Version: August 2026 · Complete Source Document

Employee Handbook

Rise Select Management & Managed Properties Guidelines

This handbook is designed to help employees get acquainted with Rise Select Management, hereinafter referred to as “the Company”. It describes some of our philosophies and beliefs, and the basic terms and conditions of employment with the Company. Employees are expected to read this handbook carefully, and to know and understand its contents.

The Company reserves the right to make changes to this handbook and to any employment policy, practice, work rule, or benefit, at any time without prior notice. Employees are responsible for knowing about and understanding those changes once they have been disseminated. The Company also reserves the right to interpret the provisions of this handbook. For this reason, employees should check with the Human Resources Manager, Eswaramoorthy Sivasamy () to obtain information regarding specific employment guidelines, practices, policies, or procedures. Except as otherwise provided in this handbook, no one has the authority to make any promise or commitment contrary to what is in this handbook.

Employees should not interpret anything in this handbook as creating a contract or guarantee of continued employment. In addition, this handbook is not intended to cover all possible situations that may arise in your employment relationship with the Company.

Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Company documents. These Company documents are always controlling over any statement made in this handbook or by any member of management.

Please note: This handbook specifically addresses the laws pertaining to employees who work within the United States of America with state-specific addendums at the end of this handbook. For employees in states not addressed in this handbook or its addendums, the laws and regulations pertaining to those states will prevail over any contrary terms in this handbook. Employees should contact Human Resources for more information about laws and regulations pertaining to their states or localities, if not addressed in this handbook.

This handbook replaces all earlier handbooks, supersedes all prior inconsistent policies, practices and procedures, is the property of the Company, and it is intended for the personal use and reference by employees of the Company.

Employees must sign the acknowledgement form at the end of this handbook, tear it out, and return it to the Human Resources Department (or if delivered via an electronic format: click on the box as indicated, type their name and the date, as applicable, and hit "enter"). This will provide the Company with a record that each employee has received, read and understood this handbook.

Employment At-Will

All employment at the Company is "at-will." This means that both employees and the Company have the right to terminate employment at any time, with or without advance notice, and with or without cause. Employees also may be demoted or disciplined, and the terms of their employment may be altered at any time, with or without cause, at the discretion of the Company. No one other than an officer of the Company has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time, or to make any agreement contrary to this at-will status. Any such agreement must be in writing, must be signed by an officer of the Company, and must express a clear and unambiguous intent to alter the at-will nature of the employment relationship.

Nothing contained in this Handbook, or any other documents provided to employees is intended to be, nor should it be, construed as a guarantee that employment (or any benefit) will be continued for a specific time period. For example, any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience. They are not intended to create an employment contract for one or more months. Employees should ask the Human Resources Manager if they have any questions about their status as an employee at-will.

Equal Employment Opportunity

Please refer to the Addendum section for state-specific protected classes.

It is the Company's policy to provide equal employment opportunities for all applicants and employees. The Company does not unlawfully discriminate on the basis of actual or perceived race (including hair texture and natural hair styles), color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity, status and transitioning), gender expression and sex stereotyping, national origin, ancestry, citizenship, age, physical or mental disability, legally protected medical condition or information (including genetic information), family care or medical leave status, military caregiver status, military status, veteran status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, engaging in protected communications regarding employee wages, requesting a reasonable accommodation on the basis of disability or bona fide religious belief or practice, or any other basis protected by local, state, or federal laws. Consistent with the law, the Company also makes reasonable accommodations for disabled applicants and employees; for pregnant employees who request an accommodation with the advice of their health care providers, for pregnancy, childbirth, or related medical conditions; for employees who are victims of domestic violence, sexual assault, or stalking; and for applicants and employees based on their religious beliefs and practices.

The Company will endeavor to accommodate the sincere religious beliefs of its employees to the extent such accommodation does not pose an undue hardship on the Company's operations. If employees wish to request such an accommodation, they should contact the Human Resources Department.

The Company prohibits sexual harassment and the harassment of any individual on any of the other bases listed above. For information about the types of conduct that constitute impermissible harassment and the Company's internal procedures for addressing complaints of harassment, and the legal remedies available through and complaint procedures of the appropriate state and federal agencies and directions on how to contact these agencies, please refer to the Company's Policy Against Harassment, Discrimination, and Retaliation in this Handbook.

This policy applies to all areas of employment including recruitment, hiring, training, promotion, compensation, benefits, transfer, disciplinary action, and social and recreational programs. It is the responsibility of every manager and employee to conscientiously follow this policy. Any employee having any questions regarding this policy should discuss them with the Human Resources Department.

National Labor Relations Act Activity

When applicable, protected concerted activity covered by the NLRA or the particular collective bargaining agreement is not prohibited by this policy. This policy in no way prohibits employee communications that are protected under applicable state and federal laws, including, but not limited to, any activity that is protected under Section 7 of the NLRA, which includes the right of employees to speak with others about their terms and conditions of employment. To the extent that any provision of this handbook purports to prohibit conduct that is or is later determined to be otherwise protected under Section 7 of the NLRA, such conflicting provisions will be void.

Applicants and Employees with Disabilities

The Company is committed to providing equal employment opportunities for all qualified individuals with disabilities in accordance with the federal Americans with Disabilities Act and applicable State disability laws. In accordance with these laws, the Company strictly forbids all forms of unlawful discrimination, harassment, or retaliation against qualified applicants or employees with disabilities, and for pregnant employees who so request for pregnancy, childbirth, or related medical conditions, and requires reasonable accommodation if necessary for such individuals to perform the essential functions of their jobs safely and efficiently without undue hardship to the Company and without serious risk to the health and safety of others.

Applicants and employees who require accommodation of any disability should inform the Company of their needs. The Company may have no way of knowing whether an individual requires an accommodation unless they bring it to the attention of the Company. The Company will engage in an interactive conversation to determine if there is a reasonable accommodation that can be provided that will not cause the Company undue hardship and will treat all such information as confidential to protect privacy rights under laws such as HIPAA, but some disclosure will be necessary to fulfill the purposes of this policy.

Employees who are made aware that an applicant or employee has a disability should presume that the information is confidential and discuss it only with upper management and Human Resources, unless the employee has disclosed or consented to further disclosure.

Discrimination, harassment, or retaliation against an individual because they are considered disabled or has been given accommodation for a disability is absolutely forbidden and grounds for immediate termination. Employees who believe they have been harassed in violation of this policy may file a complaint under the Company’s policy on Equal Employment Opportunity.

Reasonable Accommodations for Pregnant Workers Policy

As required by the federal Pregnant Workers Fairness Act (PWFA), the Company will provide reasonable accommodations to employees and applicants with limitations related to pregnancy, childbirth or related medical conditions, unless the accommodation will cause undue hardship to the Company's operations.

An employee or applicant may request an accommodation due to pregnancy, childbirth or a related medical condition by submitting the request in writing to human resources (HR). The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation needed and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation.

Upon receipt of a request for accommodation, HR will contact the employee or applicant to discuss the request and determine if an accommodation is reasonable and can be provided without significant difficulty or expense, i.e., undue hardship.

While the reasonableness of each accommodation request will be individually assessed, possible accommodations include allowing the individual to:

Sit while working.
Drink water during the workday.
Receive closer-in parking.
Have flexible hours.
Receive appropriately sized uniforms and safety apparel.
Receive additional break time to use the bathroom, eat and rest.
Take time off to recover from childbirth.
Be excused from strenuous activities and/or activities that involve exposure to compounds deemed unsafe during pregnancy.

An employee may request paid or unpaid leave as a reasonable accommodation under this policy; however, the Company will not require an employee to take time off if another reasonable accommodation can be provided that will allow the employee to continue to work.

The Company prohibits any retaliation, harassment or adverse action due to an individual's request for accommodation under this policy or for reporting or participating in an investigation of unlawful discrimination under this policy.

Policy Against Harassment, Discrimination and Retaliation

I. Purpose of Policy

The Company is committed to providing a workplace free of unlawful harassment and discrimination. This includes sexual harassment (which includes harassment based on pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions) and harassment based on actual or perceived gender, gender identity (including transgender identity, status and transitioning), gender expression and sex stereotyping, as well as harassment based on such factors as race (including hair texture and natural hair styles), color, religion, religious creed (including religious dress and religious grooming), national origin, ancestry, citizenship, age, physical or mental disability, legally-protected medical condition or information (including genetic information), family care or medical leave status, military caregiver status, military status, veteran status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, engaging in protected communications regarding employee wages, requesting a reasonable accommodation on the basis of disability or bona fide religious belief or practice, or any other basis protected by federal, state, or local laws. The Company strongly disapproves of and will not tolerate harassment of or discrimination against applicants, employees, interns, or volunteers by managers, supervisors, co-workers or third parties with whom employees come into contact. Similarly, the Company will not tolerate harassment by its employees of non-employees with whom the Company employees have a business, service, or professional relationship.

II. Harassment Defined

Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile working environment or that interferes with an employee's work performance. Such conduct constitutes harassment when (1) submission to the conduct is made either an explicit or implicit condition of employment; (2) submission or rejection of the conduct is used as the basis for an employment decision; or (3) the harassment interferes with an employee's work performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms and may include, but is not limited to, the following: slurs, jokes, insults, statements, gestures, teasing, assault, impeding or blocking another's movement or otherwise physically interfering with normal work, pictures, posters, symbols, drawings, or cartoons, violating someone's "personal space" (for example by blocking someone’s way) foul or obscene language, leering, stalking, staring, unwanted or offensive letters or poems, offensive email or voicemail messages, or any kind of verbal, visual or physical conduct that denigrates or shows hostility or aversion towards an individual because of any protected characteristic.

Sexually harassing conduct in particular may include all of these prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversation containing sexual comments, and other unwelcome sexual advances. Sexually harassing conduct can be by a person of either the same or opposite sex. Sexually harassing conduct need not be motivated by sexual desire to be violative of this policy.

III. Reporting and Investigating Harassing, Discriminatory and Retaliatory Conduct

All employees, independent contractors, interns, and volunteers of the Company must promptly report any incidents of harassment, discrimination, and retaliation so that the Company can take appropriate action.

A. Complaint Reporting Process

It is the responsibility of all of us to contribute to a work environment that is free of unlawful bias, discrimination, harassment, and retaliation. Failure to bring forth a complaint prevents the Company from having the opportunity to correct the situation.

Any incidents of discrimination, harassment, or retaliation, including work-related harassment by any Company personnel or any other person, or any conduct believed to violate this policy, must be reported immediately to the Human Resources Manager, who is responsible for investigating harassment complaints. An individual is not required to bring a complaint to the Human Resources Manager if the individual is uncomfortable doing so for any reason. In that case, complaints should be reported to the Director of Operations.

Managers and supervisors have a special responsibility under this policy. All levels of management and all supervisors are responsible for compliance with this Policy Against Harassment, Discrimination, and Retaliation AND for ensuring that everyone in their department is aware of, understands and adheres to this policy. Supervisors and managers who receive complaints or who observe or learn of discriminatory, harassing, or retaliatory conduct must immediately inform the Human Resources Manager or - Director of Operations so that an investigation may be initiated.

Please refer to the Addendum section for state specific regulations.

IV. Corrective Action

The Company prohibits conduct severe enough to be unlawful. Yet even more, the Company’s workplace conduct standards also prohibit conduct and comments which are not severe enough to violate state or local or federal law—but which are still inappropriate in the workplace. For example, the Company prohibits abusive conduct in the workplace—whether or not it is based on a protected category.

As a result, the Company will take prompt, appropriate, and effective corrective action (e.g., remedial measures) any time it is established that discrimination, harassment, or retaliation in violation of this policy has occurred—whether or not such violation also violates the law.

Corrective action may include, for example: training, referral to counseling, or disciplinary action ranging from a verbal or written warning to termination of employment, depending on the circumstances. With regard to acts of harassment or discrimination by customers or vendors, corrective action will be taken after consultation with the appropriate management personnel.

The Company will not tolerate retaliation against any employee for making a good faith complaint of harassment, discrimination, or retaliation, or for cooperating in an investigation.

V. Anti-Harassment Training

Please refer to the Addendum section for state specific regulations.

Every Company employee is required to undergo Sexual Harassment training within their first three (3) months of employment and at least once every two (2) years thereafter. In addition, all employees hired as or promoted to a supervisory or management position must undergo at least two (2) hours of interactive sexual harassment training within the first six (6) months of assuming a new supervisory or management position. Additionally, all supervisors and managers must complete at least two (2) hours of interactive sexual harassment training at least once every two (2) years thereafter. An employee who fails to comply with this section may be subject to disciplinary action, up to and including termination of employment.

VI. Zero Tolerance

The Company does not tolerate and prohibits discrimination, harassment or retaliation of or against job applicants, contractors, interns, volunteers or employees by another employee, supervisor, vendor, customer or any third party on the basis of race, color, creed, religion, age, sex or gender (including pregnancy, childbirth and related medical conditions), sexual orientation, gender identity or gender expression (including transgender status), national origin, ancestry, marital status, protected medical condition as defined by state law (cancer or genetic characteristics), physical or mental disability, military and veteran status, genetic information, or any other characteristic protected by applicable federal, state or local laws and ordinances. The Company is committed to a workplace free of discrimination, harassment and retaliation.

Our management team is dedicated to ensuring the fulfillment of this policy as it applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment.

Introductory Period

The Company attempts to hire the most qualified employees for each position. To ensure this, the Company provides an introductory period of employment for the employee to assess the Company and the job content, and for the Company to evaluate the new employee and their job performance. All new employees must complete to the Company's satisfaction a -day introductory period beginning with the date of initial employment. Consistent with the Company’s Employment At Will policy, during the introductory period, an employee may be discharged by the Company for any reason and without advance notice. Similarly, the employee may resign employment for any reason without advance notice during this period. Completion of the introductory period does not alter the employee's at-will status.

At the Company's discretion, an employee's introductory period may be extended one or more times. On successful completion of the introductory period, an employee will become a regular employee. Successful completion of the introductory period does not, however, guarantee employment for any specific duration or change the at-will status of regular employment.

Proof of Right to Work

The Company is committed to full compliance with the federal immigration laws. The Company will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States. As a condition of employment, all employees are required to complete a DHS Employment Eligibility Verification form (Form I-9) and present acceptable documentation verifying their identity and right to work in the United States in accordance with federal and State immigration law.

Employment of Minors

The Company will not employ any people under the age of 18.

Employment Applications

The Company relies upon the accuracy of information provided by an applicant in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentation, falsification, or material omission by an applicant in any of this information or data may result in revocation of any offer or immediate termination of employment, regardless of when it is discovered.

Rehire Eligibility and Service Recognition

Where business needs dictate, it is the policy of the Company to rehire former employees who: a) voluntarily left company employment or b) were laid off due to business slowdown(s). To be eligible for rehire, former employees must have possessed a satisfactory record of service. This policy sets forth the company’s philosophy governing eligibility for reemployment and associated bridging of service (service recognition), where appropriate.

I. Eligibility for Rehire

Employees who completed their company introductory period and who were part of a reduction in force, as well as those employees who voluntarily resigned, will be eligible for rehire as long as they had a satisfactory work record while employed by the Company.

II. Ineligibility for Rehire

Former employees who had a less-than-satisfactory work record appropriately noted at termination as not being eligible for rehire are excluded from rehire consideration.

Employees who were involuntarily terminated by the Company or who were laid off (with a less-than-satisfactory work record) or who failed to complete their company introductory period will not be considered for rehire.

III. Service Restoration Rules for Eligible Employees

If a former employee with less than one year’s prior service is rehired, the employee will be considered a new employee and will not be eligible for prior service recognition for seniority or benefits plan participation purposes.

If a former employee with more than one year’s prior service is rehired, the employee’s seniority and eligibility to participate in company benefits plans will be bridged if the employee is rehired and the period of prior company service exceeded the duration of the period of absence. Service recognition will include prior service recognition for accrued leave plans.

If a former employee with more than one year’s prior service is rehired and the duration of the period of absence exceeded the period of prior company service, the employee will be considered a new employee and will not be eligible for prior service recognition for seniority or benefits plan participation purposes.

IV. Rehire Service Date Adjustment

When recognition of prior service is granted, a rehired employee’s company service date will be adjusted in accordance with the service restoration rule.

Conflicts of Interest

Employees are expected to devote their best efforts and attention to the full-time performance of their jobs. Moreover, employees are expected to use good judgment, to adhere to high ethical standards, and to avoid situations that create an actual or potential conflict between their personal interests and the legitimate business interests of the Company. A conflict of interest exists when the employee's loyalties or actions are divided between the Company's interests and those of another, such as a competitor, supplier, or customer. Both the fact and the appearance of a conflict of interest should be avoided. Employees unsure as to whether a certain transaction, activity, or relationship constitutes a conflict of interest should discuss it with their immediate supervisor or the Human Resources Manager for clarification. Any exceptions to this guideline must be approved in writing by the Company's President.

