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1 OPTIME CONSULTING,INC – CONFIDENTIAL

ONLY FOR EMPLOYEE TRF-121813

Dear Employee,

Congratulations and thank you for accepting Optime Consulting offer of employment.

We are a marketing advisors & consulting group in permanent innovation that strongly

believes in knowledge, talent, commitment, excellence & results. Every employee has

an important role in our daily operations and we value the abilities, experience and

background that you bring with you to our company.

Our core values are to create and sustain strong relationships with our clients enabling

us to become a reliable part of their teams producing optimal results. Customer’s

satisfaction requires a complete team effort every day. We are a strong team of

people who count on each other to be successful.

We expect and depend upon you and each employee to perform the tasks assigned

to you to the best of your abilities. We believe that hard work and commitment will not

only help us succeed, but will also give you a sense of pride and accomplishment.

To ensure that you have a full understanding of the Optime Consulting policies and

procedures presented in this handbook, we ask you to carefully read the content. You

will be required to read, sign and return the acknowledgment form that accompanies

this document to the Human Resources representative.

Any questions regarding the policies and procedures contained in the handbook

should be addressed to your immediate supervisor or Human Resources representative.

The longer you are with us, the more you will realize that we have a great and proud

tradition of accomplishing our objectives. With your help, this tradition will continue to

flourish.

Welcome aboard!

Maria Merce Martin

President & Founder



Table of Contents

WELCOME ............................................................................................................................... 1

PURPOSE OF THE HANDBOOK ............................................................................................... 6

COMPANY PHILOSOPHY ....................................................................................................... 7

Our Mission .................................................................................................................................. 7

Our Vision .................................................................................................................................... 7

WORKPLACE PRINCIPLES ....................................................................................................... 8

Code of Business Conduct and Ethics .................................................................................... 8

Workplace Ethics ........................................................................................................................ 8

Integrity ..................................................................................................................................... 8,9

Compliance with Laws and Regulations ................................................................................ 9

EQUAL OPPORTUNITY EMPLOYER (EOE) ................................................................................ 9

Associates with dissabilities .................................................................................................. 9,10

EEO Complaints ........................................................................................................................ 10

OPEN DOOR POLICY ................................................................................................................ 10

Guidelines ........................................................................................................................ 10,11

POLICY AGAINST HARRASMENT .............................................................................................. 11

Unlawful Sexual Harrasment .............................................................................................. 11,12

Other Types of Unlawful Sexual Harrasment ........................................................................ 12

Recourse/Complaint Procedure ...................................................................................... 12,13

BENEFITS ..................................................................................................................................... 13

Health Insurance ................................................................................................................. 13,14

Continuation of Health Insurance Coverage Under COBRA ............................................ 14

Workers Compensation Benefits ............................................................................................ 14

Return to Work Policy ...................................................................................................... 14,15

TIME OFF POLICIES .................................................................................................................... 15

Paid Holidays ............................................................................................................................ 16

Other Religious Holidays .................................................................................................. 16

Termination of Benefit ........................................................................................................... 16

Vacation Time ..................................................................................................................... 16



Employee Responsibilities ............................................................................................ 16,17

Unused Vacation Time ....................................................................................................... 17

Vacation Pay Upon Termination of Employment ................................................................ 17

Personal and Sick Days .................................................................................................. 17,18

Employees Responsibilities ................................................................................................ 18

Inclement Weather .................................................................................................................. 18

Bereavement Leave ........................................................................................................... 18,19

Jury Duty .................................................................................................................................... 19

Voting ........................................................................................................................................ 19

Leave of Absence ................................................................................................................... 19

Family Medical Leave Act (FMLA) ..................................................................................... 20

Eligibility Requirements ........................................................................................................ 20

Allowable Reasons for FMLA .............................................................................................. 20

Employee’s Responsibilities ............................................................................................ 20,21

Return to Work .................................................................................................................... 21

TRAVEL AND ENTERTAINMENT .............................................................................................. 21

This Policy was Established to ............................................................................................ 21,22

Expense Report and Receipts ........................................................................................... 22,23

Expenses .................................................................................................................................... 24

Cash Advances ........................................................................................................................ 24

Falsification of Expense Items ................................................................................................. 24

Non-Payment of Expenses ...................................................................................................... 24

Travel ...............................................................................................................................24, 25

Transportation ..................................................................................................................... 25

Mileage Reimbursement ......................................................................................................... 25

Hotels ......................................................................................................................................... 25

Laundry ...................................................................................................................................... 25

Meals (Domestic & International) ..................................................................................... 25

Telephone ....................................................................................................................... 25,26

Expenses not Covered ................................................................................................ 25,26



IMMIGRATION COMPLIANCE .............................................................................................. 26

Immigration Law Compliance .......................................................................................... 26,27

PAY PRACTICES ......................................................................................................................... 27

Pay and Direct Deposit ........................................................................................................... 27

General Guidelines .............................................................................................................. 27

Direct Deposit Guidelines .................................................................................................. 27

Compensation Reviews ..................................................................................................... 27,28

PERFORMANCE MANAGEMENT .............................................................................................. 28

Employment Introductory Period ........................................................................................... 28

Performance Reviews.............................................................................................................. 29

Performance Management/Corrective Action .................................................................. 29

WORKPLACE POLICIES ........................................................................................................ 29, 30

Attendance & Punctuality ...................................................................................................... 30

Attendance Definitions ........................................................................................................... 30

Job Abandonment .................................................................................................................. 31

Lunch Periods ........................................................................................................................... 31

Guidelines ............................................................................................................................. 31

Performance of Work .............................................................................................................. 31

Guidelines ............................................................................................................................ 31

Safety ......................................................................................................................................... 32

Dress Code ................................................................................................................................ 32

Acceptable/Appropiate Business Casual Attire ........................................................ 32,33

Unacceptable/Inappropiate Business Casual Attire .......................................................... 33

Confidentiality & Non-Disclosure ...................................................................................... 33,34

Communication Systems ........................................................................................................ 34

Company’s Computers and Networks ................................................................................. 34

Mobile Phones ..................................................................................................................... 34,35

Clean Desk Policy ......................................................................................................................... 35,36

General CDP Procedures………………………………………………………………………..………………………..……….36

General CDP Guidelines………………………………………………………………………………………………...........36,37



Pet at Work ................................................................................................................................ 37

Exempted Animals ................................................................................................................... 37

TERMINATION OF EMPLOYMENT ......................................................................................... 37,38

Resignation ............................................................................................................................... 38

Discharge .................................................................................................................................. 38

Layoff ......................................................................................................................................... 38

Retirements ............................................................................................................................... 38

Exit Interviews ............................................................................................................................ 38

HANDBOOK ACKNOWLEDGMENT FORM (Employee Copy) ............................................... 39

HANDBOOK ACKNOWLEDGMENT FORM (Company Copy) ............................................... 40



PURPOSE OF THE HANDBOOK

This handbook has been prepared to acquaint you with the employment

policies of Optime Consulting and to provide you with an understanding of our

expectations, so that we may work effectively together.

This handbook does not guarantee nor constitute an employment contract;

therefore, it should not be viewed as a total statement of the policies of Optime

Consulting. Instead, it is a general guide to some important employment

practices and policies. Please consult Human Resources if you have any

questions concerning your employment.

