technology acceptable use policy - acc.com · web viewas an employee of (“company name”), you...

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EMPLOYEE HANDBOOKWelcome

WELCOME TO [“Company Name”]!

We are proud and thrilled to have you as a member of the team. Starting a new job is exciting, but at times it can be challenging, and perhaps overwhelming. This employee handbook has been developed to help you become acquainted with (“Company Name”) and answer many of your initial questions. It is also a great reference guide for you to use if you have any general question about our employment policies.

As you know, our business is kefir and our role is to anticipate and exceed our customers’ expectations. We must always remember that our customers, both internal and external, are the reason we are all here. By satisfying our customers’ needs, they will continue to use our products and refer us to their friends and family in a positive way. You are an integral part of this process and your work directly influences our organization’s reputation.

As a member of the team, you are now a part of an organization that has received international recognition and acclaim. We look forward to working with you to provide innovative and quality products to our customers, while offering you a rewarding and supportive work environment. Working together, we can continue a tradition of individual and organizational growth and excellence here at (“Company Name”).

We wish you a successful career with (“Company Name”) and hope you will find great personal satisfaction in striving for and achieving a consistently exceptional level of customer satisfaction. We look forward to a long and prosperous relationship with you and we welcome you to our family.

Sincerely,

[Name]

Chief Executive Officer

(“Company Name”)

Table of Contents

A Word about the Handbook...............................................................1

Your Voice: Open Door Policy...............................................................................................2

Your Employment: The Way We Work.................................................2

At-Will Employment....................................................................................................................2

Equal Employment Opportunity (EEO)............................................................................2

Policy Against Harassment, Sexual Harassment, and Discrimination..........3

Compliance with the Americans with Disabilities Act (ADA)..............................6

Policy against Workplace Violence....................................................................................6

Weapon-Free Workplace Policy............................................................................................7

Drug and Alcohol-Free Workplace Policy.......................................................................7

Immigration Law Compliance...............................................................................................9

Reference Checks.........................................................................................................................9

Human Resources Records.....................................................................................................9

Confidential Submission of Complaints/Whistleblower Hotline.....................10

Your Compensation and Benefits......................................................10

Employment Status...................................................................................................................10

Attendance and Punctuality.................................................................................................10

Time and Attendance...............................................................................................................11

Work Week.....................................................................................................................................11

Work Hours....................................................................................................................................11

Overtime..........................................................................................................................................12

Employee Handbook – 7/2018 ii

Payroll and Pay Day..................................................................................................................12

Direct Deposit..............................................................................................................................12

Benefits Eligibility.....................................................................................................................13

Paid Time Off (PTO)..................................................................................................................13

Paid Holidays................................................................................................................................14

Leaves of Absence..............................................................................15

Jury Duty.........................................................................................................................................15

Military Leave...............................................................................................................................15

Bereavement Leave...................................................................................................................15

Exempt Employee Paid Parental Bonding Leave......................................................16

Personal Leave.............................................................................................................................16

FMLA (Family and Medical Leave Act) Policy............................................................17

THE COMPANY’S FMLA COMMITTMENT....................................................................19

Your Safety........................................................................................19

Safety and Health.......................................................................................................................19

Food Safety and Good Manufacturing Practices Policies...................................19

Workers’ Compensation Insurance and Reporting Injuries..............................19

Updating Your Information..................................................................................................20

Confidentiality Policy...............................................................................................................20

Rules of Conduct........................................................................................................................21

Access to (“Company Name”) Property.........................................................................22

Searches: We Reserve the Right to Monitor and Inspect......................................22

Cellular Phones...........................................................................................................................23

Smoking in the Workplace....................................................................................................23

Solicitation and Distribution...............................................................................................24

Employee Handbook – 7/2018 iii

Gratuities and Gifts...................................................................................................................24

Technology Acceptable Use Policy....................................................24

State Specific Appendices..................................................................27

ILLINOIS.........................................................................................................................................27

PENNSYLVANIA..........................................................................................................................32

WISCONSIN...................................................................................................................................33

Employee Handbook Acknowledgement Receipt..............................34

Employee Handbook – 7/2018 iv

A Word about the Handbook

This employee handbook is effective [Date], and supersedes all previous handbooks and existing policies and practices.

We strongly believe in ensuring that our employees understand the policies of our workplace. This employee handbook provides a brief summary of some important information about us and your employment with us. While it is not meant to be an all-inclusive discussion of your employment with us, it does provide you with important information about your benefits, responsibilities, and Company policies, and can be a useful resource as an employee of either (“Company Name”), or any of our other subsidiaries or affiliates.

As a starting point of employment with us, we request that you read this employee handbook. As an employee of (“Company Name”), you are expected to abide by our policies. When you are hired, and periodically thereafter, you will be asked to sign an acknowledgment and certain specific policies that indicate you have received this handbook, that you understand our employment policies and requirements, and that you agree to abide by them. If you have any question about our policies or about the material in this handbook, please contact your supervisor or the Human Resources Department.

We reserve the right to make changes to the policies, procedures and other statements made in this employee handbook. Business conditions, federal and state law, and organizational needs may change and may require that portions of the handbook be revised at any time. We may make future amendments and will communicate them to you through one or more of the following:

Written communication (including e-mail) Department meetings General staff meetings Payroll attachments General communication, e.g. bulletin boards

Thus, in no way should this handbook be considered as the only source of information regarding your employment. It is your duty to familiarize yourself and remain familiarized with all of our policies and practices, as

Employee Handbook – 7/2018 1

well as specific provisions in insurance policies, benefits, and incentive plans.

This handbook is being distributed to employees in multiple cities and states. In some areas, state or local laws and ordinances are in effect that govern the workplace as to issues that may or may not be mentioned in this handbook. (“Company Name”) will fully comply with all applicable federal, state, and local laws and ordinances. While we believe that this handbook complies with all such laws, to the extent there is a conflict between the terms of this handbook and requirements imposed by any applicable law or ordinance, (“Company Name”) will fully comply with the law or ordinance. Finally, please note that this employee handbook is provided as a guide and is not to be considered a contract or an agreement. This handbook is not a guarantee of employment with (“Company Name”) for any definite or specific period of time.

Your Voice: Open Door Policy

We strongly believe in an open door, open-communication policy and feel it is an important benefit to us, as well as to you as an employee. This policy, we believe, will allow you to come forward and discuss problems with your supervisor in order to resolve the issues quickly and efficiently. We encourage you to bring your questions, suggestions and complaints to our attention.

If your immediate supervisor is not able to satisfy your questions regarding the interpretation or application of this handbook or any other workplace issue, then you are welcome to contact the next higher level of management or our Human Resources Department. If you have or foresee a problem which may interfere with your ability to adequately perform your responsibilities, you should discuss the matter with your supervisor or with the Human Resources Department.

Your Employment: The Way We Work

At-Will Employment

Your employment with (“Company Name”) is “at will.” This means that an employee is free to end his/her relationship with us at any time for any reason, and that we are likewise free to end the relationship at any time and for any lawful reason that we deem appropriate, unless otherwise specified


in an enforceable, written agreement signed by an officer of (“Company Name”).

Equal Employment Opportunity (EEO)

(“Company Name”) is an equal opportunity employer. Our policy of equal opportunity is founded on our strong belief of respect for all individuals. (“Company Name”) is strongly committed to creating and preserving equal opportunity for all employees and applicants.

It is the policy of (“Company Name”) to:

1. Recruit, hire, train and promote, into all job classifications, the most qualified persons without regard to race, color, ancestry, religion, sex, gender identity, national origin, age, disability, veteran status, marital status, parental status, sexual orientation, genetic information, or other legally protected characteristics or conduct.

2. Make all employment decisions, including recruitment, hiring, compensation, training, promotion, transfer, discipline, wage and salary administration, employee benefit termination and all other terms of employment or administration of policies by utilizing reasonable standards based on the individual’s qualifications as they relate to a particular job vacancy, in accordance with equal employment opportunity requirements.

3. Administer all personnel actions relating to the terms, conditions, and privileges in a nondiscriminatory manner.

4. All persons and organizations having occasion either to refer persons for services or to recommend our services must do so in a nondiscriminatory manner.

This policy also applies to the selection and treatment of independent contractors, personnel working on our premises who are employed by temporary agencies and any other persons or firms doing business for or with us. Violations of this policy constitute a serious offense and employees who do so will receive the appropriate corrective action, up to and including termination of employment.

