Employee Handbook

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					Employee Handbook
This employee handbook is a compilation of company policies, procedures and
behavioral expectations that is provided by a company to its employees. The handbook
can also include information about payroll, employee benefits and additional terms and
conditions of employment. Moreover, an employee handbook will help protect a
company from potential lawsuits that can arise in the form of harassment claims,
wrongful termination claims and discrimination claims. This handbook is ideal for small
businesses that want to establish uniform and consistent policies and procedures for
employees.
                               [COMPANY NAME]



                       Employee Handbook
                                               Last Updated: [Date]




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Table of Contents
EQUAL EMPLOYMENT OPPORTUNITY POLICY ..................................................................1
POLICY PROHIBITING HARASSMENT ..................................................................................1
SEXUAL HARASSMENT POLICY ...........................................................................................1
POLICY ON OTHER FORMS OF HARASSMENT...................................................................3
SUBSTANCE ABUSE POLICY ................................................................................................3
EMPLOYEE RELATIONS PHILOSOPHY ................................................................................3
DISPUTE RESOLUTION ..........................................................................................................4
HOURS OF WORK ...................................................................................................................4
WORK SCHEDULES................................................................................................................4
OVERTIME PAY .......................................................................................................................5
NON-EXEMPT EMPLOYEES (FULL-TIME/PART-TIME) ........................................................5
EXEMPT EMPLOYEES ............................................................................................................5
LUNCH PERIODS.....................................................................................................................5
HOLIDAYS................................................................................................................................ 5
FLOATING HOLIDAY...............................................................................................................6
PERSONAL DAYS ...................................................................................................................6
VACATION................................................................................................................................ 6
PART-TIME EMPLOYEES .......................................................................................................7
EARNING VACATION ..............................................................................................................8
POSTPONED VACATION ........................................................................................................8
COMMISSIONED EMPLOYEES ..............................................................................................8
REHIRED EMPLOYEES...........................................................................................................8
VACATION – CHANGES IN STATUS......................................................................................8
HOLIDAYS................................................................................................................................ 8
VACATION – FAMILY & MEDICAL LEAVE ............................................................................8
VACATION – SHORT-TERM DISABILITY...............................................................................9
VACATION – LONG-TERM DISABILITY.................................................................................9
VACATION – UNPAID PERSONAL LEAVE (EXCEPT FAMILY AND MEDICAL LEAVE) ....9
RESTRICTIONS........................................................................................................................9
SICK DAYS............................................................................................................................... 9
LIMITATIONS ......................................................................................................................... 10
DISABILITY ............................................................................................................................ 10
WORK-RELATED DISABILITY..............................................................................................11
REASONS FOR LEAVE .........................................................................................................11
LEAVE IS UNPAID .................................................................................................................12
NOTICE OF LEAVE................................................................................................................12
MEDICAL CERTIFICATION ...................................................................................................12
CONSECUTIVE, INTERMITTENT AND REDUCED LEAVE SCHEDULES ..........................13
MEDICAL AND OTHER BENEFITS.......................................................................................13
NO WORK WHILE ON LEAVE...............................................................................................13
REPORTING WHILE ON LEAVE ...........................................................................................13
MILITARY LEAVE ..................................................................................................................15
RE-EMPLOYMENT.................................................................................................................15
COMPENSATION PRACTICES .............................................................................................16
TRANSFER PROCEDURES ..................................................................................................16
HEALTH AND SAFETY..........................................................................................................16

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WORKERS’ COMPENSATION ..............................................................................................16
SMOKING POLICY.................................................................................................................16
BUSINESS CONDUCT ...........................................................................................................17
OUTSIDE EMPLOYMENT ......................................................................................................17
EMPLOYMENT/CONFLICTS OF INTEREST.........................................................................18
OUTSIDE SPEAKING AND WRITING ACTIVITIES ..............................................................18
SPEAKING TO THE PRESS ..................................................................................................18
PROFESSIONAL CONDUCT .................................................................................................19
SOLICITATION AND DISTRIBUTION....................................................................................19
DRESS AND PERSONAL APPEARANCE ............................................................................19
ABOUT YOUR PAYCHECK ...................................................................................................20
TRAVEL AND BUSINESS EXPENSES .................................................................................21
YOUR RECORDS ...................................................................................................................21
IF YOU LEAVE .......................................................................................................................22




