Employee’s Guide toLeaves of Absence

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Circumstances of Life sometimes require time

away from work. Boston Scientific policies and

programs allow different types of leaves to help

meet a variety of needs for employees, their

families and the company. To administer our

leaves, the company contracts with Aetna to

approve, track and coordinate benefits. This

guide highlights different leaves, your

responsibilities and Aetna’s role.

Company ConfidentialAugust 1, 2018

1

Table of Contents Applicable BSC

policy

Page

Introduction 2

Employee’s Leave Checklist EE’s LOA Checklist 3

Contacts 4

Family Medical Leave Act

(FMLA)

Leaves for Medical and

Family Purposes 4-03

5

Short Term Disability (STD) 7

Maternity Leave 10

Paid Parental Leave Paid Parental Leave 4-11 11

Intermittent Leave 12

US Military Leave US Military Leave 4-06 13

Global Sabbatical Leaves Global Sabbatical Leave 14

Personal Leave Personal Leave of

Absence 4-09

15

Notes for Sales Employees 16

State Programs

• California (STD & Parental)

• New York

• Additional State Programs

17

18

19

Long Term Disability (LTD) 20

Returning to Work 22

How to use this LOA Guide

August 1, 2018

This guide and the Employee’s Leave Checklist have been

prepared to help you understand the responsibilities

associated with processing requests for leaves of absence.

For additional information, please refer to the policy and

procedure information available in Policy-Central and

BenefitsConnect.

The Table of Contents to your right has hyperlinks to the

applicable sections of the guide. Simply click on the page

number to quickly access the section you would like to

review.

In addition, you will find hyperlinks throughout this guide

that take you directly to the policies or Summary Plan

Description (SPD) where you will find detailed information.

IntroductionBoston Scientific Corporation provides eligible employees with access to leave of

absence options and benefits including:

✓ Family and Medical Leave Act (FMLA) leave

✓ Short-term disability (STD) benefits

✓ Paid Family Leave benefits which includes: Maternity and Bonding Leaves

✓ Military Leave benefits

✓ Unpaid Personal Leave

✓ Long-term disability (LTD) benefits

• Aetna administers leaves of absence on behalf of Boston Scientific under the

policies and programs of the company. When you need to have an absence

from work for 3 or more consecutive calendar days Aetna will administer,

track and coordinate your leave. It is your responsibility to contact Aetna to

initiate a leave in a timely manner.

• If your leave is due to a work-related injury, contact your Supervisor to report

the incident. ASAP.

• Your Supervisor will coordinate with local Environmental, Health and

Safety to initiate a Worker’s Compensation claim with Liberty Mutual.

• If you will be absent from work for more than 5-7 days due to a

workers compensation claim, you should contact Aetna to file an

FMLA claim.

Note:

This information highlights leave of absence benefits for Boston Scientific Corporation. If there are any discrepancies between the

information in this guide and Boston Scientific Corporation’s official plan documents and/or policies, the plan documents and policies

will prevail. Boston Scientific Corporation reserves the right to modify or end its benefits at any time, to the extent allowed by law.

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Note on concurrent leaves: When on a leave, you may be eligible for multiple leaves, such as FMLA or similar state leaves, which may “run concurrently,” or at the

same time, as allowed by state law. In addition, you may be entitled to both FMLA/FMLA-like state leave and STD benefits or other paid benefits, which would run

concurrently. This means that you could have job protection under the FMLA and you could apply STD benefits toward the otherwise unpaid FMLA leave. Leaves,

benefits or pay that run concurrently do not extend your entitlement under any of the relevant programs. In other words, if you are eligible for 12 weeks of FMLA leave

and 6 weeks of STD pay, you would apply the 6 weeks of STD toward the first 6 weeks of otherwise unpaid FMLA, but this would not extend your FMLA leave.

Company ConfidentialAugust 1, 2018

See the State Leave pages in this guide for more details.

❖ Call CA EDD at 1-800-480-3287 or 1-866-658-

8846 (En Español). If you work in CA, you must

also call the CA EDD to report a short-term

disability claim or are requesting CA Paid Family

Leave. Please review the CA Leave page in this

guide for more details.

❖ Call NYPFL (844) 337-6303 or visit

ny.gov/PaidFamilyLeave

❖ Call NJ Department of Labor and Workforce

Development's Division of Temporary

Disability Insurance at 1-609-292-7060. If you

work in NJ, you must also call the NJ TDI

department to request paid Family Leave

Insurance benefits.

❖ Call RI Rhode Island Temporary Disability

Insurance at 401-462-8420. If you work in RI,

you must also call the RI Temporary Disability

Insurance Department if you are reporting a short-

term disability claim.

ImportantIf you would like to add your newborn or adopted child to your BSC health insurance, you must enroll them within 31 days of the

child’s birth or adoption placement date. You can enroll the child via (2) methods: Benefits Central web portal (BSC login access

required) or call the HR Service Center at 800-570-4455 Mon-Fri 8:00am-7:00pm. Calling after this enrollment deadline will result in

lack of coverage for your child. You cannot enroll your newborn by calling your medical plan directly.

Employee’s Leave of Absence Checklist

Before the Leave Begins

▪ If feasible, provide advanced leave notice to your Supervisor. You do not need to provide medical condition, diagnosis, or personal reason for the leave.

▪ It is your responsibility to contact Aetna to initiate a leave within 30 days in advance by: Telephone: 800-308-2386, Web Portal: www.wkabsystem.com or Mobile app. To

download the mobile app, Text Apps to 23862 or www.aetna.com/mobile.

▪ Once your leave has been initiated with Aetna; it is your responsibility to contact them if you do not to take the leave. Failing to cancel your leave will impact your pay.

▪ Agree upon timeframes for touching base with your Supervisor while on leave and confirm preferred communication method (email/phone).

▪ Discuss accrued vacation time that is available and if you plan to utilize any vacation days during any unpaid time.

▪ Aetna can answer all of your leave questions including eligibility, available leave types and if your leave will be paid vs. unpaid.

▪ If you work in California, you must file a claim with both the CA Employment Development Department (EDD) and Aetna. Please review the California LOA Handout.

▪ If you work in New York, you should call Aetna to initiate your claim and review the New York Paid Family Leave page within this guide.

▪ If you are taking a Military Leave, please review the Military Leave page in this guide, the Military LOA Checklist and the Military Policy 4-06.

▪ If you miss work for more than five work days/seven calendar days due to a work injury, you should contact your Supervisor. Your Supervisor will coordinate with the local

Occupational Health Nurse to initiate a worker’s compensation claim with Liberty Mutual. You should also contact Aetna to open an FMLA Leave which will run concurrent

with your workers compensation leave.

