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					EMPLOYEE HANDBOOK
Employee Handbook




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Employee Handbook




                                        CONTENTS




Absences                                  14      Organizational Structure                    6
Acknoledgement of Receipt                 22      Orientation & Training                     14
Alcohol & Drugs                           10      OSHA                                       17
Cereer Development                        18      Overtime Policies                           8
Change in Status                          17      Paid Holidays                              13
COBRA                                     12      Pay Policies & Procedures                   7
Company Proceedures                       16      Performance & Conduct                      15
Corrective Actions                        16      Performance Appraisals                     12
Discharge                                 11      Personal Property                          11
Discharge of Employment                   16      Pregnancy Discrimination                   11
Disclosure / Nondisclosure Agreement      21      Private Vehicle Transporting Procedures     8
Dress Code                                 8      Problem Solving Process (EPSP)              7
Employee Responsibilities                 14      Reporting Injuries                         12
Equal Opportunity Employer                 4      Required Leaves                            11
Ethical & Legal Guidelines                17      Respecting Rights of Persons Served        15
Evaluations                               15      Retirement                                 14
Friends, Relatives & Former Employees     17      Right to Amend The Employee Handbook        4
Handbook Disclaimer                        4      Safe & Non-Hostile Workplace               17
I-9                                       12      Sexual Harassment                         18-20
Insurance, Health                         14      Sick/Personal Leave                        13
Leaves & Vacations                        12      Smoking                                    18
Mission Objective                          5      Strategic Goals                             6
Mission Statement                          5      Tardiness                                  14
Office Phone Numbers                       5      Vacation Pay                               13
Organizational Environment                18      Violence in the Workplace                  20
Organizational Philosophy                 5-6     Welcome Statement                           5
Organizational Structure                   6      Work Status & Relationship                  7
Orientation & Training                    14      Workers Compensation                       12




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Employee Handbook




                                                                           EMPLOYEE HANDBOOK

                                                                                                Las Vegas
                                                                                              North Las Vegas
                                                                                                 Pahrump
                                                                          EQUAL OPPORTUNITY EMPLOYER
It is PCI’s Policy that, as required by law, equal employment opportunities be available to all persons without regard to race, sex, age, color,
religion, national origin, disability, citizenship status, or any other category protected under federal, state, or local law. This policy applies to all
employees and applicants for employment and to all phases of employment, including hiring, promotion, demotion, treatment during
employment, rates of pay or other compensation, and termination of employment. In addition, PCI will take appropriate steps to provide
reasonable accommodations upon request to qualified individuals with disabilities so long as doing so does not cause PCI undue hardship.


Handbook Disclaimer

This Employee Handbook is to be a guide and in no way be thought of as an employment contract. Only written statements made by organizational representatives specified below are
valid and binding employment contracts. A quorum of The Progressive Choices, Inc (PCI) Board of Directors is the only procedural authority who can make binding employment contracts.
These contracts will be in writing and signed by all principles.
The Board of Directors reserves the right to make changes to the policies, procedures, and other statements made in this Employee handbook. Business conditions, Federal and State Law, and organizational
needs are constantly in flux and may require that portions of the handbook be re-written. It is necessary to provide the appropriate employment relationship and to obtain the goals of the organization
successfully. As a new staff member it is important that you take the time to read and learn the information contained in this manual. The policies and procedures outlined in the following pages will be a point of
reference for employment terms, benefits, and the responsibilities of your new position. This manual is provided to answer common questions posed by employees. If you have a question about company
policy that is not answered by the manual, you should feel free to ask your immediate supervisor. The policies and practices set out in the manual are not a contract and are not intended to imply a contractual
relationship. This version of the manual replaces all earlier manuals and takes precedence over all memoranda and oral description of the terms and conditions of employment. Once again, welcome to the
team.



RIGHT TO AMEND THE EMPLOYEE HANDBOOK

As stated at the beginning of the book, the Board of Directors reserves the right to make changes to the policies, procedures, and other statements made in this Employee Handbook. Business conditions, Federal and State Law,
and organizational needs are constantly in flux and may require that portions of the handbook be re-written. This is necessary to successfully provide the appropriate employment relationship and to obtain the goals of the
organization. From time to time you will be given notice of policy changes as they occur. You may be required to sign these documents to satisfy all parties that you are aware of the changes.




                                                                                                           -4-
Employee Handbook


Welcome to Progressive Choices

Congratulations on joining the PCI team. We know that you will be a valuable addition to the organization, and look
forward to a long and productive professional relationship.

PCI opened in August of 1997 as the first new Community Training Center in the Las Vegas Valley in over 30 years.
The Board of Directors brought over 50 years combined experience, in serving the developmentally disabled population,
to Nevada from PCI’s sister corporation of residential facilities. In

1999 Progressive Choices was invited by the citizens of Nye County Nevada to open a facility in Pahrump. Progressive
Choices was selected over all other similar agencies in Clark County to provide the same quality services and apply our
successful philosophy for their community. And in 2001 Progressive Choices opened a third training center in North Las
Vegas. We currently serve nearly 150 individuals with developmental disabilities with a forecasted 100% increase by the
end of fiscal year 2005.

The concept of providing individuals with developmental disabilities a progression of choices in a safe, supported, and
positive environment is our foundation and as a new staff associate it is important that you take the time to read and
learn the information contained in this handbook. The policies and procedures outlined in the following pages will be a
point of reference for employment terms, benefits, and the responsibilities of your new position. This handbook is
intended to answer common questions posed by staff associates. If you have a question about company policy not
covered by the handbook, you should feel free to ask your immediate supervisor.