One of the Human Resources Department’s responsibilities is to implement and to monitor adherence to this policy. Employees should feel free to contact the Human Resources Department with any concerns. (“Company


Name”) expects the cooperation and participation of all of our employees in achieving these objectives.

Policy Against Harassment, Sexual Harassment, and Discrimination

(“Company Name”) is committed to providing a workplace that is free from all forms of discrimination, including harassment and abuse. Our goal is to provide a workplace where each employee feels respected, valued, and comfortable. (“Company Name”) will not tolerate verbally, physically, or visually abusive conduct by anyone—including employees, vendors or clients of (“Company Name”)—that harasses another person or that could create a hostile working environment. Any employee who engages in prohibited discrimination or harassment will be subject to discipline, up to and including immediate discharge from employment. This policy applies to conduct on (“Company Name”)’s premises and in the course of its business, as well as off-premises conduct that affects any employee in the workplace or that creates a hostile working environment.

Harassment

For purposes of this policy, “harassment” means unwelcome conduct, whether verbal, physical or visual, that is based upon or derisive of a person’s race, color, ancestry, religion, sex, national origin, age, disability, military status, marital status, sexual orientation, genetic information, gender identity, parental status, ancestry, or other legally protected characteristics or conduct, where the unwelcome conduct affects tangible job benefits, unreasonably interferes with an individual’s work performance, or creates a hostile working environment. All employees have a responsibility to keep the work place free of any such harassment.

Sexual Harassment

This policy also specifically prohibits sexual harassment. “Sexual harassment” means unwelcome sexual advances, requests for sexual favors, sexually-motivated physical contact or other verbal or physical conduct or communication of a sexual nature where:

• Submission to that conduct or communication is made a term or condition of employment, either explicitly or implicitly; or


• Submission to or rejection of that conduct or communication by an individual is used as a factor in decisions affecting that individual’s employment; or

• Such conduct or communication unreasonably interferes with an individual’s job performance, or creates an intimidating, hostile, or offensive environment.

Depending upon the circumstances, sexual harassment may include:

• Verbal conduct: Sexual innuendos, suggestive comments, insults, humor and jokes about sex, anatomy or gender-specific traits, sexual propositions, threats, repeated requests for dates, or statements about other employees, even outside their presence, of a sexual nature.

• Non-verbal conduct: Suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, “catcalls”, “smacking”, or “kissing” noises.

• Visual conduct: Posters, signs, pin-ups or slogans of a sexual nature.

• Physical conduct: Touching, unwelcome hugging or kissing, pinching, brushing the body, coerced sexual intercourse, or actual assault.

Every employee should be aware that all supervisors are absolutely prohibited from making any decision regarding job assignment or reassignment, performance evaluation, compensation, promotion or demotion, termination or commencement of employment, or any other decision involving any tangible employment action, based in whole or in any part on any person’s exposure to, submission to, acquiescence in, or complaint about, sexual harassment or any other form of unlawful harassment or discrimination.

Additional Responsibilities of Supervisory Employees

Each supervisor is responsible for maintaining the workplace free from any type of harassment or discrimination. This is accomplished by promoting a professional environment and by taking prompt, appropriate action to investigate and address any instance of inappropriate conduct.

Specifically, a supervisor must address an observed incident of harassment or a complaint with seriousness, promptly notify Human Resources of the


matter, and cooperate with Human Resources to investigate the matter and act to end any harassment or other inappropriate conduct, including disciplinary action or termination of employment where appropriate.

Supervisors are required to take appropriate action even where an employee states that he or she does not want to make a formal complaint. Supervisors should treat all issues relating to harassment as sensitive and confidential, and should share information regarding harassment complaints or investigations only when there is a legitimate business need to do so.

Supervisors in need of information regarding their obligations under this policy or procedures to follow upon receipt of a complaint of harassment should contact the Human Resources Department.

Reporting Harassment, Sexual Harassment, or Discrimination

1. Any employee who becomes aware of discrimination or harassment in violation of the policies stated above must immediately report the matter to his or her immediate supervisor or, if the employee prefers, to another member of management or Human Resources.

2. (“Company Name”) will conduct a prompt and thorough investigation of all complaints of harassment or discrimination. The scope of the investigation will depend upon the specific circumstances, but may include interviews with the person making the complaint, the person against whom the complaint is made, any potential witnesses identified by either person, and any others whom (“Company Name”) believes may have relevant information. The investigation may also include a review of pertinent documents and other materials. The person making the complaint normally will be requested to put his or her complaint in writing.

3. Employees are expected to cooperate in this process if asked to do so, and to provide truthful information. Any employee who knowingly provides false information in connection with an investigation under this policy will be subject to discipline, up to and including termination of employment.

4. (“Company Name”) will make every effort to respect the privacy of those involved in an investigation under this procedure. However, please understand that we may need to disclose certain information to


complete our investigation or otherwise address the matters raised in the complaint.

5. The results of the investigation will be discussed with those persons involved, and (“Company Name”) will determine whether any action is warranted in response. Individuals who are found to have violated this policy will be subject to appropriate disciplinary action up to and including termination, even for a first offense.

6. A request not to investigate a reported violation of this policy cannot be honored.

No Retaliation

(“Company Name”) will not retaliate against any person for making a good faith complaint under this policy, regardless of the outcome of the investigation. Similarly, (“Company Name”) will not retaliate against any person (other than someone who is found to have violated this policy) for providing truthful information in connection with an investigation under this policy in any respect. Any employee of (“Company Name”) who retaliates against another employee for utilizing in good faith the procedures in this policy will be subject to discipline, up to and including termination, even for a first offense.

Employees and other persons can raise concerns and make reports without fear of reprisal, harassment, intimidation, threats, coercion, or discrimination because they:

1. file a complaint with (“Company Name”) or with federal, state, or local agencies;

2. assist or participate in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute;

3. oppose any act or practice made unlawful by federal, state, or local law requiring equal employment opportunity or affirmative action; or

4. exercise any other employment right protected by federal, state, or local law or its implementing regulations.

Any employee who becomes aware of retaliation against anyone for exercising his or her rights under this policy must immediately report such conduct using the complaint procedure set forth above.


Compliance with the Americans with Disabilities Act (ADA)

We are firmly committed to complying with the Americans with Disabilities Act (ADA) and other federal and state legislation designed to ensure equal employment opportunities to persons with disabilities. (“Company Name”) prohibits discrimination based on disability (or handicap) in regard to all employment practices or terms, conditions and privileges of employment.

Consistent with this policy and applicable law, upon an employee’s request, (“Company Name”) will make reasonable accommodation to the known physical or mental limitations of qualified applicants or employees who are able to perform the essential functions of the job, unless the accommodation would cause an undue hardship on our business.

Policy against Workplace Violence

Violence by an employee or anyone else against an employee, supervisor or member of management will not be tolerated. Unfortunately, certain events in recent years have raised a concern on the part of businesses and employees alike regarding the potential for violence in the workplace. While there is no reason for us to be more concerned about this potential than other employers, (“Company Name”) is committed to promptly respond to situations which are brought to the attention of management and appear to raise the potential for violent behavior.

Any employee who commits or threatens to commit an act of violence toward any other (“Company Name”) employee, customer, or visitor will be subject to discipline, up to and including immediate termination. If you are subjected to such conduct by a fellow employee or visitor to our premises, you are strongly encouraged to immediately report the incident to any supervisor or to Human Resources. It may not be possible for us to help address incidents that are not promptly reported.

If you receive or overhear any violence or threatened from an employee or outside third party, report it to your supervisor or to Human Resources immediately. If you encounter an individual who is threatening immediate harm to an employee or visitor to our premises, contact an emergency agency (such as 911) immediately. Do not engage in either physical or verbal confrontation with such a person.


All reports of workplace violence will be investigated and documented. Employees are expected to cooperate in this process if asked to do so, and to provide truthful information. Any employee who knowingly provides false information in connection with an investigation under this policy will be subject to discipline, up to and including termination of employment.

Weapon-Free Workplace Policy

To ensure that we maintain a workplace safe and free of violence for all employees, (“Company Name”) prohibits the possession or use of weapons on our property to the extent permitted by law. A license to carry a weapon on company property does not supersede company policy. Any employee in violation of this policy will be subject to prompt disciplinary action, up to and including termination. All (“Company Name”) employees, including contract and temporary employees, visitors and customers on our property are subject to this provision. This policy also applies to all Company-owned or leased vehicles and all vehicles that enter our property. “Weapons” include, but are not limited to, firearms, explosives, knives with a blade of 3 inches or more, and other weapons or explosives that might be considered dangerous or that could cause harm. Employees are responsible for making sure that any item they possess is not prohibited by this policy.

