Employee Handbook

November 2019
 Table of Contents

Section 1 -  Introduction
Welcome Statement - Included with Comprehensive Handbook
Equal Employment Opportunity
Employment At Will
Open Door Policy

Section 2 - Employment Policies

Employee Categories
Performance Reviews - Included with Comprehensive Handbook
Introductory Period - Included with Comprehensive Handbook
Progressive Discipline Policy

Section 3 - Time Away From Work and Other Benefits

Benefits Overview
Holidays
Vacation Benefits
Sick Days
Insurance Benefits
Jury Duty - Included with Comprehensive Handbook
Voting Leave - Included with Comprehensive Handbook
Military Leave - Included with Comprehensive Handbook
Family Medical Leave Act Leave - Included with Comprehensive Handbook
Workers' Compensation

Section 4 - On the Job Practices and Policies

Employment Records - Included with Comprehensive Handbook
Pay Day
Overtime - Included with Comprehensive Handbook
Timekeeping - Included with Comprehensive Handbook
Working Schedule
Lactation Breaks
Direct Deposit
Company Vehicles

Section 5 - Standards of Conduct

Non-Harassment Policy / Non-Discrimination Policy
Sexual Harassment
Responsibilities
Workplace Violence
Employee Conduct and Work Rules - Included with Comprehensive Handbook
Use of Communication and Computer Systems - Included with Comprehensive
Handbook
Punctuality and Attendance
Personal and Company Owned Communication Devices
Personal Visitors and Telephone Calls
Inspections
Smoking
Confidential Company Information - Included with Comprehensive Handbook
No Solicitation / No Distribution
Conflict of Interest and Business Ethics
Equipment and Property Including Intellectual Property
Health and Safety - Included with Comprehensive Handbook
Hiring Relatives
Employee Relationships
Business Expense Reimbursement
References

Social Media Policy

Section 6 - Acknowledgements
General Handbook Acknowledgment - Included with Comprehensive Handbook
Receipt of Non Harassment Policy - Included with Comprehensive Handbook
Receipt of Sexual Harassment Policy - Included with Comprehensive Handbook
Section 1 -  Introduction

Welcome Statement

Included with Comprehensive Handbook

Equal Employment Opportunity

is an equal opportunity employer and does not unlawfully discriminate against

employees or applicants for employment on the basis of an individual’s race,
creed, gender, sex, color, religion, national origin, age, disability, marital status,
veteran status or any other status protected by applicable law. This policy applies
to all terms, conditions and privileges of employment, including recruitment,
hiring, placement, compensation, promotion, discipline and termination.

is committed to complying with all applicable provisions of the Americans with

Disabilities Act (ADA). It is our policy not to discriminate against any qualified
employee or applicant with regard to any terms or conditions of employment
because of such individual's disability. Consistent with this policy of non-
discrimination, the Company will provide reasonable accommodations to a
qualified individual with a disability, as defined in the ADA, who has made the
Company aware of his or her disability, provided such accommodation does not
constitute an undue hardship to the Company.

Any employee or job applicant who has questions regarding this policy or
believes that he or she has been discriminated against should notify their
manager or the Human Resources Manager.

Employment At Will

Employment with may be terminated for any reason, with or without cause or
notice, at any time, by you or the Company. Nothing in this Employee Handbook
or in any oral or written statement shall limit the right to terminate employment at
will. Only the President of the Company shall have any authority to enter into an
employment agreement with any employee providing for employment other than
at-will and any such agreement must be in writing.
This policy of at-will employment is the sole and entire agreement between you
and as to the duration of employment and the circumstances under which your
employment may be terminated.

With the exception of employment at will, terms and conditions of employment

with may be modified at the sole discretion of the Company, with or without
cause or notice, at any time. No implied contract concerning any employment-
related decision or term or condition of employment can be established by any
other statement, conduct, policy, or practice.

This handbook states only general company guidelines. may, at any time, in its
sole discretion, modify or vary from anything stated in this handbook, with or
without notice, except for the rights of the parties to terminate employment at will.

This handbook supersedes and replaces any and all personnel policies and
manuals previously distributed or made available to employees.

