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 The Hartford to approve, track and coordinate benefits. This guide highlights different leaves, your responsibilities and The Hartford’s role.

Employee’s Guide to Leaves of Absence

January 2020 Company Confidential 0 How to use this LOA Guide Table of Contents Applicable BSC Page policy

Introduction 2 This guide and the Employee’s Leave Checklist have been Employee’s Leave Checklist EE’s LOA Checklist 3 prepared to help you understand the responsibilities associated with processing requests for leaves of absence. Contacts 4 For additional information, please refer to the policy and Family Medical Leave Act Leaves for Medical and 5 procedure information available in Policy-Central and (FMLA) Family Purposes 4-03 BenefitsConnect. Maternity & Bonding 6 The Table of Contents to your right has hyperlinks to the Paid Paid Parental Leave 4-11 7 applicable sections of the guide. Simply click on the page number to quickly access the section you would like to Adoption 8 review. Short Term Disability (STD) 9 In addition, you will find hyperlinks throughout this guide Long Term Disability (LTD) 11 that take you directly to the policies or Summary Plan Description (SPD) where you will find detailed information. Intermittent & Reduced Work 13 Schedules US Military Leave US Military Leave 4-06 14

Personal Leave Personal Leave of 15 Absence 4-09 Global Leave Global Sabbatical Leave 16 Returning to Work 17 Notes for Sales Employees 18 State Programs • California (STD & Parental) 19 • Massachusetts 20 • New York 21 • Washington 22 • Additional State Programs 23

Company Confidential 1 Introduction Boston Scientific Corporation provides eligible employees with access to leave of absence options and benefits including: State Leaves:

✓ Family and Medical Leave Act (FMLA) leave If you work in any of the states listed below, ✓ Short-term disability (STD) benefits please review the appropriate state leave page ✓ Paid Family Leave benefits which includes: Maternity in this guide for important information. and Bonding Leaves ❖ California ✓ Military Leave benefits ✓ Unpaid Personal Leave ❖ Hawaii ✓ Long-term disability (LTD) benefits ❖ New Jersey ✓ Sabbatical Leave ❖ New York ❖ Massachusetts ❖ Rhode Island • The Hartford administers leaves of absence on behalf of Boston ❖ Washington Scientific under the policies and programs of the company. When you need to have an absence from work for 5 or more consecutive calendar days, The Hartford will administer, track and coordinate your leave. It is your responsibility to contact The Hartford to initiate a leave in a timely manner.

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.

Company Confidential 2 Employee’s Leave of Absence Checklist

❑ Before the Leave Begins ▪ If feasible, provide advanced leave notice to your . You do not need to provide medical condition, diagnosis, or personal reason for the leave. ▪ Contact The Hartford to initiate a leave within 30 days in advance by: Telephone: 800-308-2386 or via The Hartford’s web portal at https://AbilityAdvantage.TheHartford.com. Click here to watch a video on how to file a leave of absence claim. ▪ Contact MyQHealth 855-649-3857 or bscmyqhealth.com to speak with a Care Coordinator if your enrolled in one of Boston Scientific’s UMR medical plans—preferably 30 days prior to delivery to register your childbirth hospital admission. MyQHealth can answer infertility, maternity or new born coverage questions such as deductible, coinsurance and copays under the BSC medical plan(s) and review any medical EOBs or invoices you receive from providers. ▪ Sign up for Maven here and get access to free, unlimited telemedicine support support through pregnancy, postpartum, adoption, surrogacy, new parenthood, and returning to work after leave. Maven also provides free breast milk shipping services. If you have any questions, see the Maven FAQs or you can also reach Maven at [email protected]. ▪ Agree upon timeframes for touching base with your Supervisor while on leave and confirm preferred communication method (email/phone). Also discuss accrued time that is available and if you plan to utilize any vacation days during any unpaid time. ❑ During the Leave ▪ If your situation changes, update The Hartford and your Supervisor. (e.g. change in leave duration or you need to cancel your leave). ▪ To receive or continue your approved leave and/ or paid benefits you must fully and promptly respond to The Hartford’s requests for documentation, second opinion evaluations and updates. If medical documentation is not received by The Hartford within 10-14 days you will be moved to an unpaid leave of absence. ▪ If you have a behavioral health claim or are working with multiple providers you may call MyQHealth 1-855-649-3857. They can act as a liaison between The Hartford and your doctor. MyQHealth can also help you with the appeals process if your claim is denied. ▪ 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 . ▪ 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 insurance plans. ▪ Consult your Kronos administrator with any time tracking questions at [email protected] ❑ Return to work ▪ Contact your Supervisor and The Hartford 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. ▪ If you plan to take vacation time following your FMLA leave, you need to ensure your supervisor is informed so that they can update3 your time in Kronos. Leave of Absence Contact Information Contact Resources provided Contact Information Policy-Central Leave of Absence policy and procedure information is available online on Policy-Central . Information is located under Link to Policy-Central Time Off Work Policies. Benefits Connect The Leave of Absence page on Benefits Connect provides detailed information regarding disability benefits. From Benefits Connect choose BenefitsConnect myLife/Leave of Absences. 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 1-800-570-4455 and procedures. The Hartford The Hartford administers the leave of absence program. Employees contact The Hartford to initiate a leave and correspond with The Hartford throughout 1-800-308-2386 their leave to ensure that The Hartford has the required documentation needed to administer their leave. The Hartford will confirm an employee’s https://AbilityAdvantage.TheHartford.com return to work date with the employee’s Supervisor. The Hartford works with representatives in the Payroll department at the HR Service Center to ensure that employees are paid per BSC’s policies and 1-800-570-4455 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. If you have a behavioral health claim or are working with multiple MyQHealth providers you may call MyQHealth 1-855-649-3857. They can act as a liaison 1-855-649-3857 between The Hartford and your doctor. MyQHealth can also help you with the appeals process if your claim is denied. bscmyqhealth.com