While it is not feasible to describe all possible conflicts of interest that could develop, some of the more common conflicts that employees should avoid include the following:

Accepting personal gifts or entertainment from competitors, customers, suppliers, or potential suppliers;
Working for a competitor, supplier, or customer;
Engaging in self-employment in competition with the Company;
Using proprietary or confidential Company information, such as Company trade secrets, for personal gain or to the Company's detriment;
Having a direct or indirect financial interest in or relationship with a competitor, customer, or supplier;
Using Company property or labor for personal use;
Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to the Company;
Committing the Company to give its financial or other support to any outside activity or organization; or
Developing a personal relationship with a subordinate employee of the Company or with an employee of a competitor, supplier, or customer that might interfere with the exercise of impartial judgment in decisions affecting the Company or any employees of the Company.

If an employee or someone with whom an employee has a close relationship (e.g., a family member or close companion) has a financial or employment relationship with a competitor, customer, supplier, or potential supplier, the employee must disclose this fact in writing to the Human Resources Department. Employees should be aware that if they enter into a personal relationship with a subordinate employee or with an employee of a competitor, supplier, or customer, a conflict of interest may exist, which requires full disclosure to the Company.

Failure to adhere to this guideline, including failure to disclose any conflicts or to seek an exception, may result in discipline, up to and including termination of employment.

Open Door Policy

The Company has a specific procedure detailed in the separate Policy Against Harassment, Discrimination and Retaliation that should be used to report concerns or complaints related to possible sexual harassment, or other forms of harassment, discrimination, or retaliation based on a protected category. Separately, the Company has an Open Door Policy that encourages employees to participate in decisions affecting them and their daily professional responsibilities. Employees who have job-related concerns or complaints are encouraged to discuss them with their supervisor or any other management representative with whom they feel comfortable. The Company believes that employee concerns are best addressed through this type of informal and open communication.

Employees are encouraged to raise work-related concerns with their immediate supervisor, or with a supervisor or other management representative of their choice, as soon as possible after the events that cause the concern. Employees are further encouraged to pursue discussion of their work-related concerns until the matter is fully resolved. Although the Company cannot guarantee that in each instance the employee will be satisfied with the result, the Company will attempt in each instance to explain the result to the employee if the employee is not satisfied. The Company will also attempt to keep all such expressions of concern, the results of any investigation, and the terms of the resolution confidential. In the course of investigating and resolving the matter, however, some dissemination of information to others may be necessary or appropriate. No employee will be disciplined or otherwise penalized for raising a good-faith concern.

Employees who conclude that work-related concerns should be brought to the attention of the Company by written complaints and formal investigation may avail themselves of the "Employee Complaint Reporting Procedure" set forth in this Handbook/Manual.

Employee Complaint Reporting Procedure

I. Purpose and Scope

The purpose of this Procedure for Reporting Employee Complaints is to establish a process for all employees of the Company to use to notify the Company of their work-related concerns, and to give the Company the opportunity to learn about, address, and resolve the complaint. This policy is intended to supplement the Open Door Policy set forth in this Handbook/Manual, which states the Company's philosophy that all employees have free access to their immediate supervisors or to other Company supervisors of their choice to informally express their work-related concerns. As noted in the Open Door Policy, the Company has a specific procedure detailed in its Policy Against Harassment, Discrimination, and Retaliation that should be used to report concerns or complaints related to possible sexual harassment, or other forms of harassment, discrimination, or retaliation based on a protected category.

Importantly, when the nature of the concern pertains to an actual or suspected violation of the law, or an ethical violation, including under the Company's Rules of Conduct and/or ethics and business code, all employees, directors, and officers of the Company are required to file a complaint using the procedure below. This includes reporting any activity that is considered by the person making the complaint to be illegal or dishonest. Examples of illegal and dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting. Any questions regarding whether a concern is subject to this mandatory reporting policy should be resolved in favor of filing the complaint.

II. Procedure

A. Filing of Complaint

Individuals should file written complaints with the Human Resources Department as soon as possible after the events that give rise to the work-related concerns. The written complaint should set forth in detail the bases for the complaint.

Alternative reporting method: If, for any reason, an individual would prefer not to discuss the subject of the concern with the individual identified above, then they must report the concern as soon as possible to Josh Page - Director of Operations for property level or Girijaa Doriswamy-COO for RSM employees

B. Investigation

The Human Resources Department will date and log all written complaints and send the employee an acknowledgment that the complaint is under review.

The Human Resources Department or their designee will investigate the complaint, meeting separately with the employee and with others who either are named in the complaint or who may have knowledge of the facts set forth in the complaint. The Company will attempt to treat all internal complaints and their investigation as confidential, recognizing, however, that in the course of investigating and resolving internal complaints some dissemination of information to others may be necessary or appropriate.

On completion of the investigation, the Human Resources Department will orally report its findings and conclusions to the employee. If the complaint is resolved to the employees’ satisfaction, the terms of the resolution should be recorded and signed by both the employee and a representative of the Human Resources Department.

C. Appeal

If the complaint is not resolved to the employee's satisfaction, the employee may submit a written request for review of the complaint to Josh Page - Director of Operations for property level or Girijaa COO for RSM employees. On completion of the appeal review, the employee should receive an oral explanation of the conclusion reached and the reasons for that conclusion. Decisions resulting from appeal reviews will be final.

D. Non-Retaliation

The Company will not tolerate retaliation against individuals for: reporting a good faith concern under this policy; participating in or cooperating in any internal investigations of reported concerns; or otherwise engaging in conduct protected by law. Prohibited retaliation can be adverse employment actions, like termination, compensation decreases, or poor work assignments, or even threats of physical harm.

Such retaliation is a separate violation of Company policy. It also may violate applicable law. (For example, a complaint may qualify as protected "whistleblowing" under an applicable law that prohibits retaliation due to whistleblowing).

Anyone who believes that they have been retaliated against for reporting a good faith concern, for participating in or cooperating in an internal investigation of a concern, or for exercising their rights, or otherwise engaging in conduct protected by law, should immediately notify the Company using the same Procedure described above.

E. Defend Trade Secrets Act Notice

Pursuant to the Defend Trade Secrets Act, an individual shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that (A) is made (i) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. If an employee files a lawsuit for retaliation by the Company for reporting a suspected violation of law, the employee may disclose the trade secret to the employee's attorney and use the trade secret information in the court proceeding, if the employee (A) files any document containing the trade secret under seal; and (B) does not disclose the trade secret, except pursuant to court order. In the event that disclosure of Company trade secrets was not done in good faith pursuant to the above, the employee may be subject to substantial damages, including punitive damages and attorneys' fees.

F. National Labor Relations Act Activity

Employee Classifications

I. Introductory Employees

The term "introductory employees" is sometimes used in this Handbook/Manual to refer to those employees who are within their introductory period, i.e., the first 60 days of employment with the Company. At the Company's discretion, the introductory period may be extended for an additional period.

II. Regular Full-Time Employees

An employee who successfully completes the introductory period (including any extension) and is regularly scheduled to work an average of 30 or more hours per week for a period of indefinite duration, is referred to as a regular full-time employee.

III. Regular Part-Time Employees

An employee who successfully completes the introductory period (including any extension) and is regularly scheduled to work fewer than an average of 30 hours per week for a period of indefinite duration, is referred to as a regular part-time employee.

IV. Seasonal Employees

Seasonal employees are employees who are hired to work from July-August.

V. On-Call Employees

On-call employees are employees who are hired for the purpose of providing relief on short notice in the event of an unexpected absence by another employee.

VI. Exempt/Nonexempt Employees

Exempt employees, by definition, are exempt from earning overtime compensation and generally receive the same weekly salary regardless of hours worked. Nonexempt employees are employees who are eligible to be paid for overtime work in accordance with the provisions of applicable wage and hour laws. Overtime pay requirements are set forth in the section of this Handbook/Manual entitled "Hours of Work, Overtime, and Pay Day”. Employees will be informed of these classifications upon hire and informed of any subsequent changes to the classifications.

VII. Salaried Employees

Salaried employees are employees who are paid a fixed amount on a periodic basis and not by the hour. Salaried employees are generally Exempt employees.

VIII. Hourly Employees

Hourly employees are employees whose wages are paid by the hour. Their wages fluctuate according to the number of hours they work. Hourly employees are generally Nonexempt employees.

IX. Change in Employment Status

The Company may change the employment classification of any employee at any time based on the nature of the employment assignment.

Hours of Work, Overtime and Pay Day

I. Hours of Work

Company business hours are 8 hours a day, standardized by property or operation. Employees will be assigned a work schedule and will be expected to begin and end work according to the schedule. To accommodate the needs of the business, at some point the Company may need to change individual work schedules on either a short-term or long-term basis.

II. Meal and Rest Periods

Please refer to the Addendum section for state specific regulations which may differ from the below.

A. Rest Periods

The Company authorizes and permits nonexempt employees to take a thirty-minute, off-duty, uninterrupted paid rest period. The 30 minutes do not include the reasonable time it takes to walk to and from the closest break area (whether or not the employee takes their break in that break area). Employees should take their rest periods in the middle of each work period to the extent it is practicable to do so, and not combine them with meal periods or skip them to leave work early.

B. Meal Periods

The Company provides employees with an unpaid 60-minute, uninterrupted meal period. Employees should take their meal periods in the middle of each work period to the extent it is practicable to do so, and not combine them with rest periods or skip them to leave work early.

Employees who use a time clock must clock out for their meal periods. Employees are expected to clock back in and promptly return to work at the end of any meal period. Employees who record their time manually must accurately record their meal periods by recording the beginning and end of each work period.

III. Overtime Pay

A. Overtime Definition and Rates of Pay

All nonexempt employees who work more than forty (40) hours in one workweek will receive overtime pay at the rate of 1 ½ times the employee's regular rate of pay.

Overtime will be computed on actual minutes worked, adjusted to the nearest 15-minute increment.

Only those hours that are actually worked are counted to determine an employee's overtime pay. Compensated holidays, for example, are not hours worked and therefore are not counted in making overtime calculations unless the employee actually worked on the holiday.

B. Workweek and Workday

Unless otherwise provided, for purposes of calculating overtime, each workweek begins on Monday and each workday is a 24-hour consecutive period which begins at 12:00 a.m.

C. Pre-Authorization

Nonexempt employees may not work overtime without the express prior approval of their supervisor, absent an emergency. During busy periods, the employer may require employees to work extended hours. Nonexempt employees who fail to obtain approval prior to working hours that extend beyond their normal 8-hour workday, or 40-hour workweek will be subject to disciplinary action. Overtime offenses may result in termination.

IV. Other Types of Pay

A. Travel Time for Non-Exempt Employees

Non-exempt employees are paid for travel time in accordance with state law.

B. Holiday Pay

Eligible employees are paid as set forth under the policy entitled "Holidays." To receive holiday pay, the employee generally must work the regularly scheduled workdays preceding and following the Company holiday or receive prior approval from their supervisor to take the time off.

V. Safe Harbor Policy for Exempt Employees

It is the Company’s policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure employees are paid properly and no improper deductions are made, employees must review their pay stubs promptly to identify and to report all errors.

If the employee believes a mistake has occurred or if the employee has any questions, the employee should use the reporting procedure outlined below.

Exempt salaried employees receive a salary which is intended to compensate for all hours worked for the Company. This salary will be established at the time of hire or when the employee becomes classified as an exempt employee. While it may be subject to review and modification from time-to-time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed.

Under state law, salary is subject to certain deductions. For example, the employee's salary can be reduced for the following reasons:

full-day absences for personal reasons;
full-day absences for sickness or disability, if the available paid sick leave has been exhausted;
intermittent absences, including partial-day absences, covered by the federal Family and Medical Leave Act and/or any state-equivalent leave act, if other available paid leave has been exhausted;
to offset amounts received as payment for jury and witness fees or military pay;
during the first or last week of employment in the event the employee works less than a full week; and
any work week in which the employee performs no work for the Company.

Salary also may be reduced for certain types of deductions, such as the employee portion of health, dental or life insurance premiums; state, federal or local taxes, social security; or, voluntary contributions to a 401(k) or pension plan.

In any workweek in which the employee performed any work, the employee's salary will not be reduced for any of the following reasons:

partial-day absences for personal reasons, sickness or disability;
absence on a holiday when the facility is closed or because the facility is otherwise closed on a scheduled workday;
absences for jury duty, attendance as a witness or military leave in any week in which the employee has performed any work; and
any other deductions prohibited by state or federal law.

If employees believe they have been subject to any improper deductions, they should immediately report the matter to the Human Resources Manager. If the Human Resources Manager is unavailable or if employees believe it would be inappropriate to contact that person (or if they have not received a prompt and fully acceptable reply), they should immediately contact the CEO.

Every report will be fully investigated, and corrective action will be taken where appropriate, up to and including termination for any employee who violates this policy. In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the investigation of such reports. Retaliation is unacceptable, and any form of retaliation in violation of this policy will result in disciplinary action, up to and including termination.

VI. Place and Time for Payment of Wages

A. Regular Pay Days

Employees are paid biweekly, every other Friday. Employees must complete their timecards in a timely manner in order to ensure that they are paid for all hours worked. If a pay day falls on a holiday, paychecks will be distributed on the preceding workday. For employees who are not on direct deposit, checks are distributed by the employee's immediate supervisor at the employee's location.

on the date assigned for payment. If the employee is absent from their workstation when the paycheck is distributed, the employee may claim the paycheck from their HR upon returning to work.

B. Payment on Resignation, Termination, or Completion of Assignment or Term

Please refer to the Addendum section for state specific regulations.

C. Garnishments

The Company complies with applicable state and federal laws regarding the garnishment and assignment of wages. Repeated garnishments for multiple debts can be grounds for discharge or other discipline as provided by applicable laws.

D. Payroll Deductions

Deductions for federal Income Tax, Social Security Tax, and Medicare are required by federal law. State Income Tax and State Disability Insurance deductions vary according to the state in which your work is performed. Other deductions for insurance or other benefits may be specifically authorized by the employee in writing or by electronic signature. Each paycheck stub itemizes amounts that have been withheld. It is the employee’s responsibility to confirm the accuracy of payroll deductions and personal information and to notify their manager immediately of any changes. It is important that employees keep this information for tax purposes. Questions about deductions should be directed to the employee’s manager.

Timekeeping Procedures

Employees are expected to be on time daily and remain on the job throughout the regularly scheduled workday. Employees must accurately record their actual time worked for payroll and benefit purposes. Non-exempt employees must record the time work begins and ends, as well as the beginning and ending time of breaks and any departure from work for any non-work-related reason, on using On The Clock App.

Altering, falsifying or tampering with time records is prohibited and subjects the employee to discipline, up to and including discharge.

Exempt employees are required to record their daily work attendance and report full days of absence from work for reasons such as leaves of absence, sick leave or personal business.

Non-exempt employees may not start work until their scheduled starting time.

It is the employee's responsibility to sign time records to certify the accuracy of all time recorded. Any errors in the time record should be reported immediately to a supervisor, who will attempt to correct legitimate errors.

Work Schedules, Tardiness, and Absence

All employees of The Company are expected to be punctual and regular in attendance. Any tardiness or absence causes problems for fellow employees and managers. When employees are absent, their workload must be performed by others, just as they must assume the workload of others who are absent.

Employees are expected to report to work as scheduled, on time, and prepared to start work. Employees also are expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized Company business. Late arrival, early departure, or other absences from scheduled hours are disruptive and must be avoided.

A tardy or absence is considered “excused” only when the employee calls ahead of time and the tardy or absence is for a reason that Company considers satisfactory.

Employees who are not going to report for work as scheduled must call their supervisor as far in advance as possible but not later than the start of their shift to report their absence. Employees who rely on others to report their absences, or who report absences to anyone other than their immediate supervisor, do so at their own risk.

A tardy or absence for a non-satisfactory reason, and failing to call in according to this policy, will be considered “unexcused.”

Unreported, unexcused, or excessive absenteeism (including tardiness and early departures) will result in discharge or other discipline. No specific number or type of prior warnings is required before termination.

Any employee who is absent from work without properly reporting their absence for any period of three consecutive scheduled shifts will be considered to have abandoned and voluntarily terminated their employment.

Business Expense Reimbursement

Employees should complete expense reimbursement reports and submit the reports and receipts within days of incurring the expenses to the accounting department.

Personnel Records

Please refer to the Addendum section for state specific regulations.

The information in an employee's personnel file is permanent and confidential and must be kept up to date. Employees should inform the Human Resources Manager immediately whenever there are changes in personal data such as address, telephone number, marital status, number of dependents, and person(s) to notify in case of emergency. Employees also should inform the Human Resources Manager of any specialized training or skills they acquire. Unreported changes of address, marital status, etc. can affect withholding tax and benefit coverage.

Personnel files are the property of the Company and may not be removed from the Company's premises without written authorization from the Human Resources Manager.

Record Retention

The Company acknowledges its responsibility to preserve information relating to litigation, audits and investigations. Failure on the part of employees to follow this policy can result in possible civil and criminal sanctions against the Company and its employees and possible disciplinary action against responsible individuals (up to and including discharge of the employee). Each employee has an obligation to contact the COO to inform them of potential or actual litigation, external audit, investigation or similar proceedings involving the Company that may have an impact on record retention protocols.

Lactation Accommodation

Please refer to the Addendum section for state specific regulations.

The Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's infant child for at least one year after the child’s birth. Employees needing breaks for lactation purposes may use ordinary paid rest breaks or may take other reasonable breaktime when needed. If possible, the lactation break time should run concurrently with scheduled meal and rest breaks already provided to the employee in a private location other than a restroom and free from intrusion from co-workers and the public. If the lactation break time cannot run concurrently with meal and rest breaks already provided or additional time is needed for the employee, the lactation break time will be unpaid for nonexempt employees.

