handbook - federal employees

of 37 This document contains confidential and proprietary information and is the property of ECCO Select.

Employee

Handbook

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This document contains confidential and proprietary information and is the property of ECCO Select.

Disclaimer: This Employee Handbook reflects the Policies that are applicable to ECCO Select Federal Sector

employees. Questions about Consultant Policies, including Benefits, should be directed to the Human Resources

Manager.

Table of Contents

General Information ........................................................................................................................................ 5 ECCO Select Vision Statement ................................................................................................................................................... 6 ECCO Select Mission Statement ................................................................................................................................................. 6 ECCO Select Core Values ........................................................................................................................................................... 6

Excellence ................................................................................................................................................................................................... 6 Innovation .................................................................................................................................................................................................. 6 Client Focused ............................................................................................................................................................................................ 6 Flexibility ................................................................................................................................................................................................... 6 Team Work ................................................................................................................................................................................................ 6 Diversity and Inclusion .............................................................................................................................................................................. 6 Personal Enrichment ................................................................................................................................................................................. 6 Continuous Improvement .......................................................................................................................................................................... 6 Fun ............................................................................................................................................................................................................. 6

Equal Employment Opportunity................................................................................................................................................. 7 Genetic Information ................................................................................................................................................................................... 7 Non-discrimination Based on Disability; Reasonable Accommodation for Disability and/or Religion ..................................................... 7 Confidentiality ........................................................................................................................................................................................... 8

Harassment-Free Workplace ...................................................................................................................................................... 8 Diversity Commitment ................................................................................................................................................................ 9 Workplace Violence ..................................................................................................................................................................... 9 Drug-Free Workplace.................................................................................................................................................................. 9 Employment at Will................................................................................................................................................................... 10 Confidential Information .......................................................................................................................................................... 10 Smoking Restrictions ................................................................................................................................................................. 10

Personnel Information ................................................................................................................................... 11 Introductory Period ................................................................................................................................................................... 12 Performance Appraisals ............................................................................................................................................................ 12 Employee Classification............................................................................................................................................................. 12

Exempt Employees .................................................................................................................................................................................... 12 Non-exempt Employees ............................................................................................................................................................................. 13 Full-time Employees.................................................................................................................................................................................. 13 Part-time Employees ................................................................................................................................................................................. 13 Temporary Employees .............................................................................................................................................................................. 13

Access to Personnel Files ........................................................................................................................................................... 13 Changes in Personal Information .............................................................................................................................................. 14 Payroll Information ................................................................................................................................................................... 14

Pay Period ................................................................................................................................................................................................. 14 Recording Hours of Work......................................................................................................................................................................... 14 Direct Deposit............................................................................................................................................................................................ 14

Hours of Work ........................................................................................................................................................................... 14 Meal Periods ............................................................................................................................................................................................. 15 Overtime ................................................................................................................................................................................................... 15 Break Time For Nursing Women ............................................................................................................................................................. 15

Policies and Procedures ................................................................................................................................. 16 Attendance Policy ...................................................................................................................................................................... 17

Absences .................................................................................................................................................................................................... 17 Reporting Absences................................................................................................................................................................................... 17

Code of Ethics and Conduct ...................................................................................................................................................... 17 Honesty and Service .................................................................................................................................................................................. 17 Ethical Behavior........................................................................................................................................................................................ 17 Quality Work and Customer Satisfaction ................................................................................................................................................. 17 Caring about Our People .......................................................................................................................................................................... 18

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Serving Our Country and Communities ................................................................................................................................................... 18 Ethical Behavior........................................................................................................................................................................................ 18 Obeying The Law ...................................................................................................................................................................................... 19 Regulatory Compliance............................................................................................................................................................................. 20 Financial Responsibility ............................................................................................................................................................................ 20

Progressive Counseling .............................................................................................................................................................. 21 Failure to Meet Job Requirements............................................................................................................................................................ 21 Attendance ................................................................................................................................................................................................ 21 Improper Use of Time on the Job ............................................................................................................................................................. 21 Violation of Safety Regulations ................................................................................................................................................................. 22 Improper Conduct .................................................................................................................................................................................... 22 Violations of Security Regulations ............................................................................................................................................................ 22

Dress Code Standards ............................................................................................................................................................... 22 Business Casual Attire .............................................................................................................................................................................. 23

Electronic Communications Systems ........................................................................................................................................ 23 Authorized Business Usage ....................................................................................................................................................................... 23

Use of Electronic Devices and Driving ...................................................................................................................................... 23 Personal Property ...................................................................................................................................................................... 23 Company Property .................................................................................................................................................................... 23 Social Media Policy .................................................................................................................................................................... 24

General Provisions .................................................................................................................................................................................... 24 Employer Monitoring ............................................................................................................................................................................... 24 Reporting Violations ................................................................................................................................................................................. 24 Discipline for Violations ............................................................................................................................................................................ 24 Authorized Social Networking on Company’s Behalf .............................................................................................................................. 25 Rules and Guidelines................................................................................................................................................................................. 25 Personal Blogs ........................................................................................................................................................................................... 25

Working from Home ................................................................................................................................................................. 26 Family and Medical Leave/Military Family Leave (FMLA/MFLA) ........................................................................................ 27

Eligibility ................................................................................................................................................................................................... 28 Qualifying Reasons for Leave ................................................................................................................................................................... 28 Definition of a Serious Health Condition .................................................................................................................................................. 28 Definition of “Qualifying (Military) Exigency .......................................................................................................................................... 28 Definition of Military Caregiver Leave ..................................................................................................................................................... 29 Required Notice – How to Request Leave ................................................................................................................................................. 29 Employee Responsibilities ......................................................................................................................................................................... 29 Paid Benefits During Leave ...................................................................................................................................................................... 30 Job Restoration ......................................................................................................................................................................................... 31

Non-FMLA Medical Leave ........................................................................................................................................................ 32 Non-FMLA Maternity Leave .................................................................................................................................................... 32 Leave for Victims of Domestic Violence and/or Sexual Assault ............................................................................................... 33

Length of the Leave and Pay During Leave .............................................................................................................................................. 33 Required Notice and Certification of Need for Leave ............................................................................................................................... 33 Confidentiality .......................................................................................................................................................................................... 33

Bereavement Policy ................................................................................................................................................................... 33 Eligibility ................................................................................................................................................................................................... 33 Available Benefits ..................................................................................................................................................................................... 33

Military Leave ........................................................................................................................................................................... 34 Personal Leave ........................................................................................................................................................................... 34 Benefit Continuation During Any Leave of Absence ................................................................................................................ 34 Jury Duty ................................................................................................................................................................................... 35

Compliance and Regulatory Requirements .................................................................................................. 36 General Safety Rules ................................................................................................................................................................. 37 Workers’ Compensation ........................................................................................................................................................... 37 Disclaimer .................................................................................................................................................................................. 37

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Note:

• The handbook does not create a contract, expressed or implied.

• The handbook is not all inclusive, and is only a set of guidelines.

• The handbook does not alter the "at-will" relationship between employer and employee.

• The handbook does not guarantee employment for any definite period of time.

• The handbook supersedes any previous handbook or unwritten policies.

• The handbook can only be changed in writing, by the President of the organization.

• The handbook can be changed by the organization unilaterally, at any time.


General

Information

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ECCO Select Vision Statement

To be the premier provider of talent management

solutions supporting business challenges for public

and private sectors in the U.S. and abroad.

ECCO Select Mission Statement

We create rewarding solutions for our stakeholders

through a relentless entrepreneurial spirit that

promotes exceptional service; community

engagement; compassionate relationships; and the

will to make the ordinary, extraordinary.

ECCO Select Core Values

Excellence

Prepare thoroughly for each task; make a plan and

anticipate potential problems; follow through on

tasks and assignments; hold us to high standards of

performance; accept responsibility with a “can-do”

attitude; strive to exceed goals; push each other to

excel; be accountable for actions and results.

Innovation

Generate new ideas and creative approaches to

problems; encourage creativity in others; recognize

and reward innovation and calculated risk taking;

demonstrate a willingness to experiment; pursue a

unique idea or approach to get it implemented.

Client Focused

Ask what the client needs; listen attentively to what

others are communicating; respond in a timely

manner to requests; handle difficult situations with

diplomacy and patience; go the extra mile to serve;

provide quality by partnering with stakeholders to

build valuable, long-term relationships through

creative problem-solving.

Flexibility

Keep the big picture in mind; look for ways to make

change rather than objecting or resisting; adapt your

own behavior to the needs of the situation;

participate as a follower as well as a leader on

teams; act with humility by being confident yet

selfless; see value in others and the learning

opportunity that every interaction and experience

offers; deflect credit and absorb criticism; selflessly

work toward the greater good.

Team Work

Contribute fully to the activities of the team; step in

and help out when needed; share information and

resources with team members; work out conflicts

directly with the person involved; build a wide

network of relationships throughout the community;

maintain optimism by interacting, working and

communicating with a “can-do” attitude that

emphasizes positivity and a belief that together we

can accomplish anything.

Diversity and Inclusion

Respect personal differences and values; actively

seek to understand others’ points of view; be

inclusive of all backgrounds, experiences, ideas and

customs; consider other ideas open-mindedly;

acknowledge the needs of others.

Personal Enrichment

Ask for and act on feedback from others; constantly

re-evaluate your own skills and capabilities; use

every business experience to learn something new;

people are the most important and valuable asset; be

mindful that we are serving a cause greater than

ourselves by giving back to the community; the

ECCO Select team is our family and we treat each

other as such.

Continuous Improvement

Create and maintain a dynamic environment; thrive

on change while encouraging healthy competition

and promoting a balance of adventure; offer

alternative and innovative solutions to conventional

ideas; review completed tasks and projects to

identify opportunities to improve; actively invite

constructive criticism on every aspect of the

business situation; support learning from failure.

Fun

Use humor appropriately to encourage and energize;

communicate excitement and enthusiasm about the

work; look for ways to interject fun activities in the

workplace; demonstrate the ability to laugh at

yourself; live balanced lives focused on

responsibility, relationships, recreation and rest.