                                             OFFICE PHONE NUMBERS

    •   NEVSO TRAINING CENTER (LAS VEGAS) 248-9484

    •   ALEXANDER TRAINING CENTER (NORTH LAS VEGAS) 644-5850

    •   PAHRUMP TRAINING CENTER 751-9722.

                                                  Mission Statement
PROGRESSIVE CHOICES is a non-profit corporation, working in a cooperative effort with the developmentally and
mentally challenged individuals, their care providers, and local businesses as employment advocates, assisting the
disabled in securing meaningful work, and providing businesses with loyal, dedicated, and productive employees.

                                                   Mission Objective
Provide the individual with developmental disability and mental health issues, vocational choices commensurate with
personal goals and ability while supplying the support necessary to ensure successful and productive job performance.

In 1999 Progressive Choices was invited by the citizens of Nye County Nevada to open a facility in Pahrump.
Progressive Choices was selected over all other similar agencies in Clark County to provide the same quality services
and apply our successful philosophy for their community. And in 2001 Progressive Choices opened a third training
center in North Las Vegas. We currently serve nearly 150 individuals with developmental disabilities with a forecasted
100% increase by the end of fiscal year 2005.




                                          ORGANIZATIONAL PHILOSOPHY

                    “To provide employment choices for developmentally disabled adults”



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Employee Handbook


Providing a choice in employment is the most important aspect for the success of the people we serve.
Performing a job that you enjoy increases the likelihood of staying employed. Progressive Choices believes that
through successful supported options individuals will achieve their life goals and objectives. The probability for
successful supported employment improves by properly matching an individual’s skills with employers needs.
Progressive Choices has maintained partnerships with a variety of employers in Southern Nevada through
persistent support, follow-up, and the ability to adapt to changing needs, and have developed a unique approach
to supporting developmentally disabled adults.

STRATEGIC GOALS

Progressive Choices believes that with the proper evaluation, guidance and strategy, nearly all individuals served
can attain a worthwhile job and become contributors to society. The staff of Progressive Choices is the defining
line to success or failure. It is your responsibility to see that the hopes and dreams of people we serve come to
fruition. You are more their mentors than just support staff. Remember, only as a successful team can all the
planning and effort occur.

Less than half of all the people we serve have found supported community employment. The remainder, are in
the various training centers, either in lieu of a job, waiting to be placed, or in few cases, the profoundly disabled
are in a day program to learn cognitive skills.




                                                          -6-
Employee Handbook


                                Employer / Employee Problem Solving Process
  PCI’s Employee Problem Solving Process (EPSP) is designed to resolve a wide variety of problems such as
  those related to promotions, disciplinary action, unfair treatment, discrimination, harassment, compensation,
  reclassification, inconsistent application of policy, and job assignments.

    •   What are the three steps in EPSP?

        First, the employee raises the issue with his/her immediate supervisor (as shown in the structure diagram)
        to attempt to work out an acceptable resolution. If that does not work, the employee's second step is to
        raise the issue with Human Resources to try to reach a resolution. If that does not solve the problem to
        the employee's satisfaction, the employee may take the next step and submit the matter to a neutral third
        party for resolution. Depending on how a particular Company component implements the third step, the
        problem may be submitted to a Peer Review Panel or to an Arbitrator.

    •   Who is eligible to use EPSP?

        everyone, including employees management employees and Persons Served.


                                     WORK STATUS AND RELATIONSHIP

AT-WILL EMPLOYMENT
We are an 'at-will' employer and operate under the provision that employees have the right to resign their position
at any time, with or without notice, and with or without cause. We, the employer, have similar rights to
terminate the employment relationship at any time, with or without notice, and with or without cause.

PCI and the State of Nevada’s application of the at-will employment doctrine is;
“Being absent a written contract.”
At-will employment is defined as;
“Employment for an indefinite duration that can be terminated by either party for
whatever reason or no reason.”


RIGHT TO WORK
Nevada is a Right to Work State. Right to Work essentially means that no union can compel non-union employees
to pay a shop fee for inadvertently benefiting from union negotiations.

                                       PAY POLICIES AND PROCEDURES

Pay Periods and Pay Days

PCI compensates employees twice per month. The two pay periods and the corresponding paydays are as
follows:

                     PAY PERIOD                                                    PAY DATE

The 1st day of the month, to the 15th day of the month.     The 20th of the month.

The 16th day of the month, to the last day of the month.    The 5th of the following month.

    •   It is your responsibility to provide a time card on the specified days above or you may not get paid on
        time.



                                                          -7-
Employee Handbook


    •   Paydays falling on a Saturday will be paid on the preceding Friday. Paydays falling on Sunday will be
        paid on the following Monday.

    •   Standard payroll deductions are taken out of your paycheck.

    •   Federal law dictates that any garnishments must be deducted from your paycheck.

OVERTIME POLICIES

Anyone working over 40 hours in a weeks time shall receive time and a half pay for each hour worked.

DRESS CODE

    •   When working in the training center wear comfortable clean work attire.

    •   NO: Short’s, open toed shoes, sandals, tank tops, T-shirts where there is an inappropriate “MESSAGE or
        ARTWORK.” (This includes and not limited to: advertising slogans, lewd messages, things of a
        pornographic nature.)

    •   Medical “scrubs” are permitted, but no lab coats.

    •   Personal hygiene must be maintained daily.

    •   Men: Clean Shaven, mustaches, sideburns and Goatee’s are okay if neat and trimmed. If hair is long it
        needs to be clean and pulled back (if working with food or machinery).

    •   Women: Hair must be neat and clean and if long pulled back or in a bun (if working with food or
        machinery).

    •   Job coaches may be subject to a special dress code.