During the Leave

▪ When you start your leave, call Aetna to report your last day worked and your first full day absent from work. Intermittent Bonding leaves should be

reported in advance or within two days of return to work; otherwise your leave will not be paid.

▪ If your situation changes, update Aetna and your Supervisor throughout the leave (e.g. change in leave duration).

▪ To receive or continue your approved leave and/ or paid benefits you must fully and promptly respond to Aetna’s requests for documentation, second

opinion evaluations and updates. If multiple doctors are treating you, complete a Medical Authorization for each. If medical documentation is not

received by Aetna within 10-14 days you will be moved to an unpaid leave of absence.

TIP! To expedite the claim approval process, request a copy of your doctor ‘s medical report , download the Aetna mobile app , use

your smartphone to take a picture of your medical report and upload it to Aetna’s workability system.

▪ If you have a behavioral health claim or are working with multiple providers you may call Health Champion 1-866-812-5303. They can act as a liaison

between Aetna and your doctor. Health Champion can also help you with the appeals process if your claim is denied.

▪ Employees on Intermittent Leave or a Reduced Work Schedule should report hours taken within 3 business days to Aetna. Failure to provide prompt

notice could cause a pay delay or denial. All intermittent and reduced schedules must be reviewed in advance with your Supervisor.

▪ If you’re on a paid leave, your benefits will be deducted from your paycheck. If your leave pay is not enough to cover the cost of your benefits or your leave

is unpaid, you will receive a letter from BSC’s HR Service Center to set up a benefits payment schedule.

▪ If you are on a paid family leave, you have 31 days from the child’s birth or adoption placement date to enroll the child in BSC insurance plans.

▪ Consult your Kronos administrator with any time tracking questions at KronosQA@bsci.com

Return to work

▪ Contact your Supervisor and Aetna with the date you plan to return to work. If a work accommodation is necessary, Boston Scientific will make

reasonable accommodations, unless to do so would constitute undue hardship to Boston Scientific.

▪ Failure to report your return date in a timely manner, could impact your pay, and system access.

Leave of Absence Contact Information

4Revision: July 2015 Company Confidential

Contact Resources provided Contact Information

Policy-Central Leave of Absence policy and procedure information is available online on Policy-Central . Information is located under “Leaves & “Time Off Work Policies” sections.

Link to Policy-Central

Benefits Connect The Leave of Absence page on Benefits Connect provides detailed information regarding disability benefits. From Benefits Connect choose myLife/Leave of Absences.

BenefitsConnect

HR Service Center

After reviewing this Guide , the Leave Checklist and the applicable Policy , the HR Service Center is the best resource to discuss benefit and leave policies and procedures.

1-800-570-4455

Aetna Aetna administers the leave of absence program. Employees contact Aetna to initiate a leave and correspond with Aetna throughout their leave to ensure that Aetna has the required documentation needed to administer their leave. Aetna will confirm an employee’s return to work date with the employee’s Supervisor.

1-800-308-2386To download the mobile app, Text Apps

to 23862 or www.aetna.com/mobile.

Workability System

Payroll Aetna works with representatives in the Payroll department at the HR Service Center to ensure that employees are paid per BSC’s policies and procedures. Should you have a question on how a leave pay was calculated, contact the HR Service Center and select “payroll” from the phone menu.

1-800-570-4455

Employee Assistance Program (EAP)

If you have a behavioral health claim or are working with multiple

providers you may call Health Champion 1-866-812-5303. They can

act as a liaison between Aetna and your doctor. Health Champion

can also help you with the appeals process if your claim is denied.

Call: 866.812.5303TDD: 800.697.0353

Go online: guidanceresources.comBSC Web ID: EB3414XTBD

Liberty Mutual If you will miss work for more than five (5) work days/seven (7) calendar

days due to an injury at work, you should contact your Supervisor. Your

Supervisor will coordinate with the local Occupational Health and Safety

Nurse to initiate a Worker’s Compensation claim with Liberty Mutual. You

should contact Aetna to open an FMLA Leave.

1-800-362-0000

Family Medical Leave Act (FMLA) – Page 1 of 2

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Under the Family and Medical Leave Act (FMLA) of 1993 and

various state laws, workers are guaranteed some job and benefit

protections if they need to take a leave of absence for certain family medical or family military situations. Please see the Leaves for Medical and Family Purposes policy for complete governing details.

Through FMLA leave, eligible employees may be absent from work

for up to 12 weeks during a rolling 12-month period. An additional

14 weeks of leave (up to 26 weeks total in a 12-month period) is

also available for Military Caregiver Leave.

To be eligible for a leave of absence associated with

FMLA, employees must have completed:

• At least one year of service with Boston Scientific. (The year

does not have to be consecutive)

• 1,250 hours or more of service in the 52-week period

immediately preceding the first day of the leave of absence

and work at a location where there are 50 or more employees

within 75 miles of their work location (not required under

Company policy)

• If you worked for BSC as a temp or contractor, please report

these employment dates to Aetna, as it will be applied

towards your FMLA eligibility.

Please note that employees qualifying for FMLA leave must apply for

an approved FMLA leave for any leave time that the employee

wishes to take for that qualifying reason. For example, an employee

may not choose to use vacation instead of FMLA leave time for an

FMLA qualifying leave, e.g., placement of a new foster child.

Approved FMLA leave may be continuous (taken on a full-time

basis), intermittent if medically necessary (taken in periods) or in the

form of a reduced work schedule (fewer work hours per day or days per week) as provided by the Leaves for Medical and Family Purposespolicy

FMLA leave is unpaid. It provides you with assurance that,

generally, your current job or an equivalent position will be available

upon return to work approved by company policy. It also ensures that

you do not lose benefits:

• Including those benefits that require service accrual due to

certain family and/or medical situations

Employees may apply available paid leave benefits toward FMLA

leave.

Note: Some states, including California, New York, Hawaii, and New

Jersey have regulations that may affect STD and paid family leaves.

See the separate State leave pages in this guide for more details.