Drug and Alcohol-Free Workplace Policy

(“Company Name”) strives to maintain a safe and productive work environment that is free of substance abuse. In maintaining this environment, employee must comply this policy. Violations may result in discipline up to and including immediate discharge from employment.

Definition of “illegal drugs”

For purposes of this policy, “illegal drugs” means drugs or controlled substances that cannot be legally possessed under federal, state, or local law. This includes but is not limited to prescription drugs for which an employee does not have a valid prescription or that are used in a manner inconsistent with prescription directions.

Conduct Prohibited

Employees may not use, possess, transfer, distribute, manufacture, or sell alcohol, illegal drugs, or illegal drug paraphernalia while on duty, on our


premises, or while in a vehicle that is owned or leased by (“Company Name”). In addition, employees may not report to work or remain at work while under the influence of alcohol or any illegal drug.

The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to safely and effectively perform the essential functions of the job. Employees who are unable to safely and effectively perform their essential job functions (with or without any reasonable accommodations) due to medication should seek time off under (“Company Name”)’s leave policies. Employees may, in moderation, consume alcohol at a Company-sanctioned gathering or event where alcoholic beverages are offered. However, the consumption of alcohol is never required and employees may always elect non-alcoholic beverage options.

Substance Abuse Treatment

Employees who require assistance for substance abuse problems are encouraged to seek treatment. We support employees who seek treatment for substance abuse issues, and will fully comply with our obligations under applicable law to provide leave for such treatment.

However, the fact that an employee has a substance abuse problem, is under the influence of illegal drugs or alcohol, or has sought treatment for substance abuse problems will not excuse any misconduct, absences (other than approved absences for substance abuse treatment), failure to meet our legitimate performance expectations or competently perform assigned job duties, or violation of this or other (“Company Name”) policies or the law.

Examinations and Searches for Drugs and Alcohol

(“Company Name”) reserves the right, in its discretion and to the extent permitted by law, to require all employees and applicants for positions to submit to physical examinations or tests by a person or agency designated by (“Company Name”), at our expense. Such examinations can include but are not necessarily limited to blood, urine, breath, hair, or other tests for evidence of the presence of alcohol, drugs, and perception-altering or other substances in the body. (“Company Name”) also reserves the right to search employees’ packages, vehicles, lockers, handbags, and similar items while on (“Company Name”) property or business.


In particular, we reserve the right, in its discretion, to examine or test for the presence of alcohol and drugs (as stated above) in situations such as, but not limited to, the following, in accordance with applicable law:

1. As part of a pre-employment physical examination.2. As part of a physical examination that we may require

employees to undergo on a regular basis, on a schedule to be determined by us.

3. Due to the safety or health risk or sensitive security duties of a specific job, as determined by us, at any time.

4. Following a safety infraction or work-related accident that does or might cause bodily injury or damage to property, in our sole judgment.

5. Specific employee behavior on the job that we determine gives management reasonable suspicion that such behavior might be or is due to alcohol or drug use.

6. As otherwise required or permitted by applicable law.

Immigration Law Compliance

We are committed to compliance with the Immigration Reform and Control Act of 1986 and other immigration laws. As a result, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form (I-9) and present documentation establishing the employee’s identity and employment eligibility as required under the law. If you have questions or would like more information about immigration law compliance, you are encouraged to contact the Human Resources Department.

Reference Checks

All requests for employment verification and references must be directed to The Work Number at 1-800-367-5690 or: www.theworknumber.com. (“Company Name”)’s employer code is 101261. In accordance with our policy, only The Work Number or the Human Resources Department are authorized to release any information regarding requests for employment verification or inquiries regarding employees. Generally, the only information provided will be the dates of employment and current/last salary and position. No other information concerning an employee or former employee will be provided to outside individuals or organizations unless the information is required by law or the employee consents in writing.


http://www.theworknumber.com/

Human Resources Records

Every employee has the right to examine the contents of his/her personnel file if they so desire by making an appointment with Human Resources to do so. A member of the Human Resources Department must be present at all times when an employee is examining a file. No documentation contained within the file is permitted to be removed from the file by the employee. Employees may request a copy of their personnel file or medical file or any document from Human Resources in accordance with applicable law.


Confidential Submission of Complaints/Whistleblower Hotline

As outlined in our Employee Protection (Whistleblower) Policy, (“Company Name”) has a 24-hour per day, 7-day per week hotline and a dedicated website, e-mail address, and fax number that can be used to report employee concerns. All of these reporting channels are operated by a third-party service provider. Employees may report such matters on a confidential or anonymous basis as follows:

Toll-Free Helpline:

English: 844-490-0002

Español: 800-216-1288

Website Address:

http://www.lighthouse-services.com/(“Company Name”)

E-mail Address:

[email protected](include company name with report)

Fax:

(215) 689-3885(include company name with report)

Your Compensation and Benefits

Employment Status

You will be provided with information concerning your “exempt/non-exempt” status for purposes of establishing whether you are exempt from the overtime pay requirements of the federal Fair Labor Standards Act (FLSA) and applicable state and local law when you are hired, transferred, promoted, or whenever your employment status changes. Our hourly-paid employees are all classified as “non-exempt.” If you have questions about your exempt or non-exempt status, please contact the Human Resources Department to discuss your individual situation.

Attendance and Punctuality

Our success depends largely on the regular attendance of every employee. We work as a team and this requires that each person be in the right place at the right time. Employees must be ready to begin work at the designated start time. That is, if an employee is scheduled to start his or her shift at 7:30 am; he or she must be ready to start work at that time. (“Company


mailto:[email protected]

http://www.lighthouse-services.com/lifeway

http://www.lighthouse-services.com/lifeway

Name”) recognizes that most absences are legitimate and has made provisions for employees to take authorized leaves of absences when required.

If, for any reason you cannot report to work on time, you must notify (“Company Name”) promptly. Each facility has a dedicated telephone number for reporting absences that is reviewed daily. It is your responsibility to contact us using this telephone number at least two hours before the start of your scheduled shift if you will be absent or late. Calling us to inform us of your absence or lateness, though required, does not excuse your absence. Normal discipline policies will still apply, up to and including termination.

If you leave a message, it is your responsibility to continue to call to make sure the message was received. You should report all absences and not rely on a voice or text message to report an absence. Absences planned in advance must be approved by your supervisor. If you are going to be absent more than one day, you are responsible for continuing to follow up with your supervisor, unless you made other arrangements. A doctor’s note may be requested by (“Company Name”) for frequent absences, absences in conjunction with requested days off or regularly scheduled days off, or repeated absences.

If an employee ever walks off the job during a shift, we will consider the employee to have voluntarily resigned. If an employee is absent for three days without notifying us, we assume that the employee has abandoned his/her position and has voluntarily resigned.

Lateness or repeated, unexplained or unreported absenteeism may result in disciplinary action, up to and including termination.

Time and Attendance

To ensure that you are paid properly for hours worked, you must account for all of your time in our time keeping system. All non-exempt employees are required to clock into the timekeeping system upon starting work, clock out at the beginning of a lunch, clock back in after returning from lunch, and clock out at the end of the day. Should an employee miss a clock-in, or if the timekeeping system is unavailable, he or she will be required to complete a form in order to accurately account for the time he/she would have clocked, signed by the employee and the supervisor. Additionally, the


time clock will account for all paid time off or sick time taken. An employee who fails to accurately record time worked may be disciplined, up to and including termination.

As lunch is non-paid for non-exempt employees, the timekeeping system must indicate time that is taken for lunch. Any non-paid lunch break should be 30 minutes. Failure to accurately record meal breaks will result in disciplinary action. Additionally, specific to each state, any additional breaks shall be provided as required by state law. Please review your state appendix at the end of this handbook for any specific state requirements.

(“Company Name”) is committed to compensating all employees for all time worked, including overtime. “Off-the-clock” work is prohibited and any violations may lead to disciplinary action, up to and including termination. Additionally, it is a violation of (“Company Name”) policy for any employee to instruct another employee to work off the clock or to allow them to do so. Employees should report such violations immediately to their supervisor or the Human Resources Department.

Work Week

The work week is defined as 12:00 am Monday to 11:59 pm Sunday.

Work Hours

Your specific work hours and location will be established by your supervisor, and may include remote work or business travel some or all of the time. Exempt and non-exempt employees, even those performing similar job duties, may have different work hours and locations. While we try to assign employees to a regular work schedule and location, it may be necessary to change work hours and locations to meet the needs of our customers and the demands of our business.