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Equal Employment Opportunity

ECCO Select is an equal opportunity employer.

ECCO Select does not discriminate on the basis of

race, color, religion, creed, sex, gender, pregnancy,

age, national origin, ancestry, disability, citizenship,

genetic information, military status, marital status,

personal appearance, sexual orientation, gender

identity or expression, family responsibilities,

matriculation, political affiliation, status as

unemployed, or any other status protected by

applicable law. This applies to all areas of

employment, including but not limited to hiring and

recruitment, training, promotion, transfer, demotion,

counseling, discipline, benefits, compensation and

termination of employment. Questions or concerns

about any type of discrimination in the workplace

should be directed to the employee’s immediate

supervisor or the Human Resources Manager.

Genetic Information

The Company does not discriminate against any

applicant or employee because of that individual’s

genetic information (including information from

genetic tests, the genetic tests of family members,

the manifestation of a disease or disorder in a

family member, family medical history, or

information about any employee’s, applicant’s or

family member’s request for or receipt of genetic

services). Nor does the Company improperly

request, require, or purchase any genetic

information. Testing for drug or alcohol use is not

considered “genetic testing,” and may be required

by the Company in appropriate circumstances. Any

specimen(s) gathered for drug and alcohol testing

will not be tested for any genetic information.

To the extent the Company receives information

about an applicant’s or employee’s family medical

history or other genetic information inadvertently or

otherwise (e.g., in the administration of a leave or

accommodation request), that information will not

be used except as required for any legitimate

purpose (e.g., to consider an employee’s leave

request relating to a family member’s medical

condition), and will be treated and maintained as a

confidential medical record and will not be

disclosed except as allowed or required by

applicable law.

The Company will not retaliate against any

individual because the individual honestly and in

good faith makes a complaint of discrimination

based on genetic information, and/or participates or

cooperates in an investigation of alleged

discrimination based on genetic information.

Employees who feel they have been retaliated

against for making a complaint or participating in

an investigation should immediately report the

circumstances or incident to Human Resources

Manager.

Non-discrimination Based on Disability;

Reasonable Accommodation for Disability

and/or Religion

ECCO Select does not discriminate against

qualified individuals with physical or mental

disabilities in any terms or conditions of

employment. ECCO Select further does not

discriminate against any qualified individual based

on that individual’s relationship with another person

with a physical or mental disability. No person will

be treated adversely in the workplace as a result of

having or being perceived as having

such a disability.

ECCO Select provides reasonable accommodation

upon request for qualified individuals with known

disabilities unless undue hardship to the Company

would result. Such reasonable accommodation will

be provided to enable such individuals to: 1) apply

for employment with the Company; 2) perform the

essential functions of their jobs; and 3) to enjoy the

other terms, conditions and privileges of

employment.

The Company also provides reasonable

accommodation upon request for employees’

religious practices and observances, unless undue

hardship to the Company would result.

Requests for accommodation should be made to the

Human Resources Manager. All requests for

accommodation will be treated confidentially to the

extent possible for effective analysis and

administration of the request. The Company may

exercise the right to require documentation

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concerning the need for any requested

accommodation.

Confidentiality

All employee records or information regarding

medical condition will be confidentially maintained

in the Business Office in a secure area, apart from

the employee’s personnel file.

Harassment-Free Workplace

ECCO Select is committed to prohibiting

harassment of employees by any company

personnel, as well as by customers, vendors and

outside third parties, because of the employee’s

race, color, religion, creed, sex, gender, pregnancy,

age, national origin, ancestry, disability, citizenship,

genetic information, military status, marital status,

personal appearance, sexual orientation, gender

identity or expression, family responsibilities,

matriculation, political affiliation, status as

unemployed, or any other status protected by

applicable law. ECCO Select prohibits

racial/ethics/religious/sexist or any other slurs based

on or related to any protected status, unwelcome

sexual advances or any other verbal or physical

contact or conduct that is based on or relates to any

legally-protected status and that substantially

interferes with an employee’s work performance or

creates an intimidating, hostile or offensive work

environment to a reasonable person.

ECCO Select considers sexual harassment in the

workplace unacceptable conduct, which will not be

tolerated. Unwelcome sexual advances, requests for

sexual favors or other verbal or physical conduct of

a sexual nature are prohibited when:

Submission to the conduct is made either an

explicit or implicit term or condition of

employment; or

Submission to or rejection of the conduct is

used as the basis for an employment

decision affecting the employee; or

The conduct substantially interferes with an

employee’s work performance or creates an

intimidating, hostile or abusive work

environment.

In determining what constitutes prohibited conduct,

the Company will look at the totality of the

circumstances surrounding the conduct, including

the nature and severity of the conduct and the

context in which the alleged incident(s) occurred.

How to Report Violations

Any employee who feels he/she, or someone with

whom he/she works, has been subjected to conduct

prohibited by this policy or other types of

harassment by another employee, a customer or any

other third party should do the following: 1) If you

feel comfortable, tell or notify the person whose

behavior is offending you that the behavior is not

wanted and to stop. 2) Whether or not you feel

comfortable telling or notifying the person whose

behavior is offensive that the behavior is not wanted

and to stop, you should nevertheless promptly

report the conduct to Human Resources. Such

matters cannot be resolved unless they are reported.

The Company will promptly conduct a full and

objective investigation of the facts surrounding the

complaint. This investigation will be handled as

confidentially as possible to investigate the matter.

ECCO will take appropriate disciplinary action,

including unpaid suspension of a salaried exempt

employee, up to and including termination, against

any employee who violates this policy. An

employee may be terminated for conduct that

violates this policy, whether or not that conduct

constitutes harassment prohibited by law.

It is also expressly prohibited for an employee to

retaliate against another employee who reports

prohibited conduct under this policy, or assists in

investigating such a report, or is a close associate of

another employee who has done any of the above.

Retaliation is a violation of this policy and may

result in discipline, including unpaid suspension for

a salaried exempt employee, and up to and

including termination. No employee will be

discriminated against, or retaliated against, because

of bringing or assisting in the investigation of a

complaint of harassment, or for being a close

associate of another employee who has done any of

the above.

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Diversity Commitment ECCO Select is committed to the belief that all

individuals deserve uncompromising respect. Each

employee is a valuable part of our business and

team. ECCO is dedicated to ensuring that diversity

brings our employees, customers, vendors and

communities to their full potential. We will

continually strive to maintain a diverse workforce

that meets the needs of our customers and our

communities where we work and live.

Workplace Violence

ECCO Select has a strict policy with respect to

threats or incidents of violence or intimidation in

the workplace to protect our staff. Any threats,

incidents of violence or intimidation of any nature

whatsoever (including indirect threats or acts of

intimidation) directed against an employee by

another employee will result in immediate

termination. Incidents may also be referred to local

authorities for criminal prosecution where

appropriate.

The possession of any weapons or other potentially

dangerous materials including, but not limited to,

firearms, knives, ammunition, fireworks or other

explosives, is prohibited anywhere in company

facilities. ECCO Select complies with all “conceal

carry” laws. Unless otherwise specifically provided

by law in the location of the occurrence, a license to

carry a concealed weapon does not authorize an

individual to carry that concealed weapon into any

Company or client’s facilities. Employees who are

suspected to be in violation of this policy may be

subjected to searches, including individually owned

vehicles. If the employee refuses to allow the

search, appropriate disciplinary action may be taken

as a result of the employee’s refusal to cooperate.

Any employee who violates this policy will be

subject to discipline, up to and including

termination of employment.

Drug-Free Workplace ECCO Select Corporation provides a safe and drug-

free work environment for our employees.

The Company explicitly prohibits:

The illegal use, possession, solicitation or sale

of drugs, or prescription medication without a

prescription on worksite premises.

The use, possession, solicitation or sale of

alcohol on worksite premises, unless in connection

with a company-approved social gathering.

Illegal possession, use, solicitation or sale of

drugs outside of work hours.

Abuse of otherwise lawful substances outside of

work where such use interferes with the

employee’s bona fide job requirements or is

reasonably and rationally related to the employee’s

particular employment activities and

responsibilities.

The illegal or unauthorized presence in any

detectable amount of any controlled substance, or

the unauthorized presence of alcohol, in the

employee's system while at work.

The Company may conduct drug and/or alcohol

testing under any of the following circumstances:

RANDOM TESTING: Employees may be

selected at random for drug testing at any interval

determined by the Company.

REASONABLE SUSPICION TESTING: The

Company may ask an employee to submit to a

drug and/or alcohol test at any time it feels that the

employee may be in violation of this policy,

including using or possessing drugs illegally,

being under the influence of alcohol, etc. Factors

that may create reasonable suspicion cause to test

include, but are not limited to: Evidence of drugs

or alcohol on or about the employee's person or in

the employee's vicinity, unusual conduct on the

employee's part that suggests impairment or

influence of drugs or alcohol, negative

performance patterns or excessive and

unexplained absenteeism or tardiness.

POST-ACCIDENT TESTING: Any employee

involved in an on-the-job accident or injury under

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circumstances that suggest possible use or

influence of drugs or alcohol in the accident or

injury event may be asked to submit to a drug

and/or alcohol test. "Involved in an on-the-job

accident or injury" means not only the one who

was or could have been injured, but also any

employee who potentially contributed to the

accident or injury event in any way.

If an employee is tested for drugs or alcohol outside

of the employment context and the results indicate a

violation of this policy, or if an employee refuses a

request to submit to testing under this policy, or

tampers or attempts to tamper with any requested

testing, the employee may be subject to appropriate

disciplinary action, up to and possibly including


Employment at Will

An ECCO Select employee is an “at will” employee

and is therefore employed for no definite period of

time. Just as an employee is free to leave

employment with ECCO at any time and for any

reason, ECCO may also terminate employment at

any time, with or without cause and with or without

notice. Nothing in this handbook or any of ECCO

Select’s other written policies, procedures,

documents, nor should anything stated orally by any

representative of ECCO be considered to create any

contractual obligations on the part of the company

with regard to employment.

Confidential Information

All information regarding ECCO Select is

considered to be confidential unless it has been

made readily available to the general public.