Employees who work remotely, or telework, are entitled to the same breaks as outlined above. During these breaks, the remote/teleworking employee must be free from observation by any Company-provided or required video system, including camera, security camera or web-conferencing platform.

Should you require lactation accommodation, please advise the Human Resource Manager so that accommodation may be made.

Termination, Discipline, and Rules of Conduct –

I. Termination

A. Voluntary Termination

The Company will consider an employee to have voluntarily terminated their employment if an employee does any of the following:

Elects to resign from the Company;
Fails to return from an approved leave of absence on the date specified by the Company; or
Fails to report for work without notice to the Company for three (3) consecutive days.

B. Involuntary Termination

An employee may be terminated involuntarily for reasons that may include poor performance, misconduct, or other violations of the Company's rules of conduct as set forth below. Notwithstanding this list of rules, the Company reserves the right to discharge or demote any employee with or without cause and with or without prior notice.

C. Termination Due to Reorganizations, Economics, or Lack of Work

From time to time, the Company may need to terminate an employee as a consequence of reorganizations, job eliminations, economic downturns in business, or lack of work. Should the Company consider such terminations necessary, the Company will attempt to provide all affected employees with advance notice when practical. Layoff benefits associated with such terminations, if any, will be as specified in the notice.

II. Discipline and Rules of Conduct

Employees are expected to observe certain standards of job performance and good conduct. When performance or conduct does not meet Company standards, the employee will be subject to discipline up to and including termination.

The rules set forth below are intended to provide employees with notice of what is expected of them. Necessarily, however, such rules cannot identify every type of unacceptable conduct and performance. Therefore, employees should be aware that conduct not specifically listed below but which the Company determines adversely affects or is otherwise detrimental to the interests of the Company, other employees, or customers, may also result in disciplinary action.

A. Job Performance

Employees may be disciplined for poor job performance, including but not limited to the following:

Unsatisfactory work quality or quantity;
Excessive absenteeism, tardiness, or abuse of rest break and meal period policies;
Failure to follow instructions or Company procedures; or
Failure to follow established safety regulations.

B. Misconduct

The following are examples of some, but not all, conduct which can be considered unacceptable:

Obtaining employment on the basis of false or misleading information.
Stealing, removing or defacing Company property or a co-worker's property, and/or disclosure of confidential information.
Completing another employee's time records.
Violation of safety rules and policies.
Violation of the Company's Drug and Alcohol-Free Workplace Policy.
Fighting, threatening or disrupting the work of others or other violations of the Company's Workplace Violence Policy.
Failure to follow lawful instructions of a supervisor.
Failure to perform assigned job duties.
Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance, habitual lateness or unexcused absences.
Gambling on Company property.
Willful or careless destruction or damage to Company assets or to the equipment or possessions of another employee.
Wasting work materials.
Performing work of a personal nature during working time.
Violation of the Solicitation and Distribution Policy.
Violation of the Company’s Harassment or Equal Employment Opportunity Policies.
Violation of the Communication and Computer Systems Policy.
Unsatisfactory job performance.
Any other violation of Company policy.

Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and the Company reserves the right to impose whatever discipline it chooses, or none at all, in a particular instance. The Company will deal with each situation individually and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, the Company will endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate the employee at any time for any reason.

The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.

C. Attendance

In addition to the general rules stated above, employees may be disciplined for failing to observe the following specific requirements relating to attendance:

Reporting to work on time, observing rest break and meal period policies, recording all time worked, and obtaining approval to leave work early; and
Notifying the supervisor in advance of anticipated tardiness or absence.

D. Discipline Procedure

Except as set forth below, discharge or demotion for poor performance ordinarily will be preceded by an oral warning and a written warning.

The Company reserves the right to proceed directly to a written warning, demotion, or termination for misconduct or performance deficiency, without resort to prior disciplinary steps, when the Company deems such action appropriate.

III. National Labor Relations Act Activity

IV. Employment at Will

Nothing in this Guideline is intended to alter the at-will status of employment with the Company. Either you or the Company may terminate the employment relationship at any time with or without cause and with or without prior notice. The Company reserves the right to terminate any employment relationship, to demote, or to otherwise discipline an employee without resort to the above disciplinary procedures.

Job Abandonment Policy

The Company expects employees to report for work on time for every scheduled shift. An employee who is unable to report to work at the designated time is required to notify their supervisor as soon as practicable but no later than the employee's scheduled start time in accordance with the sick leave policy. Employees who fail to report to work for three (3) consecutive business days without notifying the company of their absence will be considered as having voluntarily resigned as a result of job abandonment.

If the employee is unable to contact the company for any absence, they should ask a representative (such as a family member or friend) to do so on the employee's behalf. If the employee or a representative is unable to contact the Company due to extreme circumstances (such as a medical emergency or natural disaster that prohibits the employee or their representative from contacting the company within three (3) days), the employee or their representative must contact the Company as soon as practicable to explain the situation. In extreme circumstances, the Company will consider the explanation and its timing before determining if the voluntary resignation will be upheld.

Drug-Free Workplace

I. Purpose of Guideline

It is the intent of the Company to maintain a workplace that is free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Employees who are under the influence of a drug or alcohol on the job compromise the Company's interests and endanger their own health and safety and the health and safety of others. Substance abuse in the workplace can also cause a number of other work-related problems, including absenteeism and tardiness, substandard job performance, increased workloads for co-workers, behavior that disrupts other employees, and inferior quality in products or service.

To further its interest in avoiding accidents, to promote and maintain safe and efficient working conditions for its employees, and to protect its business, property, equipment, and operations, the Company has established this Guideline concerning the use of alcohol and drugs. As a condition of continued employment with the Company, each employee must abide by this Guideline.

II. Definitions

For purposes of this Guideline:

"Illegal drugs or other controlled substances" means any drug or substance that (a) is not legally obtainable; or (b) is legally obtainable but has not been legally obtained; or (c) has been legally obtained but is being sold or distributed unlawfully.
"Legal drug" means any drug, including any prescription drug or over-the-counter drug, that has been legally obtained and that is not unlawfully sold or distributed.
"Abuse of any legal drug" means the use of any legal drug (a) for any purpose other than the purpose for which it was prescribed or manufactured; or (b) in a quantity, frequency, or manner that is contrary to the instructions or recommendations of the prescribing physician or manufacturer.
"Reasonable suspicion" includes a suspicion that is based on specific personal observations such as an employee's manner, disposition, muscular movement, appearance, behavior, speech or breath odor; information provided to management by an employee, by law enforcement officials, by a security service, or by other persons believed to be reliable; or a suspicion that is based on other surrounding circumstances.
"Possession" means that an employee has the substance on their person or otherwise under their control.

III. Prohibited Conduct

A. Scope

The prohibitions of this section apply whenever the interests of the Company may be adversely affected, including any time an employee is:

On Company premises;
Conducting or performing Company business, regardless of location;
Operating or responsible for the operation, custody, or care of Company equipment or other property; or
Responsible for the safety of others in connection with, or while performing, Company-related business.

B. Alcohol

The following acts are prohibited and will subject an employee to discharge:

The unauthorized use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of alcohol; or
Being under the influence of alcohol from unauthorized consumption.

C. Illegal Drugs

The following acts are prohibited and will subject an employee to discharge:

The use, possession, purchase, sale, manufacture, distribution, transportation, or dispensation of any illegal drug or other controlled substance; or
Being under the influence of any illegal drug or other controlled substance.

Despite many states’ recent legalization of medical and/or recreational marijuana, the Company’s zero tolerance policy prohibits any employee from having marijuana in their system while working and also prohibits any employee from possessing marijuana while on company property.

D. Legal Drugs

The following acts are prohibited and will subject an employee to discharge:

The abuse of any legal drug;
The purchase, sale, manufacture, distribution, transportation, dispensation, or possession of any legal prescription drug in a manner inconsistent with law; or
Working while impaired by the use of a legal drug whenever such impairment might:

Endanger the safety of the employee or some other person;
Pose a risk of significant damage to Company property or equipment; or
Substantially interfere with the employee's job performance or the efficient operation of The Company's business or equipment.

IV. Disciplinary Action

A. Discharge for Violation of Guideline

A first violation of this Guideline will result in immediate discharge whenever the prohibited conduct:

Caused injury to the employee or any other person, or, in the sole opinion of management, endangered the safety of the employee or any other person;
Resulted in significant damage to Company property or equipment, or, in the sole opinion of management, posed a risk of significant damage;
Involved the sale or manufacture of illegal drugs or other controlled substances;
Involved the possession, distribution, or dispensation of illegal drugs or other controlled substances or alcohol in a quantity greater than for personal use;
Involved an employee who had not completed the introductory period or was a casual, seasonal, or temporary employee; or
Involved the failure of an employee to report a criminal conviction, as required by below policy.

B. Discretion Not to Discharge

In circumstances other than those described above, the Company, in the discretion of management, may choose not to discharge an employee for a first violation of this Guideline if the employee satisfactorily participates in and completes an approved drug or alcohol abuse 'assistance' or rehabilitation program when recommended by the Company or the employee contacts the Employee Assistance Department within two working days after being referred there by management and follows the recommendations made by the Employee Assistance Department, including satisfactory participation in and completion of an approved drug or alcohol abuse, assistance, or rehabilitation program.

C. Effect of Criminal Conviction

An employee who is convicted under a criminal drug statute for a violation occurring in the workplace or during any Company-related activity or event will be deemed to have violated this Guideline.

D. Written Warning

An employee who is not discharged for a first violation of this Guideline will receive a final written warning and immediate suspension without pay for a period of 10 calendar days.

E. Effect of Second Violation

A second violation of this Guideline at any time will result in immediate discharge.

F. Effect of Discharge on Eligibility for Rehire

Employees who are discharged for a violation of this Guideline will not be eligible for rehire by the Company.

V. Drug-Free Awareness

A. Management Awareness

Managers and supervisors should be attentive to the performance and conduct of those who work with them and should not permit an employee to work in an impaired condition or to otherwise engage in conduct that violates this Guideline. When management has reasonable suspicion to believe that an employee or employees are working in violation of this Guideline, prompt action will be taken.

B. Criminal Convictions

Employees must notify the Company of any conviction under a criminal drug statute for a violation occurring in the workplace or during any Company-related activity or event. Employees must notify the Company within five days after any such conviction. When required by federal law, the Company will notify any federal agency with which it has a contract of any employee who has been convicted under a criminal drug statute for a violation occurring in the workplace.

VI. Use of Legal Drugs

The Company recognizes that employees may, from time to time, be prescribed legal drugs that, when taken as prescribed or according to the manufacturer's instructions, may result in impairment. Employees may not work while impaired by the use of legal drugs if the impairment might endanger the employee or someone else, pose a risk of significant damage to Company property, or substantially interfere with the employee's job performance. If an employee is so impaired by the appropriate use of legal drugs, they may not report to work. To accommodate the absence, the employee may use accrued sick leave, personal leave, or vacation time. The employee may also contact the Human Resources Manager to determine whether or not they qualify for an unpaid leave of absence, such as family care or medical leave. Nothing in this Guideline is intended to sanction the use of accrued sick leave, personal leave, or vacation time to accommodate absences due to the abuse of legal drugs. Further, nothing in this Guideline is intended to diminish the Company's commitment to employ and reasonably accommodate qualified disabled individuals. The Company will reasonably accommodate qualified disabled employees who must take legal drugs because of their disability.

VII. Unregulated or Authorized Conduct

A. Customary Use of Over-the-Counter Drugs

Nothing in this Guideline is intended to prohibit the customary and ordinary purchase, sale, use, possession, or dispensation of over-the-counter drugs, so long as that activity does not violate any law or result in an employee being impaired by the use of such drugs in violation of this Guideline.

B. Off-the-Job Conduct

This Guideline is not intended to regulate off-the-job conduct, so long as the employee's off-the-job use of alcohol or drugs does not result in the employee being under the influence of or impaired by the use of alcohol or drugs in violation of this Guideline.

C. Authorized Use of Alcohol

The Company may provide alcohol for consumption at certain events, such as social functions. The consumption of alcohol at these events does not violate this Guideline.

VIII. Confidentiality

Disclosures made by employees to the Human Resources Manager concerning their use of legal drugs will be treated confidentially and will not be revealed to managers or supervisors unless there is an important work-related reason to do so in order to determine whether it is advisable for the employee to continue working. Disclosures made by employees to the Human Resources Manager concerning their participation in any drug or alcohol rehabilitation program will be treated confidentially.

IX. Counseling/Employee Assistance

Employees who suspect they may have alcohol or drug problems, even in the early stages, are encouraged voluntarily to seek diagnosis and to follow through with the treatment as prescribed by qualified professionals. Employees who wish to voluntarily enter and participate in an approved alcohol or drug rehabilitation program are encouraged to contact the Human Resources Manager, who will determine whether the Company can accommodate the employee by providing unpaid leave for the time necessary to complete participation in the program. Employees should be aware that participation in a rehabilitation program will not necessarily shield them from disciplinary action for a violation of this Guideline, particularly if discipline is imposed for a violation occurring before the employee seeks assistance.

X. Drug Testing

A. Testing of Applicants

As part of the Company's employment screening process, any applicant to whom an offer of employment is made must pass a test for controlled substances, under the procedures described below. The offer of employment is conditioned on a negative test result. Applicants will be informed of the Company's drug testing policy in the employment application.

B. Reasonable Suspicion Testing

If a supervisor or manager has a reasonable suspicion that the employee is working in an impaired condition or otherwise engaging in conduct that violates this Guideline, the employee will be asked about any observed behavior and offered an opportunity to give a reasonable explanation. If the employee is unable to explain the behavior, they will be asked to take a drug test in accordance with the procedures outlined below.

If the employee refuses to cooperate with the administration of the drug test, the refusal will be handled in the same manner as a positive test result.

C. Procedures for Drug Testing

The Company will refer the applicant or employee to an independent, National Institute on Drug Abuse (NIDA)-certified medical clinic or laboratory, which will administer the test. The Company will pay the cost of the test and reasonable transportation costs to the testing facility. The employee will have the opportunity to alert the clinic or laboratory personnel to any prescription or non-prescription drugs that they have taken that may affect the outcome of the test. All drug testing will be performed by urinalysis. Initial screening will be done by EMIT II. Positive results will be confirmed by gas chromatography/mass spectrometry.

The clinic or laboratory will inform the Company as to whether the applicant passed or failed the drug test and may include a detailed testing report. If an employee fails the test, they will be considered to be in violation of this Guideline and will be subject to discipline accordingly.

Any employee subject to testing under this policy will be asked to sign a form acknowledging the procedures governing testing and consenting to (1) the collection of a urine sample for the purpose of determining the presence of alcohol or drugs, and (2) the release to the Company of medical information regarding the test results. Refusal to sign the agreement and consent form, or to submit to the drug test, will result in the revocation of an applicant's job offer, or will subject an employee to discipline up to and including termination.

E. Confidentiality

All drug testing records will be treated as confidential.

Alcoholic beverages may be available for consumption at certain business-related events, meetings and social occasions, as well as industry meetings and conferences, which an employee may attend in the course and scope of their employment. In addition, alcohol may be available for consumption at certain business-related special events and functions that are authorized or sponsored by the Company. The purchase and/or consumption of alcohol at these events does not violate the Company’s Drug and Alcohol Use policy. However, being under the influence of alcohol such that judgment and/or job performance is impaired, which results in offensive and/or unprofessional conduct, and/or behavior that endangers and/or compromises the welfare and/or safety of the employee or others, or is harmful to the Company’s business relationships, is specifically prohibited by this policy. Violation of the above rules and standards of conduct will not be tolerated. Employees may be disciplined, up to and including discharge, for violating these policies without prior notice or warning. The Company also may bring the matter to the attention of appropriate law enforcement authorities.

Inspections and Searches on Company Premises

I. Purpose of the Guideline

Company believes that maintaining a workplace that is free of drugs, alcohol, and other harmful materials is vital to the health and safety of its employees and to the success of the Company's business. The Company also intends to protect against the unauthorized use and removal of Company property. In addition, the Company intends to assure its access at all times to Company premises and Company property, equipment, information, records, documents, and files. At times, it may be necessary for the Company to provide records, information or assistance to a government entity in accordance with the terms of a warrant, court order, or other order issued by law. Accordingly, the Company has established this Guideline concerning inspections and searches on Company premises. This Guideline applies to all employees of the Company.

II. Definitions

For purposes of this Guideline:

"Prohibited materials" means firearms or other weapons; explosives and/or hazardous materials or articles; illegal drugs or other controlled substances as defined in the Company's Drug-Free Workplace Guideline; drug-related paraphernalia; the unauthorized use or consumption of alcoholic beverages on Company property; or Company property and/or proprietary and confidential information belonging to a third party that an employee is not authorized to have in their possession.
"Company property" includes all documents, records, software, electronic codes, data, and files, in both hard copy and electronic form, relating to the Company's business; and all equipment, hardware, and other property of any kind, whether owned, leased, rented, or used by the Company.
"Company premises" includes all premises and locations owned or leased by the Company or under the control of the Company, including parking lots, lockers, and storage areas.
"Reasonable suspicion" includes a suspicion that is based on specific personal observations such as an employee's manner, disposition, muscular movement, appearance, behavior, speech or breath odor; information provided to management by an employee, by law enforcement officials, by a security service, or by other persons believed to be reliable; or a suspicion that is based on other surrounding circumstances.
"Possession" means that an employee has the prohibited material or Company property on their person or otherwise under their control.