Overtime

All overtime must first be authorized by your supervisor. Failure to receive authorization may result in disciplinary action, up to and including termination. We may attempt to use volunteers, but we may also require employees to work mandatory overtime depending on our business needs. Pay for overtime is calculated for non-exempt hourly employees at the rate of one and one-half times their regular hourly rate for hours worked in


excess of 40 hours in our work week, unless state law provides otherwise. Non-worked hours such as paid time off, holiday pay, sick leave, unpaid leave, flex time, personal leave, or FMLA are not included in determining overtime eligibility. Thus, only actual time worked counts toward computing weekly overtime.

If an emergency or other condition should cause you a problem with your assigned overtime work, please discuss this matter with your supervisor.

Payroll and Pay Day

Currently, pay day occurs on the Friday following the end of the previous two-week pay period. If we ever change this date, or if we use a different payroll schedule, we will give you notice before the change takes effect. (“Company Name”) will make payroll deductions in accordance with federal, state, and local laws and based on employee elections. After the end of each calendar year, you will receive annual tax forms summarizing your income and deductions for the year.

We will make every effort to avoid errors in your paycheck, including errors in the calculation of overtime pay for non-exempt employees and errors in deductions. If you believe that your paycheck is incorrect, please contact your supervisor immediately. If for any reason, you find it difficult to report this to your supervisor, please contact the Human Resources Department. Reports of improper payments or deductions will be promptly investigated. If it is determined than an error has occurred, we will promptly correct the error.

Direct Deposit

As a benefit to our employees, (“Company Name”) offers a direct deposit plan. If you are paid by this method, your paycheck will be automatically deposited into your bank account or a pay card on regular paydays. You will receive an electronic paycheck stub and deposit voucher the same day the check is deposited to your account. You may update your direct deposit information at any time by contacting the Human Resources Department.

Benefits Eligibility

In addition to the regular paycheck you receive for working at (“Company Name”), we offer numerous benefits, services, and conveniences to help


provide protection and assistance for you and your family. Some of the programs (such as Social Security, Worker’s Compensation, and Unemployment Insurance) cover all employees in the manner prescribed by law.

Other benefits, such as health insurance, dental insurance, 401(k), and other plans are discussed in more detail in formal booklets, contracts, and other plan documents. In the event there is any question or conflict in language or interpretation between those booklets and documents in relation to the provisions of this handbook, the terms of the actual contracts and other plan documents will control over the summaries in this handbook.

Paid Time Off (PTO)

(“Company Name”) believes that work/life balance is important for your success at work. Eligible employees are entitled to paid time off per the following schedule. PTO does not accrue during any periods of non-paid time (such as unpaid leaves).

Non-Exempt Employees (including all hourly)

Years of Service Accrual Per Pay Period

Annual Accrual Rate

PTO Cap

< 1 year 1.54 hours 40 hours 60 hours1 to 3 Years 3.08 80 1203 to 5 Years 4 104 1565 to 6 Years 4.62 120 1806 Years > 5.54 144 216

Exempt Employees

Years of Service Accrual Per Pay Period

Annual Accrual Rate

PTO Cap

< 1 year 1.54 hours 40 hours 60 hours1 to 3 Years 3.08 80 1203 to 5 Years 4.62 120 1805 to 6 Years 5.54 144 2166 Years > 6.47 168 252

PTO can be used in increments of four hours.


Employees must request leave using the online PTO request form available in our Self-Service Portal at http://workforcenow.adp.com/ or by contacting their supervisor or the Human Resources Department to complete a request on their behalf. At least 48 hours’ notice is required for PTO requests. There may be occasions, such as sudden illness, when you cannot notify your supervisor in advance. In those situations, you must inform your supervisor of your circumstances as soon as possible. Requests will be reviewed based on several factors, including business needs and staffing requirements. PTO is paid at your base pay rate at the time of PTO. It does not include overtime or any special form of compensation such as commission and/or bonuses. PTO is not considered “hours worked” for purposes of overtime calculations.

You may carry over any unused PTO year to year, but will only continue to accrue PTO up to the maximum allowed under the policy.

For example, an exempt staff member who has worked 4 years with (“Company Name”) could carry over 180 hours of PTO from year to year, but will not continue to accrue any additional PTO once he or she reaches the 180 hour maximum. Under this scenario, the employee will only begin to accrue additional PTO after using some of the accrued PTO so that his/her PTO bank is under the maximum cap allowed under the policy.

We created this policy to encourage employees to take time off during the year. Accordingly, (“Company Name”) does not pay accrued but unused PTO at termination unless required by state or local law. Please refer to the state appendix at the back of our employee handbook for your particular work state.

Paid Holidays

(“Company Name”) will grant paid holiday time off to all regular, full-time employees and regular, part-time employees scheduled to work 30-39.99 hours per week on the holidays listed below:

• New Year's Day (January 1) • Memorial Day (last Monday in May) • Independence Day (July 4)• Labor Day (first Monday in September) • Thanksgiving (fourth Thursday in November) • Christmas (December 25)


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Generally, a recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized holiday that falls on a Sunday will be observed on the following Monday. Holiday pay will be calculated on the employee’s hourly base rate (as of the date of the holiday) times eight (8) hours. You may elect to use PTO to cover any normally scheduled hours beyond eight hours that you would have been scheduled to work on that day.

Non-exempt employees must work the day before and the day after a holiday to be eligible to receive holiday pay. A non-exempt employee who is scheduled to work on a holiday but does not do so must use PTO, if available, to receive holiday pay. A non-exempt employee who works on a recognized holiday will receive both holiday pay and wages at their regular hourly rate for the hours worked on the holiday. Holiday pay is not considered “hours worked” for purposes of calculating overtime.

Leaves of Absence

If you want to take a leave of absence of any type (including FMLA), you must notify your supervisor and Human Resources of your intent to take leave at least 48 hours before the start of the leave, unless such notice is not practicable. Reasonable accommodations will be made in terms of any notice required.

You must contact Human Resources to obtain the proper paperwork and forms for requesting leave. Depending on the type of leave, you may be required to provide appropriate information about or certification of the purpose of your leave. If you do not provide the appropriate information or certification, your leave may not be granted and/or maintained and your absence may be considered unexcused.

Jury Duty

(“Company Name”) recognizes jury duty as a civic responsibility and will grant you time off to appear for jury duty. Unless required by state or local law, jury duty leave is unpaid, though you may elect to use PTO. If you receive a jury summons, you should immediately bring it to the supervisor to verify (1) the name and location of the court; (2) The date jury duty begins; (3) the approximate duration of jury duty (if known). Personal court appearances, such as subpoenas or court-ordered appearances, are not covered by the Jury Duty Policy, but by our attendance policy.


If you are excused in advance from jury duty on a scheduled workday, you must notify us and report to work as scheduled. Jurors are often excused for a portion of a day or even a full day. Please understand that jury duty and paid time off are not the same and that (“Company Name”) expects you to return to work whenever you are excused for a reasonable portion of a workday.

Military Leave

As part of its civic commitment, (“Company Name”) will provide unpaid military leave to the fullest extent required by applicable law for employees who require time off work in order to satisfy military commitments. You must provide evidence of the military orders you received. Reinstatement following military leave is provided to the full extent required by applicable law. If you leave for military duty, you may choose whether to use some or all of your accrued paid time off during the leave.

Bereavement Leave

If you have been a full-time active employee for at least 90 days, in the event of a death of a member of your immediate family, you will be permitted up to three consecutive working days off with pay to arrange for and attend the funeral. If you are a part-time employee or have completed less than 90 days of service, you will be provided the same amount of time off without pay. For the purpose of this policy, your immediate family includes your spouse, domestic partner, father, step-father, mother, step-mother, sister, brother, child, step-child, or grandparent.

If you have been a full-time active employee for at least 90 days, in the event of a death of a member of your extended family, you will be permitted to take one working day off with pay. If you are a part-time employee or have completed less than 90 days of service, you will be permitted to take the same amount of time off without pay. For the purpose of this policy, your extended family includes an aunt, uncle, nephew, niece, brother-in-law, sister-in-law or parent-in-law.

Exempt Employee Paid Parental Bonding Leave

(“Company Name”) believes that providing generous paid “bonding leave” time to our salaried, exempt employees with a newborn child, a newly adopted child, or a newly placed foster child supports our core values and


encourages employees to balance work and personal lives. For eligible salaried, exempt employees, we provide up to four consecutive weeks of paid bonding leave anytime within twelve months of your child’s birth or placement.