Examples of confidential information include, but

are not limited to:

Financial information

Development and growth plans

Operational procedures

Client agreements

Employee information (including personnel

records and contact information)

Employees are expected to protect such confidential

information from loss, misuse or unauthorized

disclosure. Employees may not use confidential

information for personal benefit. Employees may

not directly or indirectly divulge or disclose

confidential information which has been obtained

by, or disclosed to, the employee or to which the

employee has had access as a result of employment

with ECCO Select.

Any and all confidential information which an

employee develops or assists in developing during

employment and all files, records or other

documents created by and/or furnished to

employees are and shall remain the exclusive

property of ECCO Select. An employee must

immediately return all files, records or other

documents containing any confidential information

to his/her supervisor upon separation from

employment.

Smoking Restrictions

Smoking is not permitted in any enclosed company

or client facilities, at any time. This prohibition

applies to all enclosed areas, including common

work areas, auditoriums, classrooms, conference

and meeting rooms, private offices, elevators,

hallways, cafeterias, employee lounges, stairs, and

restrooms. This policy applies to all employees,

clients, contractors, and visitors.

Employees assigned to client facilities must comply

with all client restrictions on smoking. Smoking is

only permitted outside of the Company’s own

facility in designated areas, and only during the

employee’s authorized breaks or during the unpaid

lunch break. Any employee who takes extended

breaks without permission will be subject to

discipline, up to and including, termination of

employment.

Employees who smoke during working hours must

be especially mindful of the impact any residual

smoke odor may have on other employees, clients,

customers, etc. Employees who smoke should take

additional measures (such as avoiding smoking in

enclosed spaces, and washing hands after smoking)

to mitigate residual odors. To the extent that

smoking during or immediately prior to Smoking in

working hours results in complaints, the Company

reserves the right to prohibit such smoking.

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Personnel

Information

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Introductory Period

The first 90 days of employment with ECCO Select

is considered to be an employee’s period of initial

evaluation. During this period, the employee has the

opportunity to determine whether he/she enjoys

working at ECCO. ECCO also has the opportunity

to determine whether the employee’s job

performance, attitude and attendance measure up to

ECCO’s standards of excellence.

Completion of the introductory period does not alter

any employee’s “at-will” employment status.

Employees who complete the introductory period

are not guaranteed employment for any specific

length of time; neither are employees guaranteed

employment for the duration of the introductory

period.

Performance Appraisals

All Employees are given continuous performance

feedback by their supervisor in order to discuss and

evaluate job performance. Additionally, a more

formalized review will occur during the Employee’s

initial period of employment, and on an annual

basis each March. A merit pay increase may occur

in conjunction with a performance review, if

performance warrants, but such an increase is not

required or mandated by company policy. Note:

Sales Department employees are eligible for merit

increases only for the assumption of new

responsibilities or new levels of performance.

Employee Classification

ECCO Select determines an individual’s

employment status based on applicable laws. An

employee’s status is subject to change depending on

business needs, and/or hours worked.

Exempt Employees

Exempt employees may be expected to work more

than 40 hours during a single work week or more

than eight hours during a work day. If duties

require working beyond the regular business hours

or any regularly set work schedule, those scheduling

modifications are considered a part of the job

responsibility, and do not entitle the exempt

employee to any additional compensation.

Except as specifically authorized below, it is ECCO

Select’s intent to pay exempt employees a full

salary in a pre-determined amount for any

workweek in which the exempt employee performs

work for the Company. Unless compensation is

provided through some other policy providing for

paid time off, an exempt employee is not entitled to

receive salary for a workweek in which s/he

performs no work.

ECCO Select prohibits the making of improper

deductions from the salaries of exempt

employees, for any workweek in which work is

performed, based on variations in the quality or

quantity of the work performed. Unsatisfactory

quality or quantity of work will be addressed, not by

reductions in salary, but rather through regular

performance management methods including the

evaluation and discipline processes.

Other deductions from exempt employees’ salaries

the Company views as improper and therefore are

prohibited include the following:

Absences of less than a full workweek

occasioned by the Company or by the

operating requirements of the business;


caused by jury duty, or attendance as a

witness in a judicial proceeding (although

the Company may offset against the regular

salary any amount paid as jury or witness

pay);


caused by temporary military leave

(although the Company may offset against

the regular salary any military pay the

employee receives);

Partial day absences for personal reasons or

because of sickness or disability not covered

by the Family and Medical Leave Act

(FMLA).

On the other hand, deductions from exempt

employee’s salaries are permitted in certain

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circumstances, including, but not limited to, the

following:

Where required by law (such as mandatory

tax withholding);

Where authorized by the employee (such as

deductions for health insurance premiums,

401(k) contributions, employee purchases,

etc.);

To recoup salary payments advanced but not

earned by the employee;

Where an exempt employee works less than

a full work-week in the initial or final week

of employment;

Full-day absences caused by sickness or

disability paid in accordance with the

Company’s other plans, policies, or

practices providing pay for those absences;

Full-day absences caused by sickness or

disability, even if unpaid, if the employee is

not yet eligible for pay or pay has been

exhausted under the Company’s other plans,

policies or practices providing pay for

sickness or disability;

Hours taken as unpaid leave under the

Family and Medical Leave Act (FMLA);

Full-day absences for personal reasons other

than sickness or disability;

Disciplinary suspensions of one or more full

days, or other deductions from pay in any

amount, imposed as penalties for serious

infractions of safety rules of major

significance;

Disciplinary suspensions of one or more full

days for infractions of workplace conduct

rules including, for example, violations of

the Company's policies prohibiting

harassment or workplace violence,

prohibited use of drugs or alcohol, or

violations of state and federal law.

Reporting Procedure

Any exempt employee who believes his or her

salary has been subjected to improper deductions

should promptly report those concerns to the

Human Resources Manager. Any improper

deductions will be reimbursed, and there will be no

retaliation against any employee who raises any

good faith concern regarding deductions from

salary.

Non-exempt Employees

Non-exempt employees will receive compensation

for overtime in accordance with applicable federal

and state law; generally they must be paid for

overtime at a rate of one and one-half times their

regular rate of pay for hours actually worked over

40 hours in a single work week or as provided by

applicable law. Overtime pay is received for hours

worked in excess of 40 within one work week

(Sunday through Saturday).

Full-time Employees

Employees working a minimum of 30 hours per

week are classified as Full-time employees.

Part-time Employees

Employees working less than 30 hours per week are

classified as Part-time employees.

Temporary Employees

Employees hired for a specific period of time of less

than 90 days are considered temporary employees.

Access to Personnel Files

ECCO Select maintains a personnel file for each

employee. All personnel files are confidential

business records and will only be made available to

authorized personnel for legitimate business

reasons.

Employees who wish to review the Company’s

personnel file regarding their own employment

should contact the Human Resources Manager.

With reasonable notice, currently employees may

review the Company’s personnel file regarding their

own employment in the presence of the Human

Resources Manager. Personnel files are confidential

business records and copies of these files or

disclosure of their contents will not be provided to

third parties (including separated employees) unless

required by state or federal law.

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Changes in Personal Information

It is important that personnel files be kept current at

all times. Employees are requested to promptly

notify the Human Resources Manager of changes in

any of the following areas:

Address

Telephone number

Marital status*

Legal name change (including marriage)*

Dependents*

Withholding taxes (attach new W-4 and/or

state tax forms)

*For tax and insurance purposes only

Failure to timely notify the Human Resources

Manager of the above types of changes may result

in insurance and/or tax problems for the employee

for which ECCO Select will not be responsible.

Payroll Information

Pay Period

All ECCO Select employees are paid on a bi-

weekly basis, two weeks in arrears. The regular pay

period runs Sunday through Saturday.

Recording Hours of Work

All employees are responsible for accurately and

truthfully recording all hours of work each week in

the ECCO Select WebTime Portal by 10:00 a.m. the

following Monday. This time should be submitted

at www.paylocity.com in the WebTime Portal.

Payment will be issued to non-exempt employees

for the hours worked.

Failure by any non-exempt employee to accurately

and truthfully record all time worked, whether the

effect is to report more OR less time than actually

worked, is a violation of Company policy and may

result in discipline up to and including termination.

Non-exempt employees are specifically prohibited

from performing any work for the Company “off

the clock.” No one has the power to allow or ask,

directly or indirectly, any non-exempt employee to

perform any work for the Company “off the clock.”

Non-exempt employees may not begin work prior

to, or work beyond, their scheduled work time

unless specifically requested and authorized by their

immediate supervisor.

There may be times when operational needs require

employees to be assigned work before or after the

regularly scheduled shift, or during meal breaks. In

all cases, all time worked MUST be reported on

time records, and will be compensated. Any

employee who is aware of any non-exempt

employee being allowed or asked, directly or

indirectly, to perform any work for the Company

“off the clock” should immediately report the

situation to Human Resources Manager. The

Company will assure that any unpaid wages due are

paid, and there will be no retaliation against any

employee for reporting any prohibited “off the

clock” work, or request for prohibited “off the

clock” work.

Falsification of or tampering with any payroll

record or document, or requesting or instructing any

subordinate employee to do so, is grounds for

disciplinary action, up to and including termination.

Direct Deposit

Paychecks are issued through direct deposit with

pay stubs accessible on Paylocity’s WebPay Portal.

Employees will be asked to provide authorization

and account information to allow for such direct

deposit. Account information will be handled

confidentially.

Hours of Work

Normal hours of work in the ECCO Select office

are 8 a.m. to 5 p.m. Monday through Friday for

hourly employees. Core hours for exempt

employees are 9 to 4, with a minimum of 40 hours

per week. Exceptions to these hours may be made

with the approval of your supervisor.

Note: Non-exempt employees are generally not

permitted to take work home or perform any

Company business outside of normal work hours.

This rule applies whether the hours worked at home

would be overtime or make-up work due to

absence. All overtime or make-up work performed

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outside of an employee’s normal work hours must

be approved by the employee’s immediate

supervisor in advance.