III. Inspections and Searches

A. Access to Company Property

In order to ensure access at all times to Company property, and because employees properly in possession of Company property or information related to Company business may not always be available to produce the property or information when needed in the ordinary course of the Company's business, the Company reserves the right to conduct a routine inspection or search at any time for Company property on Company premises. In addition, the Company reserves the right to access at all times information and communications stored in Company computer files, on Company mobile devices and in employee voicemail boxes and electronic-mail systems.
Routine searches or inspections for Company property may include an employee's office, desk, file cabinet, closet, computer files, voice mail, electronic mail, Company-issued mobile device or similar places where employees may store Company property or company-related information, whether or not the places are locked or protected by access codes and/or passwords.
Because even a routine search for Company property might result in the discovery of an employee's personal possessions, all employees are encouraged to refrain from bringing into the workplace any item of personal property that they do not wish to reveal to the Company.

B. Inspections and Searches for Prohibited Materials

Inspections or searches for prohibited materials in or on Company premises also will be conducted whenever the Company has reasonable suspicion to believe that a particular employee or group of employees may be in possession of materials in violation of this Guideline.
Inspections or searches for prohibited materials may be conducted by an independent security service or by Company personnel.
Inspections or searches for prohibited materials may be conducted on a regular or random basis at locations where employees enter or exit Company premises, without regard to whether there is reasonable suspicion that any employee may be in possession of prohibited materials in violation of this Guideline.
Inspections or searches for prohibited materials may be conducted from time to time even when there is no immediate reason to suspect the presence of the materials. In such cases, the Company may announce the inspection in advance, except for inspections or searches conducted at locations where employees enter or exit Company premises.
Inspections or searches for prohibited materials may include an employee's office, desk, file cabinet, closet, computer, company-issued mobile device or similar places where employees may place personal possessions or information, whether or not the places are locked, or password protected. Inspections or searches for prohibited materials also may include an employee's locker, or an employee's pockets, purse, briefcase, lunch box, or other item of personal property that is being worn or carried by the employee while on Company premises.
In cases involving an inspection or search of an employee's pockets, purse, briefcase, or other item of personal property that is being worn or carried by the employee, the employee will be requested to conduct a self-search (i.e., by turning out or emptying pockets, purses, etc.) in the presence of an observer who will be a person of the same gender.
Employees who refuse to cooperate during an inspection or search will not be forcibly detained or searched. They will be informed, however, that the Company will base any disciplinary decision on the information that is available, including their refusal to consent to the search as well as the information that gave rise to a reasonable suspicion that the employees were in possession of prohibited materials, if applicable, and that their failure or refusal to cooperate could deprive the Company of information that may clear them of suspicion. In addition, the Company reserves the right to take appropriate action to prevent the unauthorized removal from Company premises of Company property.

IV. Approvals for Inspections

In instances in which the inspection or search is conducted because there is reasonable suspicion that a particular employee or group of employees may be in possession of prohibited materials in violation of this Guideline or may be using Company property in an unauthorized manner, and in instances in which an item of the employee's personal property will be searched, the inspection or search will be approved in advance by the highest ranking member of management in the Division who is available at the time the inspection or search is to be conducted and by the Human Resources Manager or their designated alternate(s) in the event of unavailability.
All inspections or searches that are conducted as part of the Company's program of periodic (and unannounced) inspections will be approved in advance by the Human Resources Manager, who will inform the Division Manager of the impending inspection prior to its occurrence.

V. Disciplinary Action

Employees who are found to be in possession of prohibited materials in violation of this Guideline and/or in violation of Company Property; Proprietary and Confidential Information Guideline, the Technology Use and Privacy Guideline, and the Drug-Free Workplace Guideline, or employees who are found to have used Company property in an unauthorized manner, will be subject to discipline, up to and including discharge, regardless of the Company's reason for conducting the search or inspection.

VI. Confidentiality

Managers and supervisors will make their best effort to restrict communications concerning a violation or possible violation of this Guideline to people who have an important work-related reason to know.

VII. National Labor Relations Act Activity

Workplace Violence

I. Statement of Policy

The Company recognizes that workplace violence is a concern among employers and employees across the country. The Company is committed to providing a safe, violence-free workplace. In this regard, the Company strictly prohibits employees, consultants, customers, visitors, or anyone else on Company premises or engaging in a Company-related activity from behaving in a violent or threatening manner. Moreover, the Company seeks to prevent workplace violence before it begins and reserves the right to address certain behaviors, even in the absence of violent behavior.

The Company believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs and has established procedures within Human Resources for responding to any situation that presents the possibility of violence.

Please refer to the Addendum section for state specific regulations.

II. Workplace Violence Defined

Workplace violence includes, but is not limited to, the following:

Threats of any kind;
Threatening, physically aggressive, or violent behavior, such as intimidation of or attempts to instill fear in others;
Other behavior that suggests a propensity towards violence, which can include belligerent speech, excessive arguing or swearing, sabotage, or threats of sabotage of Company property, or a demonstrated pattern of refusal to follow Company policies and procedures;
Defacing Company property or causing physical damage to the facilities; or
With the exception of security personnel, bringing weapons or firearms of any kind on Company premises, in Company parking lots, or while conducting Company business.

III. Reporting

If any employee observes or becomes aware of any of the above-listed actions or behavior by an employee, customer, consultant, visitor, or anyone else, they should notify Human Resources immediately.

Further, employees should notify Human Resources and their supervisor if any restraining order is in effect, or if a potentially violent nonwork-related situation exists that could result in violence in the workplace. No adverse employment action will be taken against an employee because they notify the Company of a potentially violent non-work situation.

IV. Investigation

All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, the Company will inform the reporting individual of the results of the investigation. To the extent possible, the Company will maintain the confidentiality of the reporting employee and of the investigation. The Company may, however, need to disclose results in appropriate circumstances, for example, in order to protect individual safety. The Company will not tolerate retaliation against any employee who reports workplace violence.

V. Corrective Action and Discipline

If the Company determines that workplace violence in violation of this policy has occurred, the Company will take appropriate corrective action and will impose discipline on offending employees. The appropriate discipline will depend on the particular facts but may include written or oral warnings, probation, reassignment of responsibilities, suspension, or termination. If the violent behavior is that of a non-employee, the Company will take appropriate corrective action in an attempt to ensure that such behavior is not repeated.

Under certain circumstances, the Company may forego disciplinary action on the condition that the employee takes a medical leave of absence. In addition, the Company may request that the employee participate in counseling, either voluntarily or as a condition of continued employment.

VI. National Labor Relations Act Activity

Infectious Disease Control Policy

The Company will ensure a clean workplace, including the regular cleaning of objects and areas that are frequently used, such as bathrooms, break rooms, conference rooms, door handles and railings. A committee will be designated to monitor and coordinate events around an infectious disease outbreak, as well as to create work rules that could be implemented to promote safety through infection control.

We ask all employees to cooperate in taking steps to reduce the transmission of infectious disease in the workplace. The best strategy remains the most obvious—frequent hand washing with warm, soapy water; covering your mouth whenever you sneeze or cough; and discarding used tissues in wastebaskets. We will also install alcohol-based hand sanitizers throughout the workplace and in common areas.

Unless otherwise notified, our normal attendance and leave policies will remain in place. Individuals who believe they may face particular challenges reporting to work during an infectious disease outbreak should take steps to develop any necessary contingency plans. For example, employees might want to arrange for alternative sources of child care should schools close and/or speak with supervisors about the potential to work from home temporarily or on an alternative work schedule.

I. Staying Home When Ill

Many times, with the best of intentions, employees report to work even though they feel ill. We provide certain time off benefits to compensate employees who are unable to work due to illness. Information on time off benefits can be found in the time off policies in this handbook.

During an infectious disease outbreak, it is critical that employees do not report to work while they are ill and/or experiencing the following symptoms: Examples include fever, cough, sore throat, runny or stuffy nose, body aches, headache, chills and fatigue. Currently, the Centers for Disease Control and Prevention recommends that people with an infectious illness such as the flu remain at home until at least 24 hours after they are free of fever (100 degrees F or 37.8 degrees C) or signs of a fever without the use of fever-reducing medications. Employees who report to work ill will be sent home in accordance with these health guidelines.

II. Requests for Medical Information and/or Documentation

If you are out sick or show symptoms of being ill, it may become necessary to request information from you and/or your health care provider. In general, we would request medical information to confirm your need to be absent, to show whether and how an absence relates to the infection, and to know that it is appropriate for you to return to work. As always, we expect and appreciate your cooperation if and when medical information is sought.

III. Confidentiality of Medical Information

Our policy is to treat any medical information as a confidential medical record. In furtherance of this policy, any disclosure of medical information is in limited circumstances with supervisors, managers, first aid and safety personnel, and government officials as required by law.

In the event of an infectious disease outbreak, the Company may implement these social distancing guidelines to minimize the spread of the disease among the staff.

A. During the workday

Employees are requested to:

Avoid meeting people face-to-face. Employees are encouraged to use the telephone, online conferencing, e-mail or instant messaging to conduct business as much as possible, even when participants are in the same building.
If a face-to-face meeting is unavoidable, minimize the meeting time, choose a large meeting room and sit at least one yard from each other if possible; avoid person-to-person contact such as shaking hands.
Avoid any unnecessary travel and cancel or postpone nonessential meetings, gatherings, workshops and training sessions.
Do not congregate in work rooms, pantries, copier rooms or other areas where people socialize.
Bring lunch and eat at your desk or away from others (avoid lunchrooms and crowded restaurants).
Encourage members and others to request information and orders via phone and e-mail in order to minimize person-to-person contact. Have the orders, materials and information ready for fast pick-up or delivery.

B. Outside activities

Employees might be encouraged to the extent possible to:

Avoid public transportation (walk, cycle, drive a car) or go early or late to avoid rush-hour crowding on public transportation.
Avoid recreational or other leisure classes, meetings, activities, etc., where employees might come into contact with contagious people.

Company Property; Confidential and Personal Information

The security of Company property is of vital importance to the Company. Company property includes not only tangible property, like desks and computers, but also intangible property such as confidential information. It is critical for the Company to preserve and protect its confidential information, as well as the confidential information of customers, suppliers, and third parties. All employees are responsible for ensuring that proper security is maintained at all times.

I. Confidential and Personal Information

"Confidential Information" means all information, not generally known, belonging to, or otherwise relating to the business of the Company or its clients, customers, suppliers, vendors, affiliates or partners, regardless of the media or manner in which it is stored or conveyed, that the Company has taken reasonable steps to protect from unauthorized use or disclosure. Confidential Information includes but is not limited to trade secrets as well as other proprietary knowledge, information, and know-how; non-public intellectual property rights, including business plans and strategies; manufacturing techniques; formulae; processes; designs; drawings; discoveries; improvements; ideas; conceptions; test data; compilations of data; and developments, whether or not patentable and whether or not copyrightable.

"Personal Identification Information" includes individually identifiable information about employees, customers, consultants, or other individuals, such as Social Security numbers, background information, credit card or banking information, health information, or other non-public information entrusted to the Company regarding an individual's personal identity. There are laws in the United States and other countries that protect certain types of Personal Identification Information, and employees should not disclose such protected Personal Identification Information that has been acquired and retained by the Company about other individuals to any third party or from one country to another without prior managerial approval.

Given the nature of the Company's business, protecting Confidential Information and Personal Identification Information is of vital concern to the Company. This information is one of the Company's most important assets. It enhances the Company's opportunities for future growth, and indirectly adds to the job security of all employees.

Failure to take reasonable measures to protect the Company's Confidential Information may jeopardize its status as a trade secret. While employed by the Company, employees must not use or disclose any Confidential Information or Personal Identification Information that they produce or obtain during employment with the Company, except to the extent such use, or disclosure is required in connection with performing their jobs. Employees may not use or disclose Confidential Information or Personal Identification Information for any reason after the employment relationship with the Company ends. Misuse or unauthorized disclosure of Confidential Information or Personal Identification Information may result in immediate termination, as well as potential personal and criminal liability. Nothing in this Guideline restricts an employee from discussing their wages or other terms and conditions of employment with coworkers or others, to the extent protected by law.

II. Obligations on Termination

On termination of employment, whether voluntary or involuntary, all tangible and intangible Company property must be returned to the Company immediately. This includes documents, materials, data files, and records of any kind, including any that contain Confidential Information or Personal Information, and any copies thereof. Also, the terminating employee must immediately notify the Company if the employee has Confidential Information or Personal Information stored in the employee’s personal computer, or in a mobile, cloud, or other storage medium, and work with the Company to identify all such Information and its location and help ensure it is retrieved and/or permanently deleted by the Company (or the Company’s designated agent).

III. Security

To avoid loss of Company property, the Security Department maintains and promulgates security procedures, which include maintaining control of entrances, exits, restricted areas, document control, and record keeping. Specific procedures regarding the protection of Company property, traffic throughout the facilities, and designation of restricted areas are issued by the Security Department and posted on Company bulletin boards. In addition, employees are expected to comply with Company policies regarding the authorized and secure use of the Company's computer technology. Employees are expected to abide by all of the company's security procedures.

Avoiding loss or theft of Confidential Information or Personal Identification Information is an important part of each employee's job. Accordingly, employees must observe good security practices. Employees are expected to keep Confidential Information secure from outside visitors and all other persons who do not have legitimate reason to see or use such information. Employees are not to remove Company property without authorization. Failure to adhere to Company policies regarding Confidential Information and Personal Identification Information will be considered grounds for dismissal.

Given the sensitivity of Confidential Information and Personal Identification Information, employees may only dispose of such information by secure methods approved by the Company. If an employee has any doubt or question about how to handle Confidential Information or Personal Identification Information, the employee should consult with the Company's Security Department.

Use of Communications and Computer Systems

The Company’s communication and computer systems are intended primarily for business purposes; however limited personal usage is permitted if it does not hinder performance of job duties or violate any other Company policy. This includes the voice mail, e-mail and Internet systems. Users have no legitimate expectation of privacy in regard to their use of the Company’s systems.

The Company may access the voice mail and e-mail systems and obtain the communications within the systems, including past voice mail and e-mail messages, without notice to users of the system, in the ordinary course of business when the Company deems it appropriate to do so. The reasons for which the Company may obtain such access include but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations continue appropriately during the employee's absence.

Further, the Company may review Internet usage to ensure that such use with Company property, or communications sent via the Internet with Company property, are appropriate. The reasons for which the Company may review employees' use of the Internet with Company property include but are not limited to: maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information; and ensuring that Company operations continue appropriately during the employee's absence.

The Company may store electronic communications for a period of time after the communication is created. From time to time, copies of communications may be deleted.

The Company's policies prohibiting harassment, in their entirety, apply to the use of Company's communication and computer systems. No one may use any communication or computer system in a manner that may be construed by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law.

Further, since the Company's communication and computer systems are intended for business use, all employees, upon request, must inform management of any private access codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate authorization.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

The Company respects the right of any employee to maintain a blog or web page or to participate in a social networking, Twitter or similar site, including but not limited to Facebook and LinkedIn. However, to protect Company interests and ensure employees focus on their job duties, employees must adhere to the following rules:

Employees may not post on a blog or web page or participate on a social networking platform, such as Twitter or similar site, during work time or at any time with Company equipment or property.

All rules regarding confidential and proprietary business information apply in full to blogs, web pages and social networking platforms, such as Twitter, Facebook, LinkedIn or similar sites. Any information that cannot be disclosed through a conversation, a note or an e-mail also cannot be disclosed in a blog, web page or social networking site.

Whether the employees are posting something on their own blog, web page, social networking, Twitter or similar site or on someone else's, if the employee mentions the Company and also expresses either a political opinion or an opinion regarding the Company's actions that could pose an actual or potential conflict of interest with the Company, the poster must include a disclaimer. The poster should specifically state that the opinion expressed is their personal opinion and not the Company's position. This is necessary to preserve the Company’s good will in the marketplace.

Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if expressed through a blog, web page, social networking, Twitter or similar site. For example, posted material that is discriminatory, obscene, defamatory, libelous or violent is forbidden. Company policies apply equally to employee social media usage.

The Company encourages all employees to keep in mind the speed and manner in which information posted on a blog, web page, and/or social networking site is received and often misunderstood by readers. Employees must use their best judgment. Employees with any questions should review the guidelines above and/or consult with their manager. Failure to follow these guidelines may result in discipline, up to and including discharge.

Mobile Device Policy

The Company prohibits the use of all handheld mobile devices including cell phones, smart phones, tablets, personal organizers, or other devices for work purposes while operating a motor vehicle, or for personal purposes while operating a motor vehicle during working hours or on Company business. Moreover, all use of company-issued mobile devices, or personally owned mobile devices used for work-related purposes, must be made in accordance with Company policy.

Employees may use hands-free mobile devices while driving when safe and lawful to do so. Special care should be taken in situations where there is heavy traffic, inclement weather, or the employee is driving in an unfamiliar area. Employees must adhere to all federal, state, and local rules and regulations regarding the use of mobile devices while driving.