Bonding leave is separate from and supplemental to any leave that you may be eligible to receive under laws such as the FMLA, ADA, Pregnancy Discrimination Act (PDA), or similar state and local laws. While bonding leave may run concurrently with them, you may take bonding leave even if you do not also qualify for one of these other types of leave. Bonding leave is also separate from benefits you may receive under a short-term disability insurance policy. Taking paid bonding leave while also receiving short-term disability payments may offset, reduce, or eliminate those payments.

If you have any questions about bonding leave or your eligibility, please contact the Human Resources Department.

Personal Leave

(“Company Name”) understands that there are times that may require a leave of absence from work that does not qualify for other types of leave, such as FMLA or military leave. Therefore, employees who have been employed at least six (6) months (or as required by law) are eligible for consideration for a personal leave of absence without pay.

A personal leave of absence is available to employees for extenuating circumstances only and is granted at (“Company Name”)’s sole discretion in advance of the personal leave. In general, personal leave may be granted for a period of one (1) calendar day and up to fourteen (14) calendar days at a time on a case by case basis. (“Company Name”) cannot guarantee reinstatement. Prior to taking approval personal leave, you must exhaust any accrued PTO. (“Company Name”) will consider employees to have voluntarily resigned if they fail to report to work after the expiration of an approved personal leave of absence. Please see Human Resources for additional information or to apply in writing for an unpaid personal leave of absence.

FMLA (Family and Medical Leave Act) Policy

(“Company Name”)’s policy is to grant periods of unpaid leave to employees who request time off for family or medical reasons, in


accordance with the Family and Medical Leave Act of 1993 (“FMLA”). The eligibility criteria and general guidelines used in administering this policy are set forth below.

Covered Employees. To be eligible for leave under the FMLA, you must have been employed by (“Company Name”) for at least twelve months, whether consecutive or intermittent, and worked at least 1,250 hours during the twelve-month period preceding the leave.

Reasons for Leave. You may request leave under the FMLA for the following events: birth of a child; placement of a child with you for adoption or foster care; time needed to care for a spouse, child or parent with a serious health condition; you are unable to perform your job due to your own serious health condition; time needed to care for a spouse, son, daughter, parent, or next of kin who is a service member recovering from serious illness or injury sustained in the line of active duty; or because of a qualifying exigency arising out of the fact that the spouse, child, or parent of the employee is on active duty or has been notified of an impending call to order to active duty in the Armed Forces in support of a contingency operation. For purposes of this policy, a “serious health condition” is an illness, injury, impairment or physical or mental condition that involves inpatient care in a hospital, hospice or residential medical care facility, or continuing treatment by a health care provider. For purposes of this policy, “serious illness or injury” is any injury or illness incurred by the service member in the line of active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank, or rating.

Length of Leave. If the FMLA leave is for the purpose of caring for a spouse, son, daughter, parent, or next of kin who is a service member recovering from serious illness or injury sustained in the line of active duty, then FMLA leave is limited to a total of twenty-six (26) work weeks during a twelve-month period. Otherwise, leave under the FMLA is limited to a total of twelve (12) work weeks during a twelve-month period.

In determining the amount of FMLA available to you, we will consider the twelve-month period preceding the date the leave is to be used. Leave taken to care for a sick family member or because of your own serious health condition may be taken intermittently or on a reduced work schedule when medically necessary and supported by certification from your doctor


or other health care professional. In such a situation, however, you may be transferred temporarily to a position which, at the discretion of (“Company Name”), better accommodates the leave schedule, but is equivalent in pay and benefits to the position held prior to the leave. FMLA leave taken because of a qualifying exigency arising out of the fact that the spouse, child, or parent of the employee is on active duty or has been notified of an impending call to order to active duty in the Armed Forces in support of a contingency operation may also be taken on an intermittent basis. FMLA leave taken for the birth of a child, or for the placement of a child for adoption or foster care, must be taken as a single block of time, unless otherwise agreed to by (“Company Name”), and eligibility for such leave ends twelve months after the date of birth or placement.

Pay Status During Leave. Your pay status during a period of leave under the FMLA will depend on the reason for the leave, the length of the leave and the amount of available (i.e., earned but unused) PTO time as of the beginning of the leave. You will be required to utilize PTO that you have available concurrently with your FMLA leave entitlement. Once your PTO is exhausted, you will be in unpaid status during the remainder of the leave. PTO will not accrue during any period for which you are in unpaid status, even if you are receiving disability benefits pursuant to a Company-sponsored insurance policy.

Notice Required. If the need for leave is foreseeable, you must notify us at least thirty days prior to the date the leave is to begin. If the need is not foreseeable, you should provide as much notice as practicable. The request for leave should be made in writing and include the reason for the leave and amount of time required. If the leave is needed because of a serious health condition, whether yours or that of a family member, or because of a serious illness or injury of a military service member in your family, you will be required to provide us with a health care provider’s certification, on a form we will supply, to support the need for the leave. In the case of leave taken because of your own serious condition, certification of your ability to return to work will be required.

Effect on Benefits and Employment. Coverage under (“Company Name”)’s group health plan will continue at no additional expense to you during any period that you are on leave under the FMLA. You will, however, be required to continue paying your portion of the premium for your own and any dependent coverage, as well as any contributions to


Flexible Spending Accounts, if any, should you wish to keep such coverage in effect. Should you fail to return to work after the expiration of your leave, you may, depending on the circumstances, be required to refund to (“Company Name”) any health insurance premiums paid on your behalf during the leave.

Upon return to work from leave under the FMLA, you will be placed in the position you held prior to the leave or in one which, in (“Company Name”)’s judgment, is equivalent in pay, benefits, and other conditions and terms of employment to that held prior to the leave. If you are considered a key employee under the FMLA, however, we are unable to guarantee reinstatement.

The provisions set forth above are a brief summary of the entitlements and requirements under the FMLA. It is our intention to administer the policy in a manner consistent with regulations issued by the Secretary of Labor. Questions regarding the FMLA should be directed to your supervisor or the Human Resources Department.

(“COMPANY NAME”)’S FMLA COMMITTMENT

(“Company Name”) will not interfere with, restrain, or deny the exercise of any right provided by the FMLA, nor will it discharge or discriminate against any individual for opposing any practice or involvement in any proceeding relating to the FMLA. We recognize the co-existence of state and/or local laws regarding family and medical leave. Where such laws apply and provide greater family and medical leave rights than the FMLA, (“Company Name”) will comply with those laws.

Your Safety

Safety and Health

It is extremely important to (“Company Name”) that all employees maintain and promote a safe working environment. It is the responsibility of each of our employees to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations, programmatic standards, and with any special safety concerns identified by (“Company Name”) for use in a particular area or with a process, client, and/or visitor. Although most safety regulations are consistent throughout each


department and program, it is the responsibility of the employee to identify and familiarize himself with the emergency plan for his/her working area.

Food Safety and Good Manufacturing Practices Policies

Food safety represents the highest risk to our success. One case of food borne illness could destroy (“Company Name”)’s reputation and could seriously injure someone. We have established various programs to prevent product contamination. Food safety must be omnipresent and govern all of our practices related to producing and selling food products. Using principles of Food Safety, Hazard Analysis Critical Control Point (HACCP), and Good Manufacturing Practices that we have developed, (“Company Name”) has completed detailed analysis of our production methods, identified risks, and taken mitigating actions to ensure our products are safe for consumption. None of our efforts to reduce risk can be effective without constant awareness by our workers and visitors. Employees will be required to review, understand, acknowledge the receipt of, and abide by our Food Safety, Good Manufacturing Practices, and HACCP policies.

Workers’ Compensation Insurance and Reporting Injuries

Beginning your first day of work, you are automatically covered under (“Company Name”)’s workers’ compensation insurance plan. This plan provides medical benefits and wages to you if you have an injury at work. We pay the entire cost of this insurance. Federal law (“OSHA”) requires that we keep records of illnesses and accidents that occur during the workday. State worker’s compensation statues also require that you report any illnesses or injury on the job. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. Failure to timely report a work-related injury or illness can be grounds for disciplinary action, up to and including termination of employment.

If medical treatment is necessary, immediate notification to a supervisor and Human Resources is required.

Your Responsibility: Procedures and Policies

Updating Your Information


Up-to-date, personal information is necessary for a number of reasons, including ensuring the administration of your employee benefits. It is your responsibility to maintain your personal information in our Self-Service Portal at http://workforcenow.adp.com/ or to notify Human Resources promptly of any change in your address, telephone number, marital status, number of dependents, beneficiary designation, or anything else that would affect your employee benefits or our ability to contact you quickly.

