Human Resources

Employee Handbook

Everything you need to know to work at HV

HARASSMENT AND/OR DISCRIMINATION

The Company expects all employees to observe certain standards of behavior while at work and at company-sponsored events. Employees shall be responsible for ensuring that the conduct of any of their guests at a company-sponsored function is respectful and not offensive to anyone in attendance. These standards are not intended to restrict employees but to ensure a consistent application of the policies and procedures for all employees. These standards include, but are not limited to:

Completing all documents and records accurately.
Maintaining satisfactory attendance and punctuality.
Performing duties and operating equipment with care to protect the safety of
the employee, co-workers, and the public.
Carrying out assigned duties and following reasonable instructions or requests from supervisors and/or management.
Not posting any literature, handbills, petitions, posters, or other materials on the remises without the prior approval of Human Resources.
Refraining from soliciting funds or selling any item, commodity, or service.
Not possessing weapons on the premises.
Refraining from any manner or form of discrimination and/or harassment, regardless of whether it is sexual, racial, religious, or related to another’s gender, age, sexual orientation, or disability.
Using company property or that of another employee in an appropriate manner.
Obtaining authorization to remove company property or another employee’s property from its location.
Refraining from misuse, theft, or destruction of company time and/or property or another employee’s property.
Remaining in your work area, on the job, and awake during working hours.
Reporting to work fit for duty and not under the influence of alcohol and/or
drugs and refraining from using, selling, or possessing illegal drugs on company
premises or while on company business. While working, employees should only
possess and take drugs that are medically authorized, approved, and determined
by the employee, the employee’s physician, and the organization not to impair
job performance or cause a safety hazard. Employees are responsible for
notifying their supervisors that they are taking prescription medication if it
would affect their performance on the job.
Passing a mandatory drug and/or alcohol test or not refusing to take a drug and/or alcohol test.
Refraining from fighting, threatening, intimidating, or coercing fellow employees
during working hours or at company-sponsored functions.
Refraining from the use of foul or offensive language.
Disclosing or using confidential or proprietary information only with proper authorization.
Using company telephones for company purposes only and not for personal 27 business other than emergency local calls; and
Not accepting full-time employment elsewhere while you are still employed full[1]time by the Company.

Failure to observe the above standards could lead to corrective action up to, and including, termination.

CORRECTIVE ACTION

The policies, procedures, and rules of the Company describe acceptable standards of conduct. Violation of these standards is cause for corrective action, up to and including termination of employment. It is the intent of the Company that corrective action be administered in a fair and consistent manner without regard to race, color, religion, sex, national origin, disability, veteran status, or age. Corrective actions that may be taken include verbal counseling, written notice, transfer, demotion, or termination. Supervisors are not required to impose one type of disciplinary action before imposing another type. When it becomes necessary to address an employee’s actions in the workplace, general guidelines of acceptable business conduct will govern. The Corrective action process is progressive in nature and the Company reserves the right to combine or skip steps depending on the facts of each situation and the nature of the offense. The purpose of the process is to ensure that employees are informed of exactly what behavior needs to be corrected, the measures the employee must take to correct unacceptable behavior and give the employee adequate opportunity to correct the situation.

Corrective Action Steps:

Step One: Verbal Counseling

Step Two: First Written Notice

Step Three: Termination

HARASSMENT AND/OR DISCRIMINATION

The Company strives to maintain a workplace that fosters mutual employee respect and promotes harmonious, productive working relationships. Our organization believes that discrimination and/or harassment in any form constitutes misconduct that undermines the integrity of the employment relationship. Therefore, the Company prohibits discrimination and/or harassment that is sexual, racial, or religious in nature or is related to anyone’s gender, national origin, age, sexual orientation, disability, or any other characteristic protected under applicable law as defined in Appendix A. This policy applies to all employees and applicants throughout the organization and all individuals who may have contact with any employee of this organization. The Company expects that everyone will act responsibly to establish a pleasant and friendly work environment. However, if an employee feels he/she has been subjected to any other form of harassment and/or discrimination, the employee should firmly and clearly tell the person engaging in the harassing and/or discriminating conduct that it is unwelcome, offensive, and should stop at once. The employee also should report any 12 discrimination and/or harassment to his/her immediate supervisor, department head, or Human Resources. That person will take the necessary steps to initiate an investigation of the discrimination and/or harassment claim. The Company will conduct investigations in a confidential manner. A timely resolution of each complaint will be reached and communicated to the employee and the other parties involved. Appropriate corrective action, up to and including termination, will be taken promptly against any employee found to have engaged in discrimination and/or harassment.

SEXUAL HARRASSMENT

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender. Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment need not be severe or pervasive to be unlawful and can be any harassing conduct that consists of more than petty slights or trivial inconveniences. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:

• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;

• Such conduct is made either explicitly or implicitly a term or condition of employment; or

• Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment.

A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation, or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient’s job performance. Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions, or privileges of employment. This is also called “quid pro quo” harassment. Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.

13 EXAMPLES OF SEXUAL HARASSMENT The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited:

Unwanted sexual advances or propositions, such as:

Requests for sexual favors accompanied by implied or overt threats concerning the target’s job performance evaluation, a promotion or other job benefits or detriments;
Subtle or obvious pressure for unwelcome sexual activities.
Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality or sexual experience, which create a hostile work environment.
Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people’s ideas or perceptions about how individuals of a particular sex should act or look.

Sexual or discriminatory displays or publications anywhere in the workplace, such as:

Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cellular phones and sharing such displays while in the workplace.

Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity and the status of being transgender, such as:

Interfering with, destroying, or damaging a person’s workstation, tools, or equipment, or otherwise interfering with the individual’s ability to perform the job;
Sabotaging an individual’s work;
Bullying, yelling, name-calling. Sexual harassment can occur between any individuals, regardless of their sex or gender. The Company protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be a superior, a subordinate, a coworker or anyone in the workplace including an independent contractor, contract worker, vendor, client, customer, or visitor. Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.

COMPLAINT PROCEDURE

Any employee who believes that a supervisor’s, manager’s, other employee’s or non[1]employee’s actions or words constitute harassment, has a responsibility to report or complain about the situation as soon as possible. The report or complaint should be made to the employee’s supervisor or the supervisor’s supervisor as well as any member of management. Occasionally, talking with a supervisor, department head, or someone in Human Resources Department about this conduct is not an option. If an employee feels that his/her complaint has not been or cannot be properly handled, he/she may forward the complaint to the Company President and/or call Human Resources Department. The Company will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. The Company will keep the investigation confidential to the extent possible. Effective corrective action will be taken whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.