Employees experiencing the following situations may qualify for FMLA leave:• Employee’s own serious health condition

• Employee’s or a spouse’s/domestic partner’s birth, adoption, or foster care placement of a child and for care of that child

• Serious health condition of a spouse/ domestic partner, parent or child

Military Family leaves include:

• Qualifying Exigency Leave

• Military Caregiver Leave

Company ConfidentialAugust 1, 2018

What is FMLA? “FMLA” is an abbreviation for the federal law, “The Family and Medical Leave Act of 1993,” This law and the Company’s Leaves

for Medical and Family Purposes policy provide eligible employees with job protection for up to 12 weeks of leave for:

• birth, adoption, or foster care placement of a child and for care of that child

• care for a family member’s serious health condition, or

• your own serious health condition

• Time away from work due to an approved Workers Compensation Claim

FMLA leave is unpaid. However, pay benefits for which an employee may be eligible are: Short Term Disability, Maternity and Paid Bonding

Leave, can be applied toward one’s FMLA leave so that some or all of the FMLA leave time is paid.

What does it mean when you say “leaves run concurrently?” When on a leave, you may be eligible for multiple leaves, such as FMLA

or similar state leave, which would “run concurrently,” or at the same time, as allowed by state law. In addition, you may be entitled to both

FMLA/FMLA-like state leave and STD benefits or other pay benefits, which would run concurrently. This means that you could have job protection

under the FMLA and you could apply STD benefits toward the otherwise unpaid FMLA leave. Leaves, benefits or pay that run concurrently do not

extend your entitlement under any of the relevant programs. In other words, if you are eligible for 12 weeks of FMLA leave and 6 weeks of STD pay,

you would apply the 6 weeks of STD toward the first 6 weeks of otherwise unpaid FMLA, but this would not extend your FMLA leave.

May I take vacation or an unpaid personal leave of absence after my FMLA ends to extend my leave? Neither accrued but unused

vacation pay nor unpaid personal leave can be taken to extend any FMLA or similar state law leave to which you may be entitled, or the job

protection rights associated with such leaves. You may seek approval to take vacation time or an unpaid Personal Leave of Absence 4-09 at the end

of your leave in the ordinary course, subject to the usual approval process and taking into account business-related factors such as scheduling and

support levels. Please refer to the BSC Vacation Policy for details.

How does Leave of Absence affect my Benefits? If you’re on a paid leave of absence, your benefits will continue to be deducted from your

biweekly paycheck. If your leave of absence pay is not enough to cover the cost of your benefits or your leave of absence is unpaid, you will be

contacted by the HR Service Center by mail to set up a payment schedule so that participation may continue. If you receive payment for vacation or

bonus during your unpaid leave; benefit premium deductions will be withheld and this amount will be deducted from the monthly amount you pay.

We recommend that you review your paychecks to ensure accurate deductions are being taken while on leave. Your Dependent Care FSA

Participation and contributions will continue to be deducted from your paycheck while your on leave. If your daycare situation has changed and you

do not wish to contribute or would like to change your annual maximum, please contact the HRSC within 31 days of your child’s date of birth or

adoption placement date.

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FMLA – Page 2 of 2

Company ConfidentialAugust 1, 2018

Boston Scientific’s Short-term Disability (STD) benefits provide pay

to allow eligible employees to take off work due to a qualifying

illness or injury for up to 180 days (26 weeks) and receive all or a

portion of their base pay. In order to be eligible for STD benefits:

• The employee must be a regular employee scheduled to

work at least 20 hours per week

• The illness or injury must be non-occupational and the

employee must be under the care of a doctor

If the illness or injury is related to on-the-job service, employees

should contact their supervisor to report the incident. The

supervisor will coordinate with the local EHS to initiate the claim

with Liberty Mutual. Employee should contact Aetna to open an

FMLA claim.

There is a waiting period of five (5) work days/seven (7) calendar

days before pay for an approved STD-related medical leave may

begin. Approved STD benefits are retroactive to the first day of

disability for exempt employees. Nonexempt employees must use

available, accrued leave during the waiting period (including all

absence/sick time and then floating holidays), and may then use

vacation time.

This waiting period counts toward the disability benefit period for

nonexempt employees. In other words, if a nonexempt employee

begins a qualifying absence on Day 1, he or she would apply

available absence/sick time and floating holidays toward Days 1 to

5 and would begin receiving STD benefits the following day. The

entire time would count toward the STD period and toward the STD

schedule of benefits

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Short Term Disability (STD) – Page 1 of 3

.Approved STD may be continuous (taken on a full-time basis) or in the

form of a reduced work schedule (fewer work hours per day or days per

week).

STD allows you to count the time you are away from work for certain

medical treatments (i.e., chemotherapy, radiation, dialysis, interferon,

and/or treatment for Hepatitis C) towards the elimination period. For a

day to count towards the elimination period, you must be away from work

for medical treatment for at least four hours. You must satisfy the 5

business day elimination period within 30 consecutive days or the period

of disability will not be considered successive and a new elimination

period will need to be satisfied.

Once you have satisfied the elimination period, STD benefits will be paid

for any subsequent time you need to be away from work for qualifying

medical treatments. If you do not have medical treatment for 30 or more

consecutive days, the period of disability will not be considered

continuous and you will need to satisfy a new elimination period. If you

have questions about the elimination period, please contact Aetna.

Once your leave has been initiated with Aetna; it is your responsibility to

contact them if you do not take the leave. Failing to cancel your leave will

impact your pay.

If you have a behavioral health claim or are working with multiple

providers you may call Health Champion 1-866-812-5303. They can act

as a liaison between Aetna and your doctor. Health Champion can also

help you with the appeals process if your claim is denied.

Note: Some states, including California and New York have their own paid parental

leave programs and you should refer to the State’s Leave page within this Guide

for more information. Hawaii, Massachusetts and New Jersey also have

regulations that may affect your leave.

August 1, 2018

What is STD? “STD” is an abbreviation for Boston Scientific’s Short-Term Disability Program. Generally, eligible employees may receive STD

benefits, if approved, in the form of continuation of some or all of their salary for up to 26 weeks (180 days).

What is STD pay? “STD pay” is the amount of salary continuation, or STD benefit, you receive if approved under the STD program.

Does my STD pay begin on the first day of my disability? For all employees, there is a five working/seven calendar day waiting period

before STD benefits can begin. Also for all employees, the STD benefit period, if approved, is retroactive to the first day of illness or injury (for

maternity leave purposes, this would typically be the date you give birth but could be sooner if you qualify for STD benefits before you give birth).

If you are an exempt (salaried) employee who is approved for STD and has satisfied the waiting period, your STD benefits will begin

immediately at the outset of the STD benefit period. If you are a non-exempt (hourly) employee, you are required to use any accrued

absence/sick or floating holidays (in that order), and you may use vacation, during the waiting period (which is also the first week of the

benefit period). If you are a non-exempt employee and you do not have sufficient paid time to apply to the waiting period, any remaining

portion of the waiting period will be unpaid. STD benefit payments may continue, if approved, for up to 180 days, inclusive of the waiting

period.