Confidentiality Policy

Specifically, as an employee, you acknowledge that, by virtue of your employment by (“Company Name”), including its affiliates, parents, subsidiaries, predecessors and successors, you will be granted otherwise prohibited access to confidential information belonging to (“Company Name”), which is not known either to its competitors or within the industry generally. As used in this Agreement, the term “Confidential Information” includes, but is not limited to, marketing strategies and plans, financial data, pricing policies, contract provisions, databases, manufacturing methodologies and processes, product formulations, the identities of current and prospective clients, and clients’ particularized preferences and needs. “Confidential Information” also includes, without limitation, all trade secrets as defined under the Illinois Trade Secrets Act or other applicable law affording protection to trade secret information. It does not include information about your own terms and conditions of employment, however. This Confidential Information constitutes a valuable property of (“Company Name”), developed by (“Company Name”) over a significant period of time and at substantial expense. (“Company Name”)’s industry is highly competitive, and that (“Company Name”) would be irreparably harmed by actual or threatened disclosure or use of its Confidential Information to any competitor or outside party. Accordingly, you may not at any time during your employment with (“Company Name”) or thereafter, use or disclose any Confidential Information, except as necessary and authorized in the course of your employment with (“Company Name”).

It is not a violation of this policy to make a confidential disclosure of a trade secret to the government or in a court filing. These restrictions are intended solely to safeguard the protectable interests and legitimate business needs of (“Company Name”).


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Upon the termination of your employment, or sooner if requested, you will return to us all (“Company Name”) property, such as computer hardware, software, diskettes and other media, program codes, program documentation, contracts, proposals, plans, lists, reports, schedules, manuals, files, and other documents or items which relate in any way to our business, including, without limitation, all materials that constitute, contain, or refer to any Confidential Information, including all copies thereof.

Rules of Conduct

Every organization needs to have work rules, which are clear and well understood. They help us work together as a team and to assist in understanding what we have a right to expect from each other as coworkers.

If an employee engages in conduct which violates a standard or rule, the employee will be subject to disciplinary action which may include counseling, written warning, suspension, or termination. The nature of the discipline will depend on the severity of the work rule violation. Moreover, all of the aforementioned disciplinary actions are not required steps prior to termination. (“Company Name”) is authorized to discharge an employee for any cause deemed sufficient in the its judgment as all employees are employed at-will.

The following rules are not all-inclusive and should not be perceived as a limitation on (“Company Name”)’s right to counsel and/or discipline an employee in any other situation:

Falsification of any (“Company Name”) reports or records, or giving any false information for any such reports or records.

Discourtesy to any of our customers or visitors. Willful destruction, damage, or theft of any (“Company Name”)

property or the property of another employee, customer, or visitor. Violation of any policy listed in this handbook. Fighting or carrying out any act of violence or any threatened act

against violence of any employee, customer, or visitor on our property or anywhere on Company time.

Possessing or use of weapons or explosives of any kind on Company time or our property.

Sleeping on the job.


Participating in any unlawful conduct that adversely affects an employee’s relationship to the job, to co-workers, or to his or her supervisor or in any way discredits our product, reputation, or goodwill in the community.

Photographing, videotaping, audiotaping, or recording in any manner any of our operations or employees without our authorization and without the consent of the affected employee(s).

Improper use of any (“Company Name”)-owned property, including by not limited to cellular phones, Company phones, and computers.

Uttering, publishing, or distributing libelous or slanderous statements concerning the Company or any of its employees.

Hindering, misleading, or obstructing a Company investigation. Gambling on our property. Engaging in any act, including practical jokes or “horseplay” which

may result in injury or danger to another person or property, anywhere on Company time or at any time on our property.

Failing to carry out a supervisor’s lawful instructions. Frequent absence or tardiness, or abuse of the any leave policy. Failure to properly notify the appropriate supervisor of absence or

tardiness. Failure to cooperate with reasonable requests to work assigned

schedules, including overtime. Working overtime without the appropriate supervisor’s prior approval. Working off the clock or otherwise failing to properly report all hours

worked. Entering areas of our property not related to regular duties without

proper authorization.

Access to (“Company Name”) Property

All equipment, including electronic and telephone communications, equipment, desks, storage areas, systems, and software are (“Company Name”) property. We make our equipment, desks, storage areas, systems, and software available to our employees solely for the purposes of conducting official business and for job-related activities. The unauthorized use of our equipment, desks, storage areas, systems, and software, including the installation or use of non-Company provided software or programs, is strictly forbidden.


Information, data, records, and files, including information created through the use of or retained in our equipment, systems, and software, are (“Company Name”) property.

Searches: We Reserve the Right to Monitor and Inspect

We reserve the right to monitor the operations and use of our equipment and systems, including Electronic Communications. We also reserve the right to access all records and files on our property and within those systems. Employees, customers, suppliers, and visitors using our equipment and systems, including our Electronic Communications Systems, whether for business, personal, or private purposes, do so at their own risk and have no reasonable expectation of privacy, regardless if such equipment or systems are accessed using a password or other entry code. We reserve the right to inspect all equipment and systems, including desks, lockers, storage areas, and Electronic Communications, at our discretion and with or without prior warning.

At times, (“Company Name”) may monitor and/or record any of its employees on video, digital and/or audio recordings for one or more of the following reasons: (1) to ensure the safety of employees and the facility; (2) to investigate the possible misconduct, criminal activity or breaches of security, (3) to ensure compliance with company policies; (4) to monitor or document employees’ work; (5) to investigate and respond to internal complaints, charges or governmental investigations; (6) to investigate, prosecute or defend threatened or actual lawsuits, or (7) any other legitimate business reasons. (“Company Name”) may further monitor, record, and/or review images, photographs, e-mail, text messages, phone conversations or any other business communication of its employees. To ensure that our business needs are met, please be aware that this monitoring may occur continuously or at random, without any further notice.

Cellular Phones

While at work, employees are expected to exercise the same discretion in using personal cellular phones as is expected for the use of (“Company Name”) phones. Excessive personal calls during the workday, and/or texting, regardless of the phone used, can interfere with employee productivity and be distracting to others. Employees are therefore asked to make any personal calls on non-work time and to ensure that friends and


family members are aware of our policy. Flexibility will be provided in circumstances demanding immediate attention.

It is considered work time when a non-exempt employee utilizes a cell phone for work calls or checking work e-mail. As a result, employees who are not able to log into the time keeping system prior to engaging in work on (“Company Name”)’s behalf must submit their time worked via a separate form as soon as possible, but not later than prior to the end of the pay period of which the work was completed.

We will not be liable for the loss of personal cellular phones brought into the workplace.

Safety Issues for Cellular Phone Use

Safety must come before all other concerns. Cell phone use while driving should be kept to a minimum. Whenever possible, you should complete calls while your vehicle is parked and/or use the phone in a “hands free” mode via a headset or speaker or earpiece. You are prohibited from texting or making use of electronic mail functions while your vehicle is in motion. This prohibition includes the time waiting for a traffic signal to change. You must follow state and local laws regarding cell phone use.

Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will result in discipline up to and including termination.

Smoking in the Workplace

In keeping with (“Company Name”)’s intent to provide a safe and healthful work environment, smoking in the workplace, including our vehicles, is prohibited. Smoking, including the use of e-cigarettes, on our premises is only permitted in designated outdoor areas at a distance of at least twenty-five (25) feet from anywhere employees may have cause to enter during the normal course of employment. In situations where the preferences of smokers and non-smokers are in direct conflict, the preferences of non-smokers will prevail.

Solicitation and Distribution


(“Company Name”) recognizes its responsibility to ensure that working time is for work and protect employees from any disruption from their work day. Accordingly, persons not employed by (“Company Name”) may not solicit or distribute literature in the workplace at any time for any purpose. (“Company Name”) recognizes that employees may have interests in events and organizations outside the workplace. However, employees may not solicit or distribute literature concerning these activities during working time and/or in working areas. Working time does not include rest or meal periods, or any other time when employees are not on duty. Working areas do not include break rooms or parking lots.

Gratuities and Gifts

You shall not seek or accept for themselves or others any gifts, favors, entertainment, payments without a legitimate business purpose nor shall you seek or accept personal loans (other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with or are competitors of (“Company Name”). In the application of this policy; you may accept for yourself and members of your family common courtesies usually associated with customary business practices. However, a strict standard is expected with respect to gifts, services, discounts, entertainment, or considerations of any kind from suppliers. You shall make prompt and full disclosure in writing to your supervisor of any potential situation which may involve a conflict of interest in these situations.