Maven Maven is a fertility, maternity, adoption and surrogacy benefit offering support at every – from egg freezing and fertility support to pregnancy, loss, mavenclinic.com/join/bsci2020 postpartum and returning to work. Maven offers unlimited on-demand access to a network of top-rated women’s and family health practitioners via video [email protected]. appointment and private message, a personal care advocate to answer any questions. 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 1-800-362-0000 will coordinate with the local Occupational Health and Safety Nurse to initiate a Worker’s Compensation claim withCompany Liberty Mutual. Confidential You should contact The Harftord to open an FMLA Leave which provides protection. 4 Family Medical Leave Act (FMLA)

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 • Military Family Exigency Leave • Military Caregiver Leave • Workers Compensation How do I determine if I'm eligible for an FMLA Leave? You must have completed one year of service with Boston Scientific. (The year does not have to be consecutive) or 1,250 hours or more of service in the 52-week period immediately preceding the first day of the leave of absence. Your BSC Temp/Contractor dates count towards the eligibility FMLA requirements.

Will I be paid for a FMLA leave? FMLA leave is unpaid, but provides you with assurance that your current job or an equivalent position will be available upon your return to work. You may use vacation pay while on FMLA leave.

What does it mean when you say “leaves run concurrently?” When on a leave, you may be eligible for multiple leaves, such as FMLA, STD or similar state leaves, which may “run concurrently,” or at the same time, as allowed by state law. Leaves, benefits or pay that run concurrently do not extend your entitlement under any of the relevant programs.

Can I take FMLA leave on an intermittent basis? 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 Purposes policy

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. 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.

Do I need to report a Workers Compensation Leave to The Hartford? Yes, if you will be absent from work for more than 5-7 days due to a worker's compensation claim, you should contact The Hartford to file an FMLA claim. Company Confidential 5 Maternity & Bonding Leave

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

What will I be paid during my Maternity Leave? Yes, new moms are eligible for up to 6 weeks of leave under the Short-Term Disability Leave. If you do not meet the eligibility requirements of FMLA leave your maternity leave will still be paid by BSC through the Short-Term Disability plan. If you are in a full time field sales position, any commissions earned will be calculated based on the average of paid commissions from the previous 12 months

Am I eligible for Paid Bonding Leave? Yes, in addition to your short-term disability benefits you are also eligible for 8 weeks of paid bonding leave at 100% of your base . Merit increases will apply while on Bonding Leave. If you are in a full time field sales position, any commissions earned will be calculated based on the average of paid commissions from the previous 12 months.