Open Door Policy

The company has an open door policy and takes employee concerns and
problems seriously. The company values each employee and strives to provide a
positive work experience. Every employee is encouraged to speak with his or her
immediate supervisor at any time with questions or problems relating to the job
while employed.  If you are unable to satisfactorily resolve your question or
problem with your supervisor, you can request a meeting with a manager or with
the Human Resources Manager.

Section 2 - Employment Policies

Employee Categories

All employees are designated as either nonexempt or exempt under state and
federal wage and hour laws. The following is intended to help employees
understand employment classifications and employees’ employment status and
benefit eligibility. These classifications do not guarantee employment for any
specified period of time. The right to terminate the employment-at-will
relationship at any time is retained by both the employee and .

Each employee is designated as either NON-EXEMPT or EXEMPT from federal

and state wage and hour laws. NON-EXEMPT employees are entitled to
overtime pay under the specific provisions of federal and state laws. EXEMPT
employees are excluded from specific provisions of federal and state wage and
hour laws. An employee’s EXEMPT or NON-EXEMPT classification may be
changed only upon written notification by management based on the Fair Labor
Standards Act guidelines only.

In addition to the above categories, each employee will belong to one of the
following employment categories:

Regular Full-Time: These are employees who are not in a temporary or

probationary status and who are regularly scheduled to work the organization's
full-time schedule (30 hours or more per week).

Regular Part-Time: A part-time employee is an individual who is hired for an

indefinite period, but who works less than a normal workweek. Employees, who
work irregular hours, regularly scheduled hours every workday or full work days
but less than 5 days per week. A common definition of part-time employment is
scheduled work of 30 hours or less per week.
Short Term Employee: A “short term employee” shall mean an individual whose
employment is limited in duration and is hired for a specific short term project, or
on a short-term freelance, per diem or temporary basis.  Short-term employees
are not eligible for Company benefits.

Introductory Period

During the first 30 days of employment, both the new employee and the
Company have the opportunity to decide on the continuation of their employment
relationship. This is an opportunity for the Company to evaluate your
performance. It also is an opportunity for you to decide whether you are happy
being employed by the Company. The Company may extend the probationary
period if it desires. If, at the end of the introductory period, the relationship with
the Company is satisfactory to the new employee and the supervisor, the
employment relationship will continue.

Performance Reviews

Included with Comprehensive Handbook

Progressive Discipline Policy

The Company enforces a policy of progressive discipline in which it attempts to
provide employees with notice of deficiencies and an opportunity to improve.
Disciplinary action is any one of a number of options used to correct
unacceptable behavior or actions. Discipline may take the form of oral warnings,
written warnings, probation, suspension, demotion, discharge, removal or some
other disciplinary action, in no particular order. The course of action will be
determined by the company at its sole discretion as it deems appropriate. The
discipline imposed under this policy will be determined based on the severity of
the violation. The following progressive disciplinary steps may be utilized for
breach of policy or violation of rule(s): First offense: Verbal counseling/warning
Second offense: Written warning Third offense: Suspension (length to be
determined by supervisor/manager) Fourth offense: Termination Note that each
offense need not be for violation of the same policy or procedure. First time
violations of different policies or procedures may count as second, third or fourth
offenses. All violations will be filed in the employee’s personnel file. The
employee may ask for a copy of the warning at any time. Employees, although
they may not necessarily agree with the disciplinary action, are expected to sign
the form acknowledging that disciplinary action has been taken against them and
add any comments they deem necessary. While the Company provides this
policy as a guide for the administration and enforcement of its policies and
procedures, the severity and circumstances surrounding a particular violation
may warrant imposition of a more serious form of discipline, even in situations
where the violation is a first offense. Accordingly, the Company reserves the right
to accelerate disciplinary measures to deal with the severity of the infraction.
Furthermore, there are some situations which the Company believes are so
detrimental to the integrity of its operations and personnel that immediate
termination may be required (see Standards of Conduct).

Section 3 - Time Away From Work and Other Benefits

Benefits Overview
This handbook contains descriptions of some of our current employee benefits.
Many of the Company’s benefit plans are described in more formal plan
documents available from the Human Resources Manager. In the event of any
inconsistencies between this handbook or any other oral or written description of
benefits and a formal plan document, the formal plan document will govern.