                     Private Vehicle Transporting and Accident Procedures

Job Coaches, substitute Job Coaches and other training center Staff may be required to transport persons served
in their personal vehicles. You must be aware that transporting persons served in your vehicle is your
responsibility and that your auto insurance is the primary line of coverage in the event of an accident while on
or off duty.

Criteria for Transporting Persons Served:
    • Hold an Endorsed Class A, B, C, J, R or F (non-revoked) Nevada or other* State Drivers License.
    • Your vehicle must have:
             1. Proof of insurance card.
             2. Working headlights, taillights, break lights, reverse lights and turn signals.
             3. Horn
             4. Road worthiness; a working muffler, breaks, cooling system and electrical system.
             5. Seat belts for all passengers.
             6. Properly inflated tires.
             7. Working windshield wipers.
             8. Current License plate tags and current registration.
             9. A first aid kit.
(*New Nevada residents must apply for a Nevada Drivers License within 30 days of moving date.)
    • A current NVDMV driver’s record printout, with point demerits limited to minor infractions and under four
        demerit points. (Management, depending on the offence will consider special exemption and period of
        time offence occurred.)


                                                       -8-
Employee Handbook


    •   It is required that drivers do not use cell phones while the vehicle is moving, but pull the vehicle off into
        a safe area to make a call.

    •   All vehicles will be inspected on a quarterly basis, using the “Quarterly Preventive Vehicle Maintenance
        Checklist”. A Safety Officer will be appointed and will be responsible to oversee completion of this
        checklist The Vehicle Maintenance Checklist is to be turned in to the Director within the two weeks
        following the end of each quarter. At this time the Director will determine if vehicles will be eligible for
        transporting purposes.

    •   Tolls, parking fees, reasonable* parking tickets or other out-of-pocket charges will be reimbursed using
        your monthly expense account form.


    •   Travel Reimbursement Mileage or other mode of transportation or authorized travel shall be reimbursed
        by the Agency provided documentation (Mileage Reimbursement Form) showing date, purpose, points of
        travel and expense is submitted. Mileage shall be reimbursed at the current applicable rate per mile.
        Directors will advise those individuals eligible for reimbursement of changes in rates as they occur. This
        rate can change from time to time. Reimbursement amounts for other modes of transportation must be
        approved in advance. All travel shall be reimbursed and documentation must be submitted. However, the
        purpose of the trip need not be recorded as that is self-explanatory. Routine travel to and from work shall
        not be considered an authorized reimbursable expense.

   •    Parking in Handicap zones is prohibited unless you have a current Nevada Handicap License Plate or
        Window Placard. If you have the plate or placard, you may not park in a “Van Accessible Only” or “Van
        Accessible” space unless you are driving a van.

(*At this time, parking tickets received at the UNLV enclave are the only tickets PCI will compensate.)

ACCIDENTS & INJURIES

Immediate reporting of accidents and injuries are the responsibility of the driver. This is essential to ensure
adequate insurance and warranty coverage, timeliness of repairs and proper medical attention in case of injury.

The Police MUST be called and a report taken at the TIME OF THE ACCIDENT. If the accident only involved
your vehicle, (not a collision with another vehicle) you must report it within 24 hours.

Progressive Choices maintains comprehensive insurance coverage (fire, theft, collision, liability, and property
damage) for Staff and Persons Served using the vehicle for approved agency business.

ACCIDENTS
A vehicle identification card and an insurance carrier card are to be located in the vehicle for police reporting
purposes.

In case of an accident, the driver should immediately contact their supervisor or the Director of the Division. If
injuries are evident and/or if two or more vehicles are involved, notify the police immediately. If the vehicle is
inoperable, the driver should remain with the vehicle until Persons Served are taken safely away from the scene
and until the vehicle is properly disposed of.

An accident report (insurance company’s form) will be completed by the driver of the vehicle within 24 hours of
the accident.


                                                        -9-
Employee Handbook



INJURIES
A first aid kit is to be located in the vehicle to use for minor injuries. If injuries occur during Day Programming
hours, injured persons served or staff requiring emergency hospitalization will be taken, if possible, to the hospital
by calling 911. Then contact the appropriate supervisor regarding the injury.

The Driver or Division Director must complete an incident report within 24 hours of the injury.



                            POLICIES TO ENSURE A SAFE WORKPLACE
ALCOHOL & DRUGS

Alcohol and drug abuse and the use of alcohol and drugs in the workplace are issues of concern to PCI. It is the
policy of PCI to ensure that its employees do not: report for work in an impaired condition resulting from the use of
alcohol or drugs; consume alcohol while on duty; or unlawfully possess or consume any drugs while on duty, at a
work site or on PCI property. Any employee who violates this policy is subject to disciplinary action. The specifics
of the policy follow:

1. Any PCI employee who is under the influence of alcohol or drugs while on duty or who applies for a position
approved by the Human Resources Department as affecting public safety is subject to a screening test for
alcohol, drugs, or both.

2. Emphasis will be on rehabilitation and referral to an employee assistance program when an employee is under
the influence of alcohol or drugs while on duty. The appointing authority shall, however, take into consideration
the circumstances and actions of the employee in determining appropriate disciplinary action.

3. Any PCI employee who is convicted of violating a federal or state law prohibiting the sale of a controlled
substance must be terminated regardless of where the incident occurred.

4. Any PCI employee who is convicted of driving under the influence or of any other offense for which driving
under the influence is an element of the offense is subject to discipline up to and including termination if the
offense occurred while driving the vehicle on PCI business.

5. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance in the
workplace is prohibited. Any PCI employee who is convicted of unlawfully giving or transferring a controlled
substance to another person or who is convicted of unlawfully manufacturing or using a controlled substance
while on duty or on the premises of a PCI training center or job site will be subject to discipline up to and including
termination.