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EQUAL EMPLOYMENT OPPORTUNITY POLICY

[COMPANY NAME] (hereinafter referred to as the “Company”) is an Equal Employment Opportunity
employer. We are completely devoted to providing equal opportunity in all areas of employment
including hiring, promoting, counseling, training, transferring, benefits, compensating, demoting, and
terminating. We believe that the key to overall success in the Company is finding and employing
people whose individual talents will help advance our business. In order to perform at the best level, it
is important that:

         All employment policies and procedures are conducted in a non-discriminatory manner, and

         No applicant of reemployment or employee is discriminated against due to race, color, creed,
          religion, sex, national origin, citizenship, age, disability, medical condition (cancer-related or
          otherwise), marital status, sexual orientation, affection preference, ancestry, veteran status,
          socioeconomic status, or any other protected category.

It is the responsibility of all managers to create a non-discriminatory work environment. It is also their
responsibility to take immediate corrective action in the event that an act of discrimination occurs. It is
the responsibility of all employees to conduct themselves in a non-discriminatory manner while
engaging in Company business. If you have any reason to believe you are working in a discriminatory
environment, please discuss your concerns with your manager.

Furthermore, it is the responsibility of managers to ensure the administration of the Company’s Equal
Employment Opportunity Policy. It is the responsibility of each manager to oversee that this policy is
followed consistently in an impartial manner. It is the responsibility of every employee to fulfill the
Company’s Equal Employment Opportunity Policy. Achievement of this objective will only occur in
the event that each employee fully cooperates with this policy.

POLICY PROHIBITING HARASSMENT

Harassment comes in many forms, both sexual and non-sexual. The Company is dedicated to creating
a healthy work environment and is determined to prevent all harassment. The Company will take
corrective action if our non-harassment policy is breached.

The Company is strongly dedicated to creating and preserving a collegial work environment in which
all individuals are equally treated with respect and dignity. Each individual deserves to work in a
professional atmosphere, free of harassment and intimidation. Therefore, the Company expects that all
employees maintain professional relationships among one another so that the office may maintain a
business environment, free of bias, prejudice, and harassment.

SEXUAL HARASSMENT POLICY

Sexual Harassment is considered discrimination, and is illegal under federal, state and local laws.
Sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and any
other physical or verbal conduct of a sexual nature where:

         Submission to such conduct is either an explicit or implicit condition or term of employment;



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         Submission to and/or rejection of such conduct impacts upon or is used as a basis for
          employment decisions affecting the individual in question;

         Such conduct unreasonably interferes with an individual’s work performance; or

         Such conduct has the effect of creating an intimidating, hostile or offensive work environment.

Examples of sexual harassment include but are not limited to derogatory comments or unwanted sexual
advances; display of sexually suggestive literature or cartoons; physical conduct or gestures; threats or
demands for sexual favors; or repeated requests for dates and the like.

Sexual harassment at the Company is unacceptable and will not be condoned. The Company expects
that all employees, business vendors, and other visitors comply with our policy. The workplace, any
work-related setting outside the workplace, and business-related social events are all places where this
behavior will not be tolerated.

The Company requests that any individual who feels that he or she is being mistreated in the form of
sexual harassment present the issue to a manager, regardless of the alleged offender’s identity or
position. All cases will be carefully investigated to ensure that the Company’s sexual harassment
policy is adhered to.

In many cases, a polite request to the offender that he or she cease the unwelcomed behavior will
resolve the problem. However, in the event that the employee feels uncomfortable directly confronting
the offender or feels that employment consequences may result, the employee should address the
concern with a manager. It is not the responsibility of the employee to confront the offender,
especially if it makes them uneasy.

