid. The employee is solely responsible for providing medical certification when requested by the Company. The Company may, at its own expense, require a second medical evaluation provided by a Company chosen physician. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 21.04 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, resolution of a Workers’ Compensation claim, plant/office closure, etc., while the employee is receiving STD benefits under the Planbenefits, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, exhausted or the employee’s doctor physician, Company designated physician, or independent medical examination (or the IME doctorIME) states and the Plan agrees that physician determines the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 21.05 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 21.06 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) 26 weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate wage does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) A. For employees hired, re-hired or transferred into this bargaining unit before 1/1/171/1/19, the STD benefit under the Plan is either sixty percent (60%) % or one hundred percent (100%) % of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) B. A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days specified under 21.10 after any STD benefit usage. If your length of service is: Then benefits at Benefit are 100% of Base Salary are paid for: And benefits at Benefits are 60% of Base Salary are paid for: Less than one year None None 0 weeks 0 weeks 1 yr year but < 2 yrs years 2 weeks 24 weeks 2 yrs years but < 3 yrs years 4 weeks 22 weeks 3 yrs years but < 4 yrs years 6 weeks 20 weeks 4 yrs years but < 5 yrs years 8 weeks 18 weeks 5 yrs years but < 6 yrs years 10 weeks 16 weeks 6 yrs years but < 7 yrs years 12 weeks 14 weeks 7 yrs years but < 8 yrs years 14 weeks 12 weeks 8 yrs years but < 9 yrs years 16 weeks 10 weeks 9 yrs years but < 10 yrs years 18 weeks 8 weeks 10 yrs years but < 11 yrs years 20 weeks 6 weeks 11 yrs years but < 12 yrs years 22 weeks 4 weeks 12 yrs years but < 13 yrs years 24 weeks 2 weeks 13 yrs years or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) C. STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 D. For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/19, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If your length of Service is: Then benefits at 70% of Base Salary are paid for: Less than one year None 1 year or > 26 weeks 21.07 If you return to work for less than 182 calendar days following an STD absencedays, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absencedays, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence. 21.08 The Company will provide all Worker’s Compensation benefits required by statute to an employee who sustains an on-the-job injury. The Company will provide an employee a salary continuation benefit (called Supplemental Workers’ Compensation Pay or SWCP) equal to 85% of regular base pay when combined with an approved Worker’s Compensation claim and statutory payment For eligible employees that have completed one year of service, the salary continuation benefit is available up to a maximum of 1040 hours for a single disability beginning on the eighth (8th) calendar day of approved absence. If the disability extends beyond 1040 hours, the employee may be eligible for Long Term Disability (LTD) benefits under the Plan. If approved as eligible for LTD under the Plan, the employees’ Worker’s Compensation benefit will be deducted from the employee’s LTD benefit as an approved offset. Employees with less than one year of completed service are not eligible for SWCP and will only be compensated by the state according to statutory law. An employee is never entitled to more than 85% of regular base pay while absent due to an on-the-job injury. Any overpayments made by receiving both SWCP salary continuation and Worker’s Compensation benefit payments in excess of 85% of regular base pay will be deducted from the employee’s salary continuation check, regular pay check, or are to be reimbursed by the employee to the Company. The employee receiving an overpayment is deemed to agree to the deduction from the employee’s salary continuation check, regular pay check, or to reimburse the Company.