The information presented here is intended to serve only as an overview.  The

details of specific benefit plans are available from the Human Resources
Manager. Although plans to maintain these employee benefits, it reserves the
right to modify, amend or terminate these benefits at any time and for any
reason.

Holidays

The company observes the following holidays: New Year's Day, Memorial Day,
Easter, Independence Day (4th of July), Labor Day, Thanksgiving Day, Christmas
Day Holidays are observed on a paid basis for all eligible employees. Full time
employees are eligible for paid holiday benefits.

Vacation Benefits

The company provides, as a benefit, paid vacations for its eligible employees.
Forward requests for time off in advance to a supervisor, who may approve or
deny the request based on company resources. The company is flexible in
approving time off when doing so would not interfere with company operations.
Vacation days are granted only on a full day or half-day basis. A regular
employee is eligible to receive paid time off after 1 months of full-time service.
Accrued time off may be taken after 1 months. Employees must earn and accrue
vacation benefits before they may be used. Employees should consult the
Human Resources Manager regarding the amount of vacation leave they accrue
each pay period. Any remaining accrued time off may be accumulated or carried
forward into the next year.

Sick Leave

Situations may arise where an employee needs to take time off to address
medical or other health concerns. The company requests that employees provide
notification to their supervisor as soon as practicable when taking time off. Sick
days are granted on a paid basis to regular employees. Employees may use up
to 3 paid sick days each year. Sick days may not be carried over into the next
year.

Insurance Benefits

The company makes group health benefits available to eligible full time
employees and their family members. Upon becoming eligible to participate in
these plans, you will receive additional information about plan benefits and
enrollment. If you have questions about our insurance programs, please contact
the Human Resources Manager. COBRA Continuation of Health Benefits:
Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), a
qualified employee who terminates employment (for reasons other than gross
misconduct on the employee's part) or who loses health and dental coverage due
to a reduction in work hours may temporarily continue group health and dental
coverage for him/herself, his/her spouse, and any covered dependent children at
the full premium rate plus administrative fees. That eligibility normally extends for
a period of eighteen (18) months from the qualifying date. For more information
regarding COBRA health insurance benefits, see the Human Resources
Manager.
Jury Duty

Included with Comprehensive Handbook

Voting Leave

Included with Comprehensive Handbook

Military Leave

Included with Comprehensive Handbook

Family Medical Leave Act Leave

Included with Comprehensive Handbook

Workers' Compensation

As required by law, the company provides workers' compensation benefits for the
protection of employees with work-related injuries or illnesses. Workers'
compensation insurance provides coverage to employees who receive job-
related injuries or illnesses. If an employee is injured or becomes ill as a result of
his/her job, it is the employee's responsibility to immediately notify a supervisor of
their injury in order to receive benefits. Report every injury or illness to a
supervisor, regardless of severity. Additional information regarding workers'
compensation is available from the Human Resources Manager.

Section 4 - On the Job Practices and Policies

Employment Records

Included with Comprehensive Handbook

Pay Day

All employees of the Company are paid weekly.  The employer takes all
reasonable steps to assure that employees receive the correct amount of pay in
each paycheck and that employees are paid promptly on the scheduled payday.

By law, the Company is required to make deductions for Social Security, federal
income tax and any other appropriate taxes. These required deductions also may
include any court-ordered garnishments. Your payroll stub will also differentiate
between regular pay received and overtime pay received. If you believe there is
an error in your pay, bring the matter to the attention of the Payroll Manager
immediately so the Company can resolve the issue as quickly as possible.

Overtime

Included with Comprehensive Handbook

Timekeeping

Included with Comprehensive Handbook

Working Schedule

It is the employee’s responsibility to accurately report time worked and to

conform to work schedules and overtime policies in effect at the time. Work
performed outside of authorized work hours may lead to disciplinary action
unless approved by a supervisor in writing.

Employees will be provided meal and rest periods as required by law. Your
Supervisor will provide further details.