Meal Periods

All employees have a one hour unpaid lunch break

built into their schedule. Non-exempt employees

are prohibited from performing work during the

unpaid lunch break. If business necessity requires a

non-exempt employee to preform work during the

otherwise unpaid lunch break, the non-exempt

employee must receive approval from their

supervisor to perform the work, and must report that

time in their time reports. All such time will be

paid, and counted toward determining whether the

employee has worked overtime in the relevant pay

period.

Overtime

Overtime work (in excess of 40 hours) may be

required at times of any employee. As a condition

of employment, employees will be expected to work

overtime when required and/or scheduled. When

overtime is required, non-exempt employees will be

paid at time and a half their regular rate of pay.

Only actual hours worked (excluding paid time off

such as sick, vacation, holiday, bereavement pay,

jury duty, etc.) will be used to determine overtime

eligibility. Overtime must be approved in advance

by the employee’s immediate supervisor. Working

unauthorized overtime is grounds for disciplinary

action, up to and including termination.

Break Time For Nursing Women

The Company provides female employees who are

nursing with reasonable break times during normal

working hours to express breast milk. The

Company encourages female employees to use

regularly-scheduled breaks during the work day to

express breast milk. However, the Company also

permits a female employee to take additional,

unpaid breaks each work day for up to one year

after the birth of her child as reasonable and

necessary to express breast milk. If such break time

is required, please contact the Human Resources

Manager to arrange for a private location where

female employees who are nursing may express

breast milk.


Policies and

Procedures

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Attendance Policy

Regular and dependable attendance is a job

requirement at ECCO Select. Absences and

tardiness should be avoided at all times as they

can have a significant negative impact on our

level of customer service.

Absences

An absence is defined as not being available for

scheduled work. An employee is considered

absent if one-half or more of a scheduled work

day is missed. However, certain protected

absences, including but not limited to, absences

covered by the Family and Medical Leave Act

(FMLA), Sick Leave, or which are allowed as a

form of reasonable accommodation, or related

to military service, jury duty, work-related

injuries, leave for victims of domestic violence

and/or sexual assault, are not subject to

disciplinary action procedures.

Reporting Absences

ECCO Select has adopted the following system

for reporting absences.

Planned absences (such as vacations)

must be approved by the employee’s

immediate supervisor as far in advance

as possible. When the approval is given,

it is to be sent to the Human Resources

Manager.

Unplanned tardiness or absence (such

as illness, car trouble, etc.) should be

reported to the employee’s immediate

supervisor and the Human Resources

Manager via telephone call and/or email

as soon as you know that you will be

tardy, absent or away from the

workplace at your normally scheduled

time. Notification must be given to the

Human Resources Manager for each day

of absence.

Code of Ethics and Conduct

Honesty and service are behind all that we do at

ECCO Select. We expect honest, ethical

behavior from all employees and contractors.

Actions that do not meet this standard will not

be tolerated. Employees violating these

standards will be subject to disciplinary action

up to and including termination.

This Code of Business Ethics and Conduct is an

integral part of ECCO Select’s Federal

Compliance Program, which is directed at

ensuring compliance with the myriad of rules,

regulations and laws that apply to a government

contractor.

Honesty and Service

Our standards for honesty and service include

ethical behavior, quality work and customer

satisfaction, caring about people and serving our

communities. These principles are further

explained below.

Ethical Behavior

ECCO Select stresses both corporate and

personal integrity. We comply with laws and

applicable regulations; we also strive to conduct

our affairs according to the highest ethical

standards. Employees and consultants are

expected to be honest and forthright in dealing

with company personnel, clients, suppliers,

government agencies and everything with which

you come in contact. We must maintain the

highest level of personal integrity and encourage

it in others.

Quality Work and Customer Satisfaction

ECCO Select aspires to maintain a reputation

for the highest level of excellence. We seek to

create real value for our clients by solving their

problems, improving their efficiency or helping

them create new product or service offerings.

We emphasize quality in all of our work. We

strive to do the best possible job in all our work;

to be as efficient as possible; and to work

diligently to avoid mishaps, correcting them

promptly should they occur. We will not tolerate

substandard performance.

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ECCO Select is dedicated to helping our clients

succeed. Satisfied clients are the most important

mark of success in our business. We respect our

clients; we listen to them, we work hard for

them, we are straightforward with them, we

respect them, and we communicate freely and

openly with them. If there is a problem, we are

committed to its prompt resolution.

Caring about Our People

People are our most important resource. ECCO

Select promotes and nurtures a culture in which

each employee knows is valued and respected.

We recruit the best people available, people

with high personal integrity, intelligence, a

strong work ethic, a positive attitude and

substantive expertise. Our employees come

from varied cultural, economic, ethnic and

religious backgrounds. They represent all ages,

genders, races and orientations. We run our

business in a way that rewards people for their

performance, regardless of their background.

We behave this way because it is the right thing

to do, and because it is good for our business.

ECCO Select cares about its people and we

expect our people to care about each other and

the company. We treat every person with

dignity and respect, regardless of his or her

position. We will not tolerate harassment of any

kind. We believe that corporate goals are

achieved best through teamwork.

Serving Our Country and Communities

ECCO Select strives to be an organization that

serves. In doing this, our primary duty is to

serve our clients well. We exist because of them

and we thrive because we continually provide a

high level of value. We set the bar high for the

quality of our work and we strive to exceed

client expectations. We also believe that it is

important to serve our country and society as a

whole. ECCO Select contributes time, money

and other resources to selected charitable

causes. We encourage our employees and

contractors to do the same.

Ethical Behavior

1. Conduct Business in Accordance with High

Ethical Standards – The company aspires to

conduct its business in accordance with

uncompromising ethical standards.

Adherence to such standards should never

be traded in favor of financial or other

business objectives. High ethical standards

are necessary to maintain competitive

advantage, the pride and confidence of our

employees, and the ability to provide quality

services to our clients. If a resource is

involved in proposals, bid preparation or

contract negotiations, he or she must be

certain that all statements, communications,

certifications and representations to

prospective clients are accurate and truthful.

Employees must never make a false

statement or submit a false claim.

The company expects every person to

adhere to high ethical standards and to

promote ethical behavior. This includes not

seeking loopholes, taking shortcuts or

relying upon “technicalities” to avoid

responsible conduct. The notion that

unethical behavior is acceptable because

“everyone is doing it” should be rejected.

Every action should be judged by

considering whether it is legal, fair to all

concerned, in the best interests of our

company and clients, and able to withstand

the scrutiny of outsiders. Resources whose

behavior is found to violate ethical standards

will be subject to disciplinary action, up to

and including termination.

2. Conduct Marketing and Advertising

Activities Fairly, Honestly and Accurately –

ECCO Select may use marketing and

advertising activities to provide information

to proposed clients, increase awareness of

our services and business offerings, and

recruit new employees. The company is

committed to representing its services and

offerings fairly, honestly and accurately.

Advertising, marketing and promotional

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materials cannot contain unfair, inaccurate

or deceptive statements or grossly

exaggerated or unwarranted representations.

Employees must not use any advertising,

marketing or promotional materials that

unfairly describe the services of a

competitor or make disparaging comments

or innuendo.

3. Avoid Conflicts of Interest – Employees and

contractors should avoid actual or potential

conflict of interest situations. Resources

should not offer their skills or services to

competitors or potential competitors, or

engage in outside businesses that compete

with or sell goods or services that are

competitive to ECCO Select. Employees

should not recommend or place business

with a firm owned or controlled by an

ECCO Select resource or his or her family

without first obtaining written consent of the

Chief Operating Officer (COO). Resources

should not act as a consultant to a supplier,

client or competitor of the company or be

employed by them or take money from

them. An employee having any interest,

direct or indirect (other than an interest of

five percent or less in a publicly held

company) in any supplier, client, competitor

or franchisee of the company should make

prompt disclosure to the company and seek

to obtain approval from the COO.

4. Safeguard Company Assets – In general,

personal use of supplies, equipment or

premises belonging to the company is

prohibited, unless prior permission is

received from the appropriate level of

management. General exceptions include the

use of company-owned personal computers

to send and receive personal e-mail and the

use of company telephones to make or

receive personal, local telephone calls so

long as neither activity interferes with

business and adheres to company policies

for appropriate communication. Every

employee is responsible for safeguarding

assets under his or her control.

5. Protect Company Proprietary Information –

Every employee and contractor must protect

company proprietary information against

improper use and access. Confidential or

proprietary information must not be revealed

outside the context of official duties.

6. Protect Company Records – Documents and

other records must be retained in accordance

with the requirements of the law, governing

contracts and company policies. Documents

that are in any way related to an ongoing or

potential investigation of the company by

any government agency must be protected

and cannot be destroyed unless and until any

such investigation is ended. ECCO Select

corporate records and documents shall not

be removed from company premises or used

for personal gain or benefit.

7. Separate Personal Political Activities from

Company Business – The Company

encourages individual participation by

employees in the political process. This

includes service on governmental bodies and

participation in partisan political activities.

However, such activities should not be

carried on in a way that interferes with the

employee’s job responsibilities or creates a

conflict of interest. Employees cannot make

political contributions using company funds,

or accept public positions in industry or

government relying on their status as an

ECCO Select resource without first

obtaining approval from the Chief Executive

Officer.

Obeying The Law

1. Duty to Obey All Applicable Laws – ECCO

Select, its employees and contractors must

obey all applicable and relevant laws that

affect the business. Such laws include,

without limitation, the Sarbanes-Oxley Act

and others, including but not limited to those

that apply to procurement integrity,

securities, fraudulent conduct, workplace

behavior, anti-trust, civil rights and anti-

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discrimination, copyright protection,

campaign finance and taxation. While the

company does not expect its employees and

contractors to be experts in legal matters, it

holds each person responsible for being

familiar with the laws governing his or her

areas of responsibility and to be generally

aware of possible legal issues and exposures

or threatened litigation.

2. Hire Authorized Individuals and Comply

with All Immigration Regulations – The

Company will hire only those individuals

who are authorized to work in the United

States and will comply with regulations

promulgated in accordance with the

Immigration Reform and Control Act of

1986 and subsequent relevant legislation,

including the U.S.A. Patriot Act. The

company will comply with federal and state

regulations with respect to the employment

of minors.