When I receive my first disability paycheck, what should I expect as a percent of pay? The amount of any STD pay you receive is

based on your length of service with the company as of the date you become disabled. Your STD benefit is based on your pay just prior to your

disability. Any salary increase effective during the course of your disability will not be included in this calculation.

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STD – Page 2 of 3

Paid Leave Table

If your service equals: 100%* of pay for: 75% of pay for:

Less than 2 years 2 weeks 24 weeks

2 – 4 years 8 weeks 18 weeks

5 – 9 years 16 weeks 10 weeks

10 years or more 26 weeks 0 weeks

*Includes waiting time for non-exempt employees.

Company ConfidentialAugust 1, 2018

How do I take more time-off after my STD pay ends? Job protection rights are determined by your eligibility for FMLA or similar state leave

laws. Please be sure that you have notified your supervisor and Aetna when you initiate your FMLA claim as to your length of expected leave,

including time that may extend beyond the length of any STD benefits for which you may be eligible. Again, FMLA is unpaid leave, unless you

choose to apply available, accrued paid time off toward the unpaid leave. Please see Leaves for Medical and Family Purposes policy for more

information.

May I take vacation or an unpaid personal leave of absence after my STD ends to extend my leave? Neither accrued but unused

vacation pay nor unpaid personal leave can be taken to extend any FMLA or similar state law leave to which you may be entitled, or the job

protection rights associated with such leaves. You may seek approval to take vacation time or an unpaid personal leave of absence at the end of

your leave in the ordinary course, subject to the usual approval process and taking into account business-related factors such as scheduling and

support levels. Please see the Vacation Policy for more information.

How does Leave of Absence affect my Benefits? If you’re on a paid leave of absence, your benefits will continue to be deducted from your

biweekly paycheck. If your leave of absence pay is not enough to cover the cost of your benefits or your leave of absence is unpaid, you will be

contacted by the HR Service Center by mail to set up a payment schedule so that participation may continue. If you receive payment for vacation or

bonus during your unpaid leave; benefit premium deductions will be withheld and this amount will be deducted from the monthly amount you pay.

We recommend that you review your paychecks to ensure accurate deductions are being taken while on leave.

Is my doctor required to do more than report disability dates for me to receive STD pay? Aetna will send you forms for your

completion. Please review all forms and paperwork on a timely basis. Complete the Medical Authorization Form that allows Aetna to obtain

medical information from your doctor or your family member’s doctor. Your doctor must submit requested medical authorization supporting your

restrictions, limitations and inability to work. If you have a behavioral health claim or are working with multiple providers you may call Health

Champion 1-866-812-5303. They can act as a liaison between Aetna and your doctor. Health Champion can also help employee with the Appeals

process if a claim is denied. You may need to provide further medical documentation or undergo an examination at the company’s expense by a

doctor of Aetna’s choosing for a second opinion. This evaluation will be the final determination of your eligibility for disability benefits (but not FMLA

leave). Aetna also has the right to require further examinations to determine whether you remain disabled. Failure to provide requested

documentation at any time prior to or during your leave may cause your leave to be unauthorized and may result in action up to and including

termination from employment.

How do I apply for state benefits? If you work in HI, NJ or NY: You must file a claim with Aetna. You do not need to file a claim in these states.

If approved for benefits, you will receive a check from Aetna for the fully-insured benefit and a paycheck from Boston Scientific for any amount due

to you under the STD program that is in excess of the state benefit. See State Benefits towards the end of this guide for more information. If you

live in CA, please review the State Disability Program on page 17 for details.

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STD – Page 3 of 3

When do I request leave for the birth of my child? You should contact Aetna no sooner than 30 days before your due date. If you deliver early or have medical complications, please contact Aetna as soon as possible.

How long am I allowed to be off work with job protection after giving birth? If you qualify for a leave under the FMLA and the Company’s Leaves for Medical and Family Purposes policy, you may take up to 8 weeks of Paid Maternity Leave plus 4 weeks of Paid Bonding Leave for a total of 12 weeks, with job protection, for your baby’s birth and care. If you are eligible for leave time under a similar State paid benefit; BSC will offset your maternity and/or bonding pay. Any such approved state leaves run concurrently to the extent allowed by law.

Will I be paid during my maternity leave? Yes, new moms are eligible for 8 weeks Paid Maternity Leave at 100% of your base salary. If you are in a sales position this amount will also include a 12 month commission average for the 8 weeks of leave.

Additionally, new moms are eligible for 4 weeks of Paid Bonding leave (please refer to the bonding leave section for more information) at 100% of your base salary. If you are in a sales position this includes actual earned commissions for the 4 weeks of leave.

How does Leave of Absence affect my Benefits? If you’re on a paid leave of absence, your benefits will continue to be deducted from your biweekly paycheck. If your leave of absence pay is unpaid, you will be contacted by the HR Service Center by mail to set up a payment schedule so that participation may continue. If you receive payment for vacation or bonus during your unpaid leave; benefit premium deductions will be withheld and this amount will be deducted from the monthly amount you pay. We recommend that you review your paychecks to ensure accurate deductions are being taken while on leave.

How long will I receive Maternity pay after birth of my child? You will be approved for eight weeks of Maternity at 100% of your pay after your baby is born. However, your doctor may certify you to a longer period under certain medical conditions and this leave may be approved under the STD, FMLA and/or similar state leave. This time would run concurrent with the four weeks available under the bonding leave ,FMLA and any state leaves. Please call Aetna if you have questions on how these leaves types could impact your pay.

Am I allowed any time off before my baby is born? You will be able to start maternity leave up to two (2) weeks prior to your due date. This time would be counted against the 8 weeks available under the maternity benefit and run concurrent with FMLA.

– If you live and work in CA or NY please review these state’s family leave page within this guide, as well as the CA LOA Handout.

– If you live and work in HI, NJ or RI : You should contact Aetna to learn more about state disability pay eligibility, if any.

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Maternity & Bonding Leave

August 1, 2018

Important:

If you would like to add your newborn or adopted child to your BSC health insurance, you must enroll

them within 31 days of the child’s birth or adoption placement date. You can enroll the child via

(2) methods: the Benefits Central web portal (BSC login access required) or call the HR Service at

800-570-4455 Mon-Fri 8:00am-7:00pm. Calling after this enrollment deadline will result in lack of

coverage for your child. You cannot enroll your newborn by calling your medical plan directly.