6. The term, "controlled substance" means any drug defined as such under the regulations adopted pursuant to
NRS 453.146. Many of these drugs have a high potential for abuse. Such drugs include, but are not limited to,
methamphetamines, heroin, marijuana, cocaine, PCP, and "crack". They also include "legal drugs" which are not
prescribed by a licensed physician.

7. Each PCI employee is required to inform his or her employer in writing within five days after he or she is
convicted for violation of any federal or state criminal drug statute when such violation occur red while on duty or
on the employer's premises.

8. Any training center receiving a federal contract or grant must notify the federal agency which authorized the
contract or grant within ten days after receiving notice that an employee of the agency was convicted within the
meaning used in paragraph 7, above. This policy is applicable to all classified and unclassified employees of PCI.
Specific federal guidelines, statutory provisions and regulations applicable to this policy are set down in the Drug
Free Workplace Act and Chapter 284 of the Nevada Revised Statutes and Nevada Administrative Code. The
policy does not restrict PCI from augmenting the provisions of this policy with additional policies and procedures

                                                        - 10 -
Employee Handbook


which are necessary to carry out the regulatory requirements of the Drug Free Workplace Act. In accordance with
the Governor’s Alcohol and Drug-Free Workplace Policy, all new employees must receive a copy of this policy.
They are required to sign a form acknowledging receipt of the policy for inclusion in their personnel file. A copy of
the Governor’s Alcohol and Drug-Free Workplace Policy should be posted at the employee’s worksite.

PERSONAL PROPERTY

We encourage you not to bring anything valuable such as large amounts of money, jewelry, or anything else of
value to the training center or a community enclave.

REQUIRED LEAVES

At this time, PCI has no required time off. However, it is suggested that employees and officers having money
handling or financial responsibilities, that you use vacation time in a timely fashion to avoid stress and to continue
to provide accurate job performance.

PREGNANCY DISCRIMINATION

PCI will not discriminate in hiring, limit health insurance, withhold medical leave or reasonable accommodations,
or withhold fringe benefits on the basis of pregnancy, childbirth or related medical conditions. Women affected by
pregnancy or related condition will be treated in the same manner as other applicants or employees with similar
abilities and limitations.

DISCHARGE

Delineation of what offenses of Company Policy will result in discharge are but not limited to the following:
    The destruction or damage to company, employee or others property or supplies maliciously.

    The removal or theft of any company, employee, Person Served, or visitor’s personal property or information.

    Falsifying documents or giving misleading information to gain employment.

    Falsifying any employment documents or records after hire.

    The Possession of firearms, weapons, and hazardous devices or substances while on company property.

    Possession, use, or sale of alcoholic beverages or illegal drugs while on company property.

    Reporting for duty under the influence of alcohol or illegal drugs.

    Insubordination, including improper conduct, toward supervisor and refusal to perform tasks.

    Fighting on while company property.

    Harassing, threatening, intimidating, or coercing a supervisor, another employee, or person served.

    Failure to follow company procedures for maintaining the confidentiality of the company’s information.

    A finding of sexual harassment,

    Moving violations or accidents (for Company drivers),

    Behavior endangering self persons served or co-workers,

    Unprofessional behavior,

                                                           - 11 -
Employee Handbook


    Violation of confidence.




REPORTING INJURIES

Injuries, or illnesses suspected of being work related, should be reported immediately to the Employee’s
immediate supervisor. The supervisor will help the employee fill out an incident report and then submit the report
to Human Resources or other management designated person or department.

WORKERS COMPENSATION
The Company pays workers’ compensation insurance in addition to the privately contracted health insurance policies.
This is totally separate from the other insurance policies and is in accordance with state and Federal laws governing
such insurance. Employees must report all injuries (no matter how minor) to their supervisor as soon as possible. The
supervisor must report the injury to appropriate personnel as soon as possible after the injury happens. Claims for
Worker’s Compensation benefits should be given to appropriate key personnel. The appropriate workers’ compensation
forms must be completed and submitted within 3 days of the accident. Failure to do so may result in rejection of the
workers’ compensation claim, and such rejection will result in the employee being responsible for the costs of medical
treatment.

COBRA

If you qualify for PCI’s insurance plan, and have been on the plan for more than… you are eligible for COBRA
upon discharge of employment.



                                          EMPLOYMENT REQUIREMENTS

I-9 FORMS

 An U.S. Department of Justice, INS I-9 Form verifies identity and eligibility to work legally in the U.S. An I-9 will
be completed by each new employee within three days of his/her start date. The Form will be kept for 3 years
from the date of hire or I year after employment ends, whichever is later.

PERFORMANCE APPRAISALS
Performance evaluations are conducted upon an employee’s completion of the introductory period and annually
thereafter. The purpose of these evaluations is: (a) to evaluate the strengths and weaknesses of an individual’s
performance; (b) to communicate these to the employee; (c) to get feedback from the staff member regarding the
employment position and the corporation; and (d) to set mutually satisfactory future performance goals.




                                              LEAVES AND VACATIONS

Unpaid Leaves
FMLA (Family & Medical Leave Act)

Eligible employees are, during a 12-month period, entitled up to 12 weeks of unpaid leave (a) to care for the employee’s
child following birth, or placement for adoption or foster care, (b) to care for the employee’s spouse, son or daughter, or
parent who has a “serious health condition,” or for the employee’s own serious health condition that makes the employee
unable to perform his or her job. If an eligible employee returns to work on or before the expiration of the FMLA leave
period, he or she will be entitled to the same or an equivalent job, unless considered a “key employee” under the FMLA.



                                                          - 12 -
Employee Handbook


Maternity Leave

All employees of Progressive Choices, Inc. are eligible to take up to six (6) weeks of unpaid maternity leave either before
or after the birth of the child or both. In some instances individuals may be eligible for State Disability Insurance (SDI)
during this time period.