Any violation of this policy may subject you to disciplinary action up to and including termination. Any (“Company Name”) employee having knowledge of any violation of the policy shall promptly report such violation to the appropriate level of management. When questions arise concerning any aspect of this policy, contact the Human Resources Department.

Technology Acceptable Use Policy

(“Company Name”) allows employees to use its computers, personal digital assistant devices (such as smartphones, tablets, and other data-enabled devices), and to have access to our data network, e-mail, the Internet, and telephone/voice mail/call log systems (collectively referred to as “Electronic Communications Systems”) for the purpose of engaging in “electronic communications” or the storage or access of “stored communications” as those terms have been defined by federal statutes and case law (collectively


referred to as “Electronic Communications”). (“Company Name”)’s policy is to limit the use of its Electronic Communications Systems solely to appropriate business use during working time. We are not responsible for material viewed or downloaded by employees from the Internet. Employees accessing the Internet do so at their own risk.

While occasional personal use of the Electronic Communications Systems is permitted if it does not interfere with timely work performance, the personal use must comply with all applicable of our policies (including, but not limited to its anti-harassment policies) and must occur outside of your working time. When you have finished with the personal use, you should consider removing any data created or stored on the Electronic Communications Systems. Personal use or storage will not receive priority over (“Company Name”)’s Electronic Communications Systems operational or maintenance requirements.

You may not use our Electronic Communications Systems to engage in communications that are in violation of (“Company Name”) policy, for example: (1) transmitting or posting defamatory/libelous (maliciously false), obscene, profane/explicit, threatening, or harassing (as defined by our harassment/discrimination policy) messages, including by text message or voice mail; (2) copying, using, or transmitting software or other information protected by copyright, trade secret, patent, or other laws without an appropriate license, license exception such as a fair use, or authorization; (3) accessing another employee’s e-mail or voice mail without authorization; (4) downloading obscene or explicit material from the Internet; (5) soliciting prohibited by our solicitation policy; and (6) because such actions may violate federal and state laws like the CAN-SPAM Act, sending spam, unsolicited commercial e-mail (UCE), or other “junk” e-mail. Because Electronic Communications are sometimes misdirected, forwarded, or accessed by persons other than the intended recipient, you are reminded that any business-related Electronic Communications should demonstrate the same level of care, judgment and responsibility as letters or internal memoranda written on Company letterhead. You should assume that your colleagues, our customers, and others may read anything you post online, even if you believe that you have posted it “privately.” If you are uncertain, you should consider resolving all doubts in favor of not transferring the information and contacting the appropriate supervisor for guidance. Note that nothing in this policy, or in (“Company Name”)’s other policies, that may apply to online conduct prohibits employees from engaging in non-


business Electronic Communications with friends or co-workers, even if the communication is about (“Company Name”) or employees’ terms and conditions of employment with us.

If you suspect or discover misuse of the Electronic Communications Systems, you should immediately contact your supervisor, the appropriate IT manager, or the Human Resources Department.

Social Media: (“Company Name”) views social media positively and respects the right of employees to use social media as a medium of self-expression. In general, what employees do on their own time is their affair. However, activities outside of work that may adversely affect your job performance, the performance of others, our customers, our business partners, or our interests are the proper focus of (“Company Name”) policy. For the most part, our employees have no need to use social media to perform their job duties. In certain cases, (“Company Name”) may decide that such use is in our interests, and may authorize particular employees to use specific social media tools within guidelines that we establish. Business use of social media is prohibited absent such express authorization. This includes, for example, social media posts intended to promote (“Company Name”), its products, or its services.

Company Property: User names, accounts, passwords, etc. that you use in the course of performing work for us and any communications or information contained in or transmitted via such an account are the sole property of (“Company Name”) to the full extent permitted by any applicable state law, or user or license agreements. This includes, without limitation, “followers,” “contacts” or “friends” associated with any account used for (“Company Name”) business. Social media tools not provided by us should not be used for conducting (“Company Name”) business, including official business communications with fellow employees.

Speak in Your Own Voice. When (“Company Name”) wishes to communicate publicly, it has established means to do so. Only those officially designated by (“Company Name”) have the authorization to speak on our behalf, whether in social media or elsewhere. When communicating through social media, you must make clear that you are not speaking on behalf of (“Company Name”) unless you have been authorized to do so. You must consider whether any personal thoughts you publish may be misunderstood as expressing our positions. You may provide links from


your social media site or content to (“Company Name”)’s website. However, without our prior written authorization, you may not use (“Company Name”)’s logo or reproduce any (“Company Name”) material in any social media for commercial purposes or to engage in or depict any conduct that is unlawful or that violates our policies.

Be Respectful. Our employees and customers reflect a diverse set of customs, values and points of view. While we hope that our workplace is a friendly one, employees may wish to maintain professional boundaries and refrain from some or all interaction with co-workers outside of work, whether through social media or otherwise. You should respect these boundaries. Note that repeated, unwelcome requests to “friend” another employee may violate (“Company Name”)’s harassment policy.

Report Violations of Company Policy. Violations of our policies that occur through social media must be reported to your supervisor in the same manner as if the activities had occurred offline. In particular, if you become aware of communications by or between (“Company Name”) employees that violate our policies on discrimination, harassment or retaliation, you must report this conduct to us immediately as specified in the applicable policy.

Violations of this Technology Use Policy may result in disciplinary action, up to and including discharge. In appropriate circumstances, we will make a referral for prosecution for possible violations of any criminal laws.


State Specific Appendices

To the extent that the appendices below differ from the provisions of the employee handbook, the terms of the state-specific appendix shall apply.

ILLINOIS

Accrued but unused paid time off at separation

Any accrued, unused paid time off will be paid at separation in accordance with Illinois law.

Biometric Information Privacy Act Notice and Consent

The Illinois Biometric Information Privacy Act regulates the collection, storage, use, and retention of “biometric identifiers” and “biometric information” as defined by the Act. Our Illinois locations’ time and attendance systems use biometric time clocks. Biometric time clocks are computer-based systems that scan your finger or hand for purposes of identification. The time clock’s computer system extracts unique data points and creates a unique mathematical representation (not the finger or hand print itself) used to verify your identity, for example, when you arrive at or depart from work. We collect, retain, and use biometric data for the purpose of identifying you and recording time entries when you use clock in or out at work. (“Company Name”) and our vendors retain this biometric data until your employment with us ends or you otherwise discontinue using a biometric time clock.

By accepting employment with us and using the biometric time clocks, you voluntarily give consent to (“Company Name”) and to our time and attendance system vendors for the collection, storage, and use of biometric data through the biometric time clocks. You are free to decline to provide biometric identifiers and biometric information to us (and our time and attendance software vendors) or to otherwise revoke your consent anytime in writing by contacting Human Resources without any adverse employment action.

Child Bereavement Act


The Illinois Child Bereavement Act provides up to 10 working days of unpaid leave and certain other benefits to eligible employees in the event of the death of their child (as defined by the Act). (“Company Name”)’s policy is to comply fully with the Act.

Employee Blood Donation Act

The Employee Blood Donation Leave Act, applies to unit of local government, board of elections, or any private employer in Illinois with 51 or more employees.

The act applies to participating employees who are full-time employees, employed for at least six months, and who donates blood.

Upon request, a participating employee subject to the act may be entitled to blood donation leave with pay. After obtaining approval from the employer, an employee may use up to one hour to donate blood in accordance with appropriate medical standards established by any of the following:

American Red Cross

America’s Blood Centers

American Association of Blood Banks

Other nationally recognized standards.

Family Military Leave

Under the Illinois Family Military Leave Act, eligible employees who are the children, grandchildren, spouses or parents of a person called to state or federal military service lasting longer than 30 days are eligible for leave up to 30 days. An employee is eligible if he or she has worked at least 12 months and at least 1,250 hours in the 12 months immediately preceding the requested leave. Furthermore, an employee must first exhaust all of his or her accrued paid time off (except sick and/or disability leave) before he or she is eligible for family military leave under the Act. This leave is in addition to the family military leave available under the federal FMLA.

Meal breaks

Employees working 7 ½ hours per day must be provided with at least a 30-minute meal break, which must begin no later than five hours after the start of the work period.