Furthermore, if the employee has confronted the offender and the inappropriate behavior continues or
the conversation was poorly received, the employee should inform the department or division manager
of the events. Once the incident(s) has been brought to management’s attention, a prompt
investigation of the sexual harassment claims will begin. If sexual harassment is found, the
appropriate actions will take place in a timely and effective manner.

The following procedures have been established by the Company to ensure prompt investigation and
resolution of sexual harassment claims.

         All claims and investigations will be handled with sensitivity. In order to protect the
          individuals involved, confidentiality will be maintained to the greatest extent possible.

         If an employee’s actions are discovered to be in violation of this policy, the proper corrective
          actions up to and including termination of employment will be taken.

         As is the policy concerning any other employee complaints, all employees seeking assistance
          from the management are protected from adverse consequences.

         It is the responsibility of all managers and employees to ensure that sexual harassment is not an
          issue. In addition, it is the responsibility of all supervisors and managers to immediately take
          the appropriate action if they learn of sexual harassment occurring in the work environment.

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The Company would like to ensure that each employee can enjoy a professional work environment,
reflective of our continuing effort to create a professional community full of integrity, collaboration
and excellence.

POLICY ON OTHER FORMS OF HARASSMENT

The Company is dedicated to creating and preserving an overall positive workplace. This being said,
any and all forms of misconduct, which will hurt the professional community we are working to
uphold, are contrary to Company policy. Specifically, any misconduct negatively directed at a co-
worker because of his or her race, sex disability, veteran status, marital status, religion, age, national
origin, citizenship, sexual orientation, affection preference, ancestry or socioeconomic status is
specifically prohibited.
If you believe that you have witnessed an action in violation of this policy, you should follow the
procedures outlined under the Sexual Harassment Policy.

SUBSTANCE ABUSE POLICY

Illegal drugs and/or controlled substances will not be tolerated in the workplace. They are a threat to
employee performance, safety and morale. In addition, they are a threat to our business operations,
client responsibilities, and reputation in this industry. That being said, the Company has adopted a
comprehensive policy on drug and alcohol use. Employees, in all facilities and locations, are
responsible to the following policy.

Any employee possessing, using, purchasing, distributing, selling, manufacturing, or under the
influence of any illegal drug (controlled dangerous substance) or alcohol or abusing other controlled
substances on Company premises or while conducting Company business is subject to appropriate
disciplinary action up to and including termination of employment.

During an investigation, an employee may be suspended if he or she is reasonably believed to have
violated the policy. When necessary, this Company may also submit findings concerning illegal drug
use, distribution, possession, manufacture, purchase, or sale to law enforcement agencies. The
Company will cooperate in any investigation by such law enforcement agencies to the extent required
or directed by law.

Reasonable consumption of alcohol on or off premises in connection with Company sponsored and/or
authorized functions are acceptable where appropriate in a social, mature manner.

The Company reserves the right to request that an employee submit a drug test if, in our opinion, there
is proof suggesting that either an employee’s job performance, on-the-job conduct, behavior, or
attendance is poor due to the use of illegal drugs or abuse of controlled substances. Further, the
Company has the right at any time to implement a lawful drug-testing program of employees.

EMPLOYEE RELATIONS PHILOSOPHY

The Company is devoted to creating and preserving an environment in which employee relations can
reach maximum potential in terms of personal development and achievement. Therefore, the
Company is devoted to fairly treating our employees with honesty and respect, identifying each
employee as an individual.

It is our belief that an open and honest relationship among employees and managers is the most
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productive an efficient manner in which to handle professional relations. Therefore, this Company
encourages its employees to employ an “open door” policy where they will be free to discuss any
internal concerns with management and/or a human resources representative.

We also pride ourselves in continuing to employ a professional atmosphere in which we are responsive
of our employees’ needs and concerns. Therefore, we can maintain professional relationships
involving trust, understanding, and respect.