Paid Leaves
Bereavement Leave

This policy recognizes the diversity of our employees' bereavement needs while acknowledging the changing
definition of family. (Family includes one’s immediate or extended family as well as family of domestic partners,
stepfamilies, and other family relationships).In the event of a death in an employee’s family, after discussion with
his or her supervisor, the employee may be granted for up to five days of un-paid leave for bereavement. (If
qualified, 3 days of vacation and/or sick time may be used). In unusual circumstances, additional time may be
granted at the discretion of the supervisor with the advice of the Human Resource Officer.

PAID HOLIDAYS

Paid holidays are:

    1. New Years Day

    2. Memorial Day

    3. Independence Day

    4. Labor Day

    5. Thanksgiving Day

    6. Christmas Day

VACATION PAY
Regular full-time employees accrue vacation time of 1.67 hours per pay period (semi-monthly) up to 40 hours per year.
Accrual of vacation time begins after the 90-day probationary period, but may not be utilized until after the first year of
employment. Upon your third anniversary with the company, Vacation leave will accumulate at the rate of 3.34 hours or
a total of 80 hours a year thereafter. Employees may not accumulate more than 80 hours of vacation time. Accrual will
stop upon reaching the 80-hour limit and the time lost until the employee utilizes the time.

Your supervisor must approve all vacation requests in advance. All employees are asked to submit vacation requests
as soon as possible but no later than seven (7) days prior to the beginning of the requested vacation period. The
company will approve vacation requests based on a first come-first served basis and the operational needs of the
company.

Individuals may not take more vacation time than they have earned. Additionally, all requests for time-off, regardless of
reason or duration, will be charged against the employee’s vacation and balance. Employees who are on leave of
absence or suspended, do not earn vacation benefits for that period of time.

SICK/PERSONAL LEAVE

Regular full-time employees accrue sick/personal leave from the end of their introductory period at a rate of 1.67 hours
per pay period, up to a total of 40-hours per year. Temporary and introductory employees are not entitled to paid
sick/personal leave. Suspended employees do not accrue sick/personal leave and are not paid for sick/personal hours.
Sick leave is not granted to compensate for an illness, which occurs during an employee's scheduled vacation or leave
of absence.

                                                          - 13 -
Employee Handbook


Any staff that is sick or requesting personal leave must page or call the duty administrator no less than four (4) hours
prior to the beginning of their shift. Individuals who miss scheduled hours and do not have sick leave accrued will not
receive wages for the missed time.

Individuals missing three-consecutive days of work due to illness of employee, or of a family member requiring the care
of the employee, the employee must submit a letter from attending physician stating the estimated date of employee's
return to work. After the first 4 days the employee is required to telephone the immediate supervisor weekly to report on
the status of employee's return to work.

Staff who are hospitalized or out sick for more than seven (7) days for an injury or illness that is not work related, should
apply for State Disability Insurance (SDI) benefits.




INSURANCE, HEALTH, INFORMATION
Progressive Choices, Inc. offers medical insurance to all regular full-time employees. Staff member premiums are paid
50% by the corporation and 50% by the individual. Plans covering spouses, children, and family members are available;
however, all related costs are borne by the employee. Introductory, part-time, and temporary employees are not eligible
for medical coverage. Benefit information can be obtained from supervisory personnel.

RETIREMENT

Upon completion of your 90 day introductory period, Progressive Choices, Inc. can refer you to a private financial
representative to set up a 403 (B) (7) retirement package, funded exclusively by you. (See the hiring authority).

ORIENTATION AND TRAINING

The Human Resources Department coordinates new employee orientation. New and present employees receive
all necessary safety and informational training for any present or future job before commencing work on that job.

                                           EMPLOYEE RESPONSIBILITIES

ATTENDANCE / ABSENTEEISM
Absences
Individuals who cannot report to work are expected to page or telephone the duty administrator at least four (4) hours
prior to the beginning of their regularly scheduled shift. Any employee who is absent three (3) days without contacting
their supervisor, will be assumed to have voluntarily resigned their position at the end of the third day.

Employees knowing in advance of a pending absence, must schedule the absence with their supervisor at least one
week in advance. Excessive absences and failure to report on time to your supervisor will lead to disciplinary action, up
to and including discharge. Absences are excessive if they occur frequently or if they show a pattern. Absences
immediately before or after holidays and week-ends are suspect. Frequent absences for minor complaints such as a
headache or stomachache are also suspect. On the second occurrence of an employee being absent following the use
of all accrued sick time and/or failing to notify administrative personnel of an absence within the required time frame will
result in a verbal warning being issued. On the fourth occurrence (within 90 days) the employee will be given a written
warning. Six (6) excessive absences within any 90-day period may result in the employee being terminated.

Tardiness
Staff must arrive at their work location and be ready to start work at the beginning of their shift. Individuals must also be
ready to resume work on time after authorized rest and meal periods. Tardiness may lead to discipline up to and
including discharge. Traffic and weather conditions may cause individuals to be late once in a while. However, if this
happens on a continuous basis, or if an individual demonstrates a pattern of tardiness, (s)he may be disciplined up to
and including discharged. On the second occurrence of an employee being late a verbal warning will be issued. On the



                                                           - 14 -
Employee Handbook


fourth occurrence (within 90 days) the employee will be given a written warning. If the employee is late six (6) times
within any 90-day period they may be terminated.


                                      PERFORMANCE AND CONDUCT
EVALUATIONS
Performance evaluations will be conducted upon an employee’s completion of the introductory period and annually
thereafter. The purpose of these evaluations is: (a) to evaluate the strengths and weaknesses of an individual’s
performance; (b) to communicate these to the employee; (c) to get feedback from the staff member regarding the
employment position and the corporation; and (d) to set mutually satisfactory future performance goals.