When Will I be paid during my Maternity and Bonding leave? Your Maternity and Bonding Leave will be paid after The Hartford approves your leave. Therefore, it is very important to contact The Hartford to confirm your child’s birth as soon as you can. There may be a delay in your payment if your leave is approved after the BSC payroll processing deadline for the pay period. It may take 1-2 pay periods to receive your first payment. Each payment, thereafter, will be paid in accordance with the payroll schedule. The Hartford will reach out again towards the end of your maternity leave to confirm if you plan to take bonding immediately or if you will be returning to work. Your bonding leave will not be approved until The Hartford receives confirmation from you. Once your bonding leave is approved, you must use all 8 weeks continuously.

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.

Am I allowed to start my maternity leave before my baby is born? Yes, if you wish to start your leave two (2) weeks prior to your due date, you may contact The Hartford to open an unpaid leave for these two weeks or you can use vacation pay. However any time requested prior to your due date that is determined to be medically necessary, may be eligible for additional benefits under Short-term Disability. Once the baby is born, contact The Hartford and provide the baby’s date of birth so they can start your six weeks of paid STD.

Are there any additional programs and/or support for Maternity and Bonding Leaves? Yes, BSC has partnered with Maven, a new family benefit for employees and their partners. Maven is a fertility, maternity, adoption and surrogacy benefit offering support at every stage – from egg freezing and fertility support to pregnancy, loss, postpartum and returning to work. Maven offers unlimited on-demand access to a network of top-rated women’s and family health practitioners via video appointment and private message, a personal care advocate to answer any questions. Visit mavenclinic.com/join/bsci2020 to sign up. If you have any questions, see the Maven FAQs or you can also reach Maven at [email protected].

If you would like to add your newborn or adopted child to your BSC , you must enroll them within 31 days of the child’s birth 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-5:00pm. You do not6 need a SSN to enroll a child that is under 3 months of age. Calling after this enrollment deadline will result in lack of coverage for your child Family Event Parent Covered Paid Leave Time Paid Parental Leave Boston Scientific provides Paid Parental Leave for eligible adoptive parents and non-birth parents (i.e. father, domestic Bonding Birth and non birth Up to eight weeks for each delivery (i.e. partner). This leave runs concurrently with any approved FMLA parent (i.e. father or per delivery even in the case of multiple leave. Please refer to the Paid Parental Leave Policy and the domestic partner), child delivery), or for any child or children Adoption Assistance Program information located on Surrogacy (parents placed in the home. who have a child bscbenefitsconnect. through a surrogate)

Will I be paid during my Bonding Leave? Yes, birth and non-birth parents are eligible for 8 weeks of paid leave at 100% of your base salary. If you do not meet the eligibility requirements of FMLA leave your Bonding Leave will still be paid by BSC. Merit increases will apply while on Bonding Leave. If you are in a full time field sales position, any commissions earned will be calculated based on the average of paid commissions from the previous 12 months. The Hartford will automatically offset your bonding pay if you’re eligible for leave pay under any state paid programs. To receive full bonding pay, you must file a claim with both The Hartford and the states that offer paid family leave.

Do I have to take this leave all at once? Yes, once you begin your bonding leave, you must exhaust all 8 weeks at once. You must provide your supervisor with 30 days’ notice of the wish to take bonding leave, or as soon as practicable. You may call The Hartford to report your bonding leave in advance; however, it will not be approved until the Hartford confirms your child’s date of birth. You do not need to begin your bonding leave immediately after your child is born, however, all 8 weeks of Bonding leave must be taken within 12 months from the date of your child’s birth and once you begin your leave, all 8 weeks must be taken together.

When can I take the leave? Paid leave may begin upon the birth of the child. Refer to the Leave Schedule section of the Paid Parental Leave policy for more information.

Do I receive 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.

Are there any additional programs and/or support for Paid Parental leaves? Yes, BSC has partnered with Maven, a new family benefit for employees and their partners. Maven is a fertility, maternity, adoption and surrogacy benefit offering support at every stage – from egg freezing and fertility support to pregnancy, loss, postpartum and returning to work. Maven offers unlimited on-demand access to a network of top-rated women’s and family health practitioners via video appointment and private message, a personal care advocate to answer any questions. Visit mavenclinic.com/join/bsci2020 to sign up. If you have any questions, see the Maven FAQs or you can also reach Maven at [email protected].

You must enroll a new child within 31 days of their birth 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-5:00pm. You do not need a SSN to enroll a child 7 that is under 3 months of age. Calling after this enrollment deadline will result in lack of coverage for your child. Family Event Parent Covered Paid Leave Time

Adoption Leave Adoption (see types Adoptive Parent(s) Up to eight weeks for any child or children of adoption below) placed in the home within the same week.