3. The Possible Consequences of Unlawful

Conduct – Failure to follow applicable laws

can result in conviction of offenses, and can

result in imprisonment and/or fines and

restitution. As an organization, the Company

is not subject to imprisonment. In the event

of criminal conviction of one of its

employees, however, the company could be

charged with the payment of onerous fines,

which, depending on the seriousness of the

offense and the culpability of the institution,

could have substantial impact. Criminal

misconduct committed by an ECCO Select

resource could also subject the company to

civil penalties that could be significant.

Given these severe penalties, the company’s

mission and existence can be threatened as a

result of an employee’s criminal or

otherwise improper acts

Regulatory Compliance

1. Duty to Comply with Applicable Rules and

Regulations – As a government contractor,

the company is subject to myriad of rules

and regulations. The company, its

employees and contractors have a duty to

comply with such applicable rules and

regulations including, without limitation, the

Federal Acquisition Regulation; Securities

and Exchange Commission and New York

Stock Exchange rules and regulations; and

other rules and regulations governing

accounting, timekeeping, workplace

behavior, safety, drug-free workforce,

gratuities and conflict of interest.

2. Duty to Report Non-Compliance – Every

resource has a duty to report suspected non-

compliance with applicable rules and

regulations to their supervisor or human

resources. Such reports will be investigated

promptly, with due respect for the rights and

privacy of all who may be involved in such

an investigation. Employees who honestly

make such reports will be protected from

retaliation.

Financial Responsibility

1. Report Financial Condition and Results of

Operations Fairly and Honestly – Company

books and records must be kept in

accordance with generally accepted

accounting principles, government

regulatory requirements, and established

finance and accounting policies. All reports

submitted to government authorities must be

made accurately, timely and in compliance

with all applicable laws and regulations. All

personnel must cooperate fully with internal

and external auditors during their

examinations of company books, records

and operations.

2. Bill for Services in a Timely and Accurate

Manner – The company is committed to

accurate and timely billing for all services

provided to commercial clients, government

agencies, or other third-party payors. ECCO

Select will bill only for services provided,

directly or under contract, according to the

requirements of the government or third-

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party payors, consistent with industry

practice and in accordance with company

policies and procedures.

The company and its resources must never

submit any false or misleading information

on any bills or claim forms, and nor ever

engage in any conduct or arrangement that

results in these prohibited acts. Any person

making a false statement on any bill or claim

form will be subject to disciplinary action by

the company, up to and including

termination. Particularly with respect to the

proper charging of time to government

contracts, all people must adhere to the

following guidance:

a. Charge time to the project worked on.

b. Time can never be charged to something

not work on.

3. Comply with ECCO Select’s System of

Internal Controls – ECCO Select must

maintain an effective system of internal

controls. It is imperative that each person

understand his or her role in complying

with, and monitoring compliance with,

relevant company policies and procedures.

An approval of an ECCO Select timecard, a

vendor invoice or an invoice to a client

reflects a representation that such

information is accurate to the best of their

knowledge.

Progressive Counseling

We believe in using progressive counseling in

appropriate circumstances to provide ways to

improve and correct behavior that otherwise

could prevent an employee from being

successful. In cases where the Company, in its

sole discretion, determines progressive

discipline is appropriate, progressive counseling

may include any one or more of the following

steps, as the Company deems appropriate in the

particular circumstance:

Written Warning

Corrective Interview

Final Corrective Interview

Termination of Employment

The appropriate form of progressive counseling

will be determined based upon the severity of

the situation and progressive counseling may

begin at any level. Certain conduct and/or

violations of Company policy may result in the

employee’s immediate dismissal.

The following list provides some examples of

unacceptable performance and/or conduct,

which may result in progressive counseling, up

to and including termination. We cannot foresee

all of the possibilities, and the following list is

meant only to be examples for common

guidance and is not intended to be an all-

inclusive listing of unacceptable behavior.

Failure to Meet Job Requirements

Failure to meet job performance

requirements and duties.

Disobedience, insubordination or failure

to follow instructions of management.

Failure to adhere to Company policy and

procedures.

Outside employment that creates a

conflict of interest or negatively affects

job performance.

Failure to maintain the confidentiality of

information regarding ECCO Select.

Attendance

Refusal to work scheduled hours,

including any required overtime.

Failure to attend scheduled meetings.

Excessive absenteeism or tardiness.

Falsely reporting reason for absenteeism

or tardiness.

Failure to follow notification procedures

regarding attendance.

Improper Use of Time on the Job

Sleeping, loafing or wasting time.

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Playing pranks or practical jokes.

Horseplay.

Gambling on Company premises or

during work hours.

Engaging in personal work during work

hours.

Excessive use of telephone for personal

calls, or making unauthorized long

distance calls.

Violation of Safety Regulations

Carelessness in handling or operating

equipment.

Violation of safety regulations or

policies.

Failure to report a workplace

accident/injury in a timely manner.

Any other act that poses a risk of harm

or injury to employees, Clients or

Vendors.

Improper Conduct

Violation of any ECCO Select policy

and/or procedure.

Discourteous or unfriendly treatment of

Clients, Vendors or other employees.

Use of abusive, threatening, or profane

language in the workplace.

Intimidation or coercion of other

employees, including sexual or other

harassment of co-workers, Clients or

Vendors.

Violation of the Substance Abuse Policy.

Improper use of electronic

communications (e-mail, voice mail,

internet, etc.).

Immoral or indecent conduct.

Making false or malicious statements

concerning any employee, Client or

ECCO.

Removal of items anyone else’s office

without prior authorization.

Accessing anyone else’s computer data

without prior authorization.

Conduct unbecoming to an ECCO Select

employee which is detrimental to the

Company or its employees, Vendors or

Clients.

Falsification of personnel or other

Company records or documents,

including application for employment.

Falsification or unauthorized alteration

of time keeping records, including

failure to report all hours worked.

Engaging in dishonest or deceptive

behavior or practices.

Improper use of or failure to safeguard

protected health information.

Violations of Security Regulations

Possession of weapons, knives, firearms

or explosives in Company premises.

Fighting, initiating a fight or attempting

to injure others in the workplace.

Theft, including the removal or allowing

the removing of any item from Company

premises.

Stealing or attempting to steal from

ECCO Select or any of its employees,

Clients or Vendors.

Failure to protect Company assets,

including improper handling of money

and/or equipment.

Failure to report theft or other dishonest

practices.

Refusal to cooperate or interfering with a

Company investigation.

Conviction of a felony, theft or drug-

related crime during employment.

Dress Code Standards

ECCO Select employees are required to

maintain a professional, well-groomed

appearance at all times. Employees are expected

to adhere to a business casual dress code, which

means casual clothing that is appropriate for an

office environment, and which is not frayed or

torn.

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Business Casual Attire

Dress/sport shirts or blouses, as well as

golf, polo, cotton shirts or tops.

Sweaters.

Casual slacks or trousers (e.g. Dockers).

Casual skirts or dresses.

Dress sandals (not flip-flops).

Shoes in good condition.

Hair and nails should be well-groomed.

Factors used to determine whether jewelry and

tattoos pose a conflict with the job or work

environment will include, but are not limited to:

Safety of self or others

Productivity or performance of tasks

Perceived offense on the basis of race,

sex, religion, etc.

Community norms

Customer complaints

If a potential conflict is identified the employee

will be encouraged to identify appropriate

solutions such as removal of excess jewelry

and/or covering of tattoos.

Electronic Communications Systems

Electronic communications systems (voice mail,

e-mail, fax and internet) and all messages

generated on or handled by these systems are

the property of ECCO Select. Although

confidential as to outside third parties, and as to

other employees without a need to view and/or

authorization to access them, these

communications are not private as between the

Company and an employee, and may be

accessed or the reviewed by appropriate

members of management at any time without

further notice.

Authorized Business Usage

ECCO Select’s electronic communication

systems generally must be used only for

business activities. Incidental personal use is

permissible as long as:

It does not consume more than a trivial

amount of time or resources;

Does not interfere with employee

productivity; and

Does not preempt any business activity,

Does not involve content that violates

other Company policies (e.g. EEO/Anti-

harassment, Confidential Information,

etc.).

Employees should check e-mail regularly and

delete unwanted messages or files immediately.

Use of Electronic Devices and Driving

All employees are expected to follow applicable

federal and/or state laws or regulations

regarding the use of wireless devices, cell

phones or smartphones at all times. Employees

are expected to refrain from using their wireless

devices, cell phone or smartphones to text,

receive or place calls, surf the web, email or

instant message or take pictures or video while

driving. Safety must come before all other

concerns.

Employees who are charged with traffic

violations resulting from the use of their

wireless device, cell phone or smartphone

while driving will be solely responsible for all

liabilities that result from such actions.

Violations of this policy may result in

discipline, up to and including termination.

Personal Property

ECCO Select assumes no responsibility for

personal property brought to work or located on

Client premises, including parking lots.

Company Property

Company property (laptops, cell phones,

badges, etc.) used by employees must be

returned upon employment separation. If

property is willfully and maliciously destroyed,

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the employee is responsible for equipment

replacement costs.

Social Media Policy

ECCO Select takes no position on your decision

to start or maintain a blog or participate in other

social networking activities. However, it is the

right and duty of the company to protect itself

from unauthorized disclosure of information.

ECCO Select’s social networking policy

includes rules and guidelines for company-

authorized social networking and personal

social networking and applies to all executive

officers, management and staff.

General Provisions

Blogging or other forms of social media or

technology governed by this policy include but

are not limited to video or wiki postings, sites

such as Facebook and Twitter, chat rooms,

personal blogs or other similar forms of online

journals, diaries or personal newsletters not

affiliated with ECCO Select.

Unless specifically instructed, employees are

not authorized and therefore restricted to speak

on behalf of ECCO Select. Although employees

may discuss terms and conditions of

employment with one another in any appropriate

forum, including social media, employees may

not publicly discuss clients, products, outside

company-authorized communications, including

through individual social media activities.