Optime Consulting reserves the right to supplement, modify, or eliminate

employment policies described in the handbook to meet the needs of our

employees and/or our company.

This handbook applies to all new and active Optime Consulting employees as

well as employees assigned to fulfill outsourcing services offsite.



COMPANY PHILOSOPHY

A LEADING HIGH TECH MARKETING CONSULTING GROUP

We are a creative marketing consulting company in permanent innovation

that strongly believes in knowledge, talent, commitment, excellence & results.

Since 1998 our team has delivered to our Fortune 500 & Fortune 1000 customers,

unique, competitive and effective customized automated system solutions that

give them the power to be one step ahead of their competition.

OUR MISSION

WE EXCEED THE EXPECTATIONS OF OUR CLIENTS, NO MATTER WHAT!

Our mission is to exceed the expectations of our clients through results

generated by the solutions strategies that we design and implement to make

each one of our projects successful.

OUR VISION

CREATIVE MARKETING IN PERMANET INNOVATION

Our vision is to experience the sheer joy of creativity and innovation in the

technology arena for the benefit and success of our clients, through the unique

communication of the proposition and values they offer to the market place.



WORKPLACE PRINCIPLES Code of Business Conduct and Ethics

Employees are expected to meet Optime Consulting standards of work

performance and business conduct. Failure to comply with these standards

can result in disciplinary action up to and including immediate termination.

As an Optime Consulting employee, you are part of a team of professionals

with an important mission to provide excellent service to both, our customers

and to one another. In order to accomplish this mission, we must work together

harmoniously performing our assigned duties with a high degree of skills, efforts

and responsibilities, adhering to these principles and contributing to an

effective professional environment.

Each of the policies in this handbook includes specific guidelines to ensure that

employees conduct themselves appropriately in the workplace. In addition,

you are expected to comply with all rules and regulations established in your

department or office, and to conduct yourself in a manner that demonstrates

common sense, integrity, responsibility, efficiency, and good judgment.

Workplace Ethics

In daily interactions with clients, fellow co-workers and suppliers, honesty and

integrity are essential. The consequences of unethical behavior can be

devastating for individuals and/or the company.

An employee who becomes aware of the violation of any law, rule or

regulation by the company, whether by its management or employees, or any

third party doing business on behalf of the company, is obligated to promptly

report the matter to his/her manager or human resources leader. Notifying one

of these contacts is in line with Optime’s Code of Ethics and Conflict of Interest

policies and provides the company the opportunity to investigate the situation

and take corrective action if necessary.

Integrity

Optime Consulting expects employees to behave in a professional and ethical

manner. Dishonest and/or unethical behavior will not be tolerated, from any

employee in any position. Acts that compromise Optime’s reputation of

integrity will be handled swiftly and will include disciplinary action up to and

including termination.



Compliance with Laws and Regulations

All employees must comply with all laws, regulations, rules and regulatory order

applicable in the state and local jurisdiction where business is conducted. Each

employee is expected to acquire appropriate knowledge of the requirements

relating to their duties sufficient to recognize potential issues or violations and to

know when to seek advice from management and/or Human Resources

department on specific company policies and procedures. Violations of laws,

regulations, rules and orders may subject associates to individual criminal or civil

liability, as well as to disciplinary action by the company. Such individual

violations may also subject the company to civil or criminal liability or the loss of

business. The company takes legal compliance measures seriously and works

diligently to enforce them.

EQUAL OPPORTUNITY EMPLOYMENT

Optime Consulting, Inc is an Equal Opportunity Employer (EOE). It is the policy

of the company to provide equal opportunities for employment, development

and advancement without regard to any protected characteristic, such as

race, color, religion, sex, national origin, marital status, sexual orientation and/or

any other classification protected by local, state or federal laws.

Associates with Disabilities

It is the policy of Optime to comply with all relevant an applicable provisions of

the American with Disabilities Act (ADA), The company’s objective is to employ

people in position for which they are qualified or trainable by virtue of job-

related education, training, established skill, experience, aptitude, and personal

qualification. Qualified individuals with disabilities will be afforded reasonable

accommodation in employment and will likewise be afforded equal

opportunity.

Optime Consulting will make reasonable attempts to accommodate the

limitations of a qualified individual’s disability. If an employee has a disability

that affects his/her ability to perform the job requirements, the associate must

inform their manager and Human Resources, preferably in writing, as soon as

possible. Once notified, Optime will discuss with the employee the reasonable

accommodations that the company may be able to provide. If an employee

becomes unable to perform the essential functions of their job, even with a



reasonable accommodation, a determination may be made to either transfer

the employee to a position which can accommodate the disability or separate

the employee’s work.

“Reasonable accommodation” is any accommodation that does not pose an

undue hardship on the organization and can vary from case to case.

EEO Complaints

Any questions concerning Equal Employment Opportunity (EEO) or conduct

inconsistent with the EEO Policy should be reported promptly to your supervisor

or human resources representative in order to conduct an investigation,

protecting, to the fullest extent possible, the confidential nature of the

complaint.

OPEN DOOR POLICY

In keeping with Optime’s philosophy, employees are encouraged to offer their

suggestions, ideas or concerns about the work environment. Within any

organization, disagreements and/or complaints are bound to arise. It is the

company’s practice to settle differences promptly and fairly without fear of

repercussion to the parties involved who raised legitimate complaints.

Optime recommends discussing your concerns with your Supervisor or Human

Resources versus your peers as we strive to create a respectful workplace

environment that curbs gossip and promotes effective professional

communications at every level. Supervisors are committed to resolving

individual concerns. In all cases, concerns will be handled in a timely and

confidential manner.

Guidelines

Employees are encouraged to discuss workplace concerns with their

supervisor.

In situations where an employee is not comfortable discussing the

concern with their own supervisor, or if, after the discussion, an employee

feels the need to create a greater awareness concerning an individual

matter, the employee should speak with the next level of management.



If the employee’s concerns have not been satisfied, he/she should submit

the issue to the appropriate division HR Manager in writing and detailing

the issue, steps taken to resolve the issue, and possible ways to resolve

the issue. The HR Manager will contact the employee to discuss further.

POLICY AGAINST HARRASMENT

Optime Consulting is an equal opportunity employer. It is the company’s policy

to maintain a work environment free from all forms of unlawful

harassment/discrimination. Unlawful harassment/discrimination of any kind,

including those based on race, sex, color, religion, pregnancy, national origin,

age, disability, marital status, citizenship, HIV positive status or other protected

characteristic of an employee by a co-worker, supervisor, client, customer,

vendor, visitor, or any other non-employee, is strictly prohibited and will not be

tolerated. The purpose of this policy is not to regulate our employees’ personal

morality. It is to assure that, in the workplace, unlawful

harassment/discrimination does not occur.

Unlawful Sexual Harassment

Unwelcome sexual advances, requests for sexual favors, and other such verbal

or physical conduct constitutes unlawful sexual harassment under the following

conditions:

1. Submission to such conduct is made either explicitly or implicitly a

term or condition of an individual's employment;

2. Submission to or rejection of such conduct by an individual is used

as the basis for employment decisions affecting such individual; or

3. Such conduct has the purpose or effect of unreasonably interfering

with an individual's work performance or creating an intimidating,

hostile or offensive work environment.