Parental Leave for School Parents

According to the Illinois’ School Visitation Rights Act, an employee may take school visitation leave only if the employee has exhausted all accrued paid time off, personal, compensatory, and other leave, except sick and disability leave. An employer must grant an employee up to eight hours – no more than four hours in one day – during a school year to attend school conferences or classroom activities related to the employee’s child that the employee cannot schedule during nonworking hours.

An employee who utilizes, or seeks to utilize, such school visitation leave may choose to – but is not required to – make up the time off by working on a different day or shift as the employer directs, and the employee must be paid the same rate as for normal working time. An employee who does not make up time off will not be compensated for the leave. Employers must make good faith efforts to permit employees to make up the time employees take for school visitation leave. If no reasonable opportunity exists for an employee to make up time, the employee will not be paid for the leave. A reasonable opportunity to make up the time taken does not include the scheduling of make-up time in a manner that would require the payment of wages on an overtime basis.

Possession of Firearms and Ammunition by Concealed Carry Licensees

To the extent permitted by the Illinois Firearm Concealed Carry Act, Illinois concealed carry licensees are permitted to carry a concealed firearm on or about their person within a vehicle on Company property and to store a firearm or ammunition on Company property if it is concealed in a case within a locked vehicle and out of plain view. A licensee also may carry a firearm on Company property in the immediate area surrounding his or her vehicle for the limited purpose of storing or retrieving a firearm from within the vehicle’s trunk, provided the firearm is unloaded.

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

The Illinois Victims’ Economic Security and Safety Act, (“VESSA”), provides unpaid leave and certain other benefits to eligible employees who are, or whose family or household members are, victims of domestic or sexual violence. It is the policy of (“Company Name”) to comply fully with VESSA.

Leave Entitlement


(“Company Name”) permits employees who are, or whose family or household members are, victims of domestic or sexual violence (as defined below) to take up to 12 work weeks of unpaid leave during a rolling 12-month period, measured backward from the date on which any leave is taken. Employees may elect to use accrued, unused sick or PTO concurrently with VESSA leave to receive pay for the leave period. Available leave is determined by subtracting the number of weeks of VESSA leave taken during the 12-month “look back” period from the 12-week total allowed. VESSA leave will be counted against an employee’s available leave under the FMLA if the reason for the VESSA leave would also entitle the employee to take FMLA leave, and vice versa.

Requesting Leave

Employees who wish to take VESSA leave must notify their supervisor and Human Resources of their intent to take leave at least 48 hours before the start of the leave, unless such notice is not practicable. Reasonable accommodations will be made in terms of any notice required. Employees must contact Human Resources to obtain the proper paperwork and forms for requesting leave. Employees may be required to provide certification that VESSA leave is being taken for one of the purposes listed above, and that the employee or employee’s family or household member is a victim of domestic or sexual violence. Such documentation may include a sworn statement from the employee, documentation from a victim services organization, attorney, member of the clergy, or medical or other professional from whom the employee or the employee’s family or household member has sought assistance; a police or court record, or other corroborating documentation. If employees do not provide this information, VESSA leave may not be granted and/or maintained and their absence may be considered unexcused.

Reporting During Leave and Return from Leave

During VESSA leave, employees will be required to maintain contact with (“Company Name”) to verify their status and their intent to return to work. The employee is responsible for timely requesting any desired extension of a previously-approved VESSA leave. Extension of a leave should be requested, if practicable, at least forty-eight hours before the expiration of the initial leave.


An employee who timely returns from VESSA leave will generally be reinstated to the same position that the employee would have held had the employee not taken leave, or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment. An employee’s use of VESSA leave will not result in the loss of any employment benefit that the employee earned or was entitled to before using VESSA leave.

However, an employee has no greater right to reinstatement or to other benefits and conditions of employment than if (“Company Name”) had continuously employed the employee during the VESSA period. Therefore, an employee who would have been terminated, laid off or reassigned had he or she been on active status may not be reinstated.

Reasonable Accommodation

(“Company Name”) will provide reasonable accommodations to otherwise qualified employees who have known limitations resulting from circumstances relating to being a victim of domestic or sexual violence, as defined below, unless doing so would impose an undue hardship upon the operations of (“Company Name”). Employees who require a reasonable accommodation under this policy should notify (“Company Name”) and must cooperate with (“Company Name”)’s efforts to determine whether an accommodation is necessary, and, if so, to identify an appropriate accommodation.

Confidentiality

(“Company Name”) will comply with VESSA’s requirements regarding the confidentiality of information relating to an employee’s request for leave or accommodation under this policy.

Prohibited Conduct

(“Company Name”) will not tolerate discrimination or harassment against any employee because of such employee’s actual or perceived status as a victim of domestic or sexual violence, or family or household member of a victim of domestic or sexual violence. Employees who feel that they have been subjected to discrimination or harassment in violation of this policy must immediately report such discrimination or harassment.

Additionally, (“Company Name”) will neither retaliate nor tolerate any form of retaliation against any employee for making a good-faith request for


leave or accommodation under this policy or exercising any right under VESSA. If any employee believes that he or she has been retaliated against for exercising his or her rights under this policy or the FMLA, the employee must report such conduct. Because false accusations may have serious impact upon the person accused, an employee who makes a complaint that he or she knows to be false will be subject to disciplinary action, up to and including termination of employment.

Management’s Responsibilities

Managers who are notified that an employee requires leave or a reasonable accommodation for the reasons specified by VESSA must notify Human Resources. Managers must cooperate with Human Resources with respect to the administration of this policy.

Voting

Any person entitled to vote at a general or special election or at any election at which propositions are submitted to a popular vote in this State, shall, on the day of such election, be entitled to absent himself/herself from any services or employment in which he is then engaged or employed, for a period of two hours between the time of opening and closing the polls; and such voter shall not because of so absenting himself/herself be liable to any penalty; Provided, however, that application for such leave of absence shall be made prior to the day of election. The employer may specify the hours during which said employee may absent himself as aforesaid. No person or corporation shall refuse to an employee the privilege hereby conferred, nor shall subject an employee to a penalty because of the exercise of such privilege, nor shall directly or indirectly violate the provisions of this section.


PENNSYLVANIA


Any accrued, unused paid time off will be forfeited at separation and will not be paid out.


WISCONSIN


Any accrued, unused paid time off will be forfeited at separation and will not be paid out.

Wisconsin Family and Medical Leave Act

If you are employed at one of our Wisconsin locations, you may be eligible for leave under the Wisconsin Family and Medical Leave Act (“WFMLA”). Leave under the WFMLA will run concurrently with any other applicable leave, including FMLA leave. Thus, to the full extent permitted by law, if an employee is eligible for leave under both the FMLA and the WFMLA, any leave used will be counted against the employee’s entitlement under both the FMLA and the WFMLA. The definitions of certain terms under the WFMLA may differ from those applicable under the FMLA. In the event of any conflict, (“Company Name”) will apply the definitions that are most favorable to you.

To be a “covered employee” under the WFMLA, you must have worked for us for at least 52 consecutive weeks, and at least 1,000 hours in the preceding 52-week period.

For more information regarding Wisconsin state leave and how it compares to federal FMLA, please visit the following link:

https://dwd.wisconsin.gov/er/family_and_medical_leave/publication_erd_9680_p.htm

Voting

Any person entitled to vote at an election is entitled to be absent from work while the polls are open for a period not to exceed three successive hours to vote. The elector shall notify the affected employer before Election Day of the intended absence. The employer may designate the time of day for the absence.




Employee Handbook Acknowledgement Receipt

I have access to a copy of the (“Company Name”) employee handbook. I understand I am to read and become familiar with the contents of the handbook and my particular state appendix as it outlines (“Company Name”)’s benefits, policies and my responsibilities.

Further, I understand and agree to the following:

This handbook represents only a brief summary of some of the more important benefits, policies, practices, and procedures, including our confidentiality policy, FMLA policy, harassment policy, technology acceptable use policy, and state appendixes. I have read, understand, and agree to abide by (“Company Name”)’s Confidentiality Policy. This handbook is not all inclusive. Additionally, the contents of this handbook do not constitute an express or implied contract or agreement of employment.

Absent an enforceable, written agreement signed by (“Company Name”)’s CEO or COO to the contrary, I am employed at-will, which means that I have the right to end my employment relationship with (“Company Name”), with or without advance notice or cause, and (“Company Name”) has an identical right. (“Company Name”) may also at any time in its discretion change or eliminate any policies or benefits.

_______________________________________________________________________

Employee Name (Please Print)

_______________________________________________________________________

Employee Signature Date


_______________________________________________________________________

Witness Date


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