Under no circumstances are employees allowed to use mobile devices to write, send or read any emails, text or other written messages for work purposes while operating a motor vehicle, or for personal purposes while operating a motor vehicle during working hours or on Company business.

Telecommuting/Work from Home Policy

Telework requests will be handled on a case-by-case basis. While not all positions will be eligible, all requests for telecommuting should be submitted to your manager for consideration.

I. Overview

Telecommuting at the Company is not an employee benefit, nor is it intended to be available to all employees; rather it is a privilege and may be revoked at any time in the sole discretion of the company. The selection of individuals for a telecommuting arrangement is not based on any employee’s race, color, national origin, age, sex, marital status, sexual orientation, disability, or any other legally protected status. The only basis for a decision is whether it will be beneficial for the Company.

The home office (including the home itself) is considered an extension of the company’s main office. All company policies and procedures including those governing employee conduct, performance, and safety are in full force and effect during your home work hours.
This telecommuting arrangement can be withdrawn or terminated with or without notice by either party. If it is terminated, you will be required to return to your job at your office location. In addition, if your work performance suffers while you are participating in a telecommuting arrangement and/or your manager decides it is in the best interest of the Company for you to return to the office, you will be required to do so. If you choose not to return on the expected date, you will be subject to disciplinary action or considered to have voluntarily resigned and your employment status will be treated as such under the Company policies. The Company can revoke the telecommuting arrangement whether or not your performance has suffered.
This telecommuting arrangement will have no effect on your salary, benefits, job responsibility, career opportunities and/or promotability.

II. Hours of Work

Your total number of work hours are not expected to change during the period in which you telecommute, and you will be responsible for tracking your hours according to standard Company policy. Telecommuters may be required to work overtime as needed. (Note: Non-exempt employees require approval of their manager prior to working overtime.)
You understand while working at home you are required to log into the Company system via Terminal Services. Access to Terminal Services must be confirmed from your home office prior to your telecommuting being effective. The Company has the right to monitor your log-in and log-out times of Terminal Server, and your productivity during the workday. You understand this information can be used to amend or terminate this agreement.
Your daily work schedule is subject to negotiation with, and approval by, your manager. Your manager will require that you work certain “core hours” during which you would be accessible by telephone or e-mail. You understand that management has the right to modify this agreement on a temporary basis as a result of business necessity.
Business requirements, i.e.: training programs, special projects or meetings, may require that you spend more time in the office than usual during a particular week or other period. You will have to make arrangements accordingly and be flexible with your hours in order to meet the business need. You are not entitled to necessarily “make up” a telecommuting day during the week if business requirements require you to be in the office on a normal telecommuting day.
You should set up a system with your manager for checking in with the office on a daily basis in the event that an emergency arises, i.e.: a pressing need for information, a change of project deadline, or a change in business conditions.

III. Equipment Repair/Security

The Company may provide the necessary computer, modem, software and other equipment that it determines is necessary to do your job. All items will remain the property of the Company and must be returned to the Company in good working condition upon request, including but not limited to such cases as your extended illness, resignation, transfer, termination, or if the telecommuting arrangement ceases.
The Company may choose to allow you to use personal equipment. The decision as to the type, nature, function, and/or quality of the equipment shall rest entirely with the Company. The Company will reimburse you for the reasonable wear and tear or use of applicable equipment. For example, if you use your own copy machine, the Company will reimburse you for the cost of paper and toner. You should contact your homeowner’s insurance carrier to find out to what extent your policy covers your property.
Company equipment is for business purposes only. The equipment must not be used by family or friends. Company. owned software may not be duplicated except as formally authorized and provided you agree to comply with all terms and conditions of software licensing agreements.
The security of company property in your home is as important as in the office. You are expected to take reasonable precautions to protect the equipment from theft or damage.
In the event of company equipment failure or malfunction, you must notify your manager to ensure immediate repair or replacement of such equipment. In the event of delay in repair or replacement of company or personal equipment, or any other circumstances in which it would be impractical for you to work at home, you will be assigned to work in the office.
Should you lose your internet connection to the terminal server and reconnection cannot be made within 30 minutes, you are required to contact your supervisor immediately and return to the office.
You understand that your personal vehicle will not be used for company business unless specifically authorized by the supervisor.

IV. Telecommuter System Requirements

Computer System: Company provides equipment as necessary
Printer: Brand/type to be determined by IT
Internet Connection: Broadband connection; i.e. Cable Modem, Satellite.
Audio: System to be determined by IT.
Video: Webcam is required embedded within the computer (laptops will include the webcam).

V. Expenses

Office supplies as needed will be provided by the Company. Any out-of-pocket expenses for other supplies will be reimbursed only with the prior approval of your manager and in accordance with company normal expense reimbursement procedures.
The Company will not reimburse you for travel expenses to and from the office, nor for any home-related expenses including but not limited to heat, air conditioning, electricity, insurance or personal monthly phone bills.

VI. Confidentiality of Proprietary Information

You are to keep confidential all information regarding the business of the Company, its customers products, services, systems, business plans, or other proprietary information. It is your responsibility to safeguard such information and ensure that it is not accessible to others.

VII. Safety of Home Work Area

The Company strongly recommends you set up a separate area for work in your home, “the home office.”
The Company has the right to visit your home office to be sure it meets company standards for safety, security, and working conditions. Such visits would be scheduled in advance.
It is your responsibility to ensure that equipment is placed where it is adequately physically supported. Electronic equipment should be plugged into properly grounded electrical outlets. Your designated work area must be free of potential tripping hazards and unnecessary clutter.
In your home work area, you shall abide by all safety and health guidelines applicable to the office. Smoke detectors must be properly located and maintained in working order. Such purchase and maintenance costs will be your responsibility.
You are required to provide your own furniture. Your work environment should be adjustable or subject to modification to meet minimum ergonomic guidelines. If you cannot work on your existing furniture, your options are to return to the office or purchase the proper furniture that meets these requirements. If the purchasing of such furniture is required, the company will reimburse you for such expenditures, but you must get advance approval from your manager prior to making any such purchase. You may opt to purchase the equipment at your own expense and keep the property once the telecommute arrangement ends either as a result of termination of your employment or for any other reason. If the company pays for the equipment, you must remit the equipment to the company once the telecommute arrangement ends.

VIII. Liability for Injuries

You must immediately report to your manager in writing any injuries sustained as a result of performing work for the Company in your home and home office work area. If you are injured in your home in the course and scope of your employment, you may be eligible for workers’ compensation benefits. The Company assumes no responsibility for any injuries to third persons and/or members of your household that occur in the designated home work area. Injuries that occur to third persons and/or members of your household in your home, but outside the designated work area, will not be the responsibility of the Company.

IX. Job Performance

All Human Resources policies, those described in the Company Employee Handbook, including those relating to job performance, remain in effect. That means that your performance will be monitored by your manager, and you will be expected to comply with any and all productivity and quality standards that are applicable to you in the office. Disciplinary action, up to and including termination of employment, may result for failure to meet established performance standards.

X. Miscellaneous Provisions

It is expected that you will not use telecommuting as a substitute for dependent care. It is your responsibility to ensure that you are fully able to complete your work assignments in an acceptable and timely manner. Dependent care is also not an acceptable reason to “switch” your telecommuting days during the week.
It is your responsibility to determine any income tax implications of maintaining a home office. The Company will not provide tax guidance nor assume any additional tax liabilities.
It is your responsibility to comply with all applicable local laws including zoning ordinances/regulations regarding using your home as a workplace.
A change in your weekly schedule must be submitted and approved by your manager.

Electronic Surveillance

The Company reserves the right to install security cameras in work areas for specific business reasons, such as security, theft protection or protection of proprietary information. The Company may find it necessary to monitor work areas with security cameras when there is a specific job or business-related reason to do so. The Company will do so only after first ensuring that such action is in compliance with state and federal laws. Employees should not expect privacy in work-related areas. Employee privacy in nonwork areas will be respected to the extent possible. The Company’s reasonable suspicion of an onsite drug use, physical abuse, theft or similar circumstances would be possible exceptions. Employees should contact their supervisor or the Human Resources Department if they have questions about this policy.

External Communications

Occasionally employees may be contacted by outside sources requesting information about Company matters, including information regarding current or former employees, Company projects, or other workplace issues. In order to avoid providing inaccurate or incomplete information to outside sources, and the possible negative exposure that may result from providing information about the Company to outside sources, any employee asked to speak for or on behalf of the Company by any outside source should immediately contact the appropriate Company official, as detailed below.

Employees violating this policy may be subject to discipline, up to and including termination of employment.

I. Media Contacts

The Company will respond to media inquiries in a timely and professional manner only through the designated spokesperson. If an employee is contacted by a representative from any media organization (e.g., television, radio, or newspaper reporters) to speak for or on behalf of the Company, the employee should notify the media representative that they are not authorized to make a public comment on behalf of the Company and immediately refer the media representative to the President/CEO. No employee may communicate with media agents on behalf of the Company without prior authorization from the President/CEO.

II. Outside Attorneys and Investigators

If an employee is contacted by an outside attorney or investigator regarding Company business, including information regarding current or former employees, Company projects, or other workplace issues, the employee should inform the inquiring party that they are not authorized to speak on behalf of the Company and immediately obtain the individual's name and telephone number. The individual's name and telephone number should then be provided to the Human Resources Department. Nothing in this policy restricts an employee from discussing their wages or other terms and conditions of employment with coworkers or others, to the extent protected by law.

III. Employment References and Verifications

Employees contacted by outside sources requesting an employment reference or employment verification for a current or former employee should not provide any information to the requesting individual or organization. Instead, employees should refer the requesting individual or organization to the Human Resources Department. No employee other than the Director of Human Resources, is authorized to provide employment references or employment verifications for any current or former employee. The Company's authorized representative(s) may verify dates of employment and last position held but will not disclose any other information unless the current or former employee provides written authorization to the Company to provide additional detail.

Dress and Grooming Standards

The Company considers the presentation of the Company image to its customers, suppliers, and the public at large to be extremely important. Since the Company's product includes service, and excellent service can only be provided through its employees, the Company not only seeks good performance and conduct from its employees, but also expects them to observe high standards in their personal presentation.

Accordingly, while the Company has no formal dress code, it expects all employees to dress in a manner consistent with good hygiene, safety, and good taste.

Nothing in this dress code is intended or should be construed to violate, restrict or discriminate against any employee's actual or perceived race (including hair texture and natural hairstyles), religion, religious creed, sex, sexual orientation, gender, gender identity or status, gender expression, national origin, ancestry, age, nursing mothers, or any other basis protected by local, state, or federal laws. If any employee believes that their protected rights based upon a protected class are being restricted or violated in some manner by the dress code, please contact your manager or human resources so that these concerns can be addressed. Any employee who needs a medical or religious accommodation to the Company's dress and grooming standards should contact the Human Resources Department.

Smoking

The Company maintains a smoke- and tobacco-free environment. No smoking or other use of tobacco products (including, but not limited to, cigarettes including electronic smoking devices or e-cigarettes, pipes, hookahs, cigars, snuff, or chewing tobacco) is permitted in any part of the building or in vehicles owned, leased, or rented by the Company. In any place, except in restricted smoking area(s), of non-smokers to breathe clean air prevails over the right of the smokers to smoke.

Operation of Vehicles

Employees who are required to drive a company or personal vehicle on company business will be required to show proof of current, valid driver licenses, and current Department of Motor Vehicles record (print out).

All employees who drive as a part of their job and any of its passenger(s), must wear a seat belt. Under no circumstances will you drive while under the influence of drugs and/or alcohol. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times.

The Company participates in a system that regularly checks the DMV records of all employees who drive as part of their job. Notify the Company immediately if you no longer obtain a license to drive.

Company owned or leased vehicles may be used only as authorized by management.

The Company retains the right to transfer to an alternative position, suspend or terminate an employee whose license is revoked, or who is uninsurable under the Company’s policy.

Holidays

The Company observes the following standard holidays each year:

New Year's Day

Martin Luther King, Jr., Day

Memorial Day
Juneteenth

Independence Day

Labor Day

Veterans Day

Thanksgiving Day

Day After Thanksgiving

Christmas Eve

Christmas Day

New Year’s Eve

Eligible employees will receive a day off on each of the holidays listed above.

I. Eligibility

Unless otherwise provided in this policy, all full-time employees will receive time off with pay at their normal base rate for each company-observed holiday. Part-time and temporary employees are not eligible for paid holiday benefits. The Company reserves the right to determine how many and which holidays will be paid per year. Moreover, all employees are ineligible for holiday benefits while they are on leave of absence.

Non-exempt employees must work their scheduled workday before and after the holiday in order to be eligible for holiday pay, unless the employee is absent with prior permission from their supervisor.

II. Pay In Lieu of Time Off

The Company may, in its sole discretion, require some or all employees to work on company-observed holidays, in which case the Company will provide pay in lieu of time off.

III. Rate of Pay

Nonexempt employees required to work on a company-observed holiday will be paid at 1 ½ times their normal base rate for all hours worked. Overtime provisions will apply.

Paid Time Off

The Company grants Paid Time Off ("PTO") to eligible employees to provide them with the flexibility to meet both their work and personal needs. The Company believes that this time is valuable for employees not only to make their work experience with the Company personally satisfying, but also to enhance their productivity. Eligible employees can use PTO for any reason (e.g., vacation, illness, medical appointments, personal business).

I. Eligibility

PTO is granted as per offer letter. If an employee has a probationary period before PTO is granted, Sick/Safe leave time may be offered per work State Law Requirements.

II. Use

Person Time Off (“PTO”) pursuant to the Company’s policy you will receive 14 days annually. Any unused PTO will be paid to you at a 50% wage rate and or can be carried over to the following year. If carried over, you cannot exceed 21 total PTO days.

Employees may take PTO for any reason, including the following: vacation, personal illness, medical and dental appointments, emergencies, family care and medical leave, disability leave, any reason for which paid sick and/or safe leave is allowed under applicable local ordinances, and personal commitments. Nonetheless, employees should make every effort to schedule time off for personal appointments (medical appointments, teacher conferences, auto repairs, etc.) before and after working hours.

Non-exempt employees must record all absences (whether paid or unpaid) on their weekly timecards. Exempt employees must record all PTO in writing to the HR and Payroll Departments. PTO is recorded by the Payroll Department in increments of ¼ hour and charged against an employee's accrued PTO.

III. Compensation For PTO

Eligible employees will receive pay at their normal base rate for any PTO taken. However, employees who are absent during their introductory periods will not be compensated. No employee will receive pay in lieu of PTO except on the termination of their employment, as described in Section IX below, unless the employee has deferred their PTO at the Company's request.

IV. Unpaid Time Off and Make-up Time

Premium pay will not be paid for make-up time, and all make-up time must be productive and reported on the employee's weekly timecard. All make-up time must be arranged in advance through the employee's immediate supervisor.

V. Approvals For PTO

A. Scheduled PTO

PTO that is requested and approved in advance of the date of absence is considered "Scheduled PTO." Employees are not required to provide a reason for requesting scheduled PTO. Employees must, however, coordinate their Scheduled PTO with their immediate supervisor in advance.

Scheduled PTO must be requested on a PTO Request Form and approved by the employee's immediate supervisor in advance of the absence. Typically, requests are approved on the basis of date of receipt. In addition, an employee's PTO balance relative to the maximum PTO balance may be a factor in approving a request for PTO. The first choice on the PTO Request Form is approved whenever possible, but the needs of the Company are also considered.

Scheduled PTO of fewer than 5 days may be approved on short notice, based on supervisor discretion and business needs. Scheduled PTO of greater than 5 days requires a minimum of two weeks' notice for approval of the time off. In the event that two employees have requested PTO covering the same period and may not be absent simultaneously, preference will be given to the employee with the greater length of service.

B. Unscheduled PTO

PTO that is taken for an unscheduled absence, such as an unexpected illness or emergency, and is not approved in advance by the employee's immediate supervisor is considered "Unscheduled PTO." Employees taking Unscheduled PTO must notify their immediate supervisor as soon as practicable and, in no event, later than 1 hour after their scheduled starting time. Moreover, employees taking Unscheduled PTO must advise their immediate supervisor of their anticipated return date and the need for work coverage. The Company may require employees taking Unscheduled PTO for a personal illness or for family care or medical leave purposes to provide certification from a physician.

Regular attendance is essential to the Company as absences can cause a disservice to our customers and to other employees. More than 7 unscheduled days off in a 6-month period (including unscheduled leave without pay) is considered excessive. Excessive Unscheduled PTO may result in counseling and, if the problem continues, may be grounds for disciplinary action, up to and including termination of employment.

VI. PTO Advances

An employee is not permitted to borrow on future accrual of PTO except with the approval of the Human Resources Manager. In no case may new employees borrow or take PTO before they become eligible for it. Employees who use any PTO before they have received it and then leave the employ of the Company must repay any overdrawn amount to the Company at the time of termination.

VII. Cash Out

Renewals are based off of their hired date, employees will receive the option to elect to cash out a portion of their PTO earned in the following calendar year. Any unused PTO will be paid to employees at a 50% wage rate and or can be carried over to the following year. If carried over, you cannot exceed 21 total PTO days.