Conduct which falls into the definition of unlawful sexual harassment may

include, but is not limited to:

1. Unwanted sexual advances;

2. Offering employment benefits in exchange for sexual favors;

3. Making or threatening reprisals after a negative response to sexual

advances;



4. Visual conduct such as leering, making sexual gestures, or

displaying sexually suggestive objects, pictures, cartoons, or

posters;

5. Verbal conduct such as making or using derogatory comments,

epithets, slurs, sexually explicit jokes, or comments about any

employee's body or dress;

6. Verbal sexual advances or propositions;

7. Verbal abuse of a sexual nature, graphic verbal commentary

about an individual's body, sexually degrading words to describe

an individual, or suggestive or obscene letters, notes, or invitations;

8. Physical conduct such as touching, assault, or impeding or

blocking movements; and

9. Retaliation for reporting harassment or threatening to report

harassment.

10. It is unlawful for males to sexually harass females or other males,

and for females to sexually harass males or other females.

Other Types of Unlawful Harassment

Unlawful harassment on the basis of race, color, religion, national origin, age,

disability, citizenship, marital status, HIV-positive status, or any other protected

characteristic, includes behavior similar to sexual harassment, such as:

1. Verbal conduct such as threats, epithets, derogatory

comments, or slurs;

2. Visual conduct such as derogatory posters, photographs,

cartoons, drawings, or gestures;

3. Physical conduct such as assault, unwanted touching, or

blocking normal movement; and

4. Retaliation for reporting harassment or threatening to report

harassment. Recourse / Complaint Procedure

Optime Consulting is committed to maintaining a work environment that is free

of any unlawful harassment / discrimination. To achieve this goal, it has

implemented the following complaint procedure.

If an employee feels that he or she has been subjected to any form of unlawful

harassment/ discrimination, including sexual harassment/discrimination, the

employee is required and has the responsibility to report the matter, preferably

in writing. Similarly, any employee who is aware of the unlawful

harassment/discrimination of others also is required and has a responsibility to



report the matter, preferably in writing. Similarly, any employee who is aware of

the unlawful harassment/discrimination should be made as soon as possible to

the employee’s direct supervisor or to human resources.

Complaints of perceived unlawful harassment/discrimination should be as

detailed as possible, including the names of the parties involved, the names of

any witnesses, direct quotations when statements are relevant, and any

documentary evidence (e.g. notes, pictures, cartoons, etc.).

Any complaints of unlawful harassment will be handled in strict confidence to

the extent possible with minimum embarrassment to the parties involved. All

incidents of perceived unlawful harassment/discrimination that are reported will

be taken seriously and will be investigated. A timely resolution of each

complaint is to be reached and communicated to the parties involved.

If the company determines that unlawful harassment/discrimination has

occurred, it will take effective remedial action to commensurate with the

circumstances. Appropriate action will also be taken to deter any future

unlawful harassment/discrimination. If a complaint of unlawful

harassment/discrimination is substantiated, appropriate disciplinary action, up

to and including discharge, will be taken against the harassing/discriminating

party. Whatever action is taken against the harassing/discriminating party will

be communicated to the employee who complained.

Optime Consulting, Inc. requires and expects its employees to immediately

report any incidents of perceived unlawful harassment/discrimination.

Retaliation against any employee for filing a complaint of perceived unlawful

harassment/discrimination or participating in an investigation of such a

complaint is strictly prohibited. If an employee believes that he or she is being

subjected to any retaliatory actions for filing a complaint or participating in an

investigation of a complaint, the employee must report the matter using the

complaint procedure described above.

BENEFITS Health Insurance

All full-time Optime Consulting employees qualify for Medical Insurance

coverage, although health coverage is effective after three months of

employment. Currently, each employee contributes semi-monthly toward

health insurance costs through payroll deductions. Employee contributions are

subject to rate changes. For specific details about medical coverage, contact

the Human Resources department.



This is a summary and does not contain full details of the plan’s benefits. The

company reserves the right to modify or terminate the Benefits Plan at any time.

Continuation of Health Insurance Coverage under COBRA

Under the Consolidated Omnibus Budget Reconciliation Act of 1985, better

known as COBRA, employees are entitled to continue participating in the

company’s group health plan for a prescribed period of time after they leave

the company or transfer to part-time status.

Worker’s Compensation Benefits

Optime Consulting provides a comprehensive worker’s compensation

insurance program at no cost to employees. This program covers any injury or

illness sustained in the course of employment that requires medical, surgical, or

hospital treatment. Subject to applicable legal requirements, worker’s

compensation insurance provides benefits after a short waiting period, or, if the

employee is hospitalized immediately. Prompt reporting is essential to ensure

that worker’ compensation benefits are extended to injured or ill employee.

If an injured worker is advised by his/her designated medical professional that

time off from work is needed for treatment and/or recuperation, Optime

Consulting will grant eligible employees with a Worker’s Compensation leave of

absence, which will run concurrent with the FMLA leave (if applicable).

Sick and vacation time accruals are discontinued while an employee is on a

Worker’s Compensation leave. The employee will also not be paid for any

holidays which fall during an employees’ workers compensation leave.

It is important that the employee complies with all treatment regimens and

cooperates with the company’s risk management and human resources

representative, in a good-faith effort to return to work.

The employee must keep his/her supervisor informed of any treatment or

doctor’s appointment, as well as any work or physical limitations.

All Workers’ compensation claims will be paid by Optime Consulting worker’s

compensation insurance carrier if deemed compensable.

Once an employee is cleared to return to work, the employee needs to

provide this information to his/her supervisor with a medical clearance. Failure

to return to work once cleared by the medical professional may be deemed

job abandonment.



Return to Work Policy

Optime desires to return employees to work at the earliest possible date

following an injury or illness. If the employee’s physician determines that the

employee is able to perform modified duties or is able to return to work on a

reduced time basis, the associate must discuss these possibilities with his/her

supervisor. Depending on the particular injury and the nature of employee’s job

duties, the company will work with employee and employee’s physician and

make every effort to determine if a modified duty program is appropriate.

Where possible, transitional positions will be made available to injured workers

to minimize or eliminate time lost. Optime Consulting defines transitional work as

temporary, modified work assignments within the employee’s physical abilities,

knowledge and skills. For any business reason, at any time, Optime Consulting

may elect to change the position such as a working shift, location, etc. based

on the needs of the company. Optime cannot guarantee a transitional position

and is not under no obligation to offer, create or encumber any specific

position for purposes of offering placement. An employee cannot remain

permanently in a modified duty or transitional work program.

This policy is not intended to replace the procedures and rights applicable to

associates eligible for reasonable accommodation or covered under the

American with Disabilities Act (ADA) or leave benefits under the Family Medical

Leave Act (FMLA) or other such state programs.

TIME OFF POLICIES

Paid Holidays

Optime Consulting observes ten (10) official Holidays per calendar year.

Optime Consulting will close for ten (10) officially observed holidays. Full time

employees will be paid normal salary during these days. Specific dates will be provided on the holiday schedule by your supervisor and/or

Human Resources department and may vary depending on the country.

Employees working as outsourcing personnel must follow Optime’s client holidays.