Violence in the Workplace

The safety and security of all employees is of primary importance at the Company Threats, threatening and abusive behavior, or acts of violence against employees, visitors, customers, or other individuals by anyone on company property will not be tolerated. Violations of this policy will lead to corrective action up to, and including, termination and/or referral to appropriate law enforcement agencies for arrest and prosecution. The Company reserves the right to take any necessary legal action to 16 protect its employees. Any person who makes threats, exhibits threatening behavior, or engages in violent acts on company premises shall be removed from the premises as quickly as safety permits and shall remain off company premises pending the outcome of an investigation. Following investigation, The Company will initiate an immediate and appropriate response. This response may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension, or termination of employment, and/or criminal prosecution of the person or persons involved. All employees are responsible for notifying management of any threats that they witness or receive or that they are told another person witnessed or received. Even without a specific threat, all employees should report any behavior they have witnessed that they regard potentially threatening or violent or which could endanger the health or safety of an employee when the behavior has been carried out on a company[1]controlled site or is connected to company employment or company business. Employees are responsible for making this report regardless of the relationship between the individual who initiated the threatening behavior and the person, or persons being threatened. The Company understands the sensitivity of the information requested and has developed confidentiality procedures that recognize and respect the privacy of the reporting employee. WEAPONS The Company prohibits anyone from openly carrying weapons of any kind on company property. This includes: Any form of weapon or explosive All firearms; and All illegal knives or knives with blades that are more than six (6) inches in length. If an employee is unsure whether an item is covered by this policy, please contact Human Resources. Employees are responsible for making sure that any item they possess is not prohibited by this policy. Police officers, security guards, and other individuals who have been given consent by the Company to carry a weapon on the property will be allowed to do so. While the Company has a policy prohibiting open carry of weapons, nothing in this policy shall be construed as creating any duty or obligation on the part of the Company to take any actions beyond those required of an employer by existing law.

Solitication

Solicitation by an employee of another employee is prohibited during the working time of either person. Working time is defined as time when an employee’s duties require that he/she be engaged in work tasks. Distribution of printed materials or literature of 17 any nature shall be limited to non-work areas at non-work times. No literature shall be posted anywhere on the premises without the authorization of the Company Human Resources. Solicitation and/or distribution of material on company property by persons not employed by the Company are always prohibited.

Employment

Job openings will occur from time to time either through normal attrition or a management decision to create new or additional jobs. It is the Company’s intention to post all positions to enable current employees to indicate an interest in being considered for an open position. Whenever possible, open positions will be filled by employees within the Company. The Company Human Resource Manager will post open positions on company bulletin boards. All positions will be posted for a minimum of five (5) days, and priority will be based on an individual’s experience in the role, the department and in the Company. Employees applying for internal positions must have completed a minimum of six (6) months in their current position. This provision may be waived with the approval of the employee’s current manager, based on the organizational needs of the Company. To apply for an open position, an employee must complete a Request for Interview and turn it in to the Company Human Resources Department. Interviews need to be scheduled through the employee’s current supervisor by the hiring manager. Upon completion of the interview process, the hiring manager should inform all internal candidates regarding his/her final selection.

EMPLOYMENT APPLICATIONS

The Company does not accept applications and/or resumes except for positions which the Company currently has open. Individuals interested in applying more than once for employment must submit an application and/or resume each time they apply. No individual can be made an offer of employment with the Company without filling out the Company Application for Employment. New hires are required to provide a minimum of two emergency contacts. One of the emergency contacts cannot have the same address as you.

PRE-EMPLOYMENT SCREENINGS

All offers of employment with the Company are contingent a successful background check and reference check. Additionally, education, licensure and certifications will be verified, based on the position. Individuals with a fiduciary responsibility will be subject to a credit check. Any potential employees who will be driving a company vehicle or driving their personal vehicles on company business will be subject to an inspection of their Motor Vehicle Records annually. Depending on the job requirements, some employees may have to 18 comply with the Department of Transportation requirements for a Commercial Driver License. All the above referenced screenings will be conducted in compliance with federal and state law. Information obtained will be kept separate from the regular personnel file and will be maintained in strict confidence, consistent with the terms and purpose of this policy. All candidates and employees will be provided information that may result in an adverse action and will be provided seven (7) days to dispute the information.

PRE-EMPLOYMENT DRUG SCREENING

After the decision has been made to hire an applicant, an offer of employment will be extended contingent upon the candidate successfully passing a pre-employment drug screen, and/or a physical examination, depending on the position. All information regarding drug screen results and/or physical exams will be kept strictly confidential. This information will be kept separately in the employee’s confidential medical file in the Human Resources department. Under no circumstances will the results of any candidate’s drug screen be discussed with the hiring manager or anyone else except for those individuals authorized to deal with this confidential information.

DRUG-FREE WORKPLACE AND SUBSTANCE ABUSE

The Company is committed to providing a safe, healthy, and efficient working environment for all employees. To help achieve this goal, employees are prohibited from:

possessing, distributing, selling, manufacturing, or being under the influence of any illegal drug.
consuming alcoholic beverages while on company premises, in company vehicles, or while on company business or time, or bringing alcohol onto company premises; and
abusing prescription drugs or possessing prescription drugs that have not been prescribed for the employee by a physician.

An employee who violates this policy is subject to corrective action up to, and including, termination of employment. Use of some drugs is detectable for several days. Unless protected by a municipal law, any detection of such drugs or the presence of alcohol will be considered being “under the influence.” Refusal to submit to a drug and/or alcohol screen is grounds for immediate termination. Employees using prescription drugs according to a physician’s instructions or using over[1]the-counter drugs for medicinal purposes should, in the event such drugs would impair their physical, mental emotional, or other faculties, notify the Company Human Resources Department. 19 The Company substance abuse program includes several components to support its efforts to remain drug-free, including:

Supervisory training.
Drug/alcohol testing on a random basis
Drug/alcohol testing when employees are involved in an accident while using company motorized vehicle
Drug/alcohol testing when there is reasonable suspicion that drug use, or alcohol has led to an accident.
Drug/alcohol testing there is reasonable suspicion that an employee is “under the influence” during working hours.