Lactation Breaks

For up to one year after a child’s birth, any employee who is breastfeeding her
child will be provided reasonable break time for an employee to express breast
milk.  If possible, the break time must run concurrently with rest and meal periods
already provided to the employee. If the break time cannot run concurrently with
rest and meal periods already provided to the employee, the break time will be
unpaid, subject to applicable law.

will provide a place, other than a bathroom, that is shielded from view and free
from intrusion from coworkers and the public for the employee’s use.  The
Company may not be able to provide additional break time if doing so would
seriously disrupt the Company's operations, subject to applicable law.

Please advise the Human Resources Manager if you need break time and an
area for this purpose.

Direct Deposit

encourages employees to have their pay directly deposited into their bank
accounts via direct deposit. Employees will receive an itemized statement of
wages when makes direct deposits.
Company Vehicles
Operation of Vehicles All employees authorized to drive Company-owned or
leased vehicles or personal vehicles in conducting Company business must
possess a current, valid driver's license and an acceptable driving record. Any
change in license status or driving record must be reported to management
immediately. A valid driver's license must be in your possession while operating a
vehicle off or on Firm property. It is the responsibility of every employee to drive
safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers
must demonstrate safe driving habits at all times. Firm-owned or leased vehicles
may be used only as authorized by management. Employees who drive on
Company business must abide by all state or local laws prohibiting or limiting
portable communication device (PCD) use, including cell phones and tablets,
while driving. Further, even if use is permitted, employees may choose to refrain
from using any PCD while driving.

Section 5 - Standards of Conduct

Non-Harassment Policy / Non-Discrimination Policy

Included with Comprehensive Handbook

Sexual Harassment

“Sexual Harassment” is defined as unwelcome sexual advances, requests for

sexual favors and other verbal or physical conduct of a sexual nature when (a)
submission to or rejection of such advances, requests or conduct is made
explicitly or implicitly a term or condition of employment or as a basis for
employment decisions; (b) such advances, requests or conduct have the purpose
or effect of unreasonably interfering with an individual’s work performance by
creating an intimidating, hostile, humiliating, or sexually offensive work
environment. Examples of sexual harassment can include but are not limited to:
asking for sexual favors in exchange for work benefits; the posting of sexually
graphic materials; jokes; stories; comments or innuendoes of a sexual nature;
making sexual gestures or expressions; unwanted touching of a person’s clothing
or hair; whistling or “cat calls”; staring at someone; or blocking or impeding a
person’s path. It is the responsibility of the employee who is subjected to
harassment or who witnesses a case of unlawful harassment to report such
incident directly to their Supervisor or, if that is not appropriate, to the the Human
Resources Manager.  

Reporting:
Any company employee who feels that he or she has been harassed or
discriminated against, or has witnessed or become aware of discrimination or
harassment in violation of these policies, should bring the matter to the
immediate attention of his or her supervisor or the Human Resources Manager.
The company will promptly investigate all allegations of discrimination and
harassment, and take action as appropriate based on the outcome of the
investigation. An investigation and its results will be treated as confidential to the
extent feasible, and the Company will take appropriate action based on the
outcome of the investigation.

There will be no reprisal or retaliation against anyone who reports such an

incident as it is unlawful to retaliate against anyone for filing a complaint or for
cooperating in an investigation of a harassment complaint. However, no
disciplinary action will be taken without a thorough investigation of the facts
which shall include gathering statements from all parties and witnesses involved.

Responsibilities

Employees, contractors, and temporary workers are responsible for complying

with this policy by reporting all instances of alleged harassment and cooperating
in any investigation of the alleged harassment.

Supervisors and managers are responsible for implementing this policy in their
departments, keeping the workplace free from any form of harassment, ensuring
that all associates, contractors and temporary workers understand this policy,
taking complaints about harassment seriously and notifying Human Resources
immediately about any complaints of sexual or other forms of harassment.

Workplace Violence

It is ’s policy that any threats, threatening language or any other acts of

aggression or violence made toward or by any Company employee will not be
tollerated. Violations of this policy may lead to disciplinary action, up to and
including immediate termination of employment.