The following holidays are observed by Optime in the US:

New Year’s Day

Holly Thursday

Good Friday

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Day After Thanksgiving



Christmas Eve

Christmas Day

New Year’s Eve

Other Religious Holidays

The company recognizes that some employees may request time off from work

to observe religious holidays that not included in the company’s holiday

program. These employees should make every reasonable effort to schedule

the day off as far in advance as possible. This should allow the supervisor

sufficient time to determine if suitable arrangements can be made, so as to not

compromise business operations or place an unreasonable burden on other

employees; however, if this is not possible, the request may be denied.

Employees may use accrued vacation time to observe religious holidays. If no

accrued vacation time is available, employees may request time off without

pay.

Termination of Benefit

The time off benefit described above is review annually. However, Optime

reserves the right at any time and at its discretion to amend, modify, reduce,

discontinue or terminate the benefit at any time with or without notice.

Vacation Time

Vacation days will be accumulated on a monthly basis from the start date of

the employee but effective once the probation time is completed. During this

probation period, vacation time will be accrued but may be used only after

the completion of the first year of employment. No time off will be paid for

leave taken during the probation period.

Vacations will be accumulated at a rate of .8 days per month and they cannot

be combined with personal days.

Optime reserve the right to approve vacation time. Although, Optime

understands that employees have the right to request vacation time it is very

important to prioritize business needs. Some of the factors that may influence

this decision include but are not limited to performance factors, business busy

seasons and/or because the employee’s department has exceed the amount

of request for that specific period.



Employee Responsibilities

o The employee must fill out a Time off Request form. This form must

be completed and return to Human Resources department in

order for vacation to be consider for approval.

o It is the responsibility of the employee to get the approval of their

vacation time before making any travel arraignment and/or

incurring in any expenses.

Unused Vacation Time

Vacation days may be carried over to the next year and accumulated up to a

maximum of 20 days. The employee may not take more than two weeks of

vacation at one time. Excess days, if not used, will be lost.

Employees who have exhausted their vacations time will NOT be allowed to

borrow against future vacation time, except for special situations previously

approved by the immediate supervisor and/or manager.

Vacation Pay upon Termination of Employment

Upon termination of employment any unused vacation time will be

compensated at the employees’ current salary pay. However, where allowed

by law, in order to receive this pay, the associate must give a two-week notice

and be available to work prior to the voluntary resignation.

Personal and Sick Days

The company will grant a total of five (5) sick/personal days during the

calendar year. These days cannot be carried over from year to year and will

not be reimbursed at the time of termination.

Personal and sick days are going to be deducted as a full day when the

employee is absent for more than 4 hours; if less than 4 hours will be handled

with the supervisor and HR manager directly.

New employees are eligible for a prorated amount of sick/personal days during

the first calendar year of employment. Employment must be effective on or

before the 15th of the month to qualify for sick/personal day for the first month

of employment.

A probation period of two (2) months begins on the date of employment.

During this period, no time off will be paid for leaves taken during the probation

period.



Personal and sick days cannot be combined with vacation time and unless it is

related to an employee’s sickness, an emergency, or a doctor’s note is

provided they cannot be taken together.

Optime reserve the right to approve personal day’s request. Although, Optime

understands that employees have the right to request personal days it is very

important to prioritize business needs. Some of the factors that may influence

this decision include but are not limited to performance factors, business busy

seasons and/or because the employee’s department has exceed the amount

of request for that specific period

Employee’s Responsibilities

The employee must call the company to notify their supervisor of

their absence.

Doctor’s appointments or personal day should be notified at least

one (1) week in advance. Only emergency appointments are

allowed to notify the day before or the same day of the

appointment.

Inclement Weather

In the event of natural disasters such as hurricanes, extensive floods, or

emergencies such as power outages affecting the company’s place of

business, the company will take precautionary measures for the safety of its

employees and its office.

When an emergency/disaster situation is declared, management will

implement the emergency procedures and will close the office until it is safe to

resume business functions. If management elects to close the office, salary will

be paid as a regular work-day; however, it will be not payable if you were

previously scheduled to be absent.

Bereavement Leave

In the event of the death of an employees’ immediate family member,

employees may be granted up to three (3) days of paid personal leave to

arrange for and attend the funeral. Employees may request additional time off,

if needed and may use paid vacation time if available. Documentation may

be requested by management and/or HR department.

The following is a list of the people that Optime Consulting considers as

immediate family members:

1. Parents



2. Grandparents

3. Parents-in-law

4. Spouse

5. Children

6. Legal Wards

7. Legal Guardians

8. Brothers

9. Sisters

10. Brothers-in-law

11. Sisters-in-law

12. Step Parents

13. Step Children

14. Foster Children

Jury Duty

Optime Consulting encourages employees to fulfill their responsibilities by

serving on Jury Duty when required. Employees summoned to serve on Jury

Duty or as a witness in a trial will be excised from work for the duration of the

assignment. Such employees will receive full payment for each day of Jury Duty

served.

To qualify for regular pay, the employee is required to notify his/her supervisor in

advance and present a copy of the jury summons.

Employees are expected to report to work on days when they are not required

to be in court, or when released early enough to reach the office by 3:00 P.M

Voting

In recognition of this important civic obligation, Optime encourages its

associates to fulfill their civic responsibilities by participating in elections.

Generally, employees are able to find time to vote either before or after their

regular work schedule; however, if an employee is unable to vote in an election

during non-working hours, the company may grant a limited amount of time off

to vote, in accordance with state law. Any employee requesting time off for

voting should do it at least 2 working days prior to the Election Day so that



necessary time off can be schedule at the beginning or end of the workday;

whichever provides the least disruption to the normal work schedule.

Leave of Absence

A leave of absence (LOA) is defined as an unpaid approved absence from

work for a specific period of time due to medical, military or personal reasons.

For additional information, including benefit continuation, please contact you

HR manager. Below are the types of leaves granted by Optime Consulting.

Family Medical Leave Act (FMLA)

In accordance with the Family Medical and Leave Act(FMLA), qualified

employees (full time) is entitled to take twelve (12) weeks (or up to 26 weeks of

military caregiver leave to care for a covered service member with a serious

injury or illness) of unpaid leave to attend family or medical reasons.

Optime Consulting will grant a total of six (6) paid weeks of maternity leave for

full time female employees for the purpose of child birth or for adopting a child

under eighteen (18) years of age.

The employee is entitled to take accumulated vacations or personal days after

the last day of family and medical leave.

Eligibility Requirements

This policy applies to all regular employees who have:

1. Obtained at least 12 months of service; and

2. Worked at least 1,250 hours during the 12-month period immediately prior

to the date the FMLA leave of absence is to begin.

Allowable Reasons for FMLA

Eligible employees may request FMLA for one or more of the following reasons:

1. The birth/adoption of the employee’s child and/or to care for such child

2. The placement of a child for adoption or foster care with the employee,

and to care for the newly placed child

3. To care for a spouse, child or parent (i.e., “covered relation”) with a

serious health condition

4. If the employee is unable to perform the essential job functions of his/her

job due to a serious health condition

5. Military caregiver leave (also known as covered service member leave) –

to care for a spouse, child, parent or next of kin covered service member

with a serious illness or injury incurred in the line of active duty. Next of kin

is defined as the closest blood relative of the injured or recovering service

member or



6. Qualifying exigency leave for families of member of the National Guard,

Reserves, and regular Armed Forces-employees who have a spouse,

parent, or child who is covered military member on active duty or called

to active duty in support of a contingency operation.