ELIGIBILITY DOCUMENTS

Federal regulations require the Company to comply with the Immigration Reform and Control Act of 1986. All new employees must complete an I-9 Form and provide proof of their identity and their ability to work in this country. The Company Human Resources Department is responsible for obtaining the I-9 Form and verifying the eligibility to work in the United States. Employees will be expected to complete the I[1]9 Form during orientation on their first day of work. The Company Human Resources will properly complete the Employer Section of the I-9 Form. If a new employee is unable to provide the necessary documentation within three working days from the date of hire, he/she must provide proof that he/she has applied for the required documents. If this is not provided, the employee will be terminated. If a manager is notified by any governmental agency that it is going to conduct an inspection of the I-9 documents, the manager should contact the Company Human Resources Department immediately.

EMPLOYMENT RECORDS

The Company is required to keep accurate, up-to-date employment records on all employees to ensure compliance with state and federal regulations, to keep benefits information up-to-date, and to make certain that important mailings reach all employees. The Company considers the information in employment records to be confidential. Employees must inform the Company of any necessary updates to their personnel file such as a change of address, changed telephone numbers, emergency contact, marital status, number of dependents, or military status. Employees should also inform their supervisor and the Company Human Resources Department of any outside training, professional certifications, education, or any other change in status. In addition to a general personnel file, the Company Human Resources Department maintains a separate medical file for each employee. Access to an employee’s medical file is extremely limited and based on a need-to-know-only basis. The Company will only verify dates of employment and job titles to outside agencies inquiring by telephone. No other information will be given out about an employee without written authorization from the employee, except what is required to comply with the law. All current employees will be permitted to review their personnel files at reasonable times with reasonable notice

MEMBERSHIP IN PROFESSIONAL AND CIVIC ORGANIZATIONS

Membership in a professional organization is valuable to our employees as well as to our organization. The Company will pay 100% of the annual membership fee required for an employee to belong to one job-related professional organization. The Company will also pay 100% of the fees required for employees to maintain one professional designation that is related to their jobs. Occasionally there may be a valid business reason to make an exception to this policy and pay for more than one membership or professional designation. The President of the Company must approve in writing any exceptions to these limits. The Company cannot pay for associate or student memberships in professional organizations. If membership in a professional or civic organization or a professional designation is not job related but is beneficial to an employee and our organization, the employee may request that his/her dues be paid for by the Company. The employee should make a written request to his/her supervisor. The employee will be advised in writing whether any, or all the dues will be paid by the Company. The Company will also pay 100% of the expenses associated with attending periodic meetings and seminars sponsored by professional organizations. Eligibility for this benefit must be submitted for leadership approval accompanied by acceptance of the Company non-compete and non-disclosure agreements.

PERFORMANCE REVIEWS

To ensure that all employees receive regular feedback on their performance, supervisors should evaluate the job performance of every employee who works for them on a regular basis. Performance reviews establish a performance history with the Company and are used in performance, promotion, transfer, and merit increase decisions. All original Performance Review Forms are maintained in the employee’s personnel file located in the Company in Friendswood, Texas. Supervisors should conduct regular, timely performance reviews. Non-exempt associates should be reviewed after the first ninety (90) days and annually based upon the calendar year, thereafter. Exempt employees and non-exempt employees working in an office environment should be reviewed at least annually in conjunction with the date of hire. These reviews should take place regardless of whether the employee is eligible for an increase. A performance evaluation is not necessarily linked with a salary increase. Supervisors may review performance more often than is required by this policy. When an employee is away from work due to a leave of absence greater than sixty (60) days and any part of the leave includes or occurs within the sixty (60) days immediately preceding the review date, the employee’s review will be postponed. The performance review will take place sixty (60) days after the employee returns to work. Any salary increase based on the review, will be retroactive to the employee’s return date

NON-FRATERNIZATION

While the Company encourages amicable relationships between members of management and their subordinates, it recognizes that involvement in a romantic relationship may compromise or create a perception that compromises a member of management’s ability to perform his/her job. Any involvement of a romantic nature between an officer, director, manager, supervisor, or agent of the organization and anyone he/she supervises, either directly or indirectly, is prohibited, including reporting relationships to clients or vendors. Violation of this policy will lead to corrective action up to, and including, termination of the management individual involved in the relationship.

OTHER EMPLOYMENT

While the Company does not prohibit employees from having a second job, secondary employment must not affect the employee’s work hours, interfere, or conflict with the employee’s regular duties, raise any ethics concerns, or necessitate long hours that may impact the employee’s working effectiveness. Employees that are contemplating secondary employment are required to communicate this to their supervisor, prior to accepting a position with another company. The written request should identify the secondary employer, the nature of the duties to be performed, and the anticipated hours the employee will be working. This request will be promptly answered in writing and a copy placed in the employee’s personnel file.

END OF EMPLOYMENT

When an employee wishes to voluntarily resign, they must provide at least two (2) weeks’ notice. Employees are required to turn in all company property immediately. If this is not possible, the employee must make arrangements to deliver the property, or they will face legal action. When employees leave the Company, they will be asked to participate in an exit interview. The primary purpose of the exit interview is to ask for valuable feedback about employees’ work experiences at the Company participation in an exit interview is strictly voluntary.

ATTENDANCE AND PUNCTUALITY

The Company recognizes the need for employees to be absent from work due to illness or the need to take care of personal business during the normal workday. The Company instituted leave time to provide for these needs as they arise. Employees may also qualify for a leave of absence for their own major illness, the major illness of a family member, the birth or adoption of a child, workers’ compensation injury or military and/or National Guard duty. The Company recognizes the municipal paid sick and leave laws that are present in each jurisdiction in which we operate. The information on these state, county and city regulations can be found in Appendix A. Having provided for these situations, it is important to remember that excessive absenteeism, tardiness and/or leaving early causes other employees within the organization to have to bear the burden of filling in for the absent employee. Employees, who are not on an approved leave of absence and are absent from work without sufficient leave to cover that absence, will be addressed through the normal Corrective Action Process. The following corrective action steps should be taken each time this occurs: First Occurrence: Verbal Counseling Second Occurrence: Written Notice Third Occurrence: Termination 24 Consecutive days of absence for the same reason are deemed to be one occurrence. If the employee is absent for more than three (3) consecutive days, he/she must bring a doctor’s note to provide evidence of the illness and eligibility to return to work without limitations. Occurrences will be counted as part of this process for twelve (12) months. Employees who are going to be absent, tardy, or leave early from work are responsible for notifying their supervisors two (2) hours in advance, or as soon as practicable, regardless of whether they have sufficient leave to cover the absences. Employees are required to notify their supervisors prior to notifying their site safety’s. Employees who are absent and fail to notify their supervisors will be subject to corrective action for failure to notify. Employees who have been absent three (3) consecutive days without calling to speak with their supervisors will be considered to have voluntarily resigned. A pattern of tardiness is considered unacceptable behavior. If an employee is tardy once (1) a verbal counseling will be given. A second (2) and third (3) tardy will result in a written notice and a fourth (4) tardy will result in subjective corrective action, up to and including termination.