VIII. Payment of Accrued PTO Upon Separation from Company

Upon separation of employment, whether voluntary or involuntary, the employee will be paid all unused PTO at the employee's final rate of pay at the time of separation.

IX. PTO For Family Care and Medical Leave Purposes

Employees who request family care or medical leave pursuant to state-mandated leave policy generally must apply any available PTO to the unpaid portion of their family care or medical leave, as permitted by law; please see Human Resources for more information.

Leaves of Absence

Please refer to the Addendum section for state specific regulations.

I. Temporary Disability Leave

A. Eligibility and Duration

In addition to Pregnancy-Disability leaves, employees may take a temporary disability leave of absence if necessary to reasonably accommodate a workplace injury or a qualified disability under the Americans with Disabilities Act ADA, or applicable State Disability leave laws.

The duration of a disability leave under this section shall be consistent with applicable law, but in no event shall the leave extend past the date on which an employee becomes capable of performing the essential functions of their position, with or without reasonable accommodation. For a full explanation of leave rights, employees should contact the Human Resources Department.

If the disability leave is needed due to a work-related injury, all matters relating to an employee's leave rights, including compensation, benefits, substitution of paid leave, notice and certification requirements, and reinstatement shall be governed by state workers' compensation laws. Employees having questions about such rights should contact the Human Resources Department.

B. Leave's Effect on Pay And Benefits

An employee taking temporary disability leave must substitute any accrued sick pay and vacation pay for the leave. Except to the extent that paid leave is substituted for temporary disability leave, the temporary disability leave will be unpaid.

Group insurance benefits may be continued during the temporary disability leave period. However, the cost of such coverage, excluding the Company's premium payment, becomes the responsibility of the employee. The employee and the Human Resources Department should agree upon a payment schedule before the employee's leave begins.

C. Procedure for Requesting Disability Leave

Unless the circumstances render it impractical, temporary disability leave must be approved in advance by the Human Resources Manager. Whenever possible, an employee should submit a written request for disability leave to the Human Resources Manager as soon as the employee is aware of the need for such leave or transfer. Any request for a disability leave must be supported by medical certification from a health care provider, which shall provide the following information: (a) the date on which the employee became disabled; (b) the probable duration of the period or periods of disability; and (c) an explanatory statement that, due to the disability, the employee is unable to work at all or is unable to perform any one or more of the essential functions of their position without undue risk to the employee or to other persons. The certification should also explain what accommodations, if any, will assist the employee with performing the essential functions of their position.

D. Reinstatement After Temporary Disability Leave

Each employee who has taken a temporary disability leave must keep the Human Resources Manager advised of the disability status and must contact the Human Resources Manager at least two weeks prior to the expiration of the scheduled leave to discuss the employee's return to work. An employee desiring to return to work from temporary disability leave shall be reinstated in accordance with applicable law and shall be given their former position when staffing requirements permit. The Company cannot, however, guarantee that the employee's former position, or any other position, will be available upon the expiration of the scheduled leave.

Each employee who has taken temporary disability leave must be released by a doctor to return to work. The release should be in writing and submitted to the Human Resources Manager on or before the employee's return from temporary disability leave.

E. Premium Payments for Employees on Temporary Disability Leave

The Company will pay the employer's portion of premiums for continuation of Company-sponsored group health plan benefits during the first 30 days of any authorized temporary disability leave. Thereafter, the employee may only continue coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) and must pay the full cost of doing so.

F. Conversion/Post-Employment Insurance Options

Pursuant to COBRA and Cal-COBRA eligible employees and their dependents may be entitled to continue medical, dental, vision and health flexible spending account coverage after employment with the Company ceases or certain other qualifying events occur. COBRA information is provided separately. In addition, you also can contact the Human Resources Department to obtain COBRA information.

II. Other Leaves of Absence

Military Leave of Absence

The Company will grant employees a military leave of absence to the extent required by applicable federal and state law.

Jury and Witness Duty

The Company will provide employees with time off to serve, as required by law, on a jury or grand jury if the employee provides reasonable advance notice. The Company will also provide employees with time off to appear in court or other judicial proceedings as a witness to comply with a valid subpoena or other court order.

Full time employees will be granted a paid leave of absence for the purpose of fulfilling jury duty.

Part time employees will be granted an unpaid leave of absence for the purpose of fulfilling jury duty.

Employees are required to provide reasonable advance notice of the need for jury/witness leave. The reasonable notice requirement is satisfied when the employee delivers a copy of the summons within 10 days of issuance of the summons to the employee. Employees also are expected to report to work each day or portion of a day they are not performing jury/witness duty.

Upon completion of jury service, an employee will be reinstated to their former position without loss of seniority.

Bereavement Leave

Employees will be allowed up to five consecutive working days off to arrange and attend the funeral of an immediate family member. For purposes of this policy an employee's immediate family is defined to include the employee's current spouse, current domestic/civil-union partner, father, stepfather, mother, stepmother, sister, stepsister, brother, stepbrother, children, stepchildren, current parent in-law, grandparents, current grandparents in-law and grandchildren.

Regular full-time employees will be paid their regular base rate of pay for each day of absence. All other employees will not be paid during bereavement leave. If an employee requires more than five days off for bereavement leave, the employee may use accrued Paid Time Off (PTO) or request additional unpaid leave.

Employee Benefits

The Company provides benefits as described in general terms below. The terms on which benefits are made available to employees are set forth in the governing plan documents. In the event of a conflict between the following descriptions and the terms of the plan documents, the plan documents will control. This handbook is not a plan document and does not create any enforceable rights with respect to benefits or otherwise. The Company reserves the right to eliminate or modify any of its benefits at any time without prior notice. Employees who have any questions regarding benefits should contact the Human Resources Manager.

I. Insurance Benefits

Workers' Compensation Insurance

The Company carries workers' compensation insurance coverage as required by law to protect employees injured on the job. This insurance provides coverage for certain medical, surgical, and hospital treatment in addition to payment for a portion of any lost earnings that result from work-related injuries. Compensation payments generally begin on the first day of an employee's hospitalization or on the fourth day following the injury if an employee is not hospitalized. The cost of this coverage is paid completely by the Company.

Any leave of absence due to a workplace injury runs concurrently with all other Company leaves of absence. Employees who need to miss work due to a workplace injury must also request a formal leave of absence. See the Leave of Absence sections of this handbook for more information.

The Company does not provide workers compensation benefits, or accept any liability, for any illness or injury that arises from an employee’s voluntary participation in any off-duty recreational, social, or athletic activity or event that is not an expected or required as part of the employee’s work-related duties. Employees who choose to participate in any such off duty activities may be required to sign a written agreement to confirm that they are voluntarily assuming the risk of injury or illness and releasing the Company from any such liability.

. Insurance Coverage Information

Eligibility requirements and further information concerning insurance coverage are fully explained in the applicable plan documents, summary plan descriptions, and any applicable summaries of material modification, available from the Human Resources Department. In all cases, however, the applicable plan document controls over any summary or other communication for purposes of determining your rights and benefits.

II. Retirement Program

The Company currently maintains a 401(k) plan that is generally available to all employees above the age of 18 who have completed 60 days of service. The Company offers employer matching contributions as follows:

100% match, up to 4% of compensation
50% match, up to 6% of compensation
E.g., if an employee contributes 3% of their salary to their 401(k), The Company will match 100% of employee contributions
E.g., if an employee contributes 6% of their salary to their 401(k), The Company will match 100% of the first 4% and 50% of the following 2%, totaling an employer contribution of 5%
Vesting in employer contributions is based on years of service with The Company

Employees are 50% vested in employer contributions after 1 year of service
Employees are 100% vested in employer contributions after 2 years of service

Employees are automatically enrolled in the 401(k) plan with Human Interest at a 3% contribution rate. If employees wish to opt out of the plan, they may do so within the first 60 days of employment or may request a reimbursement of the automatic contributions within 90 days of the first contribution.

For information about the retirement plan, employees should refer to the official plan document, the summary plan description, and any applicable summaries of material modification, available from the Human Resources Department. All contributions to the retirement plan are subject to limitations imposed by the Internal Revenue Code.

ACKNOWLEDGMENT OF RECEIPT OF HANDBOOK

PLEASE READ THE EMPLOYEE HANDBOOK AND FILL OUT AND RETURN THIS PORTION TO THE HUMAN RESOURCES DEPARTMENT [or if delivered via an electronic format: CLICK ON THE BOX AS INDICATED, TYPE YOUR NAME AND DATE, AS APPLICABLE, AND HIT "ENTER"] WITHIN ONE WEEK OF EMPLOYMENT.

Employee Name: __________________________________________

I acknowledge that I have received a copy of the Company's Employee Handbook. I understand that I am responsible for reading the Handbook and for knowing and complying with the policies set forth in the Handbook during my employment with the Company, [including the dispute resolution/arbitration provision set forth in other paperwork signed at hire.]

I further understand, however, that the guidelines contained in the Handbook are guidelines only and are not intended to create any contractual rights or obligations, express or implied, and shall not be construed to create any type of right to a "fair procedure" prior to termination or other disciplinary action. I also understand that, except for the Company's at-will employment policy, the Company may amend, interpret, modify, or withdraw any of the provisions of the Handbook at any time in its sole discretion, with or without notice. Furthermore, I understand that, because the Company cannot anticipate every issue that may arise during my employment, if I have any questions regarding any of the Company's guidelines or procedures, I should consult the Company's Human Resources Department.

I understand and agree that my relationship with the Company is "at-will," which means that my employment is for no definite period and may be terminated by me or by the Company at any time and for any reason, with or without cause or advance notice. I also understand that the Company may demote or discipline me or otherwise alter the terms of my employment at any time at its sole discretion, with or without cause or advance notice.

I understand and agree that the terms of this Acknowledgment may not be modified or superseded except by a written agreement signed by the President of the Company, that no other employee or representative of the Company has the authority to enter into any such agreement, and that any agreement to employ me for any specified period of time or that is otherwise inconsistent with the terms of this Acknowledgment will be unenforceable unless in writing and signed by the President of the Company. I further understand and agree that if the terms of this Acknowledgment are inconsistent with any guideline or practice of the Company now or in the future, the terms of this Acknowledgment shall control.

Finally, I understand and agree that this Acknowledgment contains a full and complete statement of the agreements and understandings that it recites, that no one has made any promises or commitments to me contrary to the foregoing, and that this Acknowledgment supersedes all previous agreements, whether written or oral, express or implied, relating to the subjects covered in this Acknowledgment.

I have carefully read this Acknowledgement of Receipt.

Date: ____________________________ Signed: ________________________________________

State Addendums

Illinois Addendum

Equal Employment Opportunity

Additional protected classes for Illinois are the following: race (including hair texture and natural hair styles). reproductive health decisions, family responsibilities (defined as an employee’s actual or perceived provision of personal care to a family member). In addition to applying to this policy, these protected classes also apply to the Policy Against Harassment, Discrimination, and Retaliation, and the Dress and Grooming Standards Policies.

Chicago Commission on Human Relations

740 N. Sedgwick, 4th Floor Chicago, IL 60654

312-744-4111

U.S. Equal Employment Opportunity Commission (EEOC) - Chicago District Office

230 South Dearborn St., Suite 1866

Chicago, Illinois 60604

321-872-9744 866-740-3953 (TTY)

https://publicportal.eeoc.gov/Portal/Login.aspx

Illinois Department of Human Rights

555 W. Monroe Street, Suite 700

Chicago, IL 60601

312-814-6200 312-740-3953 (TTY)

Anti-Harassment Training

Every Company employee is required to undergo Sexual Harassment training on an annual basis. An employee who fails to comply with this section may be subject to disciplinary action, up to and including termination of employment.

Hours of Work, Overtime, and Pay Day

Day of Rest

All nonexempt employees are entitled to at least 24 consecutive hours of rest in every consecutive seven-day period. Employees are not permitted to work more than six days within one workweek. Part time employees whose total work hours for the Company do not exceed 20 hours are not entitled to this rest period.

Employees who feel they were not provided with a day of rest as required by this policy should inform their supervisor or manager, and (if not corrected) Human Resources immediately.

Meal and Rest Periods

Employees who work for 7 ½ hours or more consecutive work hours are permitted at least 20 consecutive minutes for a meal. The meal period must begin no later than 5 hours after the employee begins work. For every additional 4 ½ hours an employee works beyond the initial 7 ½ hours, the Company will authorize and permit an additional meal break of at least 20 minutes.

Meal breaks do not include reasonable time spent using the restroom facilities.

Callback Pay

A nonexempt employee who is called back to work in response to an emergency outside of normal work hours will be paid for their travel time to the worksite.

Payment on Resignation, Termination, or Completion of Assignment or Term

If an employee resigns or is discharged, their paycheck will be available on the next regularly scheduled payday. In all cases, employees' final paychecks will include payment for all wages owed and any accrued but unused vacation time.

Personnel Records

Employees have the right to inspect their personnel files and the Company will grant written inspection requests within 7 days after the request is received, during normal working hours, and at least twice per year at reasonable intervals. If copies are requested, the Company will charge the actual costs of copies.

Lactation Accommodation

In compliance with the Illinois Nursing Mothers in the Workplace Act, the Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's infant child for up to one year after the child’s birth. Employees needing breaks for lactation purposes may use ordinary paid rest breaks or may take other reasonable break time when needed. The Company will provide a room or other location in close proximity to the work area, other than a toilet stall, where the employee can express breast milk in privacy. If possible, the lactation break time should run concurrently with scheduled meal and rest breaks already provided to the employee.

Paid Time Off

PTO Pay on Termination

On termination of employment, employees are paid all accrued but unused PTO through their last day worked at their final rate of pay at the time of termination.

Leaves of Absence

Military Leave

Qualified Illinois employees will be given up to 15 days of unpaid leave during that time in which the employee's spouse, domestic partner, grandparent or child is called to military service. Employees may use accrued vacation time to cover this absence. If the employee has no accrued vacation, the employee must request time off without pay.

Qualifying employees are employees who have worked for the Company for at least 12 months and have been employed for at least 1,250 hours of service during that 12-month period immediately preceding the beginning of this leave.

Qualifying employees who wish to request this leave must provide the Company with a written request for such leave within fourteen (14) days of the intended date upon which the family military leave will begin if the leave will be five (5) days or longer. When the leave is less than 5 days, the employee must give notice when practicable. The employee must also provide written documentation to the Company certifying that the military member will be on military leave from deployment.

Such leave may only be taken when all vacation has been exhausted.

Civil Air Patrol

Employees who are members of the Civil Air Patrol are permitted to request up to 15 calendar days of unpaid leave per year to respond to an emergency operational mission of the Illinois Wing of the Civil Air Patrol. An employee may use their accrued sick and/or vacation time to supplement the leave.

Employees requesting time off must notify their direct supervisor at least 14 days in advance of the start date of the leave, if the leave will consist of five or more consecutive workdays. The Company will require verification of the eligibility for requested leave.

Upon expiration of the leave, an employee will generally be reinstated to their position with equivalent seniority, benefits, pay and other terms and conditions of employment.

Jury/Witness Duty

The Company will provide employees time off to serve, as required by law, on a jury to respond to a jury duty summons regardless of what shift the employee works, if the employee provides reasonable advance notice. Employees working a night shift are not required to work the night that the employee served on a jury during the day. The Company will also provide employees who witness a crime will be allowed time off from work for the purpose of responding to a subpoena to attend criminal proceedings relating to that crime. Similarly, the Company will allow an employee time off that:

Has given, or is about to give, any information in connection with a domestic violence proceeding; or
Has testified, or is about to testify, in a domestic violence proceeding.

Leaves taken under this section are paid.

However, exempt employees who work any portion of a workweek in which they also serve on jury duty or appear as a witness will receive their full salary for that workweek. Employees may elect to substitute accrued vacation during any unpaid leave due to jury duty or a witness appearance.

Upon completion of jury service, an employee will be reinstated to their former position without loss of seniority.

Voting Time Off

If an employee does not have two hours before or after their shift to vote on the day of an election, the Company will grant up to two hours of paid time off to vote on that day. The Company may specify the hours an employee may use. Reasonable notice is required from the employee.

Volunteer Emergency Worker Leave

Volunteer emergency workers are defined as an individual who serves in one of the following volunteer roles and does not receive monetary compensation for their services in this role:

Firefighter
Emergency Medical Technician
Ambulance Driver or Attendant
First Responder
Member of a county or municipal emergency service and disaster agency
Auxiliary police or deputy

The employee must make a reasonable effort to notify the Company that they may be absent or late to work. Must use PTO

The Company has the right, following the employee's absence, to request that the employee provide a written statement from the supervisor or acting supervisor of the volunteer fire department or governmental entity that the volunteer emergency worker serves. This document should state that the employee responded to an emergency and indicate the time and date of the emergency.

Illinois Victims’ Economic Security and Safety Act (“VESSA”)

The Illinois Victims’ Economic Security and Safety Act (“VESSA”) provides an employee who is a victim of domestic or sexual violence, or who has a family or household member who is a victim of domestic or sexual violence, with up to twelve (12) weeks of unpaid leave per any twelve (12) month period to address issues arising from domestic or sexual violence.

Use

VESSA provides that an employee working for the Company shall be entitled to a total of 12 weeks workweeks of leave during any 12-month period. The total number of workweeks to which an employee is entitled shall not decrease during the relevant 12-month period.