Boston Scientific provides Paid Parental Leave for eligible

adoptive parents and non-birth parents (i.e. father, domestic

partner). This leave runs concurrently with any approved FMLA

leave. Please refer to the Paid Parental Leave Policy and the

Adoption Assistance Program information located at

https://secure.BenefitsConnect.com/adoption-asst.html

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Paid Parental LeaveFamily Event Parent Covered Paid Leave Time

Adoption (see

types of adoption

below)

Adoptive Parent(s) Up to eight weeks for any child or

children placed in the home within the

same week.

Bonding Birth and Non-birth

parent (i.e., father,

domestic partner)

Up to four weeks for each delivery

(i.e., per delivery even in the case of

multiple child delivery).

What are the types of adoption? Children currently under the age of 18 who are legally eligible for adoption, including but not limited to blood relatives,

foster children, stepchildren, and grandchildren.

Is there a waiting period to become eligible for paid parental leave? There is no waiting period to become eligible for paid bonding leave.

Will I be paid during my Bonding Leave? Yes, birth and non-birth parents are eligible for 4 weeks of paid leave at 100% of your base salary. If you are

in a sales position this includes actual earned commissions for the 4 weeks of leave. Bonding leaves should be reported in advance or within two days of

your return to work; otherwise your leave will not be paid. Aetna will automatically offset your bonding pay if you’re eligible for leave pay under the CA EDD

state program. To receive full bonding pay, you should file a claim with both Aetna and CA EDD.

Do I have to take this leave all at once? No. Paid Bonding leave may be taken intermittently in one week increments or on a reduced schedule with

your Supervisor’s approval. Intermittent Bonding leave must be reported in advance and prior to return to work, otherwise you will not be paid.

When can I take the leave? Paid leave may begin upon the birth of the child. For adoptive parents, it may begin upon placement of the child, unless

the child is already a household member (e.g., a spouse’s child or a grandchild regularly living in the adopting employee’s home). Refer to the Leave

Schedule section of the Paid Parental Leave policy f or more information.

Do I receive Holiday Pay for company holidays during my Bonding Leave? No, you are not eligible for Holiday Pay when on a paid leave of

absence such as Bonding Leave. Additionally, if holidays fall during your Parental Leave it does not extend the length of your leave.

How does Leave of Absence affect my Benefits? If you’re on a paid leave of absence, your benefits will continue to be deducted from your biweekly

paycheck. If your leave of absence pay is unpaid, you will be contacted by the HR Service Center by mail to set up a payment schedule so that participation

may continue. If you receive payment for vacation or bonus during your unpaid leave; benefit premium deductions will be withheld and this amount will be

deducted from the monthly amount you pay. If your daycare situation has changed and you do not wish to contribute or would like to change your annual

Dependent Daycare maximum, please contact the HRSC within 31 days of your child’s date of birth or adoption placement date.

ImportantIf you would like to add your newborn or adopted child to your BSC health insurance, you must enroll them within 31 days of the child’s birth or

adoption placement date. You can enroll the child via (2) methods: to enroll via the Benefits Central web portal (BSC login access required) or call

the HR Service at 800-570-4455 Mon-Fri 8:00am-7:00pm. Calling after this enrollment deadline will result in lack of coverage for your child.

In some instances, employees may need to take a leave intermittently or to work a reduced work schedule. All intermittent leaves

and reduced work schedules must be reviewed in advance with your supervisor.

12

Intermittent leaves and reduced work schedules

How do I report hours taken as an intermittent leave? • Coordinate this through Aetna and your supervisor.

• Actual hours must be reported to Aetna within 3 business days. Failure to provide prompt notice could cause a delay or denial of FMLA leave.

• Employees must record accurately and regularly all leave time off in accordance with Kronos time records and time-reporting procedures

utilized at their location.

• Employees on intermittent FMLA must accurately complete time records requested by Aetna. Failure to report use of any approved leave time

accurately, such as approved intermittent FMLA time, could subject the employee to corrective action up to and including termination of

employment.

• Intermittent STD allows you to count the time you are away from work for certain medical treatments (i.e., chemotherapy, radiation, dialysis,

interferon, and/or treatment for Hepatitis C) towards the elimination period. For a day to count towards the elimination period, you must be away

from work for medical treatment for at least four hours. You must satisfy the 5 business day elimination period within 30 consecutive days or the

period of disability will not be considered successive and a new elimination period will need to be satisfied. Once you have satisfied the

elimination period, STD benefits will be paid for any subsequent time you need to be away from work for qualifying medical treatments. If you

do not have medical treatment for 30 or more consecutive days, the period of disability will not be considered continuous and you will need to

satisfy a new elimination period.

How is pay frequency affected when taking an intermittent leave? • You are paid for hours worked per the normal payroll cycle. You can help to ensure that you are paid for these hours as quickly as possible by

reporting intermittent hours of leave to your Supervisor and Aetna in a timely manner.

Am I guaranteed my current position when working a reduced work schedule? • You may be temporarily transferred to an alternate position, with the equivalent pay and benefits, that better accommodates a reduced work

schedule. At the end of a reduced leave schedule of up to 480 hours (prorated for part-time), you will be reinstated to your former position or an

equivalent position.

Company ConfidentialAugust 1, 2018

Boston Scientific provides our employees, who are also members of the United States military with paid and unpaid leave. Certain states may permit additional leave, such as for employees whose spouses are on leave from military deployment. The policy governing US military leaves is very extensive; for complete details, see the US Military Leave 4-06 Policy and the Military LOA Checklist .

To be eligible:

• The employee must be a regular employee and an active uniformed service member of the U.S. military called to service.

• Previous military absences from the company cannot exceed five years, excluding any exempt periods of military service.

• You should inform your supervisor of the need for a military leave and contact Aetna at 1-800-308-2386 as soon as practicable to open your leave and provide: (1) years of military service, (2) military pay grade, (3) dates of leave.

• Whether you have an upcoming Military Leave or need assistance in transitioning your return to work, the Boston Scientific ERG Team can help. They can also provide resources and mentorship programs. Please contact them at vets@bsci.com with any questions.

13

U.S. Military LeaveIf approved, eligible employees generally can receive:

• Long-term pay continuance – One month of full base pay and up to 23 months of differential pay. Long-term pay continuance is provided for employees who are called up – but have not enlisted voluntarily – for full active-duty service for a national emergency or war.

• Short-term pay continuance – Unless otherwise required by state law, employees who are approved for any other military leave will receive short-term pay continuance of up to 10 working days of differential pay each federal fiscal year (October 1st – September 30th). If you exceed the 10 day maximum, you may choose to utilize available vacation days or take these days as unpaid.