REDUCTIONS IN FORCE

On occasion, business areas may be forced to reduce staff permanently or temporarily. Some business reasons for this may be economic need, consolidation of facilities, restructuring of operations, combining of departments or functions, and streamlining or elimination of departments, functions, or jobs. If a reduction in staff is deemed necessary, the manager of the business area to be affected will work with the Company Human Resources Department to document the business reason and process for the restructuring. This may include analysis of business needs to determine the appropriate criteria to use, development of a communication plan, job re-evaluations, salary administration, and the use of retention bonuses or outplacement services. In selecting the employees who will remain with the organization, only job-related criteria will be used. The criteria used will be determined based on the reason for the reduction in force and the determination of the business area’s needs. Job-related criteria may include the employee’s current performance (as noted by the most current performance review), competencies, skills, responsibilities, experience, leadership, education and training, personal commitment, and seniority. Affected employees are encouraged to seek other positions in the organization. In some cases, the Company may be able to transfer an employee whose position is being eliminated into another area. Employees offered positions elsewhere in the organization will not be eligible for any severance payments that may be offered to affected employees. Consistent with state and federal regulations, affected employees will be notified as soon as practicable, in addition to their requirement to submit for new assignments within the organization.

PERSONAL PROPERTY

Personal belongings brought onto the Company premises are the employee’s responsibility. Site clinics must be uncluttered and kept clean. Personal effects are to be kept to a minimum. While the organization does all it can to protect employee’s property, it cannot be held responsible for the loss or theft of personal belongings. If employees find property missing or damaged, they should report it to their supervisor immediately. Based on the nature of the various locations, employees are discouraged from bringing private property on company property. The Company retains the right to inspect or search the person, vehicle, or personal effects of any employee or visitor. This may include any employee’s office, desk, file cabinet, closet, locker, or similar place. 28 Any prohibited materials (or materials that may be found to be prohibited) that are found in an employee’s possession during an inspection or search will be collected by management and placed in a sealed container or envelope. If the prohibited materials prove to be illegal and/or dangerous, they will not be returned to the employee but will be turned over to the appropriate law enforcement agency. The employee’s name, date, circumstances under which the materials were collected, and by whom they were collected will be recorded and attached to the container or written upon the envelope. If after further investigation, the collected materials prove not to be prohibited, they will be returned to the employee, and the employee will sign a receipt for the contents. From time to time, and without prior announcement, inspections or searches may be made of anyone entering, leaving, or on the premises or property of The Company (including alcohol and/or drug screens or other testing). Refusal to cooperate in such an inspection or search (including alcohol and/or drug screens) is grounds for termination.

PROFESSIONAL ATTIRE

While it is the intent of The Company that all employees dress for their own comfort during work hours, the professional image of our organization is maintained, in part, by the image that our employees present to customers, vendors, and other visitors. Employee may dress in casual clothing. Dress code requires a neat, clean appearance. Employees meeting with customers should wear appropriate business attire. No open-toe shoes may be worn in the manufacturing, maintenance, and warehouse areas. If your department requires steel-toed shoes, hard hats, or safety glasses in any areas this attire will be mandatory. Long hair must be tied back to ensure employees’ personal safety. Loose clothing or dangling jewelry, to include wedding rings, which poses a safety hazard to employees is also prohibited. Under no circumstances may employees wear halter tops, strapless tops, spaghetti straps, tank tops, cropped tops, tee shirts with offensive wording on them, clothing that shows undergarments (sheer), torn clothing, or clothing with holes in it. All clothing must be clean, neat, and fit properly. Uniforms are provided for those employees whose job requires the wearing of one. Uniformed employees must always wear neat and clean uniforms. Safe, clean, and shined shoes should be always worn. For all employees, professional appearance also means that the organization expects you to maintain good hygiene and grooming while working. Facial hair is permitted if it is neat and well-trimmed. Earrings are acceptable; however, no more than one earring may be worn on each ear while working. Rings through the nose, eyebrow, tongue, or body parts (other than the ear lobe) visible to the public may not be worn while working. All tattoos must be small or always covered and may not be offensive in 29 nature. Clothing must not constitute a safety hazard. All employees should practice common sense rules of neatness, good taste, and comfort. Provocative clothing is prohibited. The Company reserves the right to always determine appropriate dress and, in all circumstances, and may send employees home to change clothes should it be determined their dress is not appropriate. Employees will not be compensated for this time away from work. Individuals requesting an accommodation to this policy for religious attire, must request this directly from Human Resources and provide information to support their request.

SOCIAL MEDIA, SOCIAL NETWORKING AND BLOG POLICY

This policy governs employee use of social media, including any online tools used to share content and profiles, such as personal web pages, message boards, networks, communities, and social networking websites including, but not limited to, LinkedIn, Facebook, Google+, Pinterest, Instagram, Reddit, Flickr, Twitter, Tumblr, and blogs. The lack of explicit reference to a specific site or type of social media does not limit the application of this policy. The Company respects the rights of all employees to use social media. However, because communications by the Company employees on social media could, in certain situations, negatively impact business operations, customer relations, or create legal liabilities, it is necessary for the Company to provide these guidelines. These guidelines are intended to ensure that employees understand the types of conduct that are prohibited. This policy will not be interpreted or applied to interfere with the federal, state, and municipal protected rights of employees to discuss or share information related to their wages, hours, or other terms and conditions of employment. Employees have the right to engage in, or refrain from, such activities. ensure that employees understand the types of conduct that are prohibited. This policy will not be interpreted or applied to interfere with the rights of employees to discuss or share information related to their wages, hours, or other terms and conditions of employment. Employees have the right to engage in, or refrain from, such activities. Employees engaging in use of social media are subject to all of the Company policies and procedures, including, but not limited to, the Company policies: (1) protecting certain confidential information related to the Company operation; (2) safeguarding the Company property; (3) prohibiting unlawful discrimination, harassment, and retaliation; and (4) governing the use of the Company computers, telephone systems, and other electronic and communication systems owned or provided by the Company. Employees are prohibited from the following:

• Using or disclosing the Company trade secret information or proprietary information related to products, production processes, designs, or using or disclosing documents or similar information that has been designated or marked as business sensitive, confidential/private, intellectual property, or business use 30 only. Examples of confidential information include customer information, trade secrets, non-public financial performance information and strategic business plans, and does not include information related to wages, hours and working conditions.