Employees are expected to protect the privacy

of ECCO Select, its employees and clients.

Employees are prohibited from disclosing

personal employee and nonemployee

information and any other proprietary and

nonpublic information to which employees have

access. Such information includes but is not

limited to customer information, trade secrets,

financial information and strategic business

plans.

Employer Monitoring

Employees are cautioned that they should have

no expectation of privacy while using the

Internet. Your postings can be reviewed by

anyone, including ECCO Select. ECCO Select

reserves the right to monitor comments or

discussions about the company, its employees,

clients and the industry, including products and

competitors, posted on the Internet by anyone,

including employees and non-employees.

ECCO Select uses blog-search tools and

software to monitor forums such as blogs and

other types of personal journals, diaries,

personal and business discussion forums, and

social networking sites.

Employees are cautioned that they should have

no expectation of privacy while using company

equipment or facilities for any purpose,

including authorized blogging.

ECCO Select reserves the right to use content

management tools to monitor, review or block

content on company blogs that violate company

blogging rules and guidelines.

Reporting Violations

ECCO Select requests and strongly urges

employees to report any violations or possible

or perceived violations to supervisors, managers

or the Human Resources Department.

Discipline for Violations

ECCO Select investigates and responds to all

reports of violations of the social networking

policy, and/or violation of any Company policy

or social media, and other related policies.

Violation of the company’s social networking

policy may result in disciplinary action up to

and including immediate termination. Discipline

or termination will be determined based on the

nature and factors of any blog or social

networking activity. ECCO Select reserves the

right to take legal action where necessary

against employees who engage in prohibited or

unlawful conduct.

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Authorized Social Networking on Company’s

Behalf

The goal of authorized social networking and

blogging is to become a part of the industry

conversation and promote web-based sharing of

ideas and exchange of information. Authorized

social networking and blogging are used to

convey information about company products

and services, promote and raise awareness of the

ECCO Select brand, search for potential new

markets, communicate with employees and

customers to brainstorm, issue or respond to

breaking news or negative publicity, and discuss

corporate, business-unit and department-specific

activities and events.

When social networking, blogging or using

other forms of web-based forums, ECCO Select

must ensure that use of these communications

maintains our brand identity, integrity and

reputation while minimizing actual or potential

legal risks, whether used inside or outside the

workplace.

Rules and Guidelines

The following rules and guidelines apply to

social networking and blogging when

authorized by the employer and done on

company time. The rules and guidelines apply to

all employer-related blogs and social

networking entries, including employer

subsidiaries or affiliates.

Only authorized employees can prepare and

modify content for ECCO Select’s website and

social media sites. Content must be relevant,

add value and meet at least one of the specified

goals for purposes developed by ECCO Select.

If uncertain about any information, material or

conversation, discuss the content with your

manager.

All employees must identify themselves as

employees of ECCO Select when posting

comments or responses on the employer’s blog

or on the social networking site.

Any copyrighted information where written

reprint information has not been obtained in

advance cannot be posted ECCO Select’s blog.

The executive management team is responsible

for ensuring all blogging and social networking

information complies with ECCO Select’s

written policies. Executive management is

authorized to remove any content that does not

meet the rules and guidelines of this policy or

that may be illegal or offensive. Removal of

such content will be done without permission of

the blogger or further warning.

ECCO Select expects all guest bloggers to abide

by all rules and guidelines of this policy.

Company reserves the right to remove, whiteout

advance notice or permission, all guest

bloggers’ content considered inaccurate or

offensive. ECCO Select also reserves the right

to take legal action against guests who engage in

prohibited or unlawful conduct.

Personal Blogs

ECCO Select respects the choice of employees

to write blogs and use social networking sites

and does not want to discourage employees

from self-publishing and self-expression.

Employees are expected to follow the guidelines

and policies set forth to provide a clear line

between you as the individual and you as the

employee.

ECCO Select respects the choice of employees

to use blogs and social networking sites as a

medium of self-expression and public

conversation and does not discriminate against

employees who use these media for personal

interests and affiliations or other lawful

purposes, including to discuss terms and

conditions of employment with other

employees.

Bloggers and commenters are personally

responsible for their commentary on blogs and

social networking sites. Bloggers and

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commenters can be held personally liable for

commentary that is considered defamatory,

obscene, proprietary or libelous by an offended

party, not just ECCO Select.

Employees cannot use employer-owned

equipment including computers, company-

licensed software or other electronic equipment,

nor facilities or company time, to conduct

personal blogging or social networking

activities.

Employees cannot use blogs or social

networking sites to harass, threaten, or

discriminate against employees or anyone

associated with or doing business with ECCO

Select. If you choose to identify yourself as an

ECCO Select employee, please understand that

some readers may view you as a spokesperson

for ECCO Select. Because of this possibility, we

ask that you state that your own views expressed

in your blog or social networking area are your

own and not those of the company, nor of any

person or organization affiliated or doing

business with ECCO Select.

Employees cannot post on personal blogs or

other sites the name, trademark or logo of

ECCO select or any business with a connection

to ECCO Select. Employees cannot post

company-privileged information, including

copyrighted information or company-issued

documents.

Employees cannot post on personal blogs or

social networking sites photographs of other

employees, clients, vendors or suppliers, nor can

employees post photographs of persons engaged

in company business or at company events

without the Company’s express permission of

the Company and/or the persons depicted.

Employees cannot post on personal blogs and

social networking sites any advertisements or

photographs of company products, nor sell

company products and services.

Employees cannot link from a personal blog or

social networking site to ECCO Select’s internal

or external web site.

If contacted by the media or press about their

post related to ECCO Select business,

employees are required to speak with their

manager before responding.

If you have any questions relating to this policy,

your personal blog or social networking, asking

your manager or supervisor.

Working from Home Exempt employees may infrequently be allowed

to work from home during normal business

hours if the pervisor warrants that there is

sufficient work that can be completed and if

working off-site accommodates the day’s

business demands. To request permission to

work from home:

1. Contact your immediate supervisor as

far in advance as possible to request the

privilege.

2. Discuss when you will be out of the

office, why, length of time away and the

amount of time you will be working on

each activity.

3. The supervisor will use this information

to determine if work will be allowed

from a remote location. There is no

guaranteed automatic approval. If the

request is denied, and the employee

needs to be away from the office, the

employee will be prohibited from

performing work, and the time can be

covered by PTO (if available) or will be

unpaid.

4. If working from home is approved, the

supervisor may request a written report

to be submitted on the following day,

which accounts for the day’s activities

and accomplishments.

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Inclement Weather Policy

ECCO Select will make every effort to maintain

normal work hours even during inclement

weather.

Prior to normal starting time when it is

announced by local news stations that several

local school districts and local government

offices will be closed due to inclement weather,

the ECCO Select office will be closed. All full-

time employees will be paid for such time off.

Part-time employees will only be paid if

normally scheduled to work that day and only

for those hours which the employee would

normally work.

When the local government announces that a

liberal leave policy is in effect, the ECCO Select

office will be open and all employees will be

expected to make reasonable efforts to get to

work. Whether exempt or non-exempt,

employees absent for the full day when the

office remains open will be charged one (1) day

of vacation; if no vacation time is available, the

employee will not be paid for the day. All

employees who are unable to report to work

should call their department supervisor and

report their absence 90 minutes prior to the start

of their work day, if they are able to reach a

phone, or it may be considered an unexcused

absence.

Time absent from work under this Policy shall

not be counted as hours worked when

computing weekly overtime.

If inclement weather occurs on a federal holiday

not generally observed by ECCO Select, and

ECCO Select employees are therefore at work,

ECCO Select will make its own decision

concerning early closing on that day.

On days when weather conditions worsen as the

day progresses, ECCO Select may decide to

close early. In such cases, a decision and an

announcement will be made by the ECCO

Select Executive Team. Employees will be

expected to remain at work until the appointed

closing time, unless their flextime day ends

prior to that time, or unless they receive

permission from their department head to do

otherwise.

ECCO Select’s Executive Team or Human

Resources Manager will notify the internal

office via email and/or text message the office

will be closed that day.

Family and Medical Leave/Military

Family Leave (FMLA/MFLA) The Family and Medical Leave Act (FMLA)

allows eligible employees to have up to 12

weeks of unpaid leave per calendar year

(defined as a rolling twelve (12) month period

looking back -- i.e., the immediately preceding

365-day period looking backward from the date

of the commencement of leave or date of

absence*) for the birth or placement of a child

through adoption or foster care; or to care for

themselves, or a covered family member if the

event is a serious health condition; or for a

qualifying military exigency caused by the

employee’s covered family member’s

deployment or active duty or call to active duty

to a foreign country in support of a contingency

operation pursuant to specified sections of the

United States Code.

*The rolling year calculation method will be effective for requests for leave beginning 60 calendar days from

__________ . Prior to ___________, the calendar year

method of calculating the maximum leave period will be

applied.

An eligible employee is entitled to up to 26

weeks of “Military Caregiver Leave” in a single

12-month period beginning on the first day the

employee takes such Military Caregiver Leave

to care for a covered service member with a

serious injury or illness (as defined in applicable

regulations) that was incurred or aggravated in

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the line of duty on active duty in the Armed

Forces.

Eligibility

To be eligible for FMLA/MFLA leave,

employees must have been employed by ECCO

Select for a period of 12 months and have

worked a minimum of 1,250 hours during the 12

month period preceding the date the FMLA

leave would begin, and must be employed at a

worksite where there are 50 employees within a

75-mile radius.

Qualifying Reasons for Leave

For birth of the employee’s child, or for

adoption or the placement of a foster child.

For the employee’s own serious health

condition.

To care for a spouse, dependent child or

parent with a serious health condition.

For a Qualifying [Military] Exigency caused

by the employee’s covered family member’s

deployment or call to active duty to a

foreign country.

For “Military Caregiver Leave” to care for a

covered service member with a serious

injury or illness incurred or aggravated in

the line of duty on active duty in the Armed

Forces.