• Please review the US Military Leave 4-06 policy and the Military LOA Checklist for Benefits Coverage and information on job restoration rights when returned to work after an approved U.S. Military leave.

What Is Differential Pay? Differential pay is the difference between your Boston Scientific base pay and your military base pay.

What is Boston Scientific Pay? For purposes of this policy only, “Boston Scientific pay” is the base pay or salary that employees not eligible for

sales commissions would have received had they worked their regularly scheduled working hours/day(s) during the military leave period at the

employees’ pay rate at the beginning of the leave. For sales employees on commissions, their “Boston Scientific pay” is the average of their actual base

pay and commissions for the 12-month period immediately preceding their military leave (or, for employees on commission with fewer than 12 months’

service, the average of actual base pay and commissions of the time immediately preceding the commencement of the leave).

What benefits continue while I am on a leave? For the first 30 days of Military Leave, your BSC benefits coverage remains active and continues

through regular payroll deductions. Participation can continue under COBRA for the balance of the 24 months if election is made within 60 days of the

COBRA notice. You may be eligible for the Military’s Tricare insurance plan and this premium may be more cost effective than COBRA. We

recommend you call Tricare Customer Service at 1-800-444-5445. Additionally, please see the Benefits Appendix page within the Military LOA

Checklist for benefits coverage details. For leaves over 30 days, returning from a Military Leave is a qualified life event, call the HR Service Center at

800-570-4455 to re-enroll in benefits within 31 days of your Return to Work date

August 1, 2018

Global Sabbaticals Policy• Under Boston Scientific’s Global Sabbaticals Policy, eligible employees can take one month to a maximum of three months off for a professional

or personal enrichment.

• Employees become eligible to request a Sabbatical Leave after seven years of employment with Boston Scientific For additional information, please read the Global Sabbaticals Policy and the Sabbatical Leave FAQ on PolicyCentral.

• Please complete the Sabbatical Leave Request Form to request a Sabbatical Leave. Submit request at least 90 days in advance to allow time for review and approval. Once you have completed the form electronically, please email the completed document to your supervisor/manager for review and approval.

• Contact Aetna to initiate your Sabbatical Leave 30 days in advance by: Telephone: 800-308-2386, Web Portal: www.wkabsystem.com or download the mobile app—Text Apps to 23862 or www.aetna.com/mobile.

Examples of Professional Enrichment - Partial pay

• Academic learning, research, studying and certification related to work at BSC

• Mission or volunteer work related to Boston Scientific health, community and education priorities or Employee Resource Groups(ERG) that has a direct correlation to the Company (i.e. volunteering for an organization that recently received a financial grant, working with a school or community group as part of a BSC STEM Council or supporting a D&I initiative)

• During this time off, benefits and pay is handled as such:

» One to three months of duration = 25% of full pay as determined immediately prior to the Sabbatical Leave plus continuation of the same benefits preceding Sabbatical Leave.

• Boston Scientific and employee paid portion of benefits will remain the same as they were at the time directly preceding the Sabbatical Leave (as long as the portion of pay is enough to cover the benefits).

Examples of Personal Enrichment - Unpaid

• Mission work or volunteering for a cause of personal interest

• Acquire a new skill that is unrelated to work (i.e. hobby)

• Personal interest (i.e. learn a new language, travel, recharge)

• Family matter not covered under one of BSC’s other leave policies

• Employees are required to use vacation pay or accrued annual leave during their partial and unpaid Sabbatical leaves. Any vacation pay should be used in 4 or eight-hour increments. Exempt employees would need to submit a PAF to the HR Service Center to initiate payment of the vacation time owed. Nonexempt employees are only required to update Kronos to be paid for their time.

• Employees will receive a separate notice from the Boston Scientific HR Service Center outlining their responsibility regarding continuation of payments for benefits.

August 1, 2018 Company Confidential 14

In some instances, employees may need a leave of absence that does not fall into any other leave categories. Boston Scientific allows eligible employees to take a personal leave of absence of three days to up to 30 days during a 12-month period. Unlike approved FMLA or U.S. Military leave time, approved PLOA time does not have any job restoration rights. BSC will make reasonable efforts to reinstate employees returning from an unpaid PLOA of up to 30 days in the same or similar position. Employees are not eligible for paid time off under the Holiday and Bereavement Leave Policies while on an unpaid PLOA. If an employee does not report back to work on the agreed or required return date, the employee will be considered to have voluntarily terminated their employment.

Please see the Personal Leave of Absence Policy 4-09 for complete governing details.

15

Personal Leave of Absence (PLOA)

To be eligible for a personal leave, employees must:

• Be a full- or part-time regular employee

• Not be under written corrective action

• Have completed at least 90 days of continuous employment

(excluding time worked as a non-employee worker such as an

assigned worker and even if the initial review period at the

particular location is different in length) immediately before

requesting the PLOA

• Have exhausted all accrued, available time off (paid and unpaid)

in accordance with Company policies and procedures

How do I apply for a PLOA? Request an unpaid PLOA at least 30 days in advance of beginning the leave, if possible, submit a written

request to your supervisor. Your supervisor will coordinate review and administration of the request with the appropriate human resources

representative. After your supervisor approves your leave you should contact Aetna to process it. A PLOA is an unpaid benefit and per BSC’s

policy the employee must exhaust all accrued available paid time off first (including vacation) prior to being approved for this leave. Please see the

Personal Leave of Absence policy for more information.

Who approves PLOAs? Your immediate supervisor, the Human Resources Department, and the department head, if appropriate, must

approve the PLOA request. Once the PLOA is approved, contact Aetna to begin processing your leave.

How do I track my time? Employees must record accurately and regularly all PLOA time off in accordance with Kronos. Consult your Kronos

administrator with any time tracking questions at KronosQA@bsci.com

What is the process to follow if I wish to take a PLOA after a paid leave? Discuss the reasons for wanting to take a PLOA with your

immediate supervisor. Once approval has been obtained from your supervisor, the Human Resources Department, and, if appropriate,

department head, contact Aetna to process your leave.

How does Leave of Absence affect my Benefits? You will be contacted by the HR Service Center by mail at your home address to set up

a payment schedule so that participation may continue. If you receive payment for vacation or bonus during your unpaid leave; benefit premium

deductions will be withheld and this amount will be deducted from the monthly amount you pay. We recommend that you review your paychecks

to ensure accurate deductions are being taken while on leave.

Company ConfidentialAugust 1, 2018

• Similar to all employees, employees in Sales positions should notify their supervisors at least 30 days in advance, when possible, of taking a leave. Due to these roles being customer-facing, you and your supervisor should discuss prior to your leave how best to service your customers while you are on leave.