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.

Do I need to call The Hartford to open an Adoption Leave? Yes. You must also provide your supervisor with 30 days’ notice of the wish to take Adoption Leave, or as soon as practicable. You may call The Hartford to report your Adoption Leave in advance; however, it will not be approved until the Hartford confirms the placement of the child.

When can I take the leave? 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 for more information. All 8 weeks of Adoption Leave must be taken continuously within 12 months of the child’s placement date.

Will I be paid during my Adoption Leave? Yes, new parents are eligible for 8 weeks Paid Adoption Leave at 100% of your base salary upon hire. If you do not meet the eligibility requirements of FMLA leave, your Adoption Leave will still be paid by BSC. Merit increases will apply while on Adoption Leave. . If you are in a full time field sales position, any commissions earned will be calculated based on the average of paid commissions from the previous 12 months.

In addition to Adoption Leave, Boston Scientific also provides Adoption Reimbursement. BSC will reimburse you up to the current maximum amount allowed for adoption by the IRS for an "eligible adoption-related expense". These generally include: • adoption agency and placement fees • legal fees and court costs incurred for an adoption • other expenses that are directly related to, and the principal purpose of which is for, legal adoption • transportation and lodging expenses while away from home in connection with the adoption • unreimbursed medical expenses for the birth mother and child before the adoption If you meet the guidelines, you may be eligible for reimbursement under the current maximum credit allowed by the IRS. For more information on the Adoption Assistance Program, please click here.

Are there any additional programs and/or support for Adoption Leaves? Yes, BSC has partnered with Maven, a new family benefit for employees and their partners. Maven is a fertility, maternity, adoption and surrogacy benefit offering support at every stage – from egg freezing and fertility support to pregnancy, loss, postpartum and returning to work. Maven offers unlimited on-demand access to a network of top-rated women’s and family health practitioners via video appointment and private message, a personal care advocate to answer any questions. Visit mavenclinic.com/join/bsci2020 to sign up. If you have any questions, see the Maven FAQs or you can also reach Maven at [email protected]. You must enroll a new child within 31 days of their adoption placement date. You can enroll the child via (2) methods: to enroll via the Benefits Central web portal (BSC login access required) or callCompany the HR ConfidentialService at 800-570-4455 Mon-Fri 8:00am-5:00pm. You do not need 8 a SSN to enroll a child that is under 3 months of age. Calling after this enrollment deadline will result in lack of coverage for your child. Short Term Disability (STD)

Boston Scientific’s Short-term Disability (STD) benefits provide pay Approved STD may be continuous (taken on a full-time basis) or in the to allow eligible employees to take off work due to a qualifying form of a reduced work schedule (fewer work hours per day or days per illness or injury for up to 180 days (26 weeks) and receive all or a week). portion of their base pay. In order to be eligible for STD benefits. STD allows you to count the time you are away from work for certain • The employee must be a regular employee scheduled to work at medical treatments (i.e., chemotherapy, radiation, dialysis, interferon, least 20 hours per week 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 If the illness or injury is related to on-the-job service, employees business day elimination period within 30 consecutive days or the period should contact their supervisor to report the incident. The of disability will not be considered successive and a new elimination supervisor will coordinate with Environmental Health & Safety to period will need to be satisfied. Once you have satisfied the elimination initiate a Worker's Compensation Claim. Employee should contact period, STD benefits will be paid for any subsequent time you need to be The Hartford to open an FMLA claim. away from work for qualifying medical treatments. If you do not have medical treatment for 30 or more consecutive days, the period of There is an unpaid waiting period of five (5) work days/seven (7) disability will not be considered continuous and you will need to satisfy a calendar days before pay for an approved STD-related medical new elimination period. If you have questions about the elimination leave may begin. STD benefits are paid retroactive to the first day period, please contact The Hartford. of disability for employees if your leave is approved for six (6) work days/eight (8) calendar days or more. The amount of STD pay you receive is based on your length of service with the company as of the date you become disabled. See the Paid Leave Table below for calculation. Your STD benefit is based on your pay just prior to your disability. Any salary merit increases will not be included in your STD disability pay. Merit increases will become effective upon your return to work. 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

Company Confidential 9 STD continued....