Employee’s Responsibilities

All requests for a FMLA leave should be made to the employee’s direct

supervisor and HR manager at least 30 days in advance when the need

for leave is foreseeable, or as soon as possible otherwise. Except in cases

of emergency where prior notice cannot be given, a request for FMLA

leave may be denied or deferred until appropriate notices are given.

Except in cases where a FMLA leave is taken for the birth or adoption of a

child, employees who request a FMLA leave are required to supply

applicable medical certification from a licensed health care provider at

regular intervals throughout their leave. Failure to provide the necessary

FMLA leave documentation may result in a delay or denial of the leave.

Further, the employee could face disciplinary action and possible

termination due to not meeting attendance requirements.

A family and medical leave agreement should be completed as soon as

the employee becomes aware of the need for a FMLA leave of

absence.

Return to Work

When the employee returns from FMLA leave, he/she is entitled to be restored

to the same job as when the leave began. If the same job is not available,

Optime will place the employee in an equivalent job with equivalent pay,

benefits, duties, working conditions and responsibilities before the leave.

The employee is not entitled to accrue benefits such as vacations time or

holidays during a leave. Any benefits will restart on the date the employee

returns from his/her leave.

If at the end of a FMLA leave the employee is deemed disabled under the

Americans with Disabilities Act (ADA), the employee may qualify for a

reasonable job accommodation. Except as otherwise required by law, the

employee is not guaranteed restatement to their prior job beyond what is

provided under the FMLA.

TRAVEL AND ENTERTAINMENT When Optime Consulting business responsibilities require out-of-town travel, it is

the responsibility of the individual traveling to obtain approval from his/her

Manager or Director before incurring in any travel-related expenses. Non-



adherence to this company policy can result in non-payment of the expense

items by Optime.

This policy was established to:

Ensure that each trip and related expenditures are clearly

required for the benefit of the company

Limit the number of participants to the minimum required to

accomplish the intended purpose of the trip

Use an approved travel agency to arrange the airfare, lodging,

and transportation to obtain the best rates available at the

least cost consistent with the purpose of the trip.

Employees will be reimbursed for actual expenses incurred for meals, business

entertainment, lodging, and transportation, provided the expenses incurred

reflect ordinary good judgment under the circumstances. Failure to comply

with the guidelines prescribed within the company travel expense policy may

result in non-payment of expenses. Moreover, falsification of expense items

may result in termination of employment.

This policy applies to all United States employees of Optime Consulting who

travel on behalf of the company.

Expense Reports and Receipts

1. All business travel expenses are to be documented using the

appropriate Travel Authorization form.

2. Receipts must be submitted with the expense report.

Lack of complete and accurate information required by the

form and of its supporting documents and receipts will cause

delays in the reimbursement process.

3. The exchange rate used to convert expenses incurred outside

the U.S. should approximate the applicable rate (i.e. credit card

rate) effective when these expenses are paid or incurred. The

official exchange rate will be obtained from www.oanda.com

4. Expense reports, including directly billed air travel, must include

the original ticket receipts or boarding passes. Copies of the

ticket and invoice are not acceptable.

http://www.oanda.com/



5. Meals for Optime employees should be included on the

expense report as a meal (i.e. breakfast, lunch, dinner). An

original receipt must be submitted with the expense report for

any individual meal. Meals are considered entertainment when

the primary guests are persons who are not employed by

Optime. Meals that include only Optime employees are not

considered entertainment and are to be paid for by the most

senior employee present.

6. All entertainment expenses should be listed and fully detailed.

At minimum, such detail should include the following items:

Person’s hosted and business affiliation, including title

and company.

Name and location of where the meal took place.

Business purpose in some reasonable detail.

Detailed meals & beverage receipt with form of

payment

7. The employee, their immediate manager and as determined,

the next level executive must sign all expense reports. All

expense reports must be submitted to the Finance Department

within five (5) business days from the return date of the travel.

Expense reports received after the fifth (5th ) business day will not

be reimbursed.

8. The approved original expense report and the supporting

documents are to be forwarded directly to the accounting

department.

9. Original receipts are required for all expenses.

Receipts must be in the form of either a credit card receipt or

an invoice accompanied by a cash register receipt. Copies of

receipts are not acceptable. The airline ticket passenger

receipt (found in the back of the airline ticket) must be

submitted as proof of prepaid travel for airline tickets. Proof of

pre-payment must also be submitted for electronic tickets.



Expenses

Payments and reimbursements for all travel-related expenses that are made

by the employee and then reimbursed to the employee will be done provided

that:

a. All travel policies are followed.

b. Expenses are fully documented and approved on the appropriate

expense report form.

c. Expenses are submitted within five (5) business days.

d. Taxes Self-Assessment. It is up to each employee who travels to

consult his/her own tax professional to determine if expenses

incurred and/or benefits received and/or reimbursed have any

impact on his/her tax position. The employee should keep

accurate records as determined by his/her tax professional.

Cash advances

It is the normal policy of the company not to make an advance to an

employee.

Falsification of expense items

Falsification of expense items will result in immediate termination of

employment.

Non-payment of expenses

Failure to comply with the guidelines prescribed within this policy will result in

non-payment of the expense items by Optime.

Expense duration is the point of departure/travel termination. The cost of travel-

related expenses are reimbursable from the time the employee leaves home or

office as the point of departure for travel until he or she returns to home or

office as the point of travel termination.

Travel

Air travel must be pre-approved on an expense report by the Manager or

Director of the individuals department. Please note that an original airline ticket

receipt, invoices and/or other forms of reservation’s confirmation must be

included in the individual’s expense report and deducted on the expense form

as a prepaid expense.



All domestic and international travels should be planned at least 15 days in

advance ensuring that travel is in targeted to off-peak days (Monday to Friday)

and times, whenever possible. Business class airfare is not authorized for travel.

Transportation

Employees should reserve a rental car in the mid-size category or smaller. In the

event that customers will be entertained a full-size vehicle will be more

appropriate. Insurance coverage must be purchased.

Gratuities for taxis should be limited to no more than 15% of the cost.

Mileage Reimbursement

Car services and parking: The traveler should plan transportation to and from

the airport so that the combined cost of mileage, tolls and parking does not

exceed reasonable transportation. Reimbursement for business use of a

personal automobile will be reimbursed at a reasonable allowance rate of

$0.56 per mile. Mileage submitted for reimbursement should be substantiated

by information regarding where the employee drove to and from, amount of

miles driven, and the calculation of mileage allowance. This excludes mileage

driven to and from the office from home.

Hotels

Hotel accommodations must be reserved in the hotel with the best rate at the

time of the travel period. Approval must be obtained for a stay in cases where

it is required that the traveler stay at the hotel where the function or event for

the cause of travel is taking place. Employees shall only voucher for standard

rooms.

Laundry

Laundry expenses at a reasonable amount are reimbursable only if the duration

of a business trip is longer than five (5) consecutive calendar days or more.

Meals (Domestic & International)

Meal allowances for employees are determined by the meal (breakfast, lunch

and dinner) with a daily limit of $50.00 per employee including any tax and

customary tips.