Short Term Disability. 31.1 22.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday day hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a an occupational or non-occupational disability related absence (STD waiting period). The employee must use all available PTOvacation/personal holiday days hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOvacation/personal holiday days hours, those hours for which PTOvacation/personal holiday is days are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 22.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 22.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 22.4 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17January 1, 2019, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2019, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length Less than one year None 1 year or > 26 weeks c) A higher level of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under does not take place if an employment anniversary occurs while receiving benefits or if the Plan cease on the earlier of when either a) employment anniversary occurs before the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return returns to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.one hundred eighty-two

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTO/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTO/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTO/personal holiday Personal Holiday hours, those hours for which PTO/personal holiday Personal Holidays are/is not available shall be non-non- paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 6.10.1 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 6.10.2 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 6.10.3 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17R 2019, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or transferred into this bargaining unit on or if the employment anniversary occurs before the employee returns to work for one hundred eighty two (182) consecutive days after 1/1/17, the any STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for:usage. dc) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 22.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday day hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a an occupational or non-occupational disability related absence (STD waiting period). The employee must use all available PTOvacation/personal holiday days hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOvacation/personal holiday days hours, those hours for which PTOvacation/personal holiday is days are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 22.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 22.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 22.4 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired hired, or transferred into this bargaining unit before 1/1/17January 1, 2019, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks cb) For employees hired, re-hired hired, or transferred into this bargaining unit on or after 1/1/17January 1, 2019, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length Less than one year None 1 year or > 26 weeks c) A higher level of Service is: Then Benefits at 70% of Base Salary are Paid for:benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee returns to work for one hundred eighty-two (182) consecutive days after any STD benefit usage. d) STD benefits under the Plan cease on the earlier of when either when a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 22.5 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 The Company agrees to provide STD benefits for all regular full- time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-occupational illness or injury for participants. Written medical certification shall be required. PTOVacation/personal holiday Personal Holiday hours are provided for all incidental absences from work and for the first five (5) consecutive R scheduled workdays of a non-occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal Holiday hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal Holiday hours, those hours for which PTOVacation/personal holiday Personal Holidays are/is not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 . If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 . The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 STD benefits under the Plan . Benefits may be paid up to a maximum of twenty-twenty six (26) weeks. The amount of pay (partial sixty percent (60%) or full pay benefits) is a percentage of “base rate paysalary”. Base rate pay salary for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate salary does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) 1. For employees hired, re-hired or transferred into this R bargaining unit before 1/1/17January 1, 2020, the STD benefit under the Plan is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system service anniversary date.. Less than 1 year 0 Weeks 0 Weeks 1 Yr but < 2 yrs 2 Weeks 24 Weeks 2 Yrs but < 3 yrs 4 Weeks 22 Weeks 3 Yrs but < 4 yrs 6 weeks 20 weeks 4 Yrs but < 5 yrs 8 weeks 18 weeks 5 Yrs but < 6 yrs 10 weeks 16 weeks 6 Yrs but < 7 yrs 12 weeks 14 weeks 7 Yrs but < 8 yrs 14 weeks 12 weeks 8 Yrs but < 9 yrs 16 weeks 10 weeks 9 Yrs but < 10 yrs 18 weeks 8 weeks 10 Yrs but < 11 yrs 20 weeks 6 weeks 11 Yrs but < 12 yrs 22 weeks 4 weeks 12 Yrs but < 13 yrs 24 weeks 2 weeks 13 Yrs or more 26 weeks 0 weeks b) 2. A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works returns to work for one hundred eighty two (182) consecutive days after any STD benefit usage. 3. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 . If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.