When will I receive pay for my STD Leave? Your STD Leave will be paid after The Hartford receives all the necessary medical documentation to approve your leave. Therefore, it is very important to work with your medical provider to submit information to The Hartford timely. There may be a delay in your payment if your leave is approved after the BSC payroll processing deadline for the pay period. It may take 1-2 pay periods to receive your first payment. Each payment thereafter will be paid in accordance with the payroll schedule.

How do I take more time-off after my STD pay ends? If you are still medically unable to return to work at the end of your STD leave, call The Hartford to request for a leave extension. You may be required to provide additional medical documentation to support your continued leave. If you need to be out for longer than 26 weeks, The Hartford will evaluate your claim and transition your leave to LTD.

May I take vacation or an unpaid personal leave of absence after my STD ends to extend my leave? If you wish to extend your leave due to a continued medical disability, please call The Hartford to request for a leave extension. You may be required to provide additional medical documentation to support your continued leave. If you need to be out for longer than 26 weeks, The Hartford will evaluate your claim and transition your leave to LTD. If you are no longer considered medically disabled and wish to remain out of work, you may seek approval to take vacation time or an unpaid personal leave of absence, 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? The Hartford will send you forms for your completion. Please review all forms and paperwork on a timely basis. Complete the Medical Authorization Form that allows The Hartford 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.

Is there additional support for Behavioral Health Claims? Yes, you should call MyQHealth 1-855-649-3857 or visit bscmyqhealth.com They can act as a liaison between The Hartford and your doctor. MyQHealth can also help with the Appeals process if a claim is denied.

How do I apply for state benefits? If you work in HI, NJ or NY: You must file a claim with The Hartford. You do not need to file a claim in these states. If approved for benefits, you will receive a check from The Hartford 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. If you live in California you need to file a claim with the CA EDD. Please refer to the California page in this guide for more information. Lastly, some states may allow additional leave time, please review the state leave page in this guide for more information. Company Confidential 10 Long Term Disability – Page 1 of 2 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.

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, The Hartford 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 The Hartford.

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, 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- [email protected]. If you have any questions about your benefits coverage, you can call the HR Service Center at 800-570- 4455.

Company Confidential 11 Long Term Disability – Page 2 of 2

How long can I receive benefits under the LTD Plan? You How do other sources of disability income offset my long-term will receive a monthly benefit under the LTD Plan for a period of time disability benefit? The Matrix below outlines the impact of other that is based on your age when you become disabled (“Maximum disability benefits to the benefits you receive under the Long-term Period of Payment”), as shown below: Disability Program:

Age at Maximum Period Disability benefit Impact on long-term disability benefits Disability of Payment Under age 60 To age 65, but not Social Security Your disability benefit will be reduced by for fewer than 5 the amount of benefits you receive from a years family Social Security benefit. If you are eligible for a Social Security disability Age 60 60 months benefit but don't apply for it, your long- term disability benefits will be reduced by Age 61 48 months the amount of Social Security benefit you would have been paid if you had applied Age 62 42 months for Social Security. Age 63 36 months State disability Your benefit will be reduced by the benefits amount of state disability benefits you Age 64 30 months receive or are entitled to receive, if any. Age 65 24 months Workers' Your long-term disability benefit will be Compensation reduced by the amount of Workers' Age 66 21 months Compensation benefits you receive or Age 67 18 months are entitled to receive.

Age 68 15 months benefit Your long-term disability benefit will be reduced by the amount of the 69 or over 12 months benefit you receive, if any, except 401(k).

The Hartford will send payments to you each month up to the maximum period of payment. Your maximum period is based on your age at disability as outlined above. Company Confidential 12 Intermittent leaves and reduced work schedules

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.

How do I report hours taken as an intermittent leave?

• Coordinate this through The Hartford and your supervisor.

• Actual hours must be reported to The Hartford 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 The Hartford. 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 The Hartford 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 Confidential 13 U.S. Military Leave Boston Scientific provides our employees, who are also members of If approved, eligible employees generally can receive: the military with paid and unpaid leave. Certain states may permit additional leave, such as for employees whose spouses • Long-term pay continuance – One month of full base pay and are on leave from military deployment. The policy governing US up to 23 months of differential pay. Long-term pay continuance military leaves is very extensive; for complete details, see the US is provided for employees who are called up – but have not Military Leave 4-06 Policy and the Military LOA Checklist . enlisted voluntarily – for full active-duty service for a national emergency or war. To be eligible:

• The employee must be a regular employee and an active • Short-term pay continuance – Unless otherwise required by uniformed service member of the U.S. military called to service. state law, employees who are approved for any other military leave will receive short-term pay continuance of up to 10 • Previous military absences from the company cannot exceed working days of differential pay each federal fiscal year five years, excluding any exempt periods of military service. (October 1st – September 30th). If you exceed the 10 day maximum, you may choose to utilize available vacation days • You should inform your supervisor of the need for a military or take these days as unpaid. leave and contact The Hartford 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. • Please review the US Military Leave 4-06 policy and the Military LOA Checklist for Benefits Coverage and information • Whether you have an upcoming Military Leave or need on job restoration rights when returned to work after an assistance in transitioning your return to work, the Boston Scientific ERG Team can help. They can also provide approved U.S. Military leave. resources and programs. Please contact them at [email protected] with any questions.

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.

Company Confidential 14 Personal Leave of Absence (PLOA) In some instances, employees may need a leave of absence that does not fall into any other leave categories. Boston To be eligible for a personal leave, employees must: Scientific allows eligible employees to take a personal leave of absence of three days to up to 30 days during a 12-month • Be a full- or part-time regular employee period. Unlike approved FMLA or U.S. Military leave time, • Not be under written corrective action approved PLOA time does not have any job restoration rights. • Have completed at least 90 days of continuous employment BSC will make reasonable efforts to reinstate employees (excluding time worked as a non-employee worker such as an returning from an unpaid PLOA of up to 30 days in the same or assigned worker and even if the initial review period at the similar position. Employees are not eligible for under the Holiday and Bereavement Leave Policies while on an particular location is different in length) immediately before unpaid PLOA. If an employee does not report back to work on requesting the PLOA the agreed or required return date, the employee will be • Have exhausted all accrued, available time off (paid and unpaid) considered to have voluntarily terminated their employment. in accordance with Company policies and procedures Please see the Personal Leave of Absence Policy 4-09 for complete governing details.

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 The Hartford 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 The Hartford 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 [email protected]

What is the process to follow if I wish to take a PLOA after a 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 The Hartford 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 Confidential 15 Global 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 The Hartford to initiate your Sabbatical Leave 30 days in advance by: Telephone: 800-308-2386, Web Portal: https://AbilityAdvantage.TheHartford.com

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 priorities or Employee Resource Groups (ERG) that has a direct correlation to the Company (i.e. 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 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. Company Confidential 16 Returning to work

• Your employment shall terminate in cases in which you have • As an employee on leave, your goal should be to return exhausted your leave rights under the Family Medical Leave to work when able. Once confirmed with your physician, Act (FMLA) or any other law, which in no event shall exceed contact The Hartford immediately to confirm your return one year (365 continuous calendar days) or a total of one year to work date. Failure to report your return date in a timely (365 calendar days) in a rolling 24-month period unless manner, could affect your pay, system access and requirements. prohibited by law or Boston Scientific determines that special circumstances warrant an exception from this policy. • After you have notified The Hartford of your return to work date, contact your Supervisor so they know the date • The one-year limit on leaves of absence discussed above is you plan to return to work. Let your Supervisor know they should be expecting an email from The Hartford at not to be construed as entitling employees to leaves of the end of your leave to confirm your return to work. absence of one year. Instead, to the extent that a leave of absence is not otherwise required by law, the length of a leave • If your Supervisor does not reply to The Hartford’s email will depend on individual circumstances and the terms of any confirming your return to work, your status in applicable policy. SuccessFactors will not be updated and your pay will be impacted. • Remember that for maternity, paid bonding, paid parental and • If a work accommodation is necessary, please let The paid adoption leave, you have access to Maven where you can Hartford and your Supervisor know. Boston Scientific will book unlimited, on-demand appointments with coaches, make reasonable accommodations for any disability an mental health specialists, infant sleep coaches, and lactation employee may have unless to do so would constitute undue hardship to Boston Scientific. consultants. Sign up here for to receive support during your transition back to work. • 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

Company Confidential 17 Notes for Field Sales Employees

• Similar to all employees, employees in Sales positions should notify their 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.

• 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.

• How is my military pay calculated? For sales employees on commissions, your “Boston Scientific pay” is the average of your actual base pay and commissions for the 12-month period immediately preceding your 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).