Using or disclosing a client’s, vendor’s, partner’s or supplier’s trade secret information or confidential information (as defined above) related to products, production processes, designs, or using or disclosing documents or information that have been designated or marked as business sensitive, confidential/private, intellectual property, or business use only.
Using social media to post or to display comments about co-workers, supervisors, customers, vendors, suppliers, or members of management that are vulgar, obscene, physically threatening or intimidating, harassing, or otherwise constitute a violation of The Company workplace policies against discrimination, retaliation, harassment, or hostility on account of any protected category, class, status, act, or characteristic.
Posting or displaying content that is an intentional public attack on the quality of the Company products and/or services in a manner that a reasonable person would perceive as calculated to harm the Company business and is unrelated to any employee concern involving wages, hours, or other terms and conditions of employment.
• Unless authorized and approved by the Company, disclosing, or publishing any promotional content, as defined above, about the Company or its products.
Engaging in activities that involve the use of social media that violate other established the Company policies or procedures.
Using social media while on work time, which is the time employees are engaged in work, unless it is being done for the Company business and with the authorization of the Company.
Posting a photograph of a supervisor, manager, vendor, supplier, or customer without that individual’s express permission.

Employees may not use employer-owned equipment, including computers, the Company- licensed software or other electronic equipment, nor facilities nor the Company time, to conduct personal blogging or social networking activities. Employees should know that the Company has the right to and will monitor the use of its computer, telephone, and other equipment and systems, as well as any publicly accessible social media. Employees should expect that any information created, transmitted, downloaded, exchanged, or discussed on publicly accessible online social media may be accessed by the Company at any time without prior notice. This is particularly true in cases involving the use of the Company equipment or systems. Violations of this policy may result in disciplinary action up to and including termination. If you have any questions about this policy, contact your supervisor

TELEPHONE MONITORING

Employees need to be customer service oriented, always treating customers in a courteous and respectful manner. A positive telephone contact with a customer can enhance good will while a negative experience can destroy a valuable relationship. To measure and evaluate customer service, the Company may monitor employees’ telephone conversations made in the normal course of business. The monitoring of telephone conversations will be random and periodic. Advanced notice will not be given prior to monitoring telephone conversations. Any employee whose telephone conversation may be monitored will be asked to sign a consent form authorizing the monitoring. This form will be completed during the employee’s orientation or at the time the employee is transferred to a position that would require consent for monitoring. Monitoring will be limited to business-related objectives. Monitoring will be discontinued if it becomes apparent that the employee is engaged in discussing personal matters

USE OF E-MAIL AND VOICE MAIL

The Internet is an exciting and interesting source of information and entertainment. The organization expects that any use of the Internet will be for business purposes only. Employees should see their supervisor to discuss any questions about use of the Internet. The Company, however, expects that employees will:

• Not participate in chat groups unless their job specifically requires that they do so.
• Include a disclaimer, when appropriate, explaining that their comments are their own and not necessarily those of the organization.
• Not view any websites that are sexual in nature.

USE OF COMPANY PREMISES, PROPERTY, AND MATERIALS

Meetings held on the Company premises must be for the purpose of conducting business. Meetings for other purposes are strictly forbidden, unless authorized in advance by the Company President. The use of business stationery and/or the organization’s postage meter for personal correspondence is strictly forbidden. The personal use of its facsimile or copying machines also is forbidden without first receiving management approval and reimbursing the Company at the current prevailing rates. Receiving personal mail at the Company address is strongly discouraged because it adds to an already enormous mail volume. While it has always been the Company policy to generously donate product and materials to various charitable causes, no product, or materials, including that put in any trash container, is to be removed from the building without first obtaining written permission from a manager. Anyone who removes product or materials without proper authority will be terminated. Individuals that are assigned company property or are designated as the sole employee at a client facility are required to maintain the property and environment to the Company standards.

USE OF COMPANY VEHICLES

Certain job positions allow for the personal assignment of a company vehicle. Generally, personally assigned vehicles are to be driven home by employees for the sole purpose of garaging and safekeeping the vehicles. Personal use of the vehicles driven home by employees is prohibited. Pursuant to rules promulgated by the Internal Revenue Service, employees will be assessed a daily commuting usage charge for the value of not having to drive their personal vehicle to and from work. Some vehicles are assigned daily for company business. Employees who require the use of such a vehicle must sign for it and pick up the key. The Company Human Resources 34 Department will maintain a sign-out procedure and a list of employees authorized to drive company vehicles. An employee will not be given a company vehicle to drive unless they are on the authorized driver list. Fluid levels should be checked each time that the vehicle is fueled. When returning company vehicles, the vehicle should be parked in the designated area and the keys promptly returned. In addition to turning in the keys, the employee should also sign in the vehicle. Under no circumstances will a company vehicle be kept out overnight without prior authorization from the Company Human Resources Department. Payment of tolls, speeding and/or parking tickets is the sole responsibility of the employee driving the vehicle. The employee is required to report all moving violations such the ones listed above to their supervisor within twenty-four (24) hours. All employees are required to report any arrests, charges, relevant traffic violations, or conviction of a crime, regardless of the level of offense. Such instances must be reported to the supervisor within twenty-four (24) hours. Failure to self-report may result in disciplinary action, up to and including termination. Failure to pay such tickets prior to notification to the Company by law enforcement agencies may result in corrective action up to, and including, termination for the employee driver.