Short Term Disability. 31.1 Section 9.1 The Company agrees to provide STD benefits for all regular full- full-time employees on a non-contributory basis. Regular part-time, temporary, or occasional employees are not eligible for STD benefits. The administration of STD leaves, including but not limited to the application process and timelines, eligibility rules, notice requirements, return to work rights, and modified duty programs will be governed by the CenturyLink Disability Plan (the “Plan”). Employees qualify for STD benefits when they are participants who cannot work at their usual normal job due to an illness or injury incurred off the job, and satisfy the requirements as outlined in this Article but subject to the terms of the Plan which control and govern. STD benefits begin on the eighth 8th consecutive calendar day (sixth consecutive scheduled workday) of non-non- occupational illness or injury for participants. Written medical certification shall be required. PTOArticles 16 and 17 apply to any dispute over an employee’s qualification for STD benefits. Vacation/personal holiday Personal hours are provided for all incidental absences from work and for the first five (5) consecutive scheduled workdays of a non-non- occupational disability related absence (STD waiting period). The employee must use all available PTOVacation/personal holiday Personal hours before hours can be taken unpaid, except in situations where FMLA-covered absences to care for covered relatives will exceed five consecutive days. In that case, the employee will have the opportunity to elect whether to take PTO/personal holiday hours or an unpaid absence. In all other situations, the employee will not have the opportunity to choose. If an employee does not have available PTOVacation/personal holiday Personal hours, those hours for which PTOVacation/personal holiday is Personal are not available shall be non-paid. 31.2 Employees do not qualify for STD benefits if: 1) they engage in any activity which is inconsistent with the application for STD; 2) they refuse restricted or light duty assignments that are in compliance with work restrictions while receiving STD benefits; or 3) the illness or injury is caused by armed conflict, results from committing a felony or attempted felony, occurs while engaging in an illegal activity, or is intentionally self- inflicted. 31.3 Section 9.2 If employment is involuntarily terminated due to reasons including but not limited to reduction in work force, plant/office closure, etc., while the employee is receiving STD benefits under the Plan, the employee may continue to receive benefits until the earlier of either the Plan’s benefits are exhausted, the employee fails to comply with the Plan’s STD administrative requirements, requirements or the employee’s doctor (or the IME doctor) states and the Plan agrees that the employee can return to work. If employment is involuntarily terminated for just cause, STD benefits may be terminated immediately. 31.4 Section 9.3 The Plan Administrator may suspend or deny STD benefits if the employee fails to submit all forms/documentation as required, fails to comply with a Company request for an IME IME, or fails to comply with the requirements of the STD Plan. The Plan Administrator may require such physical or other professional examinations from healthcare providers in accordance with the Americans with Disabilities Act, the Family and Medical Leave Act and/or any other applicable law or regulations as well as when an employee is claiming benefits or privileges under the Plan. The requirement for additional medical or other examinations shall include, but not be limited to, independent medical examinations to confirm a disability, circumstances in which an employee seeks disability or family leave and applies for or is receiving any benefits financed by the Plan, ; and “fitness for duty” examinations. 31.5 Section 9.4 STD benefits under the Plan may be paid up to a maximum of twenty-six (26) weeks. The amount of pay (partial or full pay benefits) is a percentage of “base rate pay”. Base rate pay for the purpose of determining the appropriate STD benefit will be based on the regular straight time rate of pay. Base rate does not include incentive compensation, overtime, shift differential or other special payments or calculations. a) For employees hired, re-hired or transferred into this bargaining unit before 1/1/17, the STD benefit is either sixty percent (60%) or one hundred percent (100%) of the base rate. The percentage paid is based on the length of service with the Company. An employee’s service anniversary date determines the benefit payment schedule as identified in the chart below. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s system anniversary date. b) A higher level of benefits does not take place if an employment anniversary occurs while receiving benefits or if the employment anniversary occurs before the employee works for one hundred eighty two (182) consecutive days after any STD benefit usage. If your length of service is: Then benefits at 100% of Base Salary are paid for: And benefits at 60% of Base Salary are paid for: Less than one year None None 1 yr but < 2 yrs 2 weeks 24 weeks 2 yrs but < 3 yrs 4 weeks 22 weeks 3 yrs but < 4 yrs 6 weeks 20 weeks 4 yrs but < 5 yrs 8 weeks 18 weeks 5 yrs but < 6 yrs 10 weeks 16 weeks 6 yrs but < 7 yrs 12 weeks 14 weeks 7 yrs but < 8 yrs 14 weeks 12 weeks 8 yrs but < 9 yrs 16 weeks 10 weeks 9 yrs but < 10 yrs 18 weeks 8 weeks 10 yrs but < 11 yrs 20 weeks 6 weeks 11 yrs but < 12 yrs 22 weeks 4 weeks 12 yrs but < 13 yrs 24 weeks 2 weeks 13 yrs or > 26 weeks 0 weeks c) For employees hired, re-hired or transferred into this bargaining unit on or after 1/1/17, the STD benefit under the Plan is seventy percent (70%) of the base rate. The following STD benefit payment schedule is based on completed years of service as determined by the employee’s service anniversary date. If Your Length of Service is: Then Benefits at 70% of Base Salary are Paid for: d) STD benefits under the Plan cease on the earlier of when either a) the employee is released by their provider, and supported by the Plan, to return to work, b) the employee fails to comply with the Plan’s STD administrative requirements, or c) the Plan’s benefits as described in this Article have been exhausted. 31.6 If you return to work for less than 182 calendar days following an STD absence, your previous STD benefits will be considered in determining the amount and maximum period of benefits. In other words, you will continue on the STD Benefit Payment Schedule described above based on your service at the first time you became entitled to Plan benefits. If you return to work for at least 182 calendar days following an STD absence, your previous STD benefits under the Plan will not be considered in determining the amount and maximum period of benefits. In other words, you will be eligible for the full benefit described above for any STD absence.six