Employees are expected NOT to voucher for the cost of breakfast when staying

at a hotel that includes breakfast at the nightly rate.

Telephone

Personal phone calls of a reasonable amount incurred during business travel

are reimbursable to the employee. Long distance and other expenses



incurred because the traveler did not utilize the most cost-effective means of

access may not be reimbursable to the employee.

Expenses Not Covered

1. Personal expenses. All expenses incurred while an employee is

traveling on company business which are considered personal

in nature (e.g., child care, expenses, movie rentals and

purchases of tangible items) are not reimbursable to the

employee.

2. Stopovers and changes in travel made for the convenience of

the employees schedule. Changes for which there is no business

need are not reimbursable to the employee. After the fact

changes for which there is a business need should be noted on

employees expense report and classified as a non-reimbursable

expense. Such changes made to the printed Travel

Authorization Form are to be initialed by all those signing the

expense report.

3. Hotel long distance fees and surcharges for long distance calls.

Generally, most hotels will not charge a fee for dialing toll-free

access numbers. However, in the event the hotel does charge

an access fee in connection with the use of a calling card or

any other toll-free number, those fees will be reimbursed.

Employees are expected to carry and use their calling cards at

all times.

4. Personal phone calls deemed excessive.

IMMIGRATION COMPLIANCE Optime Consulting requires completion of the Optime Consulting employment

application form, even if an applicant submits a resume. Optime Consulting

relies upon the accuracy of information in the employment application, as well

as the accuracy of other data presented throughout the hiring process and

during employment. Any misrepresentations, falsifications, or material omissions

in any of this information or data may result in Optime Consulting exclusion of

the individual from further consideration for employment or, if the person has

been hired, termination of employment.



Optime consulting participates in E-Verify. A government system in which

Optime will provide the Social Security Administration (SSA), and if necessary,

the Department of Homeland Security (DHS), with information from each new

employee’s Form I-9 to confirm work authorization.

Immigration Law Compliance

As part of the employment process Optime Consulting complies with the

Immigration Reform and Control Act of 1986. Optime Consulting will not

knowingly hire or employ individuals who do not hold legal rights to work in the

United States. Please be sure to:

Properly complete, sign, and date Form I-9

Provide documents that establish evidence of authorization for the

associate to work and remain in the United States.

PAY PRACTICES

Pay and Direct Deposit

Employees of Optime Consulting, Inc are paid on the 15th and 30th of each

month by check or by direct deposit, depending on the method selected by

the employee. ADP is the company contracted by Optime Consulting to

manage and administrate payroll services to Optime employees. Optime

Consulting, Inc. reserves the right to terminate or change the outsourcing

company with or without notice.

Note: First Payroll payment will be made in a check (no direct deposit)

General Guidelines

The company deducts taxes and withholdings, including garnishments,

from employee’s pay as required by local, state and federal law based

on the employee’s salary and the tax exemptions he/she has claimed.

Employees are responsible for the accuracy of their tax exemption

records. If the number of exemptions for which the employee is eligible

changes, the employee should complete a new federal withholding

exemption form (W-4) and any applicable state withholding form, which

can be obtained at the Human Resources department.

Other payroll deductions, such as for insurance premiums, will only be

made with employees express consent.

Employees eligible for variable pay such as bonuses or commissions must

be in active status at the time payments are made in order to receive

payment, unless otherwise required by state law.

Employees are responsible for keeping their mailing address up to date

with HR department.



Direct Deposit Guidelines

Pay can be deposited directly to employees’ choice of financial

institution (s), including checking accounts, savings accounts, or a

combination thereof up to a maximum of four accounts.

Direct deposit may be initiated or terminated at any time.

Change to direct deposit may take up to 2 pay periods after it is properly

submitted.

Compensation Reviews

Optime recognizes that our employees are our greatest asset and a source of

competitive advantage.

To achieve financial objectives of the company, we must attract, retain and

motivate a qualified and competent workforce, by paying for exceptional

performance.

Once a year the company will conduct compensation reviews. Any applicable

compensation becomes effective on the next schedule payday. Having an

annual compensation review does not necessarily mean that an associate will

be granted an increase. Pay increase will be based on several factors,

including individual and/or company performance.

PERFORMANCE MANAGEMENT

Employment Introductory Period

Optime wants employees to be successful, and understands that any new

employee goes through a learning phase as they become familiar with their

job and with our company. For this reason, Optime has an established

probationary plan for all new employees. Pursuant to Optime established

probationary plan, your first 60 days of employment are considered a

probationary or introductory period during which you will learn your job duties

and responsibilities, get acquainted with other members of the Optime team,

and familiarize yourself with Optime in general.

While we understand that you will be learning a great deal during your

probationary/introductory period, you nevertheless will be expected to

satisfactorily perform your duties and responsibilities during that time and

thereafter.



Performance Reviews

Optime is committed to encouraging its employees to grow and succeed in

their jobs and believes that constructive feedback plays an important role in

such. Accordingly, Optime conducts annual performance review, generally in

January. This review process provides an opportunity for two-way

communication between supervisors and employees and may cover the

following areas:

Quality and quantity of work;

Strengths and/or areas of weakness in need of improvement;

Attitude and willingness to work;

Ability to follow established company policies and procedures;

Initiative and teamwork;

Attendance;

Ongoing employee growth, development and goals for the year.

Additional areas may also be reviewed as they relate to specific positions.

Any salary increase becomes effective on January 1. For those employees

hired on or after January 1, reviews will be conducted after the employee

completes twelve (12) consecutive months of employment, unless otherwise

agreed when hired.

Performance Management/Corrective Action Optime Consulting expects that all employees will meet the performance

objectives of their respective positions; however, if an employee is not

satisfactorily performing his or her duties, the supervisor will meet the employee

to determine the nature of the problem and to suggest ways in which the

employee can improve his or her performance.

An employee may be subject to formal disciplinary action if he/she violates any

of the company’s policies contained herein, or has consistently failed to meet

the performance objectives of his/her position. Formal disciplinary actions

include:

1. Verbal warning

2. Written warning

3. Probation

4. Termination

WORKPLACE POLICIES Attendance & Punctuality

Optime Consulting employees are responsible for good attendance and

punctuality. Everyone at Optime has an important function. Poor attendance-



missing work, arriving late, leaving early, etc. - has a ripple effect: One person’s

attendance quickly becomes everybody’s work problem. Regular, predictable

attendance is an essential function of every position we offer. There is not only

an adverse impact to our customers, but to other employees as well, so every

effort should be made to be at work and on time.

Employees must notify their supervisors and human resources directly as far in

advance as possible when they will be late or absent from work and each day

thereafter by filling out the time off request form.

Unless such absences are covered by the Americans with disabilities Act or

equivalent state laws, an employee who is absent for three (3) consecutive

scheduled work days without notifying will be considered as having voluntarily

resigned.

Employees are required to be at work on time. Repeated absenteeism and/or

tardiness are not acceptable and may result in disciplinary action up to and

including termination.

Attendance Definitions

Schedule absences are those which have been planned and approved in

advance and may be for a full day or only part of a day. These include

vacation, scheduled medical appointments, leave of absence, bereavement

leave, and jury leave, among others.