COMPENSATION

EMPLOYEE CLASSIFICATIONS

It is the intent of the Company to clarify the definitions of employment classifications so that employees understand their employment status and benefits eligibility. These classifications do not guarantee employment for any specified period. The right to terminate the employment relationship at will at any time is retained by both the employee and the Company. All employees are designated as either non-exempt or exempt under state and federal wage and hour laws. Non-exempt employees are employees whose work is covered by the Fair Labor Standards Act (FLSA). They are not exempt from the law’s requirements concerning minimum wage and overtime. Exempt employees are executives, managers, professional, administrative, or outside sales staff who are exempt from the minimum wage and overtime provisions of the FLSA. OTHER JOB CLASSIFICATIONS The Company has established the following categories for both non-exempt and exempt employees:

PERMANENT

Permanent full-time employees are not in a temporary status and are regularly 35 scheduled to work at least thirty (30) hours each week. They are eligible for the full benefits package, subject to the terms, conditions, and limitations of each benefit program. Permanent part-time employees are not in a temporary status and are regularly scheduled to work less than the full-time schedule but at least twenty (20) hours each week. Permanent part-time employees are eligible for some of the benefits offered by the Company, subject to the terms, conditions, and limitations of each benefit program. Permanent per diem employees are hired within the organization on a permanent basis and are understood to have the ability to flexible scheduling. PRN employees are non[1]exempt in nature but are not eligible for any company benefits.

TEMPORARY

Temporary full-time employees are hired as interim replacements to temporarily supplement the workforce, or to assist in the completion of a specific project and are temporarily scheduled to work the Company’s full-time schedule for a limited duration. Employment beyond the initial period may change the employee status and eligibility for benefits will be communicated directly with the employee. Temporary part-time employees are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work less than the Company’s full-time schedule for a limited duration. Employment beyond the initial period may change the employee status and eligibility for benefits will be communicated directly with the employee.

HOURS OF WORK

The workweek commences on Monday morning at 12:01 a.m. and ends the following Sunday evening at midnight for most locations. Workday lengths for exempt employees are determined primarily by their current workloads. As starting and ending times vary within departments and office locations, the manager of each department will determine the schedule for his/her department. Hours and schedules will be communicated to the employee at the time of hire.

MEAL AND BREAK TIME

An unpaid meal period is provided to any employee who works a minimum of six (6) hours per day. The normal meal period should occur halfway through the workday; however, certain departments may require alternate meal periods. The length of the meal period is a minimum of thirty (30) minutes and a maximum one (1) hour according to the needs of the department. All non-exempt employees should clock out for their lunch periods or record their lunch periods on their time sheet. Employees must seek permission from their direct supervisor for permission to work through their lunch break. Failure to comply may result in corrective action.

OVERTIME

When business conditions require, employees may be needed to work overtime. When this occurs, employees’ supervisors will make every effort to provide timely advance notice. Such a request for overtime is mandatory. Employees’ supervisors must approve all overtime prior to employees working overtime. In general, the Company will pay time and a half to non-exempt employees who exceed forty (40) hours of work time in a designated workweek. Paid leave, such as holiday, sick or vacation pay, does not apply toward work time. Certain non-exempt employees that work a variable schedule, but average full-time hours may be paid an overtime based on a fluctuating work week. All stipulations will be communicated in advance of acceptance of a position, either as a new hire, internal transfer, or promotion.

WAGE AND SALARY ADMINISTRATION

In establishing its wage and salary administration program, the Company strives to achieve the following:

• Attract and retain highly competent employees.

• Offer employees incentives to excel in their work.

• Maintain internal equity among employees based on similar education, skills, and responsibilities.

• Reward individual efforts; and

• Comply with all governmental regulations.

• The procedure for establishing wage scales and job ranges is:

• To evaluate each job in objective terms.

• To establish a salary range for each job, considering its relative importance to the organization.

• To determine a job’s worth in comparison to other jobs in the organization.

• To determine a job’s worth in comparison to the marketplace; and

• To set an individual’s salary within the job range by using such factors as performance, time in the specific job, the employee’s education, and the employee’s unique skill set.

The Company Human Resources is responsible for the overall administration of all wage and salary programs and for developing and publishing specific guidelines and policies for its implementation

INCENTIVE AWARDS

The IRS requires the Company to report all payments to employees of whatever nature and however funded on the employee’s annual W-2 form. This includes both cash and the reasonable value of any non-cash awards. If the award is valued at $200.00 or less, the entire amount will be added to the employee’s gross income and deducted after tax on the payday following receipt of the award. If the award is valued at more than $200.00, approximately $200.00 per 37 paycheck will be added to the employee’s gross income and deducted after tax. This will begin the payday following receipt of the award until the full value of the award is added to the employee’s gross income. However, this procedure cannot extend beyond the calendar year in which the award is received.

INCENTIVE PLAN

Employees who earn the company a new project will be awarded a $500 bonus per site, after the first invoice is paid. Employees who earn the company a new client and a new project will be awarded 3% of the net profit after the first invoice is paid.

PAY DAY

Employees are paid either weekly or bi-weekly on a Friday. New employees will be advised by their managers when they can expect to receive their first payroll check.

DIRECT DEPOSIT AND PAYROLL

For the sake of convenience and efficiency for both the employee and the Company, employees will have their payroll checks processed through direct deposit. The Company Payroll Department can split an employee’s paycheck between two different checking and savings accounts. The Company Human Resources Department will provide employees information to set up direct deposit. As an alternative to direct deposit, employees may have their pay processed to a Payroll Debit Card.

TIME KEEPING AND REPORTING

All employees must clock in and out to record their daily schedule. These timecards are used to compute earnings and/or billing rates and are kept as a permanent record. Each employee is responsible for accurate clocking of his/her timecard. Time must be submitted by Monday at nine (9) am.

BENEFITS

HOLIDAYS

The Company recognizes the following days as paid holidays for all full-time employees:

New Year’s Day
Labor Day
Good Friday
Thanksgiving Day
Memorial Day
Christmas Day
Fourth of July

Eligible employees receive eight (8) hours of holiday pay after ninety (90) days of employment. To be paid for a holiday, eligible employees must work the last scheduled workday before and after the holiday. Holidays occurring during an employee’s scheduled vacation are paid as holidays and are not counted as vacation days. If a holiday falls on a non-scheduled workday, the workday preceding or following the holiday normally will be observed. Employees on leave of absence are not eligible for accrual or use of holiday pay. If a non-exempt employee is required to work on a scheduled holiday, the eligible employee will be paid holiday pay plus one and one-half times the regular rate of pay for each hour worked. Holiday pay does not accrue and therefore is not eligible for payout at the end of employment, unless otherwise covered under applicable state and municipal laws as defined in Appendix A. The Company will adhere to other holidays required under applicable state and municipal regulations as defined in Appendix A. The Company maintains the discretion to provide certain employees Holiday pay for the day after Thanksgiving Day, Christmas Eve, day after Christmas Day, New Year’s Eve, and Day after New Year’s Day based on organizational needs.