16

Notes for Field Sales Employees

• How is my pay calculated for leave purposes? Your base salary is paid according to the leave you are eligible to take. Commissions earned

will be calculated independently by your Division’s compensation analyst depending upon the leave program you are eligible for.

• How do I understand the exact amount of my pay more specifically?

Please contact Sales Operations for your division or your HR Business Partner for more details.

• Will a Sabbatical Leave impact the calculation of my field sales compensation?

o If you participate in a professional enrichment paid sabbatical leave, you will receive 25% of your sales incentive compensation

(calculation based on the average of paid commissions from the previous 12 months). The 12 month lookback will be the past full 12

months preceding the effective date of your professional enrichment paid sabbatical leave. For example, if the sabbatical begins on

June 10, then the 12 month lookback period will be from June 1 the prior year to May 31 of the current year (most recent full 12 months).

o If you participate in a personal enrichment sabbatical leave, this is a unpaid leave and therefore, not eligible to receive commissions/ field

based incentive during the sabbatical leave period.

Company ConfidentialAugust 1, 2018

Summary:

Boston Scientific’s paid leave of absence benefits work in coordination with the state of California’s paid and unpaid leave of absence programs via Aetna for Boston Scientific benefits and California Employment Development Department (EDD) for California program benefits. Employees working in California are covered under the California State Disability Insurance Program (SDI),

which includes California Paid Family Leave Benefits (PFL).

Additional Steps Required:

All California employees must file a claim with EDD in addition to filing a claim with Aetna in order to receive max possible benefits. Both Short-Term Disability Leaves and Paid Family Leaves will be offset automatically even if you choose not to file with the State of CA. It is in your best interest to file with CA EDD if you wish to receive a higher pay percentage. You’ll see this reflected on your Statement of Earnings as “State Offset CA.” It’s also important to follow up with your doctor to ensure they provide complete medical documentation to Aetna in a timely fashion. Otherwise, your pay may be impacted.

1) File a Claim with Aetna:

When to file: within 30 days in advance of your first day of absence

Phone: 800-308-2386

Claim filing: www.wkabsystem.com or www.aetna.com/mobile

2) File a Claim with California EDD:

When to file: no earlier than the 9th day from the date your disability begins and no later than 49 days after the first date of your disability--otherwise, the claim will be considered late and you may lose disability benefits. CA EDD Flyer

Disability Claims:

Phone: 1-800-480-3287

Claim filing: http://www.edd.ca.gov/File_and_Manage_a_Claim.htm

FAQs: http://www.edd.ca.gov/Disability/FAQ_DI_Benefits_Payments.htm

Paid Family Leave Claims:

Phone: 1-877-238-4373

Claim filing: http://edd.ca.gov/Disability/Types_of_Claims.htm

FAQs: http://www.edd.ca.gov/Disability/FAQ_PFL_Benefits.htm

17

California State Disability Insurance Program Short Term Disability Maternity & Paid Bonding Paid Parental Leave Caring for an Ill Family Member

IMPORTANT: In order to receive max possible paid benefits and job protection (unpaid) for your leave, please view the following link for important

information on pay and steps for processing your leave:

• California LOA Handout

• POTENTIAL FOR OVERPAYMENT (EXEMPT EMPLOYEES ONLY): There is a possibility for overpayments for at least 1 or more pay

periods due to the benefits approval process. Overpayments will need to be paid back to BSC so please budget accordingly. See the above

California LOA Handout for more information.

Company ConfidentialAugust 1, 2018

New York State Disability Insurance ProgramEligible employees can take up to eight weeks of paid family leave to bond with a child, care for a family member with a serious illness, or to care for family matters when a family member has been called to active military duty.

• If you’ve had a baby, adopted or began fostering a child, you can request a paid family leave to bond with your child for up to a year from birth, adoption or foster care placement. Call Aetna at 800-308-2386 to initiate this leave.

• You can’t use paid family leave for your own health condition. However, you can file a claim if you have a medical condition that prevents you from working.• Aetna will notify BSC when they’ve approved your leave request and will issue your paid family leave benefit payment.• You’re only allowed a combined maximum of 26 weeks of leave for NY DBL (disability) and NY PFL (paid family leave) in a 52 week period. So, if you’ve already used

26 weeks of NY DBL in the prior 52 weeks, you won’t be entitled to additional time under NY PFL during that time.• You can take NY PFL as full weeks, or from time to time, in little as full day increments if you need to. • NY PFL will run at the same time as your FMLA when appropriate.• A claim for NY PFL can only remain open a year. After that you’d need to refile a new PFL claim if you need more time.

Who’s Eligible for this benefit?

• Employees who work more than 20 hours per week may take NYPFL if you’ve been employed for 26 consecutive weeks.• Employees who work fewer than 20 hours per week may use benefits on the 175th day of regular employment. If you do not expect to work long enough to qualify

for Paid Family Leave you may opt out of Paid Family Leave by completing a Waiver which is available at ny.gov/PaidFamilyLeave. Employees who file a waiver will be ineligible for benefits and exempt from making contributions.

• There’s no waiting period for NYPFL.• For more information on New York Paid Family Leave visit NY.GOV/PAIDFAMILYLEAVE OR CALL (844) 337-6303

Documentation Requested by Aetna:

• Birth - No additional documentation required, but you will need to confirm the date you will transition to bonding leave under NY PFL.

• 2nd Parent – documents that support the child's date of birth and relationship to mother/child (for example: child's birth certificate, child's hospital discharge record, or declaration of paternity etc.)

• Adoption – documents that support the child’s adoption (for example:, child's passport showing immigration and naturalization service stamp, or Independent Adoption Placement Agreement)

• Military Leave – documents that support the reason for the leave (for example: copy of military duty papers, copy of meeting notice, ceremony details, rest and recuperation orders, etc.)

• Care of a Family Member - Certification completed by the Care Recipient’s Health Care Provider.

Benefits:

• For 2018, if you’re eligible, you’ll be entitled to eight weeks of paid family leave benefits payable at 50% of your average weekly wage. The maximum amount you can receive is $653 a week.

How to File a Claim:

• 1. Employee notifies Aetna 30 days prior to leave, when practical and requests Paid Family Leave (Form PFL-1) Claim form.

• 2. Employee completes Part A of Claim form and submits to Aetna with supporting documentation.

• 3. Aetna will complete Part B of the PFL-1 form, review your supporting documentation and approve or deny your claim within 18 days of receipt.

• 4. For more information on filing a NYPFL claim please call Aetna at 800-308-2386.