RESPECTING THE RIGHTS OF THE INDIVIDUALS SERVED
It is imperative that every employee know and respect the rights of the individuals who receive services from Progressive
Choices. Vocational Trainers and Job Coaches will be required to receive training on corporation policy on Individuals
Rights within ten (10) days of hire. This training will be documented in each staff member’s personnel file.

Upon admission to Progressive Choices, individuals to be supported will be given a written copy of the rights granted
them. The Program Director will advise the individuals of their rights and have the individual sign documentation
indicating they have been explained their rights.

The rights of individuals receiving vocational support (as listed below) are not to be denied by any employee except for
sufficient cause (the individual has become a threat him/herself or others). Should a staff member need to deny an
individual’s rights, corporate policy requires that employee to report the incident to administrative personnel as soon as
possible following the incident. The placing agency will receive a verbal notification of the incident immediately and a
written report of the denial of rights within 24 hours of the incident.

Any staff member who witnesses the willful violation of an individual’s rights by another staff member and fails to report
that violation to corporate administrative personnel will be subject to disciplinary action. Corporate administrators will
implement policy regarding “Abuse or Neglect of Supported Individuals,” as outlined in the next section.

Staff members are not simply to avoid violating an individual’s rights but also protect and provide the person the
opportunity to exercise those rights. Program participant rights shall include the following.

    •   To receive medical, psychosocial and rehabilitative care, treatment and training;
    •   To be informed of the nature and consequences of proposed treatment procedures; the reasonable risks,
        benefits, and purposes of such procedures; and alternative procedures;
    •   To give or withhold informed consent in writing to any and all treatment procedures;
    •   To wear his or her own clothing;
    •   To keep and use his or her own personal possessions, including toilet articles, unless such articles may
        be used to endanger his or her own life of the lives of others;
    •   To keep and be allowed to spend a reasonable sum of his or her own money for expenses and small
        purchases;
    •   To have access to individual storage space for private use;
    •   To see visitors each day;
    •   To have reasonable access to telephones, both to make and receive confidential calls;
    •   To have ready access to letter writing materials, including stamps;
    •   To mail and receive unopened correspondence;
    •   To be free from the application of any mechanical restraint; except when prescribed by a physician and
        only as long as the conditions justifying such restraint continue to exist; any use of a mechanical restraint,
        together with the reasons therefore shall be recorded in the client’s treatment record;



                                                          - 15 -
Employee Handbook


    •   To dispose of property, marry, execute instruments, make purchase, enter into contractual relationships,
        vote and hold a driver’s license, unless specifically adjudicated incompetent by a court of competent
        jurisdiction


FOLLOWING COMPANY PROCEDURES
The disciplinary process at Progressive Choices, Inc. is to address critical areas of performance and conduct that may
arise and cannot wait until the next evaluation. The singular purpose of this process is to correct the deficiency and
strengthen performance and retention of the staff member.


Correctional Actions
Correctional Actions includes verbal and written warnings, suspension without pay, or discharge of employment. These
Correctional Actions will depend the severity of the violation is and the circumstances of the wrongdoing. There is no
standard series of correctional steps. PCI has the right to determine what is appropriate. In certain circumstances,
conduct may lead to immediate discharge. However, in most instances related to minor infractions, disciplinary action
will start with a verbal warning and proceed to a written warning.


VIOLATIONS WHICH MAY RESULT IN
CORRECTIVE ACTION

Unsatisfactory job performance.

Not following an established safety rules.

Tardiness or excessive absence from work or your work area.

Leaving the premises or your job during working hours without supervisor’s permission.

Horseplay or other action that is dangerous or that disrupt work.

Smoking in non-smoking areas or where No Smoking signs are posted.

Working unauthorized overtime.

Use of abusive or vulgar language.

Carelessness or negligence in doing your job.

Using company equipment, materials, or supplies without permission.

Possessing or removing consumer food or other items without permission.

Sleeping while on duty.

Inappropriate appearance or grooming.

Fraternizing with any person served.



DISCHARGE FROM EMPLOYMENT


                                                          - 16 -
Employee Handbook


Progressive Choices, Inc. will consider employees to have voluntarily terminated their employment under any of the
following conditions:

    1.   Submission of a letter of resignation.

    2.   Failure to return from an approved leave of absence on the date specified by the company.

    3.   Failure to report to work and failure to call in for three (3) working days in a row.

Employees may be discharged for poor performance, misconduct, excessive absences, tardiness, or other violation of
the company rules. However, employment is at will and both the employee and the company have the right to terminate
employment for any legal reason or no reason, on notice to each other.

We may need to terminate an employee because of reorganization, job elimination, economic downturns, or lack of
work. Should we decide that such a termination is necessary, we will try to give as much advance notice as is
practical.

PERFORMANCE OF DUTIES WITHIN ETHICAL AND LEGAL GUIDELINES

PCI will not ask, nor will it ever expect, an Employee to act or perform duties which would compromise that
Employee on ethical or legal grounds. If an Employee is asked or ordered to do something he/she feels is
compromising, the incident should be reported immediately using the EPSP process.

COOPERATION IN PROVIDING A SAFE AND NON-HOSTILE WORK ENVIRONMENT

PCI expects all Employees to cooperate in the maintenance of a safe, non-hostile workplace. Employees are
expected to work in ways which will not endanger themselves or others. Employees are expected to maintain
themselves and their work areas so as not to create a hostile or offensive workplace for others. Concerns or
incidents compromising either situation should be reported through the EPSP process.