Definition of a Serious Health Condition

A “serious health condition” is generally

defined as any illness, injury, impairment,

physical or mental condition which involves or

results in:

An overnight stay in a hospital, hospice or

residential medical care facility; or

Pregnancy or pre-natal care;

A period of incapacity (from work, school or

the ability to perform other regular daily

activities) of more than three consecutive

calendar days, or any subsequent period of

incapacity which would result in an

incapacity of three consecutive calendar

days in the absence of treatment; or

Any period of incapacity or treatment due to

a chronic serious health condition. A chronic

serious health condition is one which (a)

requires periodic visits for treatment by a

health care provider; (b) continues over an

extended period of time; and (c) may

involve occasional episodic periods of

incapacity; or

A permanent, long -term condition requiring

supervision, if not treatment; or

A non-chronic condition requiring multiple

treatments.

Definition of “Qualifying (Military) Exigency

The Company uses the definition of “qualifying

exigency” set forth in the applicable regulations,

but in summary, a “qualifying exigency” must

fall into at least one of the following categories:

1. “Short Notice Deployment.” An eligible

employee will receive up to seven (7)

days’ leave for a short notice

deployment (i.e. where the covered

military member receives notice of an

impending call or order to covered active

duty with seven or fewer calendar days’

notice before the deployment date);

2. To attend certain military events and

related activities;

3. To address childcare and school

activities related to the covered active

duty or call or order to covered active

duty status;

4. To make financial and legal

arrangements related to the covered

active duty or call or order to covered

active duty status;

5. To attend counseling for the covered

military member or a qualifying family

member, which counseling must be

provided by someone OTHER THAN a

health care provider for the employee

himself or herself, and further provided

the need for counseling relates to the

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covered active duty or call or order to

covered active duty status;

6. To be absent for up to fifteen (15)

calendar days per instance, beginning on

the date the military member

commences each instance of Rest and

Recuperation leave, to spend time with

a covered military member for short-

term, temporary Rest and Recuperation

leave during a period of deployment;

7. To attend certain post-deployment

activities or to address issues that arise

from a covered military member’s death

while on covered active duty status;

8. To provide care in one or more of the

categories specifically set forth in the

applicable regulations for the parent of a

covered military member on covered

active duty or call or order to covered

active duty status, where the covered

military member’s parent is “incapable

of self-care.” As with all instances of

qualifying exigency leave, the military

member must be the spouse, son or

daughter (of any age) or parent of the

employee requesting qualifying

exigency leave.

9. To address other events which arise out

of the military member’s covered active

duty or call or order to covered active

duty status, provided that the Company

and the employee mutually agree i) the

event(s) qualify as exigencies; and ii)

about which the company and the

employee agree on the leave’s timing

and duration.

Definition of Military Caregiver Leave

An eligible employee may take Military

Caregiver Leave to care for a “covered

servicemember,” defined as:

1. The employee's spouse, or a son or

daughter (of any age) or parent or next

of kin of the employee, who is a member

of the Armed Forces (including the

National Guard or Reserves), or a

veteran who was a member of the

Armed Forces (including the National

Guard or Reserves) at any time during a

five-year look back period starting on

the first date the eligible employee takes

FMLA leave to care for the covered

veteran; and

2. Who is undergoing medical treatment,

recuperation, or therapy, or is otherwise

in outpatient status, or is otherwise on

the temporary disability retired list, for a

serious injury or illness for a serious

injury or illness (as defined in the

applicable regulations) that was incurred

or aggravated in the line of duty on

active duty in the Armed Forces.

Required Notice – How to Request Leave

Employees requesting FMLA leave for

foreseeable reasons must provide at least 30

days’ notice. If the need for a leave is

unforeseeable, the employee should give as

much advance notice as possible. Such notice

may be in writing or via telephone or facsimile.

Where it is apparent to ECCO Select that an

absence qualifies for FMLA/MFLA leave, it

will be counted as FMLA/MFLA and will be

deducted from the employee’s FMLA/MFLA

allotment, whether or not the employee requests

such leave.

Employee Responsibilities

Employees must request a Leave of Absence

(LOA) from the Human Resources Manager.

FMLA documentation will be mailed to the

employee’s home. The employee must complete

the required documents, supported by medical

certification or other documentation and return

to ECCO no later than 15 calendar days after

receipt.

If medically necessary for a serious health

condition or for Military Caregiver Leave, or if

necessary for Qualifying Exigency Leave, leave

may be granted on an intermittent basis.

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Certification of the necessity for intermittent

leave, and the frequency and duration of

intermittent absences will be required to support

such intermittent leave.

The employee will be notified about the

employee’s eligibility for leave, and the

approval or denial of the FMLA leave.

Periodic medical status updates must be

provided as required by ECCO. Employees are

responsible for any fees associated with

obtaining this documentation.

Any employee needing FMLA leave must

follow the Company’s (and/or the employee’s

Department’s) usual and customary call-in

procedures, absent unusual circumstances that

prevent the employee from doing so. Where no

unusual circumstances justify such a failure,

FMLA protection for the absence may be

delayed or denied.

Merely calling in “sick” without providing more

information is not sufficient to trigger FMLA

coverage for that absence, and such an absence

may be subject to the Company’s regular

attendance and absenteeism policies and

guidelines.

When an employee seeks leave for a recurrence

of an FMLA-qualifying reason for which the

Company has previously approved FMLA-

protected leave (for example, for a chronic

serious health condition), the employee must

specifically reference the qualifying reason for

the leave, or the need for “FMLA” leave, by

name. If the employee has been previously

certified for more than one FMLA-qualifying

reason, the employee must inform Human

Resources Manager for which qualifying reason

the particular leave is needed. Failure to

provide such necessary information and/or to

respond to the Company’s inquiries to gather

such necessary information may result in denial

of FMLA protection if the Company is unable to

determine the FMLA’s applicability to the

particular absence.

As a condition of restoring an employee whose

leave was occasioned by the employee’s own

serious health condition, the Company requires

all employees who take such leave to obtain and

present certification to Human Resources

Manager from the employee’s health care

provider that the employee is able to resume

work.

The certification from the employee’s health

care provider must certify that the employee is

able to resume work. The Company requires

that the certification specifically address the

employee’s ability to perform the essential

functions of the employee’s job. The Company

may provide an employee with a job description

or other list of the essential functions of the

employee’s job to be used for this purpose.

The Company may delay the employee’s

restoration to employment until an employee

submits an authentic and sufficient fitness-for-

duty certification.

Paid Benefits During Leave

During the FMLA/MFLA leave provided under

this policy, an employee will be required to use

paid benefits, as described below.

Consequently, employees will receive their

credited paid leave, and the leave will also be

considered protected FMLA leave and counted

against the employee’s FMLA leave allotment

as described below. Any remaining leave under

this policy will be unpaid. In no event,

however, will an employee receive more than

the FMLA allotment available (generally twelve

(12) weeks of FMLA leave in a rolling 12-

month period, or in the case of Military

Caregiver Leave, 26 weeks in a single 12-month

period looking forward, starting on the first day

the eligible employee takes such Military

Caregiver leave).

Whether intermittent or continuous leave,

qualifying absences attributable to the

employee’s own non-work-related serious

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health condition will be deducted first from any

credited unused sick time, then vacation time (if

any), in that order, before the leave becomes

unpaid. If the condition qualifies for payment

under the Company’s STD policy, any

qualification period that must be exhausted

before the employee qualifies for STD will be

deducted first from the employee’s credited

unused sick and vacation (if any) in that order.

The employee will receive any STD benefits for

which the employee qualifies. If STD is not

available, or is exhausted, the leave will then be

deducted from earned, unused

sick/PTO/vacation (if any), in that order, before

the leave becomes unpaid.

In the case of the birth or placement of a child

by adoption or foster care, when the employee is

not giving birth (i.e. time used for “baby

bonding”), the employee will be required to

exhaust all earned vacation time before the

remainder of the leave becomes unpaid. Where

an eligible employee is giving birth, the portion

of the leave attributable to the pregnancy and/or

birth, as distinguished from baby bonding time,

is treated as the employee’s own serious health

condition, and pay is administered as described

in the sections regarding the employee’s own

serious health condition above. Additional baby

bonding time off (if any) taken by the birthing

mother will then be treated as outlined in this

paragraph.

Once paid benefits are exhausted, unless the

absence relates to the employee’s own work-

related serious health condition, and therefore

may qualify for workers’ compensation benefits,

the leave will be unpaid.

In the case of an employee’s own serious health

condition that is job-related, any qualification

period that must be exhausted before the

employee qualifies for worker’s compensation

will be deducted first from the employee’s

earned sick, then PTO or vacation bank (if any),

in that order. The employee will next receive

any workers’ compensation benefits for which

the employee qualifies. If the leave continues

beyond that which is compensated by workers’

compensation benefits, deduction from any

credited sick then vacation (if any), in that

order, will resume until all credited sick then

vacation is exhausted.

If worker’s compensation, sick and vacation are

exhausted before the FMLA leave is exhausted,

the leave becomes unpaid. If the absence

continues beyond the twelve (12) week FMLA

period, the employee may continue to receive

workers’ compensation benefits, but the FMLA

leave will be exhausted as of twelve (12) weeks.

Whether intermittent or continuous leave,

qualifying absences attributable to the serious

health condition of the employee’s covered

spouse, child, or parent, or for the qualifying

exigency arising out of the covered military

member’s being called to covered active duty or

covered active duty status, or for Military

Caregiver Leave, will be deducted from any

earned sick (to the extent available under the

Company’s sick leave policy for the reason

occasioning the absence) then vacation time (if

any). After earned unused sick, and vacation

time is exhausted, the leave will be unpaid.

Job Restoration

Upon return from FMLA/MFLA leave within

the time allotted and upon providing any release

to return to work required in accordance with

this policy, the employee generally will be

returned to the same or an equivalent position

with no loss of pay or benefits that accrued prior

to the leave of absence. The Company may,

however, deny job restoration to an employee if

s/he can no longer perform the job, with or

without reasonable accommodation; or if his/her

job or position has been eliminated for reason(s)

other than the leave; or if the employee

otherwise would have been terminated for

reason(s) other than the leave. Employees on

approved leave status other than military leave

(including FMLA leave) are subject to reduction

in force the same as all other employees, based

on the same (non-leave-related) criteria applied

to all other employees.

