Paid Time Off and Sick Leave

This policy applies to U.S.-based employees of Blackboard Inc. and its affiliates, excluding
hourly employees who are based in Blackboard Student Services contact centers and
employees who are based in California. Each of those groups of employees has separate leave
policies.

This policy supersedes and replaces PTO and Personal Days policies including but not limited
to the "August 2012 Update to Paid Time Off and Personal Leave Policies” and the Paid Time
Off and Personal Days policies found in the May 2009 Employee Manual. This policy takes
effect January 1, 2016.

Paid Time Off

The Company provides paid time off (“PTO”) so that our employees may have time away from
the office to rest, relax, get away, and take care of personal and family illnesses and other
issues that arise throughout the year. The Company encourages employees to use their PTO.

PTO does not accrue – each year (beginning in 2016) an employee is granted his or her entire
amount of PTO for the year on January 1. To the extent allowed by law, PTO does not carry
over from year to year – employees must use leave in the year that it is granted. Further, PTO
is not paid out upon termination of employment, except in states that require such payout (e.g.,
California).

PTO is available as follows:

Years of Full-Time Part-Time (30 -39

Service PTO scheduled hours
days/year per week) PTO
days/year
0-3 20 14
3-8 25 18
8+ 30 22

Note: for purposes of the above table, a “day” equals 8 hours. Exempt (salaried) employees
may take leave in full-day increments (except to the extent otherwise permitted by law) and non-
exempt (hourly) employees may take leave in one hour increments, except if a smaller
increment is allowed or required by law.

Employees who are hired during the year, or become eligible during the year because of an
increase in working hours, will have their leave grant prorated based on the month of hire or
change in eligibility (e.g., if a full-time employee is hired in September, s/he will be granted 4/12
of the annual leave, rounded to the nearest whole number, or seven days of PTO for the year of
hire), except to the extent a greater grant is required by law.

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 Full-Time PTO Part-Time (30-39 scheduled
Month of days In year of hours per week) PTO days in
Hire hire year of hire
January 20 14
February 18 13
March 17 12
April 15 11
May 13 9
June 12 8
July 10 7
August 8 6
September 7 5
October 5 4
November 3 2
December 2 1

Employees whose length of service moves them to a different tier during the year (e.g.,
someone completes three years of service) will receive the additional days in the leave grant at
the beginning of the year in which they will reach the new tier.

Employees who change from part-time (30-39 scheduled hours per week) to full-time (40
scheduled hours per week) employment will have their PTO increased according to the
schedule below. Similarly, employees who change from full-time (40 scheduled hours per week)
to part-time employment (30-39 scheduled hours per week) will have their PTO reduced
according to the schedule below:

Month of Years of Service Years of Service Years of Service

Change 0-3 3-8 8+
January 6 7 8
February 6 6 7
March 5 6 7
April 5 5 6
May 4 5 5
June 4 4 5
July 3 4 4
August 3 3 3
September 2 2 3
October 2 2 2
November 1 1 1
December 1 1 1

Employees who have their standard working hours reduced below 30 hours per week will lose
their PTO eligibility and their PTO balance will be reduced to zero. Employees who have their
PTO reduced because they move from full-time employment to part-time employment will not be
penalized if their annual full-time PTO entitlement has been exhausted before changing to part-
time employment.

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PTO should be scheduled and approved at least two weeks in advance by the employee’s
manager when possible. The Company reserves the right to grant or deny requests for PTO to
the extent allowed by law and will try to accommodate based on business needs. Employees
must use our leave request system to record all PTO taken, in advance whenever possible.

While it is the employee’s and his/her manager’s responsibility to ensure that PTO is being
recorded and managed appropriately, HR will monitor employee leave balances. When
approval has not been granted, employees may be required to convert this time off to leave
without pay or the leave may be denied. Notwithstanding the foregoing, if an employee is using
PTO for illness and/or other medical conditions, doctor’s appointments (for self and immediate
family members), or similar health care related reasons, a manager should generally not deny
such leave. Please discuss with HR if a request for such leave has been denied.

Employees should not take more PTO than they have been granted for the year. Requests for
leave greater than the allowable maximum may be approved but the leave will be unpaid. If the
Company accidentally pays you for leave you did not have available, employees are required to
reimburse the Company for any PTO taken over the granted amount or have it deducted from
the next year’s leave grant. The Company reserves the right to deduct any such amounts from
the employee’s last paycheck, subject to applicable law.

Unless otherwise allowed by law, you may not use PTO during your final two weeks of
employment.

Use of PTO for Sick and Safe Time

The Company complies with all applicable federal, state, and local laws including laws providing
for paid sick leave. A number of cities and states have sick leave laws, including but not limited
to Massachusetts, Oregon, Jersey City, NJ; New York, NY; Philadelphia, PA; Pittsburgh, PA;
and Washington, DC. These and other jurisdictions with paid sick time requirements not listed
here, are collectively referred to in this policy as “Sick and Safe Time” locations. As set forth
above, employees may use PTO for many purposes. If an employee uses all available PTO for
a non-paid sick time purpose, additional paid sick time will not be provided. When eligible
employees working in a Sick and Safe Time location use PTO under this policy for any of the
following purposes, such leave is job-protected:

 An employee’s existing health condition including a mental or physical illness, injury, or

health condition; to allow an employee to obtain medical diagnosis, care, or treatment
(including home care) for the same; or for an employee’s need for preventive medical care
or routine medical appointments, including pregnancy, childbirth, pre-natal visits, postpartum
care, and dental visits;
 To allow an employee to care for his/her family member with an existing health condition
including a mental or physical illness, injury, or health condition; to allow an employee’s
family member to obtain medical diagnosis, care, or treatment (including home care) for the
same; or for an employee’s family member who needs preventive medical care or routine
medical appointments, including as described in the bullet above;
 The employee’s place of business has been closed by order of a public official due to a
public health emergency (including exposure to an infectious agent, biological toxin, or
hazardous material); to allow the employee to care for a child whose school or childcare
provider has been closed for any of those same reasons; to care for a family member when
it has been determined by the health authority or health care provider that the family
member’s presence in the community could jeopardize the health of others because of the
family member’s exposure to a communicable disease, whether or not the family member

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 has contracted the disease; or if any law or regulation requires the employer to exclude the
employee from the workplace for health reasons; or
 An employee who is a victim or has a family member or dependent who is a victim of
domestic violence, harassment, sexual assault, sexual abuse, or stalking, and needs time
off to seek legal or law enforcement assistance for the employee or the employee’s family
member or dependent, or to attend to the following: treatment by a health care provider,
social services, victim services provider, counseling, safety planning, relocation, or other
actions to increase safety for the employee or the employee’s family member or dependent.

Family Member. For purposes of this Sick and Safe Time section, a family member means the
employee’s current spouse, child, child’s spouse, or individual for which the employee stands in
loco parentis, legal guardian or ward, parent, parent-in-law, person who stood in loco parentis
status when the employee was a minor child, sibling, spouse of a sibling, grandparent (including
spouse, civil union partner, or domestic partner of a grandparent), or grandchild. An employee’s
registered domestic partner (as defined by state or local law), civil union partner (under New
Jersey Law), Life Partner (under Philadelphia law), or person with whom the employee shares
or shared a residence and a committed relationship (under Tacoma, WA law), as well as the
child and parent of a registered domestic partner or civil union partner, are also considered an
employee’s family member. These familial relationships include not only biological
relationships, but also relationships resulting from adoption, step-relationships, and foster care
relationships. The definition of child applies irrespective of a child’s age or dependency status.

Retaliation against an eligible employee for using leave for one of the above reasons is
prohibited.

Sick Leave for Employees Who are Not PTO-Eligible

Generally, temporary employees (including interns and part-time employees who are scheduled
to work less than 30 hours per week) are not entitled to PTO. Employees who work in
Washington, DC or Massachusetts, who meet the sick leave eligibility requirements in those
locations (set forth below), and who are not eligible for PTO will be provided Paid Sick Time
(“PST”), but may not use PST until the 90th day of employment. Unused PST is not paid out on
termination. If an employee works in more than one covered location, the employee will be
provided with a single leave balance. No adverse action will be taken against an employee
based on use of leave pursuant to the paid sick time laws. From time to time new jurisdictions
may be added to this policy and the updated information will be found on the intranet. If an
employee works in a location that has not been added to this policy or updated on the intranet,
the employee will receive sick leave at the rate required by the applicable law with the
permissible caps on accrual, use and carry over as provided for in that jurisdiction.

Employees may not use more sick leave in a day than the hours they are scheduled to work (for
example, if an employee only works a four hour day, s/he could use up to four hours of sick
leave for that day).

PST may be used for the reasons set forth above for sick and safe time leave, or any other
reasons allowed by the jurisdiction applicable to that employee.

Massachusetts: Employees who work primarily in Massachusetts and who are not eligible for
PTO will receive 1 hour of PST for every 30 hours worked, up to a maximum of 40 hours per
year. Regardless of the amount accrued, no more than 40 hours of PST may be used in any
calendar year. A maximum of 40 hours of unused PST may be carried over at the end of any
calendar year. Exempt (salaried) employees need only take PST in full-day increments (but

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may take PST in an initial increment of one hour and in the smallest increment used by the
payroll system thereafter) and non-exempt (hourly) employees may take leave in an initial
increment of one hour and then in the smallest increment used by the payroll system thereafter.

If the need for leave for paid sick time purposes is foreseeable, the employee shall provide
seven days advance notice. If the need for leave is unforeseeable, the employee shall provide
notice of the need as soon as practicable.

Washington, DC: Employees who work primarily in Washington, DC and who are not eligible
for PTO will receive 1 hour of PST for every 37 hours worked, up to a maximum of seven days
per year. Regardless of the amount accrued, no more than seven days of PST may be used in
any calendar year. Unused PST may be carried over at the end of any calendar year. Exempt
(salaried) employees need only take leave in full-day increments (but may take PST in one hour
increments) and non-exempt (hourly) employees may take leave in one hour increments.

If the need for leave for paid sick time purposes is foreseeable, the employee shall provide ten
days advance notice, or, if not aware of the need ten days in advance, as early as possible. If
the need for leave is unforeseeable, the employee shall provide notice of the need prior to the
start of the day/shift. If an emergency prevents prior notification, the employee shall provide
notice prior to the start of the next work shift or within 24 hours of the onset of the emergency,
whichever is sooner.

***

Posters for additional city or state sick leave requirements (e.g., Philadelphia) will be posted on
the intranet.

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