• 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 Confidential 18 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, you must file a claim with both the CA Employment Development Department (EDD) and The Hartford. Please view the California LOA Handout for important information on pay and steps for processing your leave. • 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.

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 The Hartford 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 The Hartford 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 The Hartford in a timely fashion. Otherwise, your pay may be impacted.

1) File a Claim with The Hartford: When to file: within 30 days in advance of your first day of absence Phone: 800-308-2386 Claim filing: https://AbilityAdvantage.TheHartford.com

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 Company Confidential 19 FAQs: http://www.edd.ca.gov/Disability/FAQ_PFL_Benefits.htm Massachusetts Paid Family & Medical Leave (MPFML) & Pregnant Workers Fairness Act (MPWFA)

The PFML law creates a paid family and medical leave benefit that will be available to employees on January 2021. The law stipulates if you are an employee who works for an employer or a state or federal governmental agency in Massachusetts, you are automatically covered. Additionally, there is an earnings eligibility requirement for any individual who wants to take paid leave under the law. You must have approximately 15 weeks or more of earnings and have earned at least $4,700 in the 12-month period before you apply for leave.

Total contribution is $0.63% of weekly up to $132,900. The premium is split 82.5% for medical and 17.5% for family leave. The employee pays 40% of the medical premium and 100% of the family leave premium.

Employers were required to withold the MPFML deduction beginning in October 2019. • The family leave tax will be labeled: TX EFLI • The medical leave tax will be labeled: TX EEMLI.

For more information review the MPFML FAQ.

Massachusetts Pregnant Workers Fairness Act (MPWFA)

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.

Company Confidential 20 New York State Disability Insurance Program If you work in New York, you should call The Hartford to initiate your claim and review the New York Paid Family Leave page. Eligible 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 The Hartford 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. • The Hartford 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 Docum entation Requested by The Hartford: • 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 a schedule of benefit payments please visit https://paidfamilyleave.ny.gov/benefits.

How to File a Claim: • 1. Employee notifies The Hartford 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 The Hartford with supporting documentation. • 3. The Hartford 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 TheCompany Hartford Confidential at 800-308-2386. 21 Washington DC Paid Family Leave

• On July 1, 2020, the District will begin administering paid leave benefits.

• The Washington PFL provides up to eight weeks of parental leave to bond with a new child, six weeks of family leave to care for an ill family member with a serious health condition, and two weeks of medical leave to care for one’s own serious health condition.

• Paid family leave benefits are funded entirely by the employer via a payroll tax of 0.62%. These quarterly contributions are based on the immediate past quarter of wages paid, in a similar fashion to insurance tax.

• Paid-leave benefits are calculated based on an eligible individual’s average weekly ; the total wages in covered employment earned during the highest 4 out of 5 quarters (the base period) immediately preceding a qualifying event, divided by 52. The current maximum weekly benefit amount is $1,000. A sample chart of paid leave benefits is available here.

• The Hartford will automatically offset your bonding pay if you’re eligible for leave pay under Washington DC PFL program. To receive full PFL pay, you must file a claim with both The Hartford and the State.

• For inquiries regarding the Washington DC Paid Family Leave program, please contact the Office of Paid Family Leave at [email protected] or visit our website dcpaidfamilyleave.dc.gov

Company Confidential 22 Washington State Leave

• Washington employees and employers are required to invest in a statewide program that will provide paid leave to give or receive care. You will notice this deduction code as WA FMLI in your paycheck.

• In 2020, you will be able to apply for leave when you experience a qualifying event and have worked 820 hours (about 16 hours a week, on average) in the year leading up to your date of leave.

• Please click on the paystub link to learn more: https://paidleave.wa.gov/paystub.

• Additionally, BSC also offers their own paid leave program for: maternity, bonding and adoption leaves. Please visit: https://secure.bscbenefitsconnect.com/us/leave-absence.html for more information.

Company Confidential 23 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, New Jersey Employees in HI, and NJ do not need to file a disability claim with these states. You should open your claim with The Hartford. If approved for benefits, employees in these states will receive both a check from The Hartford 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.

Rhode Island Employees in Rhode Island should call the RI Temporary Disability Insurance Department if you are reporting a short-term disability claim at 401-462-8420. Contact The Hartford to file a BSC Paid Family Leave claim.

California, Massachusetts & New York Employees in California, Massachusetts and New York should refer to the separate leave pages in this guide to file claims.

Company Confidential 24