DISPUTE RESOLUTION

The Company understands that miscommunication and conflicts can occur in any environment and any
relationship. Therefore, it is pertinent that these issues are immediately dealt with in a responsible
manner. Our management is committed to handle these manners in an effective and beneficial manner.
We have therefore established dispute resolution guidelines in order to assist employees in confronting
and handling any problems. When discussing the concern with management, please also express any
concern you may have about the effect this may have on your job. In the past, most problems have
been easily solved by a quick discussion.

All complaints will be held confidential to the greatest extent. There will be no adverse consequences
to an employee for the sole action of inquiring about a concern.

HOURS OF WORK

Punctual, regular attendance at work is not only expected, but required. This means that you must be
present in your work area, ready to begin, at your designated starting time. If at any time you
anticipate a delay, it is your responsibility to contact your supervisor or manager immediately, well in
advance of your scheduled arrival time. Unexcused or unexplained tardiness or absences may lead to
severe disciplinary action, up to and including termination of employment.

If you are an exempt employee, attendance records will be kept by your own department.

If you are a non-exempt employee, attendance records will be kept by your own department and on
time sheets. Payroll maintains timesheets.

This Company and your co-workers depend on you. It is your responsibility to carry out your
responsibilities on a regular and reliable basis. Excessive absences or tardiness take away from your
overall job performance and usually increase the workload of other employees. Therefore, the
Company will be forced to evaluate your situation and take corrective action if your absence or
tardiness becomes habitual or excessive. In these instances, you may be subject to disciplinary action
up to and including termination of employment. However, the Company does and will abide by and
state or federal mandated leaves, so disciplinary action and termination will not occur under these
circumstances.

WORK SCHEDULES

Your manager determines your work schedule. Your regular work hours may vary by location and
depending on the nature of your work, the hours the market is open, and other factors such as
workload. As an effort to ensure maximum efficiency, some departments may operate on a shift basis.
Shift hours and workdays vary from one department to another. Daily, weekly and/or shift schedules
may be adjusted at any time at the discretion of the Company to meet business needs.

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OVERTIME PAY

As an employee of the Company under certain conditions, you may be required to work overtime.

NON-EXEMPT EMPLOYEES (FULL-TIME/PART-TIME)

Overtime is defined as the hours worked per week in excess of 40 hours. Your manager must pre-
approve all overtime hours. If you are a non-exempt employee and have worked in excess of 40 hours
in one work week, excluding meal periods, your compensation will equal time-and-one-half pay.

All paid personal days, holidays, vacations, sick days, and any paid leaves that occur during the week
in which overtime is being calculated are credited as “time worked.”

If you are not paid for a holiday, sick, or personal day, etc., during the workweek, the day is excluded
from the addition of the hours worked in a week.

Lunch breaks are not included in “time worked” calculations.

If full-time employees work on Saturdays, Sundays and holidays, they will be paid at a rate of time and
one-half if they have worked or received credit for a full week of work from Monday to Friday.

NOTE: In certain states, laws have been passed concerning the calculation and payment of overtime
pay for non-exempt employees, and these laws are superior to Company policy. If this is the case,
your manager or supervisor will inform you of the different method of payment.

EXEMPT EMPLOYEES

If you are an exempt employee, you will not be compensated for overtime hours. However, your
responsibilities as an employee may require that you work additional hours.

LUNCH PERIODS

Setting lunch break schedules is the responsibility of the manager or supervisor of your department.
An unpaid lunch break not to exceed one hour in length is to be provided. Lunch breaks are not
considered as “time worked” if you are a non-exempt employee for purposes of calculating overtime
hours unless your lunch break is bypassed and you work during the period.. You must receive
managerial consent before working through your lunch hour. Only when your department’s workload
is overbearing will you be asked and expected to work during lunch breaks. Your Employee Relations
Specialist can handle any questions or concerns you may have regarding lunch periods.