Unexpected absences are those in which employees did not obtain verbal or

written approval by close of business on the employee’s workday prior to the

absence. This includes full day absences as well as partial day absences

including arriving late and leaving early. This includes absence for illness or

inability to report to work for personal reasons and may be determined to be

excused or unexcused depending on the circumstances.

Job Abandonment

An employee who is absent and fails to notify his/her supervisor and/or HR

Manager is considered a “No call/No Show”. Any instance of 2 consecutive

days of no call/no show is considered job abandonment and may result in

immediate termination of employment. Any episode of no call/no show will be

subject to a final written corrective action. Subsequent no call/no show

instances will result in further corrective action, up to and including termination.



Work Hours

Office hours will be from 8:30 A.M. to 5:30 P.M. Monday through Friday, with a

break of one hour for lunch. All employees are expected to report to work as

scheduled and be prepared to perform their responsibilities at the time

indicated above.

Lunch Periods

Optime Consulting provides one (1) hour lunch break to all employees.

Guidelines

Lunch hours need to be coordinated with co-workers to make sure your

department is covered at all times.

Return to your responsibilities from lunch hour on time.

Performance of Work

Optime employees are expected to comply with all company policies and

National Practices and perform assigned job duties efficiently and to the best

of their ability.

Guidelines

Employees must follow instructions received from supervisors.

Insubordination or the refusal to follow a supervisor’s instruction

concerning a job-related matter will not be tolerated. If the employee

feels the request in unethical or unsafe, they should immediately report

this to their HR manager.

Loafing, sleeping on the job or intentional restriction of output is

prohibited.

Comply with company’s dress code by wearing appropriate clothing for

your work and taking pride in your appearance at all times.

Cooperate with other employees thus avoiding poor service to our

customers.

Refrain from using company’s system, as well as all communication

system, for personal purposes.

Avoid damaging company property and the property of others.



Safety

Optime’s employees are required to observe all posted or published law,

regulations and guidelines.

Employees must work carefully and comply with all company safety, health

and security regulations in all areas of work. Use safety equipment when

appropriate.

Accidents or injuries sustained on the job as well as all safety, health and

security concerns observed on company property must be reported

immediately to your supervisor or HR Department.

Employees should report damaged property or defective work immediately

upon discovery.

Dress Code Optime Consulting is a professional work place and it is our expectation that all

employees maintain a professional appearance. The dress code is business

casual unless otherwise indicated; full business attire may be required due to

business reasons. If full business attire is required, reasonable notice will be given

in advance to employees.

Business casual attire means clothing that allows employees to feel

comfortable at work, yet appropriate for professional work environment.

Employees are responsible for ensuring that their dress and grooming project a

positive and professional image to clients.

Casual Fridays are welcomed, although full business attire may be required due

to business reasons.

The following is a general overview of appropriate and inappropriate business

casual attire. If you experience uncertainty about acceptable, professional

business casual attire for work please ask your supervisor or Human Resources

leader.

Acceptable/Appropriate Business Casual Attire:

Slacks

Pants

Wool Pants

Fannel Pants

Dressy Capri’s

Nice looking dress synthetic pants



Casual dresses and skirts

Skirts that are split at or below the knee

Casual Shirts

Dress Shirts

Sweaters

Tops

Golf-type Shirts

Turtlenecks

Most suit jackets or sport jackets (As long as they don’t violate any of the

guidelines)

Conservative athletic or walking shoes

Loafers

Clogs

Sneakers

Boots

Flaps

Dress heels

Leather deck-type shoes

Jewelry, makeup, perfume and cologne should be in good taste, with

limited visible body piercing or tattoos. Remember that some employees are

allergic to chemicals in perfume and make-up, so wear these substances

with restraint.

Unacceptable/inappropriate Business Casual Attire:

Jeans (except on Fridays)

Sweatpants, exercise pants, Bermuda shorts, short shorts, bib overalls,

leggings and any spandex or other form fitting pants.

Short, tight skirts that ride halfway up the thigh

Mini-skirts

Sun Dresses

Beach Dresses

Spaghetti strap dresses

Tank tops (Unless worn under another blouse, shirt, jacket or dress)

Midriff tops

Shirts with potentially offensive words, terms, logos, pictures, cartoons or

slogans

Halter-tops

Tops with bare shoulders

Sweatshirts

T-shirts (unless worn under another blouse, shirt, jacket or dress)

Flashy athletic shoes

Thongs

Flip-flops

Slippers



Hats or head covers (unless they are required for religious purposes or to

honor cultural tradition

Confidentiality & Non-Disclosure

Optime employees are provided with access to confidential information in oral,

written and electronic form, and all such information is to be considered the

exclusive property of the company. This includes but is not limited to: trade

secrets, business plans or practices, financial information, computer models,

passwords and databases, etc.

It is each employee’s responsibility to protect the confidentiality of such

information. Unauthorized disclosure could provide competitors with an unfair

competitive advantage over Optime or be embarrassing to the person about

whom the information relates. If the employee is unsure whether certain

information is confidential, ask your supervisor or HR manager before making

any disclosure.

Furthermore, the company shall own all information, ideas, concepts,

improvements, discoveries, and intentions that employees conceive, make,

develop and/or acquire during employment with Optime and that relates to

the business of the company. Employees agree to assign any and all rights that

they may have in such information to the company both during and after their

employment.

Communication Systems

Optime Consulting provides telephone, printing, scanning, fax services,

computers, e-mails systems and internet access, to promote delivery of the

highest quality of products and services to our clients. This policy addresses the

efficient and proper use of our communications system, since improper use of

these systems can burden and slow performance, cause unnecessary

expenses, create legal liabilities to individuals or Optime Consulting, and even

distress or harm employees and clients. Violation of this policy may lead to

discipline or termination actions against any employee.

Company’s Computers and Networks Optime Consulting computers and networks e-mail and internet systems belong

to the company and should be used only to conduct Optime Consulting

business transactions. Each employee is responsible for using Optime Consulting

communications system in a professional, ethical and lawful manner.



Systems Personnel should be contacted prior to opening any unexpected or

suspicious file attachment or e-mail message.

International calling numbers and cards are to be used exclusively for

company business. No personal calls may be charged to this number and

company cards. In case of personal calls the employee should be responsible

for the charges and expenses incurred.

Mobile Phones

Employees may carry and use personal cellphones while at work on a limited

basis provided it does not disrupt business activities. Employees should limit

making personal calls until their lunch periods. If an employee’s use of a

personal cell phone is excessive or causes disruptions or loss in productivity, the

employee may become subject to disciplinary action.

To the extent practical, cell phones should be turned off or set to silent or

vibrate mode during meetings, conference and in other locations where

incoming calls may disrupt normal workflow. Cell phone ring tones and alerts

may not be offensive in nature.

Clean Desk Policy

The Clean Desk Policy (CDP) is one component of Optime’s continued

development of an enterprise-wide security program. This policy serves to

outline the organization’s efforts to protect sensitive data that is used, stored,

and processed in and around the desk or workspace area of each employee

at Optime.

This policy should permeate all facets of the business, to include the way

employees think about information and the protection of that information.