An employee may take VESSA leave to:

Seek medical attention for, or recovery from, physical or psychological injuries caused by domestic, sexual, or gender violence to the employee or employee’s family or household member;
Obtain victim services for the employee or employee’s family or household member;
Obtain psychological or other counseling for the employee or the employee’s family or household member;
Participate in safety planning, including temporary or permanent relocation or other actions to increase the safety of the victim from future domestic or sexual violence; or
Seek legal assistance to ensure the health and safety of the victim, including participating in court proceedings related to the violence.

Additional uses of VESSA are:

to attend the funeral or alternative to funeral or wake of a family or household member who is killed in a crime of violence;
to make arrangements necessitated by the death of a family or household member who is killed in a crime of violence; or
to grieve the death of a family or household member who is killed in a crime of violence.

The above three (3) uses entitle an employee to 2 workweeks of unpaid leave (10 workdays), which must be completed within 60 days after the employee receives notice of the passing of the victim. These 10 days are not in addition to the above number of days offered under VESSA, and an employee may be entitled to further VESSA leave for another reason with the remaining days.

VESSA leave may be taken intermittently or on a reduced work schedule. Employees may opt to take accrued PTO for this time off. This leave runs concurrently with FMLA.

The following are included under family or household member:

Spouse or party to a civil union;
Parent;
Grandparent;
Child;
Grandchild;
Sibling;
Other person related by blood or by present or prior marriage, or civil union;
Other person who shares a relationship through a child;
Any other individual whose close association with the employee is the equivalent of a family relationship as determined by the employee; and
People jointly residing in the same household.

Notice and Certification Requirements

The employee shall provide the Company with at least 48 hours’ advance notice of the employee’s intention to take leave, except in such cases where it is not practicable to provide such notice. If an unscheduled absence occurs, the Company may not take action against the employee if the employee, upon request of the Company and within a reasonable period after the absence provides certification.

The Company may require certification that VESSA leave is to be taken for one of the purposes enumerated above and that the employee or employee’s family or household member is a victim of domestic or sexual violence. An employee may satisfy such a certification requirement by providing a sworn statement of the employee, and upon obtaining such documents the employee shall provide:

Documentation from a victim services organization, attorney, member of the clergy, or medical or other professional from whom the employee or the employee’s family or household member has sought assistance;
A police or court record;
Death certificate, published obituary, or written verification of death, burial, memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or government agency documenting that the victim was killed in a crime of violence; or
Other corroborating evidence.

The Company must maintain the confidentiality of all information pertaining to the use of VESSA leave, notice of an employee’s intention to take VESSA leave, and certification provided by the employee.

Confidentiality

All information provided to the Company in regard to the request and need for VESSA leave, including statements from the employee, or any other documentation, record, or corroborating evidence shall be retained in the strictest of confidence by the Company.

Restoration of Employment

In general, any employee who takes VESSA leave will be returned to the position from which they took leave or will be restored to an equivalent position with equivalent employment benefits, pay, and other terms and conditions.

The taking of this leave will not result in any loss of benefits, which will be maintained for the duration of the leave. Employees must maintain their portion of the premium while on leave or come to a payment arrangement with the Company for the premium.

Required Posting

The Company has posted a notice in their workplace summarizing the requirements under the Act. Copies of this notice may be acquired by contacting the Illinois Department of Labor or by downloading the notice from the agency’s home page ().

Prohibitions

No employee shall be interfered with, restrained, or denied an attempt to exercise their rights under this Act. Specifically, the Company will not discharge, constructively discharge, harass or otherwise discriminate against any employee with respect to compensation, terms, conditions, or privileges of employment, or retaliating against an employee in any form or manner.

Blood Donation Leave

The company will grant full-time employees who have been employed with the company six (6) months or longer with one hour of paid time off for blood donation.

After obtaining their supervisor’s approval, the employee may use up to one (1) hour to donate blood every 56 days in accordance with appropriate medical standards.

The Company will require the employee to provide confirmation from the blood bank. Eligible employees will not be required to use accumulated sick or vacation time for this period.

Missouri Addendum

Equal Employment Opportunity

Additional protected classes for Kansas City, Missouri are the following: race (including hair texture and natural hair styles). In addition to applying to this policy, these protected classes also apply to the Policy Against Harassment, Discrimination, and Retaliation, and the Dress and Grooming Standards Policies.

Policy Against Harassment, Discrimination and Retaliation

Reporting and Investigating Harassing, Discriminatory and Retaliatory Conduct

In addition to notifying the Company about harassment or retaliation complaints, affected employees may also direct their complaints with the Missouri Commission on Human Rights. Complaints under the Missouri Human Rights Act must be filed with the MCHR within 180 days of the alleged discrimination. Prior to filing a complaint, reporting employees must take the Discrimination Complaint Assessment, which is a short series of four questions designed to help determine if the MCHR may have jurisdiction over the issue. The Assessment may be accessed here:

Hours of Work, Overtime, and Pay Day

Payment on Resignation, Termination, or Completion of Assignment or Term

If an employee is discharged, their paycheck will be due on the employee’s final day of work. If wages are not received on the final day of work, the employee will make a written request for final payment, and the Company will pay the amount owed within seven days. Employees who resign will receive their paychecks by Five business days

Leaves of Absence

Crime Victims Leave

The Company will provide time off to an employee to attend judicial proceedings related to a crime, if that employee is a victim of crime, including juvenile proceedings where the offense would have been a felony if committed by an adult.

The Company requires that where feasible, in advance of taking leave, the employee provide it with a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice. If advance notice is not possible, the employee is required to provide the Company with a copy of the notice within a reasonable time.

No employee who is absent from work pursuant to this provision will be discharged or otherwise discriminated against in compensation or other terms, conditions or privileges of employment, because of such absence. Such leave is unpaid. Employees taking leave under this policy may elect to apply vacation time to such leave.

Volunteer Emergency Responder Leave

Employees who serve with any fire department or fire protection district, including any municipal, volunteer, rural or subscription fire department or organization, or any volunteer fire protection association, as a volunteer firefighter, or the Missouri-1 Disaster Medical Assistance Team, Missouri Task Force One or Urban Search and Rescue Team, or is activated to a National Disaster Response by the Federal Emergency Management Agency (FEMA), may take time off to respond to an emergency.

A volunteer firefighter includes any firefighter in the service of any fire department or fire protection district, such as any municipal, volunteer, rural, or subscription fire department or organization, or volunteer fire protection association, who receives no monetary compensation for their services.

Time off under this policy will be without pay. Employees may substitute vacation pay for any unpaid portion of leave to perform such emergency duties or training.

Such employees are also protected from termination for being late to or absent from work in order to respond to an emergency that occurs before the time the employee is to report to their place of employment.

The employee must furnish the Company with a written statement from the supervisor or acting supervisor of the volunteer fire department or the commander of Missouri-1 Disaster Medical Assistance Team or the FEMA supervisor stating that the employee responded to an emergency on a specific date and time. In addition, an employee must make a reasonable effort to notify the Company that they may be absent or late in order to respond to an emergency.

The Company prohibits any discrimination or discharge due to an employee taking time off under this policy.

Voting Time Off

If an employee does not have three consecutive hours before or after their shift to vote on the day of an election, the Company will grant three hours of paid time off to vote on that day. Employees must apply for the time off prior to the day of the election. This time off will not apply to an employee on the day of the election if there are three successive hours while the polls are open in which the employee is not working.

New York Addendum

Equal Employment Opportunity

Additional protected classes for New York are the following: race (including hair texture and natural hair styles). reproductive health decisions. In addition to applying to this policy, these protected classes also apply to the Policy Against Harassment, Discrimination, and Retaliation, and the Dress and Grooming Standards Policies.

Hours of Work, Overtime, and Pay Day

Meal Breaks

Any employee who works a shift of more than six hours starting after 6am and ending before 7pm is entitled to a 30 minute meal break between the hours of 11:00 AM and 2:00 PM, when that shift is longer than six hours and extends over the noonday mealtime. If that shift starts before 11am, and ends after 7pm, the employee is entitled to an additional meal period of at least 20 minutes between 5pm and 7pm. Any employee who works a shift of more than six hours starting between the hours of 1pm and 6am, is entitled to a meal period of at least 45 minutes at a time midway between the beginning and ending of such shift.

During meal periods, the Company will relieve employees of all duty and will not exercise control over employees' activities. Employees are free to spend their meal period time as they choose (consistent with any other Company policies that may apply during off-duty time) and are free to leave the worksite. No supervisor or manager may impede or discourage employees from taking meal periods provided under this policy.

Employees who feel they were not provided with a meal period that complies with this policy should inform their supervisor or manager, and (if not corrected) Human Resources immediately.

Reporting Pay

Nonexempt employees who report to work at the Company's request but are furnished less than half of their usual or scheduled day's work, will be paid for half the usual or scheduled day's work, but not less than four hours' pay at their regular rate, without regard to the number of hours they actually worked, unless the reasons for the lack of work are beyond the Company's control. Reporting time pay will not be paid to an employee on paid standby status who is called to perform assigned work at a time other than the employee's scheduled reporting time. Reporting time hours are not counted as "hours worked" for overtime purposes beyond the time in which work actually is performed. For example, if an employee who is scheduled to work an eight-hour shift is sent home after three hours, the employee will receive four hours' pay for that day, but the fourth hour of reporting time pay will not be treated as time worked for overtime purposes.

Payment on Resignation, Termination, or Completion of Assignment or Term

If an employee is terminated or resigns, their paycheck will be available on the next regular payday. Employees may request in writing that their final paycheck be mailed to their home address.

Lactation Accommodation

Lactation accommodations, as required by law, provide a reasonable break time to accommodate an employee desiring to express breast milk for up to three years following childbirth. The Company will provide break time for 30 minutes, and permit employees to use existing paid break time or mealtime for time in excess of the 30 minutes, each time an employee has a reasonable need to express breast milk.

The Company will make reasonable efforts to provide the employee with the use of a remote location, other than a toilet stall, in close proximity to the employee’s work area for the purpose of expressing breast milk in a private, locked room. The room or location may include a place where the employee normally works.

The room or location will:

Be in close proximity to the employee’s work area;
Be well lit, shielded from view and free from intrusion from other people in the workplace or the public while the employee is expressing milk;
Be supplied with a chair, a working surface;
Have nearby access to running water, an electrical outlet (if the workplace has electricity), and refrigeration for the purposes of storing the expressed milk (if the workplace has access to refrigeration.

A lactation location may be designated as temporary, due to operational, financial, or space limitations. When a multipurpose room is used for lactation, lactation purposes must take precedence over the other uses for the room, and notice will be provided to all employees as soon as practical when such room or other location has been designated for such use. The Company expressly prohibits discrimination in any way against an employee who chooses to express breast milk in the workplace.

Workplace Violence

Employees are prohibited to carry a firearm onto private property unless the owner or lessee, including a business owner, posts clear and conspicuous signage indicating that the carrying of firearms, rifles or shotguns on their property is permitted or has otherwise given express consent. In the absence of a sign, concealed carry permit holders should assume that they are prohibited from entering or remaining on the property with a firearm.

Safety Program

The Company has instituted a Workplace Safety and Loss Prevention Program designed to protect the health and safety of all personnel.

Use of Communications and Computer Systems

Employees will be provided notice that their work may be monitored on Company Devices. Employees must sign and return the notice to the Company for keeping in the employee’s personnel file.

New York Paid Prenatal Leave

The Company will provide all employees who have need for time off for health care services related to an employee’s pregnancy, such as physical examinations, medical procedures, monitoring, testing and discussions with a health care provider.

All employees who are pregnant and have been employed with the company for at least 90 days are eligible for leave under this policy.

Employees may take up to 20 hours of prenatal leave within a single 12 month (52-week) period. This paid time is in addition to provided paid sick leave. Leave may be taken in increments of one (1) hour or more.

Employees must provide reasonable notice to their supervisor when scheduling prenatal leave, except in cases of emergency.

An employee returning from prenatal leave will be restored to their original or an equivalent position.

Prenatal leave will be paid at the employee’s regular rate of pay, and is not paid out at termination.

Prenatal leave will run concurrently with any applicable state or federal leave entitlements, such as the Family and Medical Leave Act (FMLA), where eligible. Paid prenatal leave is a distinct benefit and does not replace or overlap with short-term disability. Employees cannot receive both paid prenatal leave and short-term disability benefits simultaneously. Employees may be eligible for both benefits but must use them sequentially. For example, an employee might use paid prenatal leave for prenatal appointments and then, if needed, apply for short-term disability benefits for recovery after childbirth.

The company prohibits retaliation against employees who take or request prenatal leave. Any concerns about retaliation should be reported to Human Resources immediately.

For questions or to request prenatal leave, employees should contact the Human Resources department.

Leaves Of Absence

New York Paid Family Leave

New York’s Paid Family Leave provides job-protected, paid time off, so you can:

Bond with a newly born, adopted or fostered child,
Care for a close relative with a serious health condition,
Assist with family situations when a family member is deployed abroad on active military service, or
Care for one’s own quarantine or the quarantine of an employee’s minor dependent child while under an order of quarantine or isolation due to COVID-19. See PaidFamilyLeave.ny.gov/COVID19 for full details.

You can continue your health insurance while on leave and are guaranteed the same or comparable job after your leave ends. If you contribute to the cost of your health insurance, you must continue to pay your portion of the premium cost while on Paid Family Leave.

Benefits -- Time

Eligible employees may take up to 12 weeks of leave. This leave can be taken either all at once or intermittently but must be taken in full-day increments. You may take the maximum time-off benefit in any given 52- week period.

Benefits -- Pay

Paid Family Leave benefits provide 67% of your average weekly wage, capped at the same percentage of the New York State Average Weekly Wage. Visit PaidFamilyLeave.ny.gov for information on this year’s maximum weekly benefit, as well as a calculator to estimate your own benefits.

Eligibility

All eligible employees are entitled to participate in Paid Family Leave.

Full-time employees: Employees who work a regular schedule of 20 or more hours per week are eligible after 26 consecutive weeks of employment.
Part-time employees: Employees who work a regular schedule of less than 20 hours per week are eligible after working 175 days, which do not need to be consecutive.

Employees are eligible regardless of citizenship and/or immigration status.

Funding

Paid Family Leave is funded through employee payroll contributions that are set each year to match the cost of coverage. The rate of employee contributions is reviewed annually and is subject to change by the New York State Department of Financial Services. Visit PaidFamilyLeave.ny.gov for information on this year’s employee contribution rate, as well as a calculator to estimate your own payroll contributions.

Qualifying Events

New Child: You can take Paid Family Leave during the first 12 months following the birth, adoption, or fostering of a child. Expectant mothers cannot take Paid Family Leave for their own pregnancy. Paid Family Leave for the birth of a child begins after the birth. It is not available for prenatal conditions.

Serious Illness: You can take Paid Family leave to care for a close relative with a serious health condition. These relatives can live outside of New York State and even outside the country. You cannot take Paid Family Leave for your own health condition.

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves:

Inpatient care in a hospital, hospice, or residential health care facility, or Continuing treatment or
Continuing supervision by a health care provider.

A close relative includes:

Spouse
Domestic partner
Child and stepchild
Parent and stepparent
Biological, adopted, half- or step-sibling
Parent-in-law
Grandparent
Grandchild

Military Active Service Deployment: You can take Paid Family Leave to assist with family situations arising when your spouse, domestic partner, child, or parent is deployed abroad on active military service or has been notified of an impending military deployment abroad. You cannot use Paid Family Leave for your own qualifying military event.

Your Rights and Protections

You have job protection, ensuring you can return to the same job (or a comparable one) when you return from Paid Family Leave.
You can keep your health insurance while on leave. If you contribute to the cost of your health insurance, you must continue to pay your portion of the premium cost while on leave.
The Company is prohibited from discriminating or retaliating against you for requesting or taking Paid Family Leave.
You do not have to take all of your sick and/or paid time off before using Paid Family Leave.

Taking Paid Family Leave

Notify the Company. When you want to take Paid Family Leave, you must notify the Company at least 30 days before your leave will start if it’s foreseeable. Otherwise, notify the Company as soon as possible.
Obtain required forms. Contact the Company, the Company’s insurance carrier, or visit PaidFamilyLeave.ny.gov to obtain the required forms.
Complete and attach: The Request For Paid Family Leave (Form PFL-1) has sections that need to be completed by you and by the Company. Fill out your section, make a copy and give the form to the Company to fill out Part B. The Company is required to return Form PFL-1 to you within three business days. If there is a delay, you do not have to wait to proceed. Send the Form PFL-1 that you have filled out, along with the rest of your request package, directly to the Company’s insurance carrier.
Obtain and attach supporting documentation. The specific documentation or additional forms required for each type of leave are described on the request for Paid Family Leave at PaidFamilyLeave.ny.gov/Apply.
Submit your request forms and supporting documentation. You must submit your completed request package to the Company’s insurance carrier within 30 days after the start of your leave to avoid losing benefits. In most cases, the insurance carrier must pay or deny benefits within 18 calendar days of receiving your completed request or your first day of leave, whichever is later.

Paid Family Leave Process and Contacts

At the Company, requests for Paid Family Leave forms and forms submissions should be directed to Human Resources & Payroll, North Risk Partners.