Employees have a duty to warn their supervisors, security personnel, or human

resources representatives of any suspicious behavior, situations or incidents that
they observe or that they are aware of that involve other employees, former
employees, customers, suppliers, visitors or other parties. These situations
include, for example, threats or acts of violence, aggressive behavior, offensive
acts, threatening or offensive comments or remarks, or similar behavior.
Employee reports made pursuant to this policy will be held in confidence to the
maximum possible extent. The company will not permit any form of retaliation
against any employee for filing a report under this policy.

will promptly and thoroughly investigate all reports of threats of violence or

incidents of actual violence and of suspicious individuals or activities. The identity
of the individual making a report will be protected as much as possible. In order
to maintain workplace safety and the integrity of its investigation, the Company
may suspend employees suspected of workplace violence or threats of violence,
either with or without pay, pending investigation.

Anyone found to be responsible for threats of or actual violence or other conduct

that is in violation of these guidelines will be subject to prompt disciplinary action
up to and including termination of employment.

Employee Conduct and Work Rules

Included with Comprehensive Handbook

Use of Communication and Computer Systems

Included with Comprehensive Handbook

Punctuality and Attendance

Scheduled hours may vary depending on work location and job responsibilities.
Supervisors will provide employees with their work schedule. Should an
employee have any questions regarding his/her work schedule, the employee
should contact the supervisor. The company does not tolerate absenteeism
without excuse. Employees who will be late to or absent from work should notify
a supervisor in advance, or as soon as practicable in the event of an emergency.
Employees who need to leave early, for illness or otherwise, should inform a
supervisor before departure. Unauthorized departures may result in disciplinary
action.
Employees are expected to arrive on time and ready for work. An employee who
arrives after their scheduled arrival time is considered tardy. The company
recognizes that situations arise which hinder punctuality; regardless, excessive
tardiness is prohibited, and may be subject to disciplinary action.

Failure to report to work and not calling to report the absence is a no call/no
show and is a serious matter. Any unreported absences are considered job
abandonment and will be considered a voluntary resignation of your employment.

We do recognize that there are times when absences and tardiness cannot be
avoided. In such cases, you are expected to notify your Supervisor as early as
possible, but no later than the start of your work day. Asking another employee,
friend or relative to give this notice is improper and constitutes grounds for
disciplinary action. Please call, stating the nature of your illness and its expected
duration, every day that you are absent.

The Company reserves the right to require reasonable proof of illness or

temporary disability. Excessive absences or tardiness will result in disciplinary
action up to and including termination.

Personal and Company Owned Communication Devices

The purpose of this policy is to define standards, procedures, and restrictions for
end users who have legitimate business uses for connecting a personally-owned
mobile device to the Company’s corporate network. This mobile device policy
applies, but is not limited, to all devices and accompanying media that fit the
following classifications:

• Smart phones
• Other mobile/cellular phones
• Tablet computers
• Portable media devices
• PDAs
• Portable gaming devices
• Laptop/notebook computers
• Any mobile device capable of storing corporate data and connecting to a
network

The policy applies to any hardware and related software that is not corporately
owned or supplied, but could be used to access corporate resources. That is,
devices that employees have purchased for personal use but also wish to use in
the business environment. The overriding goal of this policy is to protect the
integrity of the confidential client and business data that resides within The
Company’s technology infrastructure. This policy intends to prevent this data
from being deliberately or inadvertently stored insecurely on a mobile device or
carried over an insecure network where it could potentially be accessed by
unsanctioned resources. A breach of this type could result in loss of information,
damage to critical applications, loss of revenue, and damage to the Company’s
public image. Therefore, all users employing a mobile device connected to The
Company’s corporate network, and/or capable of backing up, storing, or
otherwise accessing corporate data of any type, must adhere to company-
defined processes for doing so. For approval and further information, contact
your supervisor.

Company-Provided Portable Communication Devices (PCDs), including cell

phones, tablets and computers, should be used primarily for business purposes.
Employees have no reasonable expectation of privacy in regard to the use of
such devices, and all use is subject to monitoring, to the maximum extent
permitted by applicable law. This includes as permitted the right to monitor
personal communications as necessary. Some employees may be authorized to
use their own PCD for business purposes. These employees should work with
the IT department to configure their PCD for business use. Communications sent
via a personal PCD also may subject to monitoring if sent through the Company's
networks and the PCD must be provided for inspection and review upon request.
When sending a text message or using a PCD for business purposes, whether it
is a Company-provided or personal device, employees must comply with
applicable Company guidelines, including policies on sexual harassment,
discrimination, conduct, confidentiality, equipment use and operation of vehicles.