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Additionally, under certain circumstances,

certain “key employees” (defined as salaried,

FMLA-eligible employees who are among the

highest paid ten (10) percent of the Company’s

employees) may not be eligible to be restored to

the same or an equivalent job at the conclusion

of their leave. If applicable, the Company will

notify such employees of their “key employee”

status and the conditions under which job

restoration may be denied.

To allow the Company to make adequate

scheduling arrangements and have work

available for the employee upon returning to

work, the employee must give at least 48

hours advance notice of his/her intent to

return to work. Before being returned to

work, an employee who is on a leave of

absence as a result of his or her own serious

health condition must also submit to Human

Resources a health care provider’s written

certification that the employee is able to

return to work, including specific

certification that the employee is able to

perform the essential functions of the job.

Failure to provide such certification may

result in the delay or postponement of the

employee’s return to work and/or the

assessment of unauthorized absence(s).

An employee who does not return to work at

the end of an authorized leave period or after

exhausting his/her allotment under this

policy and the FMLA may be subject to

termination.

Non-FMLA Medical Leave An employee who is not FMLA-eligible and

who has a medical condition (physical or

mental) that requires leave beyond that provided

under the Company’s sick leave policy may

request a leave of absence for his or her own

medical condition that requires absence from

work. Medical certification verifying the

medical necessity for the leave, and identifying

the expected duration of the leave, must be

submitted to support the leave request.

Approval of a leave request under this policy,

and the length of any such leave, will be

analyzed based on the Company’s business

needs. The Company reserves the right to seek

an independent medical opinion of the medical

need for the leave, and the duration of any such

leave, under appropriate circumstances.

An employee who requests and is approved for

a leave of absence under this policy must use

any credited and unused sick leave or vacation

leave or short term disability benefits (as

applicable) to cover the leave; if such benefits

are unavailable, the leave will be unpaid.

Within the reasonable time approved for the

leave of absence, and upon providing the

Company with reasonable notice of the

employee's intent to return to work and a release

to return to work , the Company will reinstate

the employee to his/her original job, or to a

position of similar pay and status without loss of

seniority or other benefits. Employees who

cannot, or do not, return to work following the

reasonable leave of absence allowed by the

Company are subject to termination of

employment.

Non-FMLA Maternity Leave A pregnant employee who is not qualified for

FMLA leave, or for maternity leave under any

applicable state law, may request a leave of

absence for childbirth and/or recovery

therefrom. ECCO Select will provide a leave of

absence for a reasonable period of time

following childbirth. Approval of a leave

request under this policy, and the length of any

such leave, are within ECCO Select’s sole

discretion.

An employee who requests and is approved for

a leave of absence under this policy must use

any credited and unused PTO or short term

disability benefits (if applicable) to cover the

leave; if such benefits are unavailable, the leave

will be unpaid.

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Following childbirth and within the reasonable

time approved for the leave of absence, and

upon providing the Company with reasonable

notice of the employee's intent to return to work,

the Company will reinstate the employee to her

original job or to a position of similar pay and

status without loss of seniority or other benefits.

Employees who cannot, or do not, return to

work following the reasonable leave of absence

allowed by the Company are subject to


Leave for Victims of Domestic

Violence and/or Sexual Assault ECCO Select provides excused leave from work

for an employee who is the victim of domestic

violence and/or of sexual assault for any of the

following reasons:

To obtain, or attempt to obtain, any relief

including a restraining order or other

injunctive relief to ensure the employee’s

health or the health of the employee’s child

or children;

To seek medical attention for any injuries

caused by domestic violence or sexual

assault;

To obtain services from a domestic violence

shelter, domestic violence program or rape

or sexual assault crisis center; and/or

to make court appearances in the aftermath

of domestic violence and/or sexual assault.

Length of the Leave and Pay During Leave

The maximum length of leave under this policy

for any qualifying reason(s) will be the amount

of the employee’s earned, unused PTO time, or

eight days per calendar year, whichever is

greater. Once the employee’s PTO is

exhausted, the leave will be unpaid (unless it is

covered under the terms of the short-term

disability plan). If an employee is eligible for

FMLA leave, and if the reason for the particular

absence also qualifies for FMLA coverage, the

leave will also be drawn down from the

employee’s annual FMLA allotment.

Required Notice and Certification of Need

for Leave An employee who needs to take time off work

for any of the above purposes is required to give

the Company reasonable advance notice, unless

such notice is not feasible. An employee who

has provided advance notice will be allowed up

to 48 hours after returning from the requested

time off to provide supporting documentation,

which may include a police report, a court order

or other documentation from an appropriate

medical professional, domestic violence

advocate or counselor.

If the absence is unscheduled, the employee

must provide the support documentation within

48 hours after the beginning of the unscheduled

leave.

Notice of the need to be absent for a reason

qualifying under this Policy, and all required

support documentation, should be provided to

the Human Resources Manager.

Confidentiality

Company will keep confidential, to the extent

allowed by law, both the fact that an employee

requests or uses leave under this Policy, and all

supporting documentation regarding the leave.

Bereavement Policy ECCO Select’s Bereavement Leave program is

intended to ensure that employees receive pay at

times when they are unable to work due to a

death in the immediate family.

Eligibility

Full-time employees with at least six months of

continuous full-time service are eligible.

Available Benefits

Employees are provided up to three days

(including the day of the funeral) of paid

bereavement leave in the event of a death in the

immediate family. “Immediate family,” for

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purposes of this Bereavement policy only,

includes: spouse, child/stepchild,

parent/stepparent, brother/brother-in-

law/stepbrother, sister/sister-in-law/stepsister,

mother/mother-in-law/stepmother, father/father-

in-law/stepfather, son-in-law/daughter-in-law;

and grandparent/grandchild.

If the deceased was a member of the employee’s

household, but was not an immediate family

member as defined above, time off with pay will

be granted only for the day of the funeral.

Time off without pay may be granted on the day

of the funeral to attend services for other

relatives or close friends if business operations

allow.

An employee’s immediate supervisor must

receive and approve all requests for

Bereavement Leave as soon as possible and in

all cases prior to any such leave being taken.

Time off for Bereavement will not be counted

for determining whether the employee has

worked in excess of 40 hours in the applicable

workweek.

A copy of the obituary or funeral program may

be requested.

Time off should be recorded as Bereavement in

the “Other” hours column of the weekly

timesheet (Non-exempt) or listed on an

applicable Pay by Exception form (Exempt).

Military Leave A military leave of absence will be granted

when an employee serves in the uniformed

services of the United States. This includes

active duty, active duty for training, inactive

duty for training, National Guard duty, reserve

duty, and time taken off for an examination to

determine fitness to do any of the above.

When possible, a request for military leave

should be made to the Human Resources

Manager prior to the beginning of the leave.

The employee should also discuss the expected

length of the leave and the anticipated return

date with Human Resources Manager.

The employee may elect to continue his or her

health insurance coverage. Please see the

Human Resources Manager for information

regarding health insurance and other benefits.

An employee who takes military leave will be

permitted (but not required) to use his/her

credited and unused vacation time for military

duty obligations upon written request.

Otherwise, the leave is unpaid.

An employee returning from military leave who

meets the requirements will be reinstated in

accordance with all applicable laws.

Personal Leave Unpaid Personal Leaves of Absence will only

be granted in rare and unusual circumstances

and in accordance with business needs. Personal

leaves may not be taken on an intermittent basis.

At the conclusion of any approved Personal

Leave, an employee is not guaranteed to return

to his/her prior position. However, ECCO will

make reasonable efforts to place the employee

in a suitable position.

Employees must submit a request for a Personal

Leave in writing to their immediate supervisor.

The request must set forth the compelling

reason(s) for seeking such a leave.

Benefit Continuation During Any

Leave of Absence Health care coverage, dental, vision and life

insurance benefit coverage will continue during

FMLA, disability, personal leave or worker’s

compensation leave. Employees may be

required to continue their premium contribution

for coverage as if they had continued active

employment. While on Leave of Absence, an

employee will not be eligible for Holiday Pay,

nor will vacation or sick time off be credited.

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Jury Duty ECCO Select recognizes the obligation of

employees to serve on a jury, and provides

supplemental pay for up to 20 working days to

fulfill this obligation. If you must serve on a

jury or are called as a witness, ECCO will pay

the difference between the amount the court

pays and your normal base pay, for up to 20

working days. If the jury duty extends beyond

the 20 working days of supplemental pay, the

leave will be protected but unpaid (or the

employee may opt to supplement the current

pay with available vacation pay). You must

provide documentation of your court appearance

to be paid. If you are paid directly from the

court system ECCO Select will deduct the

difference from your paycheck.

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Compliance and

Regulatory

Requirements

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General Safety Rules Safety on and off the job is vital to employee

health and well-being. ECCO Select has rules

and regulations designed to help employees

work more efficiently and safely. Safety

awareness is a shared responsibility of all

employees.

The employee should immediately report to an

Officer any condition or work practice that

might cause injury to employees, equipment or

property.

Workers’ Compensation A work-related injury is “an injury or

occupational disease arising out of and in the

course of employment” defined by the Workers’

Compensation Act in each jurisdiction. All

employees are covered under Workers’

Compensation Insurance, which is paid for by

the Company.

If an employee is injured in a work-related

accident, whether or not it requires the

employee to be absent from work, the employee

must report it to the Human Resources Manager

at the time the accident occurs.

Disclaimer This Handbook supersedes all previous written

or oral material pertaining to the subjects

covered herein. If any policy in this Handbook

is inconsistent with any applicable law or

regulation, that inconsistency is unintentional,

and the applicable law or regulation supersedes

the Company’s policy.

This Handbook can be changed at the discretion

of ECCO Select. Any changes, additions or

deletions will be communicated to each

employee in a written memorandum. Each

employee will be required to sign an

acknowledgement that they have read and

understood the change.

handbook - federal employees

Documents

property of ecco

proprietary information

employee handbook page

consultant policies

vision statement

mission statement

federal sector employees

human resources manager