EIGHT WEEK ROTATION

Employees who work on construction sites with strict schedules have the ability to use an 8-week rotation. Every 8 weeks a rotation will be available, and the employee will be able to take one week off. If the employee chooses to take the week off, they will not be paid for it, but the employee will be allowed to use any available PTO. The employee may use PTO after ninety (90) days of employment. If the employee is not eligible for PTO or does not have any accrued, they are able to take the week off without compensation

BEREAVMENT LEAVE

The Company recognizes the need for time away from work in instances of personal loss. Should a death occur in the immediate family of any full-time employee, he/she will be granted a maximum of three (3) days off with pay per calendar year. If employees need time more than three days, they may request a leave of absence or use accrued vacation or personal leave time with the approval of their supervisors and the Company Human Resources Department. The immediate family shall be defined as spouse, child, stepchild, father, mother, stepparent, brother, sister, stepbrother, stepsister, grandmother, grandfather, grandchild, father-in- law, mother-in-law, brother-in-law, or sister-in-law. Payment for bereavement leave is at the employee’s straight time rate of pay for the scheduled hours that are being missed. Time off without pay, or vacation day(s) may be granted to attend the funerals of other close relatives or friends upon approval by the employee’s supervisor. To be eligible for the excused absence and pay provisions of this policy, employees are to request a bereavement leave through their supervisor no later than the first scheduled workday following the death of an immediate family member. The Company reserves the right to request all pertinent information including the deceased relative’s name, the name and address of the funeral home, and the date of the funeral. Bereavement Leave does not accrue and therefore is not eligible for payout at the end of employment.

JURY DUTY / WITNESS SERVICE

Full-time or temporary employees called to serve on a jury or to testify as a voluntary witness at the request of the Company (by subpoena or otherwise) will be paid for the day or days in which the court requires attendance. If employees are subpoenaed to appear in court as witnesses, but not at the request of the Company, they will be excused from work to comply with the subpoena but will not be paid for the time. Employees must present any summons to their supervisor on the first working day after receiving the notice. If an employee is not required to serve on a day, he/she is normally scheduled to work or if the employee is excused before serving three hours of jury duty, he/she is expected to report to work. Employees may keep any compensation they are paid for jury duty or witness service. They will be paid their straight time base rate of pay for all hours missed due to jury duty or witness service on behalf of the Company in addition to any compensation received from the court. Compensation for witness service will only be paid if the Company summons the employee for witness service. Jury Duty and/or Witness pay does not accrue and therefore is not eligible for payout at the end of employment

PERSONAL AND MEDICAL LEAVE OF ABSENCE

Jury Duty

There may be the rare occasion when an employee is faced with an emergency or special circumstance and needs to take an unpaid personal leave of absence. The employee’s supervisor, in conjunction with the Company Human Resources Department, may grant a personal leave of absence without pay. Each request for a leave of absence will be evaluated on an individual basis, taking into consideration length of service, work record, staffing needs, and reason for and length of the leave. To qualify for a personal leave of absence, the employee must be classified as a full-time employee and must have completed at least three (3) months of full-time service at the time of the request. Employees may apply for a personal leave of absence by submitting a Personal Leave of Absence Form to their supervisor at least two (2) weeks prior to the start date of the leave requested, describing the nature of the leave, the dates the employee expects to be away from work, and the date the employee intends to return. If the leave is an emergency in nature, the Company Human Resources Department may waive the two[1]week requirement. A personal leave of absence shall not exceed thirty (30) calendar days. A longer personal leave of absence may be granted only under extreme circumstances. Failure to report back to work on the first day after expiration of the leave of absence will be considered a voluntary termination of employment. Employees who are granted personal leaves of absence, are expected to use all existing PTO accruals are required to be used in conjunction with all non-FMLA authorized personal and medical leaves of absence. Unless required by applicable law, employees will not accrue additional paid time off while on an unpaid leave of absence. If an employee is granted and takes a personal leave of absence, they are responsible for payment of the premiums to cover their elected benefits. Extended absences under this section are not covered under state or federal leave laws. The organization does not guarantee employees their original position or an equivalent position will be available when they return. The Company will provide an extended leave of absence covered under applicable state and municipal laws, as defined in Appendix A.

Family and Medical Leave

The Company family and medical leave policy is available to employees with at least 12 months of service and who have worked at least 1,250 hours within the preceding 12-month period and work at a location where at least fifty (50) employees are employed by the employer within seventy-five (75) miles. If eligible, an employee may be able to take up to 12 weeks of unpaid leave during the calendar year (based on a 12-month rolling calendar) for the following reasons:

• The birth of a child or to care for a child within the first 12 months after birth.

• The placement of a child with the employee for adoption or foster care within the first 12 months of placement.

• To care for an immediate family member who has a serious health condition; or

• For a serious health condition that makes the employee unable to perform the functions of his/her position.