Personal Visitors and Telephone Calls

Disruptions during working time can lead to errors and delays. Therefore, we ask
that personal telephone calls be kept to a minimum, and only be made or
received after working time, or during lunch or break time. For safety and security
reasons, employees are prohibited from having personal guests visit or
accompany them anywhere in our facilities other than the reception areas.
The company requests that employees not receive personal calls while on duty. If
urgent, please keep personal calls to a minimum and conversations brief.

Inspections

wishes to maintain a work environment that is free of illegal drugs, alcohol,

firearms, explosives, or other improper materials. To this end, prohibits the
control, possession, transfer, sale, or use of such materials on its premises and
may require employees while on Company or client property, to agree to the
inspection of their persons, personal possessions and property, personal vehicles
parked on Company or client property, and work areas including lockers,
vehicles, desks, cabinets, work stations, packages, handbags, briefcases and
other personal possessions or places of concealment, as well as personal email
sent to the Company or its clients. The cooperation of all employees is required
to successfully administer this policy. Desks, lockers, and other storage devices
may be provided for the conveniences of employees but remain the sole property
of the employer. Accordingly, any authorized agent or representative of the
employer can inspect them, as well as any articles found within them, at any
time, either with or without prior notice. Employees are expected to cooperate in
the conduct of any search or inspection.
Smoking

The Company is in compliance with the Clean Air Act and has made all our office
buildings designated non-smoking areas. Smoking will not be allowed within any
office buildings. To those who smoke, we respectfully request your understanding
and cooperation and ask that if you need to smoke please do so outside the
buildings. This includes “Vaping” or using e-cigarettes. Smoking is prohibited in
all company vehicles.

Confidential Company Information

Included with Comprehensive Handbook

No Solicitation / No Distribution

The Company is enthused to maintain a pleasant and cooperative relationship

with employees in all matters. However, no business relationship can operate
efficiently if there are frequent work interruptions. As such, employees may not
solicit for any cause, or distribute literature of any kind (for themselves or another
employee) for any purpose during working time.

Non-employees are not permitted to solicit employees or distribute materials for

any purpose on Company property at any time.

Conflict of Interest and Business Ethics

All active employees must notify the Company before they take outside
employment so that the Company will have reasonable notice to make a
determination as to whether it sees, at that time, any conflict of interest. An
employee may hold a job with another organization as long as he/she
satisfactorily performs his/her job responsibilities with the Company including
scheduling requirements and that the position is approved in advance.
Employees should consider the impact that outside employment may have on
their health and physical endurance and safety. All employees will be judged by
the same performance standards and will be subject to the employer's
scheduling demands, regardless of any existing outside work requirements. The
company retains the right to prohibit second jobs if it considers it to be a safety
exposure or if it interferes with current job responsibilities.

The purpose of this policy is to ensure that the Company's reputation is not
compromised. The fundamental principle guiding this policy is that no employee
should have, or appear to have, personal interests or relationships that actually
or potentially conflict with the best interests of the Company.
Employees have an obligation to conduct business within guidelines that prohibit
actual or potential conflicts of interest. Employees can seek further clarification
on issues related to the subject of acceptable standards of operation. Situations
that would constitute a conflict in most cases include but are not limited to:
• Transactions with outside firms not conducted within a
framework established or controlled by the executive level of the
organization.
• Bribes, bonuses, fringe benefits, unusual price breaks or
excess volumes designed to benefit another company, an employee,
relative or acquaintance.
• Holding an interest in, or being employed by, any company
that competes with .

No "presumption of guilt" is created by the mere existence of a relationship with

outside personnel. However, if an employee has any influence on transactions
involving purchases, contracts, or leases, it is imperative that he/she disclose to
an officer of the organization as soon as possible the existence of any actual or
potential conflict of interest so that safeguards can be established to protect all
parties.

A conflict of interest would also exist when a member of an employee's

immediate family is involved in situations such as those above. This policy is not
intended to prohibit the acceptance of modest courtesies, openly given and
accepted as part of the usual business amenities, for example, occasional
business-related meals or promotional items of nominal or minor value. It is your
responsibility to report any actual or potential conflict that may exist between you
(and your immediate family) and the Company.