NOTICE OF CHANGE IN PERSONAL STATUS

Final notice of any change in personal employment status will come from the Human Resources Department or a
designated representative of Progressive Choices, Inc. It will be presented and documented on the Payroll –
Title / Status Change form. It may be delivered by your supervisor but it will come from HR. Such changes could
be, but are not limited to, termination notice, pay raise, promotion or demotion, a written disciplinary reprimand,
etc.

POLICY REGARDING HIRING FORMER EMPLOYEES, FRIENDS, RELATIVES, ETC.

This policy is currently left to the discretion of the hiring authority.



                                             SAFETY AND HEALTH (OSHA)

The appropriate OSHA posters and information can be found within PCI training centers and at all private
worksites.

It is the intention of PCI to provide you with a safe, clean work environment condusive to productivity. If you have
safety or health concerns, please bring them to the attention of your supervisor as soon as possible.




                                                            - 17 -
Employee Handbook


                                             CAREER DEVELOPMENT

EDUCATION

PCI has scheduled “Institute Days” or “In Service Days” throughout the year. Various aspects of the job are
discussed and some involve training, rules and other job related topics.



CAREER MOVES WITHIN PCI

It is company policy to promote from within when possible. There are Interdepartmental transfers if available and
sometimes location transfers. Merritt and seniority weigh heavily on the decision for status change and new
openings.

                                       ORGANIZATIONAL ENVIRONMENT

SMOKING

PCI promotes and enforces a smoke free environment. Smoking is allowed in designated outside areas only.

SUBSTANCE ABUSE

Progressive Choices, Inc. will strongly enforce an abused substance free workplace. Employees working while
under the influence of drugs or alcohol will be directed to an Employee Assistance Program (EAP) upon the first
offense. A second offense or refusal to accept the help of the EAP will result in termination.

SOLICITATION

It is the policy of Progressive Choices that there is to be no selling of any kind at any Training Center or other
work site. This includes everyone!

SEXUAL HARASSMENT

     What is sexual harassment? It is “unwelcome sexual advances, requests for sexual favors, and other
     verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or
     rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes
     with an individual's work performance or creates an intimidating, hostile or offensive work environment.”

     Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

         •    The victim as well as the harasser may be a woman or a man. The victim does not have to be of
              the opposite sex.

         •    The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another
              area, a co-worker, or a non-employee (a customer or client.)

         •    The victim does not have to be the person harassed but could be anyone affected by the
              offensive conduct.

         •    Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

         •    The harasser's conduct must be unwelcome.

     It is helpful for the victim to directly inform the harasser that the conduct is unwelcome and must stop. The
     victim should use any employer complaint mechanism or grievance system available.



                                                        - 18 -
Employee Handbook


     Victims or witnesses should report any incident or possible incident through the EPSP procedure. [insert
     company name] will vigorously, promptly, and impartially investigate all allegations and deal with them in
     as discrete a manner possible, so as to protect the rights of the vistim and the accused.

     If the investigation returns a finding of sexual harassment, or the false accusation regarding sexual
     harassment, disciplinary action, ranging from reprimand to termination, will result.

                                            Sexual Harassment Policy

I. PURPOSE

To establish the company's position on the subject of harassment, including sexual harassment, and to set forth
guidelines for handling violations of the policy and to specify the related complaint-handling procedure.

II. SCOPE

This policy applies to all employees.

III. POLICY

It is the policy of Progressive Choices, Inc. to provide a workplace free from harassment where all employees are
treated with dignity and respect regardless of race, sex, ethnic origin, religion, age or any other prohibited
grounds. Harassment, including sexual harassment, is contrary to basic standards of conduct between individuals
and is prohibited by federal, state and local laws. It is a violation of company policy for any employee to engage in
any of the acts or behavior defined below, and such misconduct will subject an employee to corrective action up
to and including immediate discharge.

Employees who feel they have been discriminated against on the basis of race, sex, ethnic origin, religion, age or
any other prohibited grounds, or sexually or in any other manner harassed, should immediately report such
incidents following the procedure described below without fear of reprisal. Confidentiality will be maintained to the
extent consistent with a full and fair investigation of all complaints.

IV. DEFINITIONS

A. Harassment. Verbal, physical or visual conduct based on race, national origin, age, religion or other
basis which, in the employee's opinion, impairs his or her ability to perform the job. Harassment applies
to the conduct of a supervisor toward an employee, an employee toward another employee, a non-employee
toward an employee, or an employee toward an applicant for employment. Harassment can apply to conduct
outside the workplace as well as on the work site. Employees who wish to register a complaint may do so through
the Human Resources Department, their supervisor or any appropriate member of management.

B. Sexual Harassment. Sexual harassment encompasses a wide range of unwanted, sexually directed behavior
and has been defined in the following manner: Unwelcome advances, requests for sexual favors and other verbal
or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's
employment;

2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions
affecting such individual; or,

3. Such conduct has the purpose or effect of unreasonable interference with an individual's work performance or
creating in intimidating, hostile or offensive working environment.

Sexual harassment applies to the conduct of a supervisor toward an employee, an employee toward another
employee, a non-employee toward an employee, or an employee toward an applicant for employment. Sexual
harassment can apply to conduct outside the workplace as well as on the work site. Employees who wish to


                                                        - 19 -
Employee Handbook


register a complaint may do so through the Human Resources Department, their supervisor or any appropriate
member of management.

V. PROCEDURE


All complaints of discrimination shall be submitted in writing to the Human Resources department on an EEO
Complaint Form. Any complaint of discrimination by an employee or job applicant shall be handled through the
Complaint Procedure Policy, and fully investigated by the Company. Based on that investigation, the complaining
party will be informed of the Company's decision and will be informed of their appeal rights, if any, or referred to
the appropriate governmental agency.