Disputes

If your Paid Family Leave claim is denied, the insurance carrier or the Company will provide you with information about how to request arbitration. A neutral arbitrator will decide claim-related disputes.

Contact: North Risk Partners

Discrimination Complaints

Employees are protected from discrimination and retaliation for requesting or taking Paid Family Leave.

If the Company terminates your employment, reduces your pay and/or benefits, or disciplines you in any way as a result of you requesting or taking Paid Family Leave, send the Company’s designated Paid Family Leave contact a formal request for job reinstatement using the Formal Request For Reinstatement Regarding Paid Family Leave (Form PFL-DC-119), which can be found in the forms section of PaidFamilyLeave.ny.gov. File the completed form with the Company and send a copy to:

Paid Family Leave, P. O. Box 9030, Endicott, NY 13761-9030

If the Company fails to comply with the request for reinstatement within 30 days, you may file a Paid Family Leave discrimination complaint with the Workers’ Compensation Board using Paid Family Leave Discrimination Complaint (Form PFL-DC-120), which is also available on the Paid Family Leave website. Once your complaint is received, the Board will assemble your case and schedule a preliminary hearing in front of a Workers’ Compensation Law Judge.

Jury Duty

Leaves under this section will be paid regular pay during Jury duty.

Voting Time Off

Employees are entitled to up to two hours of paid time off to vote when added to their voting time outside their working hours if they do not have “sufficient time to vote.” An employee is deemed to have “sufficient time to vote” if an employee has four consecutive hours to vote either from the opening of the polls to the beginning of their work shift, or four consecutive hours between the end of a working shift and the closing of the polls. While two hours is the maximum paid time off allowed under the law, the amount of paid time off required for an employee to vote must be determined on a case-by-case basis as waiting times at polling places, traffic conditions, and other factors may vary. If possible, employees should make their request at least two days in advance of the election.

Volunteer Firefighter, Reserve Peace Officer, and Emergency Rescue Personnel

Nonexempt employees will be granted time off without pay to perform emergency duties as a volunteer firefighter, reserve peace officer, or emergency rescue personnel (which includes an officer, employee, or member of a disaster medical response entity sponsored or requested by the State). Exempt employees who work any portion of a workweek in which they also perform such emergency duties or training will receive their full salary for that workweek. Otherwise, exempt employees will be granted time off without pay.

There is no maximum amount of time for such leave, but it may only be granted during a declared state of emergency. Employees must provide the Company with written notice of the head of the volunteer/emergency personnel unit notifying the Company of the employee’s status as a volunteer. The Company may also request a notarized statement from the head of the volunteer/emergency personnel unit certifying the period of time that the employee responded to an emergency.

Employees may substitute vacation pay for any unpaid portion of leave to perform such emergency duties or training.

The Company prohibits discrimination against an employee because they take time off under this policy.

Crime Victims' Leave

The Company will provide time off to all employees who are victims of a crime, or who are subpoenaed as a witness in a criminal proceeding. Victims include:

The aggrieved party.
The aggrieved party’s next of kin, if the aggrieved party died because of the crime.
The victim’s representative (for example, and attorney, guardian, or parent of a minor).
Good Samaritans.
Any person applying for or seeking to enforce an order of protection under the criminal procedure law or the family court act.

Eligible employees are able to use leave to appear as a witness, consult with a district attorney, or exercise other rights under the last. There is no minimum or maximum under the law as to the amount of leave allowed. The Company requires that where feasible, in advance of taking leave, the employee provide it with a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice. If advance notice is not possible, the employee is required to provide the Company with a copy of the notice within a reasonable time.

Leave for Bone Marrow and Blood Donation

Eligible employees who wish to donate bone marrow will be granted leave not to exceed a combined 24 work hours unless otherwise agreed upon. Eligible employees who wish to donate blood will also be granted up to a maximum of three hours of leave in any 12-month period or will be allowed, without use of PTO to donate blood during work hours at least twice per year at a convenient time and place set by the Company.

Eligible employees are employees who work an average of 20 or more hours per week. In order to receive a leave of absence pursuant to this policy, the employee must provide written verification to Human Resources that they is a bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.

Any leave taken for the donation of bone marrow will not constitute a break in service for purposes of the employee's right to salary adjustments, vacation, annual leave, or seniority. During any leave taken under this policy, the Company will maintain and pay for coverage under any group health plan, for the full duration of this leave.

Leave provided under this policy may be taken in one or more periods.

Upon expiration of a leave of absence authorized by this policy, the Company will restore the employee to the position held by the employee when the leave began or to a position with equivalent seniority status, employee benefits, pay, and other terms and conditions of employment. The Company may decline to restore an employee because of reasons unrelated to the exercise of rights under this policy by the employee.

Employee Benefits

New York Paid Disability Benefits

The Company offers Paid Disability Benefits in accordance with the New York Paid Disability Benefits Law. Paid Disability Benefits provides cash benefits equivalent to a portion of the employee’s average weekly wages up to a certain maximum to employees unable to work due to an off-the-job injury or illness. To receive the benefits, employees must file a claim for Paid Disability Benefits with the Company’s insurance carrier. If the claim is approved, employees will receive cash benefits during the period of disability from the insurance carrier. It is the insurance carrier, not the Company, that pays the cash benefit. Paid Disability Benefits is not a job-protected leave of absence, but employees may be eligible to take Family and Medical Leave while receiving Paid Disability Benefits. The following policies are applicable to Paid Disability Benefits:

Eligibility for New York Paid Disability Benefits

Employees are eligible for Paid Disability Benefits if they have worked at least 20 hours per week for the Company for at least 4 consecutive weeks, or if they have worked for the Company for fewer than 20 hours per week but have worked for the Company for at least 25 days in regular employment. After acquiring eligibility for Paid Disability Benefits, employees remain eligible for the remainder of their employment and for up to 4 weeks after separation of employment.

Newly hired employees who were eligible for Paid Disability Benefits with their former the Company and commence employment with the Company within 4 weeks of separation of employment from their former the Company are immediately eligible for Paid Disability Benefits upon commencement of employment.

Duration of Paid Disability Benefits

Employees receive Paid Disability Benefits for a maximum of 26 weeks in a 52 week period. The Company has adopted a “rolling year” formula for determining the 52 week period during which 26 weeks of Paid Disability Benefits may be received. That means that, in determining whether an employee has exhausted their Paid Disability Benefits, an employee's particular 52 week period is measured backwards from the time the leave is taken.

Employees may not stack Paid Disability Benefits and Paid Family Leave. Employees may only receive a maximum of 26 weeks of Paid Disability Benefits and Paid Family Leave.

Use of Paid Disability Benefits

For employees unable to perform their regular duties due to an off-the-job injury or illness, the Company may offer a substantially equivalent alternative position at their regular wages that the employee may perform with the injury or illness. Such employees may not receive Paid Disability Benefits while they are unable to perform their regular duties.

Notice of Paid Disability Benefits

The Company requests that employees who expect to apply for Paid Disability Benefits notify that Company as soon as reasonably possible of the employee’s need to take leave. In any event, the employee must provide written notice of the Paid Disability Benefits within 15 days after commencement of the period of disability. For employees out of work for 7 consecutive workdays, the Company will provide the employee with a Statement of Rights form from the New York Department of Labor, informing the employee of their rights to receive Paid Disability Benefits.

Filing a Claim for Paid Disability Benefits

In order to receive Paid Disability Benefits, the employee must submit a Notice and Proof of Claim for Disability Benefits form to the Company’s Paid Disability Benefits insurance carrier. Employees must submit the forms within 30 days of the commencement of the period of disability. Failure to timely file for Paid Disability Benefits may result in a partial loss of the cash benefits available to the employee during the period of disability. All forms necessary to file for Paid Disability Benefits may be obtained from the Human Resources Department. More information on how to file a claim may also be obtained from the Human Resources Department.

The insurance carrier will review the claim and the supporting documents to determine the employee’s eligibility for Paid Disability Benefits. The carrier may also require additional documentation as necessary to investigate and process the claim. If approved by the insurance carrier, the employee will receive cash benefit payments from the insurance carrier during the period of disability. The carrier may also reject the claim for Paid Disability Benefits. There are multiple reasons why a claim may be denied, including, but not limited to, the employee is not eligible for Paid Disability Benefits, the disability was caused by the willful act of the employee, among other reasons. A claim may also be denied or the cash benefit reduced if the employee is eligible to receive other government assistance.

Amount of Paid Disability Benefits

If the employee is approved for Paid Disability Benefits, the employee will receive a cash benefit from the insurance carrier. The amount of the weekly cash benefit is equivalent to 50% of the employee’s average weekly wage, up to a maximum of $170 per week. Employees may not receive benefits for the first 7 days of the period of disability. Employees may not collect Paid Disability Benefits while on Paid Family Leave.

Medical Examinations

During the period of disability, the insurance carrier or the Company may require the employee to submit to medical examinations by a licensed healthcare provider designated by the insurance carrier or the Company. Employees will not be required to submit to additional examinations more than once per week. Such examinations are without cost to the employee. Refusal to submit to an examination may result in the discontinuation of Paid Disability Benefits.

Payroll Deductions; Waiver

Paid Disability Benefits are partially funded by payroll deductions from employees. The payroll deduction is automatically deducted from employee wages during every pay period. The amount of the deduction is .05% of the employee’s wages, up to a maximum of $.60 per week. The amount of the deduction are subject to change in accordance with state law. The deductions are used to cover the cost of the Company’s Paid Disability Benefits insurance premium.

Employees who are at least 65 years old and are receiving or are eligible to receive Social Security old-age benefits may, at their option, waive the employee’s right to receive Paid Disability Benefits. An employee who waives their right to receive Paid Disability Benefits will be exempt from the obligation to contribute to the cost of the Paid Disability Benefits insurance premium, and no deduction for Paid Disability Benefits will be taken from pay. The employee must file with the Company and with the chairman of the New York Worker’s Compensation Board a completed and notarized waiver form. The waiver form may be obtained from the Human Resources Department.

Paid Disability Benefits During Family and Medical Leave

Paid Disability Benefits does not provide a job-protected leave of absence. As such, employees out of work and receiving Paid Disability Benefits are not guaranteed reinstatement after the conclusion of the period of disability. However, employees may be eligible for Family and Medical Leave (“FMLA Leave”) while they are receiving Paid Disability Benefits. Employees on FMLA Leave receive job-protected leave. The policies applicable to FMLA Leave apply. FMLA Leave is only available for a maximum of 12 weeks, while Paid Disability Benefits are available for 26 weeks. Thus, depending on the length of time that an employee receives Paid Disability Benefits, the employee may only receive FMLA Leave for a portion of the time that the employee receives Paid Disability Benefits.

Pennsylvania Addendum

Hours of Work, Overtime, and Pay Day

Payment on Resignation, Termination, or Completion of Assignment or Term

If an employee resigns or is discharged, their paycheck will be available on the next regularly scheduled payday.

Lactation Accommodation

The Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee's infant child for at least two years after the child’s birth.

Employees to notify the Company of a failure to provide a suitable location to express milk and to allow ten (10) calendar days after such notification for the Company to come into compliance.

Personnel Records

Employees have a right to examine their own personnel files but may not make copies. The access is permitted to be to records which determine qualifications, promotions, additional compensation, termination and disciplinary action.

Leaves of Absence

Crime Victim Leave

An employee who is the victim of or who is the family member of a victim of a crime or witness to a crime is eligible to take leave to appear at court or other legal or investigative proceedings associated with the crime or to obtain counseling associated with being a crime victim .

An employee taking leave must use all accrued paid time off, vacation and/or personal time before continuing leave on an unpaid basis. You must provide documentation supporting your need for leave. The Company will maintain the confidentiality, to the extent possible, of any written documents or records submitted and the fact that leave has been requested.

Voting Leave

No time off provisions under this law. Employees have the right to vote absent of any Company hinderance, control, coercion, intimidation, or threat of termination for exercising said right.

Emergency Response Leave

The Company will allow employees who are volunteer firefighters, volunteer fire police officers or volunteer members of an ambulance service or rescue squad to be late for or absent from work if they responded to an emergency before their workday started, if certification requirements are met. Job protections apply.

Emergency Road Closure Leave

The Company may not terminate or discipline an employee who does not report to work due to a road closure in the county where the employee lives or where the Company is located, provided the road closure is caused by a state of emergency declared by the Governor.

Note that that the law does not apply to certain employees, including drivers of emergency vehicles, essential corrections personnel, police, emergency service personnel, hospital and nursing home staffs, pharmacists, essential health care professionals, public utility personnel, employees of radio or television stations engaged in the gathering and dissemination of news, road crews and oil and milk truck delivery personnel.

Texas Addendum

Equal Employment Opportunity

Additional protected classes for Texas are the following: race (including hair texture and natural hair styles). In addition to applying to this policy, these protected classes also apply to the Policy Against Harassment, Discrimination, and Retaliation, and the Dress and Grooming Standards Policies.

Hours of Work, Overtime, and Pay Day

Payment on Resignation, Termination, or Completion of Assignment or Term

If an employee resigns, their paycheck will be available no later than the next regularly scheduled payday. If an employee is terminated, their paycheck will be available no later than the sixth day after the date of discharge.

Workplace Violence

With limited exceptions, Texas makes it unlawful for employers to prohibit certain employees from transporting or storing a firearm or ammunition in a locked, privately owned motor vehicle in a parking lot, garage, or other parking area provided by employer. To be entitled to this, employees must hold a handgun license in accordance with Texas law or otherwise lawfully possess the firearm/ammunition. This applies to parking areas only.

Leaves of Absence

Voting Time Off

Employees who do not have sufficient time outside of their regular working hours to vote in a statewide election may request time off to vote. If possible, employees should make their request at least two days in advance of the election. Up to two consecutive hours of paid time off will be provided to the employee to allow time for voting.

Political Leave

The Company will not terminate or otherwise discriminate against employees if they take a leave from work in order to attend a precinct convention or attend a county, district or state convention as a delegate; however, such leave may be unpaid.

Emergency Evacuation Leave

Employees will not be subject to termination, demotion, suspension or any other adverse employment action for leaving work in order to participate in a general public evacuation ordered under an emergency evacuation order.

An emergency evacuation order is an official statement issued by the governing body of Texas or a political subdivision Texas to recommend the evacuation of all or part of the population of an area stricken or threatened with a disaster. Orders by mayors or county government officials could fall within the reach of the law.

A disaster includes the occurrence or imminent threat of widespread or severe damage, injury, or loss of life or property that results from a natural or man-made cause, including fire, flood, earthquake, wind, storm, wave action, oil spill or other water contamination, volcanic activity, epidemic, air contamination, blight, drought, infestation, explosion, riot, hostile military or paramilitary action, or other public calamity requiring emergency action, or an energy emergency.

Employees are entitled to reinstatement from this leave to the previous position before taking such leave or an equivalent position with commensurate pay.

The law does not apply to emergency services personnel if the employer provides adequate emergency shelter, or to any person necessary to provide for the safety and well-being of the general public, including a person necessary for the restoration of vital services.

West Virginia Addendum

Hours of Work, Overtime, and Pay Day

Rest and Meal Breaks

Employees will be entitled to an uninterrupted meal break of 60 minutes for every 6 consecutive hours worked.

Employees are entitled, encouraged, and expected to take all meal periods provided under this policy and not waived, and all rest periods provided under this policy. During meal periods and rest periods, the Company will relieve employees of all duties and will not exercise control over employees' activities. Employees are free to spend their meal period and rest period time as they choose and are not required to remain on premises or "on-call" during off-duty meal periods and rest periods. Employees who have work-issued pagers or phones should turn those devices off while taking meal periods and rest periods.

No Company manager or supervisor may impede or discourage employees from taking meal periods and rest periods provided under this policy.

Payment On Resignation, Termination, Or Completion Of Assignment Or Term

If an employee resigns or is terminated, their paycheck will be available no later than the next regularly scheduled payday.

Leaves of Absence

Voting Leave

Employees who do not have three consecutive hours’ time off outside of their regular working hours between the opening and closing of the polls to vote in a statewide election may request up to three hours of paid time off will be provided, at the beginning or end of the employee's regular shift, whichever will allow the most free time for voting and the least time off work.

Emergency Personnel Leave

Employees who serve as a volunteer fire fighter or emergency medical service attendant will not be retaliated against should they respond to an emergency call prior to the time they are to report for work and which emergency results in a loss of time from their employment.

Any time lost may be charged against the employee’s vacation time, at the request of the employee.

The Company may require a statement from the chief of the volunteer fire department or the supervisor or other appropriate person in charge of the emergency medical service entity stating that the employee responded to an emergency call and the time thereof.

If you are a volunteer firefighter or emergency medical service attendant and intend to perform emergency duty during work hours, please alert your supervisor and our Payroll Manager. In the event you need to take time off for emergency duty, please alert your supervisor before leaving the Company premises.

Leave of Absence for Public Officials for Performing Public Duties

Any persons elected to a part-time public office or appointed to a part-time elected public office shall be entitled to a leave of absence from their employment except when such employment is with the Company employing five or fewer persons on a full-time basis on the days or portion of any day during which they is engaged in performing the duties of their public office. The leave of absence shall not result in any penalty being imposed upon the persons entitled to the leave of absence.

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