The Clean Desk Policy requires that all personnel at Optime shall maintain their

workspace (i.e., office, desk, cubicle) in a manner that reduces or eliminates

the risk of losing, disclosing, or unduly exposing any sensitive information

belonging to, or in direct control of Optime to theft, unauthorized replication,

unauthorized destruction or unauthorized access, including sensitive

information of Optime partners where Optime has a contractual obligation to

protect that information. These procedures serve as a framework for

accomplishing the objective of the Clean Desk Policy (CDP).

The procedures are structured into two sections: a “General” section that

applies to all business functions and employees of Optime that are designed to



address each area’s individual challenges, responsibilities, and business

requirements in adhering to the CDP.

General CDP Procedures

1. Documents under the control of any Optime employee that contain

sensitive information shall be secured before leaving for the day.

2. Do not write your passwords on a sticky note nor try to hide them

anywhere in your workspace.

3. Screen or system locks shall be engaged when away from assigned

workstations.

4. Screen or system locks should engage automatically after five minutes of

inactivity on all Optime workstations.

5. Employees must shut and lock office doors when leaving for the day.

6. Visitors, including vendors are not allowed on Optime workstations, in

cubicles or offices unescorted in areas where sensitive information would

be readily obtained (It is expected that management will need to make

exceptions to this guideline on a case-by-case basis, and it is

recommended that all areas affected by an exception be notified of the

instance, nature, and duration of the suspension of this procedure).

General CDP Guidelines

1. Store day planners and notebooks in a drawer or remove and take them

from desk for extended periods of time, including overnight if they

contain member information (nonpublic).

2. Keep devices with you, and lock cell phones and PDAs with a pass code

(PFCU issued devices).

3. Do note leave your access cards or keys in the open; always keep them

with you.

4. Notify HR if access cards or keys are missing.

5. Do not leave portable media such as CDs or floppy disks in drives or on

desks.

6. Close applications and turn off your system and monitor when you leave

your desk for the day. Exceptions should be expected when upgrades or

system maintenance is scheduled for off-hours, holidays and weekends.

7. Remove printouts from printers before leaving your office (to include the

timely retrieval of printouts from multi-user printers).

8. Place sensitive printouts in the shred bin when you are done with them.

9. Do not use bookshelves to store binders with sensitive information.

10. Arrange folders in file cabinets so that the least sensitive are in front, most

sensitive in back.

11. Keep file cabinets that contain member information (non-public) closed

and locked. Do not leave keys in their locks.



The CDP will be enforced primarily by the managers within each department

who will be responsible for the day-to-day determination of compliance by the

employees.

Consequence for failure to follow the CDP is consistent with other Optime

policies, to including verbal warnings up to termination of employment, based

on the nature of the incident and the discretion of management.

Every employee of Optime will be expected to be aware of their surroundings.

That is, it is up to the personnel of Optime to be diligent in confronting suspicious

persons or circumstances, and/or reporting these events to their supervisors.

Pet at Work Optime Consulting intends to provide a safe, healthy, and productive work

environment. Animals (dogs, cats, birds, other pets etc.) are not permitted

inside of any Optime Consulting properties except for those animals that are

specifically exempted by this policy.

Exempted Animals

Service animals are permitted on Optime Consulting Property while they are

performing tasks for the individual they accompany.

A service animal is an animal specially trained to perform one or more specific

functions or activities of daily living for an individual with a documented

disability.

TERMINATION OF EMPLOYMENT Since employment with Optime Consulting is based on mutual consent, both

the employee and Optime Consulting have the right to terminate employment

at-will, with or without cause, at any time.

Health insurance benefits for terminated employees will cease at the end of the

month during which the employee’s employment terminates. The Consolidated

Omnibus Budget Reconciliation Act (COBRA) provides workers and their

families who lose their health benefits, the right to choose to continue group

health benefits at their own cost for a limited period of time under

circumstances such as voluntary or involuntary job loss, reduction in the hours

worked, transition between jobs, death, divorce and other life events. In

accordance with this federal law, the company will send COBRA information

the employee’s last known address within 14 days of loss of coverage.



Some common circumstances under which employment are terminated are:

Resignation

Employment termination initiated by an associate who chooses to leave

Optime Consulting voluntarily.

Discharge

Employment termination initiated by Optime Consulting

Layoff

Involuntary employment termination initiated by Optime Consulting for non-

disciplinary reasons.

Retirement

Voluntary retirement from active employment status and initiated by the

employee.

Exit Interviews

Should you decide to leave Optime Consulting, you may be asked to

participate in an exit interview. This will provide closure to your employment with

Optime Consulting and will allow Optime Consulting to ensure that it has

resolved various administrative matters, answered any questions about

continuation of benefits, and listened to any of your comments or ideas about

improving Optime Consulting business operations.



HANDBOOK ACKNOWLEDGMENT FORM – employee copy

I acknowledge that I have been given access to the Employee Handbook and

that it describes important information about Optime Consulting Inc. and that I

should consult my supervisor, manager or human resource representative

regarding any questions about information contained in the handbook.

Since provisions of the handbook are subject to change, I further understand

that the company reserves the right to revise, supplement, or rescind any

policies or portion of the handbook at any time as it deems appropriate, at its

sole discretion. I also understand that in the event that any provision contained

in the handbook conflicts with or contradicts or does not specifically refer to

any applicable state, or federal law or regulation, the company will comply

with such laws or regulations.

I acknowledge that the handbook is not an employment contract. I further

understand that if my employment with the company ends, I will settle any

open account including but not limited to: outstanding debts, loans, or travel

advances, in full and return, and will not retain any company property

including but not limited to keys, company equipment, company credit cards,

manuals, and all documents, data or other materials or information of the

company including but not limited to: paper documents or printed materials;

computers or electronic files, data or lists; vendors, customers, financial

information, pricing, cost or performance documents and other information

relating to business plans, strategies, or performance.

I understand that the handbook supersedes and replaces any previous

handbook provided to me at any time during employment.

______________________________________

Employee’s Name (print)

_______________________________________ _____________

Employee’s Signature Date



HANDBOOK ACKNOWLEDGMENT FORM – company copy

I acknowledge that I have been given access to the Employee Handbook and

that it describes important information about Optime Consulting Inc. and that I

should consult my supervisor, manager or human resource representative

regarding any questions about information contained in the handbook.

Since provisions of the handbook are subject to change, I further understand

that the company reserves the right to revise, supplement, or rescind any

policies or portion of the handbook at any time as it deems appropriate, at its

sole discretion. I also understand that in the event that any provision contained

in the handbook conflicts with or contradicts or does not specifically refer to

any applicable state, or federal law or regulation, the company will comply

with such laws or regulations.

I acknowledge that the handbook is not an employment contract. I further

understand that if my employment with the company ends, I will settle any

open account including but not limited to: outstanding debts, loans, or travel

advances, in full and return, and will not retain any company property

including but not limited to keys, company equipment, company credit cards,

manuals, and all documents, data or other materials or information of the

company including but not limited to: paper documents or printed materials;

computers or electronic files, data or lists; vendors, customers, financial

information, pricing, cost or performance documents and other information

relating to business plans, strategies, or performance.

I understand that the handbook supersedes and replaces any previous

handbook provided to me at any time during employment.

______________________________________

Employee’s Name (print)

_______________________________________ __________________

Employee’s Signature Date