Complaints of harassment of any type will be handled through the Complaint Procedure Policy, which provides
several options by which an employee may initiate action on a job-related complaint. They include:


A. The employee's immediate supervisor.

B. The next higher level of management above the immediate supervisor.

C. The Director of Human Resources.

D. The General Manager.

VIOLENCE IN THE WORKPLACE

Progressive Choices, Inc. promotes and enforces a policy against violence in the workplace wherever such
actions are under its control. In the area of Employee conduct, [insert company name] has control and will
investigate all reported incidents of actual violence or intimidation in the workplace..

Violence in the workplace can range from verbal intimidation, to physical threats, to altercations, on up to rapes or
homicides. When an Employee is the victim of any act of violence, he /she should report that incident through the
EPSP process.

If the investigation shows that an employee (or employees) is (are) at fault, that employee is subject to disciplinary
action up to and including termination.

[insert company name] will also strive to maintain the safety of employees from outsider violence, i.e. during
robberies.

If an Employee feels that a policy or procedure could be improved to prevent workplace violence, he/she should
present the idea to their supervisor. The supervisor will present the idea to Company management for
consideration.




                                                        - 20 -
Employee Handbook


                                                                                     risk.

Disclosure / Non-Disclosure Agreement                                        8.      The Participant acknowledges and agrees that the
                                                                                     confidential information is provided on an AS IS basis.
Effective Date:

Participant:                                                                 9.      Upon DISCLOSER written request, The Participant shall
                                                                                     return to DISCLOSER or destroy all written material or
In order to protect certain confidential information that may be                     electronic media and the Participant shall deliver to
disclosed by Discloser (“DISCLOSER”) to the “Participant’ above,                     DISCLOSER a written statement signed by The Participant
they agree that:                                                                     certifying same within 5 days.

1.   The confidential information disclosed under this Agreement             10. The parties do not intend that any agency or partnership
     is described as:                                                            relationship be created between them by this Agreement.
          ◊     All Records (Persons Served)
          ◊     All Records (Co-workers)                                     11. All additions or modifications to this Agreement must be
          ◊     Anything communicated orally, written, in passing                made in writing and must be signed by both parties.
                or anything else that may be considered inviolable
                by the person communicating the information.                 12. This Agreement is made under and shall be construed
                                                                                 according to the laws of the State of Nevada.
2.   The Participant shall use the confidential information
     received under this Agreement for the purpose of the day-to-            DISCLOSURE
     day transaction of business, and any creation of; plans or
     other related person served documentation, which shall be
                                                                             Authorized Signature
     considered “Intellectual Property”. Any other written or
     “created” forms, presentations or manuscripts are not
     covered under this section unless an aspect of company                  Name
     data is used in its creation.

3.   The Participant shall protect the disclosed confidential                Title
     information by using the same degree of care, but no less
     than a reasonable degree of care, to prevent the
                                                                             PARTICIPANT
     unauthorized use, dissemination, or publication of the
     confidential information as the Participant uses to protect its
     own confidential information of a like nature.                          Authorized Signature

4.   The Participant shall have a duty to protect only that
     confidential information which is (a) disclosed by                      Name
     DISCLOSER in writing and marked as confidential at the
     time of disclosure, or which is (b) disclosed by DISCLOSER
     in any other manner and is identified as confidential at the            Title
     time of the disclosure and is also summarized and
     designated as confidential in a written memorandum                      Address
     delivered to the Participant within 30 days of the disclosure.

5.   This Agreement imposes no obligation upon the Participant
     with respect to confidential information that becomes a
     matter of public knowledge through no fault of the
     Participant.
                                                                                     DISCLOSER MAKES NO WARRANTIES, EXPRESS OR
6.   The Participant does not acquire intellectual property rights                   IMPLIED, WITH RESPECT TO THE CONFIDENTIAL
     under this Agreement except the limited right of use set out                    INFORMATION AND HEREBY EXPRESSLY DISCLAIMS
     in paragraph 2 above.                                                           All IMPLIED WARRANTIES OF MERCHANTABILITY AND
                                                                                     FITNESS FOR A PARTICULAR PURPOSE. IN NO EVENT
7.   DISCLOSER makes no representation or warranty that any                          SHALL DISCLOSER BE LIABLE FOR ANY DIRECT,
     product or business plans disclosed to the Participant will be                  INDIRECT, SPECIAL, OR CONSEQUENTIAL DAMAGES
                                                                                     IN CONNECTION WITH OR ARISING OUT OF THE
     marketed or carried out as disclosed, or at all. Any actions
                                                                                     PERFORMANCE OR USE OF ANY PORTIONOF THE
     taken by the Participant in response to the disclosure of                       CONFIDENTIAL INFORMATION.
     confidential information by DISCLOSER shall be solely at its




                                                                       -2-
Employee Handbook


Acknowledgment of Receipt and Reading of Employee Handbook

I have received a copy of the Employee Handbook outlining the responsibilities as an employee and the
responsibilities of the organization. I have read the information contained in this handbook and it has
been explained during orientation. If I have any questions, I should contact the Human Resources
office. I understand that the employee handbook is not an employment contract, but does provide the
organizational employment policies and procedures by which I am governed.

I agree to comply with the guidelines, policies, and procedures of Progressive Choices, Inc. I
understand my employment and compensation can be terminated at the option of either myself or
Progressive Choices, Inc. at any time.

This Handbook is subject to change without notice. It is understood that changes in procedure will
supersede or eliminate those found in this book and I will be notified of such changes through normal
communication channels.



_________________________________Signature of Employee                          _____________Date


_________________________________Signature of HR Representative                 ______________Date




                                                 -2-