Eligible employees with a spouse, son, daughter, or parent on active duty or call to active-duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. When requesting leave, the employee must provide the Company with at least 30 days 44 of advance notice whenever possible. Medical certification will be required if the leave request is for the employee’s own serious health condition or to care for a family member’s serious health condition. Failure to provide the requested medical certification in a timely manner may result in denial of leave until it is provided. Because the Company wishes to ensure the well-being of all employees, any employees returning from FMLA for his/her own serious health condition will need to provide a Fitness for Duty statement signed by his/her treating physician. An employee failing to provide a Fitness for Duty statement will not be permitted to resume work until it is provided. Qualifying FMLA leave will not be counted as an absence under the Company’s attendance policy. The organization, at its expense, may require an examination by a second health care provider designated by the Company if the organization has a reasonable question regarding the medical certification provided by the employee. The Company will maintain health care benefits for the employee while on FMLA leave, but the employee is responsible for paying their normal monthly contribution. If the employee elects not to return to work at the end of the leave period, the employee will be required to reimburse the organization for the cost of premiums paid for maintaining coverage during the leave period. All other benefits cease to accrue during the unpaid portion of the leave. Employees may elect to use any accumulated leave time to the extent available during this leave period, unless such leave is covered under Workers’ Compensation, in which case the employee may only use accumulated leave time for the purpose of satisfying any waiting period. Absences more than these accumulated days will be treated as leave without pay. Upon return from leave, the employee will be restored to his/her original or an equivalent position. If an employee fails to return at the end of FMLA leave, the employee will be considered to have voluntarily resigned his/her position with the Company. If the employee and his/her spouse both work for the Company, they are both eligible for leave. In cases other than the employee’s own serious health condition, the total leave period for the employee and the employee spouse may be limited to a combined total of 12 weeks (or 26 weeks if leave to care for a covered service member with a severe injury or illness is also used). It may be medically necessary for some employees to use intermittent FMLA leave. The Company will collaborate with employees to arrange reduced work schedules or leaves of absence to care for a family member’s serious medical condition or their own serious medical condition. Leave because of the birth or adoption of a child must be completed within the 12-month period beginning on the date of birth or placement of the child. It may not be taken intermittently without special permission from the Company Human Resources Department. If an employee requests an extension of leave beyond the 12-week period because of his/her own serious medical condition, the employee must submit medical certification 45 of a continued serious health condition in advance of the request. The Company will review such requests on a case-by-case basis to determine whether it can accommodate such a request. Reinstatement is not guaranteed when granted extended leave and will depend upon the business needs of the Company. When state and local laws offer more protection or benefits, the protection or benefits provided by those laws will apply.

MILITARY DUTY LEAVE

The Company will abide by all the provisions of the Uniformed Services Employment and Re-Employment Rights Act (USERRA) and will grant military leave to all eligible full[1]time employees. Military leave may be granted to full-time employees for up to five (5) years if this is at the request and for the convenience of the United States Government. As with any leave of absence, employees must provide advance notice to their supervisor of their intent to take military leave and must provide appropriate documentation. An employee’s salary will not continue during military leave unless required by law. However, employees may request to use any leave time accrued during military leave. Benefit coverage will continue for 31 days if employees pay their normal portion of the cost of benefits. For leaves lasting longer than 31 days, employees will be eligible to continue health benefits under COBRA and will be required to pay 102% of the total cost of their health benefits if they wish to continue benefits. Upon return from military leave, employees will be reinstated with the same seniority, pay, status, and benefit rights that they would have had if they had worked continuously. Employees must apply for employment within ninety (90) days of discharge from the military. Employees who fail to report for work within the prescribed time after completion of military service will be considered to have voluntarily terminated their employment. If employees were participants in the Company’s 401(k) plan at the time they left for military duty, they will also be permitted to make additional contributions to the plan. Employees may initiate these additional payments as of their re-employment date and continue them for the period permitted by law. If employees are reservists in any branch of the Armed Forces or members of the National Guard, they will be granted time off for military training. Such time off will not be considered leave time. However, employees may elect to have their reserve duty period be considered as leave time to the extent they have such time available.

TIME OFF TO VOTE

The Company encourages its employees to participate in the election of government leaders and recognizes the various municipal laws that ensure an individual has time to vote (see Appendix A). Therefore, if an employee does not have sufficient time outside their regular work hours to vote, adequate time off will be allowed at the beginning or end of the workday to exercise this right. If possible, employees should make their requests at least forty-eight (48) hours in advance of Election Day. The employee may wish to inquire of their Registrar of Voters about the possibility of voting by absentee ballot. Every effort should be made to vote either before or after the employee’s normal workday.

INJURY / ILLNESS ON THE JOB

Any employee reporting an on-the-job injury or illness will receive immediate and appropriate medical treatment. All applicable federal, state, and local laws or regulations pertaining to occupational injuries or illnesses will be always followed and complied with. It is the responsibility of all employees to report immediately in writing to their supervisor all on-the-job injuries or illnesses regardless of how insignificant or minor the injury or illness may appear at the time. Incident Report Forms are provided for this purpose and may be obtained from any supervisor or the Safety Manager. The supervisor will then complete a Supervisor’s Incident Investigation Report. These reports should be sent to the Company’s Risk Manager and Safety Manager. Failure to report an injury or illness may lead to corrective action up to and including termination. In the event the injury is of the nature that requires outside medical treatment, employees will be paid for their entire shift and should not clock out. If subsequent medical visits are necessary, employees should schedule those during non-work hours if possible. Employees should clock out if the appointment is during their regular work shift. If employees must miss work to receive authorized medical follow-up treatments for a work-related injury or illness, they will receive pay for up to two hours per visit. When employees are involved in a mobile equipment accident, or when there is reasonable suspicion that a workplace injury or illnesses occurred because of an individual’s impairment due to use of alcohol, or drugs (illegal and prescribed), then the employee will be subject to a drug and alcohol screening. Any employee who refuses screening for the presence of drugs and/or alcohol will be subject to immediate termination.

WORKERS' COMPENSATION

Injuries occurring in the course of employment are paid for by workers’ compensation insurance. Workers’ compensation insurance pays all medical costs, without a deductible provision, and is paid for exclusively by the Company. The workers’ compensation insurer will investigate all claims. Workers’ compensation fraud is a felony, punishable by fines and/or jail time. The Company will participate in all investigations, or prosecution of individuals suspected of a fraudulent claim of a work[1]related illness or injury. Injured employees will be treated by an approved physician unless state regulations allow for an employee to select their provider. Any treatment other than that approved by the Worker’s Compensation insurance provider will not be compensated. There are two types of workers’ compensation benefits paid to an employee with a work- related injury or illness, medical and wage replacement benefits. Details on the balances covered will be provided at the time of injury, or illness.

Equal Employment

Our goal is to recruit, hire, and maintain a diverse workforce. Equal employment opportunity is not only good business – it is the law and applies to all areas of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, demotion, reduction of workforce and termination, rates of pay or other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities. It is the policy of the Company to provide equal employment opportunities without regard to race, color, religion, gender, gender identity, pregnancy, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information, or any other protected characteristic under applicable law as defined in Appendix A. Provisions in applicable laws providing for bona fide occupational qualifications, business necessity or age limitations will be adhered to by the Company where appropriate. Employees and applicants shall not be subjected to harassment, intimidation, or any type of retaliation because they have (1) filed a complaint; (2) assisted or participated in an investigation, compliance review, hearing or any other activity related to the administration of any federal, state, or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state, or local law requiring equal opportunity; or (4) exercised any other legal right protected by federal, state, or local law requiring equal opportunity. The Company will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.

Employee Handbook