Equipment and Property Including Intellectual Property

Employees are prohibited from any unauthorized use of the Company's

intellectual property, such as audio and video tapes, print materials and software.

Equipment essential in accomplishing job duties is often expensive and difficult to

replace. Improper or unsafe use of equipment can result in discipline, up to and
including discharge. Employees are expected to follow safety standards and
guidelines and to follow all operating instructions. Employees must notify a
Supervisor if equipment, machines or company property appears to be damaged
or in need of repair.

Further, the Company is not responsible for any damage to employees' personal
belongings unless the employee's Supervisor provided advance approval for the
employee to bring the personal property to work.
Health and Safety

Included with Comprehensive Handbook

Hiring Relatives

It is well accepted that employment of relatives and personal friends in the same
area of an organization can cause serious conflicts and problems. In these
circumstances, all parties, including supervisors, leave themselves open to
charges of inequitable consideration in decisions.

’s policy is that relatives or friends or individuals who live with but are not legally
related to persons currently employed by the Company may be hired ONLY if
they will not be working directly for or supervising a relative or personal friend or
will not be working directly above the relative's immediate superior or directly for
the relative's immediate subordinate. If already employed, they cannot be
transferred into such a reporting relationship. If the relative relationship is
established after employment, the individuals concerned will decide who is to be
transferred if there is a position opening that the individual is qualified to satisfy. If
that decision is not made within 30 days, management will decide. This policy
takes effect as of the date this manual was originally distributed. Anyone
currently working in a position contrary to this policy will be grandfathered in.

Employee Relationships

A familial relationship among employees can create an actual or at least a

potential conflict of interest in the employment setting, especially where one
relative supervises another relative. To avoid this problem, may refuse to hire or
place a relative in a position where the potential for favoritism or conflict exists. In
other cases, the parties may be separated by reassignment or terminated from
employment, at the discretion of the Company. Accordingly, all parties to any type
of intimate personal relationship must inform management.

Business Expense Reimbursement

Employees may be reimbursed for reasonable approved expenses incurred in

the course of business. These expenses must be approved by your Supervisor,
and may include air travel, hotels, motels, meals, cab fare, rental vehicles, or gas
and car mileage for personal vehicles. Contact your Supervisor in advance if you
have any questions about whether an expense will be reimbursed.

References
will respond to reference requests through Human Resources.

Social Media Policy

Use of Social Media Information published on any social networking site should
not reveal any information designated by the company as confidential and must
not disclose any trade secret, such as client information or marketing efforts. This
also applies to comments posted on other blogs, forums, and social networking
sites.The Company respects the right of any employee to maintain a blog, web
page or to participate in a social networking site. However, to protect Company
interests and ensure employees focus on their job duties, employees must
adhere to the following rules: Employees may not post on a blog or web page or
participate on a social networking, Twitter or similar site during working time or at
any time with Company equipment or property. All rules regarding confidential
and proprietary business information apply in full to blogs, web pages, social
networking, Twitter and similar sites. Any information that cannot be disclosed
through a conversation, a note or an e-mail also cannot be disclosed in a blog,
web page, social networking, Twitter or similar site. Any conduct that is
impermissible under the law if expressed in any other form or forum is
impermissible if expressed through a blog, web page, social networking, Twitter
or similar site. You should not post content about the Company, management,
co-workers or customers that is discriminatory, defamatory, libelous or
threatening or a violation of the Company’s policies against discrimination on
account of race, age, religion, sex, ethnicity, nationality disability or other
protected class, status or characteristic. The Company encourages all
employees to keep in mind the speed and manner in which information posted on
a blog, web page, and/or social networking site is received and often
misunderstood by readers. Employees must use their best judgment. Employees
with any questions should review the guidelines above and/or consult with their
manager. Published information should not reveal confidential information, nor
may it disclose any trade secret. Company logos and trademarks may not be
used without written consent of an officer of the company.

Section 6 - Acknowledgements
General Handbook Acknowledgment

Included with Comprehensive Handbook

Receipt of Non Harassment Policy

Included with Comprehensive Handbook

Receipt of Sexual Harassment Policy

Included with Comprehensive Handbook

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