18

Additional State Leave Programs

Employees in Hawaii (HI), New Jersey and Rhode Island have state rules that may affect STD benefits and/or

right to leave. In order for employees to receive benefits under both the state-mandated plans and Boston Scientific, they must

meet the definition of disability under the Boston Scientific Short Term Disability Program and the state-mandated plans. In

some cases, the employee may be due benefits only from one source, if at all.

Hawaii, and New JerseyEmployees in HI, and NJ do not need to file a disability claim with these states. If approved for benefits, employees in these states will

receive both a check from Aetna for the fully insured benefit and a paycheck from Boston Scientific for the amount due that is in excess of

the state benefit, if any.

Massachusetts

Under the Massachusetts Pregnant Workers Fairness Act (MPWFA), an employer needs to make a reasonable work accommodation for

conditions related to pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child. You can click

here to read the MPWFA flyer. You may also visit the mass.gov website for more information about this Act. If you would like to request

an accommodation, please speak with your manager and they will work with the HR Business partner to accommodate your request. You

may also want to visit the Maternity and Parenting Resources flyer on www.bscbenefitsconnect.com for a list of other resources available

at Boston Scientific.

August 1, 2018 Company Confidential 19

Boston Scientific’s Long-term Disability (LTD) benefits provide partial income replacement for both non-work and work-related

covered illnesses and injuries after you have been disabled for 180 continuous calendar days. In order to be eligible for LTD

benefits you must be a regular employee scheduled to work at least 20 hours per week. If you are eligible to participate in the Long-

Term Disability (LTD) Plan, you do not need to enroll. You will automatically be enrolled in the Plan as of your hire date or your first

day of eligibility, whichever is later.

20

Long Term Disability – Page 1 of 2

What is “LTD pay?” At the end of the 26 week disability period, you may be eligible for benefits under the LTD plan. If you are receiving STD

benefits, Aetna will periodically assess your prognosis and, if and when necessary, will automatically begin the application process for LTD

benefits. “LTD pay” is the amount of salary continuation, or LTD benefit, you receive if approved under the LTD program. The benefit payable

under the LTD Plan is 60% of your monthly earnings, up to a maximum monthly payment of $15,000 (reduced by certain other monthly income

benefits).

How are LTD benefits paid? LTD benefits are paid on a monthly basis by Aetna.

How are LTD benefits calculated? The benefit payable to you under the LTD Plan is 60% of your monthly earnings, up to a maximum

monthly payment of $15,000. Your long-term disability benefit is based on your pay in effect just prior to your date of disability.

Your eligible pay includes:

• Average monthly commissions for the previous 36 months for field sales representatives only (if employed less than 36 months, the

Long-Term Disability benefit will be averaged over the total period employed by Boston Scientific)

• Gross monthly income in effect just prior to your date of disability

• Shift differentials (non-field sales employees)

The following pay is not included: bonuses, overtime pay, other extra compensation, renewal commissions, income from sources other than

Boston Scientific.

What benefits continue while I am on a leave? Your Medical, Dental and Vision coverage continues on an after-tax basis at a subsidized

rate for a maximum of 18 months under COBRA, if election is made within 60 days of notice. COBRA period may be extended for 11 months if

Social Security deems you disabled. Please call or email Chard Snyder, our COBRA administrator, with any COBRA questions at (888) 993-4646

or email- cobra@chard-snyder.com. If you have any questions about your benefits coverage, you can call the HR Service Center at 800-570-4455.

Company ConfidentialAugust 1, 2018

21

Long Term Disability – Page 2 of 2

How long can I receive benefits under the LTD Plan? You

will receive a monthly benefit under the LTD Plan for a period of time

that is based on your age when you become disabled (“Maximum

Period of Payment”), as shown below:

How do other sources of disability income offset my long-term

disability benefit? The Matrix below outlines the impact of other

disability benefits to the benefits you receive under the Long-term

Disability Program:

Disability benefit Impact on long-term disability benefits

Social Security Your disability benefit will be reduced by

the amount of benefits you receive from a

family Social Security benefit. If you are

eligible for a Social Security disability

benefit but don't apply for it, your long-

term disability benefits will be reduced by

the amount of Social Security benefit you

would have been paid if you had applied

for Social Security.

State disability

benefits

Your benefit will be reduced by the

amount of state disability benefits you

receive or are entitled to receive, if any.

Workers'

Compensation

Your long-term disability benefit will be

reduced by the amount of Workers'

Compensation benefits you receive or

are entitled to receive.

Retirement benefit Your long-term disability benefit will be

reduced by the amount of the retirement

benefit you receive, if any, except 401(k).

Age at

Disability

Maximum Period

of Payment

Less than 60 To age 65, but not

for less than 60

months

Age 61 60 months

Age 62 48 months

Age 63 42 months

Age 64 36 months

Age 65 30 months

Age 66 21 months

Age 67 18 months

Age 68 15 months

Age 69 12 months

Company ConfidentialAugust 1, 2018

• As an employee on leave, your goal should be to return to work when able. Once confirmed with your physician, contact Aetna immediately to confirm your return to work date. Failure to report your return date in a timely manner, could affect your pay, system access and training requirements.

• After you have notified Aetna of your return to work date, contact your Supervisor so they know the date you plan to return to work. If a work accommodation is necessary, please let Aetna and your Supervisor know. Boston Scientific will make reasonable accommodations for any disability an employee may have unless to do so would constitute undue hardship to Boston Scientific.

• Unless you have job restoration rights following a leave of absence (such as the rights granted through law or Boston Scientific policy), your job position is not guaranteed. However, it is Boston Scientific’s practice to make a good-faith effort to return employees to the same or similar position following an approved leave.

• When determining an employee’s reinstatement eligibility, Boston Scientific will typically consider business-related concerns such as:

• Business conditions or needs

• Changes in work, projects, product, or service requirements, and/or

• Changes in job or department structures

22

Returning to work

• Your employment shall terminate in cases in which you have

exhausted your leave rights under the Family Medical Leave

Act (FMLA) or any other law, which in no event shall exceed

one year (365 continuous calendar days) or a total of one year

(365 calendar days) in a rolling 24-month period unless

prohibited by law or Boston Scientific determines that special

circumstances warrant an exception from this policy.

• The one-year limit on leaves of absence discussed above is

not to be construed as entitling employees to leaves of

absence of one year. Instead, to the extent that a leave of

absence is not otherwise required by law, the length of a leave

will depend on individual circumstances and the terms of any

applicable policy.

Company ConfidentialAugust 1, 2018