HOLIDAYS

If you are a full-time, non-commissioned employee or a part-time, locked-in employee, you are
guaranteed paid holidays, given that the holiday falls on a regularly scheduled workday. If you are an
employee engaged in shift operations, you will receive the paid holidays that fall within your
scheduled shifts.

The Company generally follows the following holiday schedule:

              New Year’s Day
              President’s Day
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              Good Friday
              Memorial Day
              Independence Day
              Labor Day
              Thanksgiving Day
              Christmas Day

Absence from work on either the day preceding or following the holiday, or the holiday if you are
scheduled to work, will lead to a forfeiting of compensation for that holiday. However, if the absence
is approved by your manager, and you have a physician’s note stating your illness, you will be
compensated for the missed days.

FLOATING HOLIDAY

This Company provides its full-time, non-commissioned and part-time, locked-in employees with one
Floating Holiday. New employees are only eligible for this day provided they will complete 90
calendar days of employment in the calendar year. Employees may take advantage of this day at any
time during the year if they have received permission from their manager prior to the day. It is the
manager’s responsibility to determine the amount of advance notice required before taking the day off.
You may not carry this day, if unused, to the next calendar year, and you will not be paid for a
forfeited floating holiday day.

PERSONAL DAYS

If you are a full-time, non-commissioned, or part-time, locked-in employee, after one year of
employment, you will be granted two paid personal days per calendar year. If you started working
between January 1 and July 1, you are eligible for one personal day during that calendar year after the
completion of six months of employment. It is your responsibility to coordinate personal days with
your manager well in advance. Your manager will determine the amount in advance to which you
must coordinate personal days with him/her.

Personal days are granted for the purpose of allowing you to take care of personal business, to observe
holidays that are not observed by the Company or for any other personal reason. These days are
neither cumulative or to be carried over to the next calendar year. In the event that an employee
terminates his employment with the Company his or her personal days for that calendar year will not
be paid.

NOTE: In the event that superior state laws require compensation for unused personal days, your
supervisor or manager will inform you. Please contact your manager with any questions or concerns.

VACATION

The Company provides all eligible employees vacation time in accordance with the policies explained
below.

January 1 marks the beginning of the vacation period of each calendar year, and it ends on December
31 of every year. You may use your vacation at any time during this period, but you must first have it
approved by management. Management will set the amount of advance notice that is required.

The amount of vacation time accrued depends on length of service, officer title, employee status
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(exempt/non-exempt) and the number of full months an employee has worked in a given year. The
vacation allotment depends on the employee maintaining an active status throughout the entire
calendar year. Please refer to the section titled, “If You Leave” for applicable restrictions and the
Vacation Time Earned Schedule.

If you are a newly hired employee, you are eligible for vacation time under the following rules during
the first calendar year.
                              First Calendar Year Vacation Allotment*

        STATUS                                         HIRED                   HIRED           HIRED                 HIRED
                                                 Jan. 1 – Mar.            April 1– June   July 1 – Sept.        Oct. 1 – Dec.
                                                 31                       31              31                    31
        Non-Exempt Employees                          6 days                  4 days           2 days                0 days
        Exempt Employees and                          8 days                  5 days           3 days                0 days
        Assistant Vice Presidents
        Divisional Vice Presidents                    15 days                10 days           5 days               0 days
        And Officers of Higher
        Rank

*This is only valid if three months of continuous service have been completed.

The schedule below displays the vacation time allotted to employees who are in their second calendar
year of employment and have completed three months of consecutive service. The vacation allotment
is based upon the calendar year in which the employment anniversary occurs.

                                                           Length of Service

          Status                                            1-4 years             5-14 years            15+ years
          Non-Exempt Employees                              2 weeks                3 weeks               4 weeks
          Exempt Employees and                              3 weeks                3 weeks               4 weeks
          Assistant Vice Presidents
          Divisional Vice Presidents                         4 weeks               4 weeks              4 weeks
          And Officers of Higher Rank

PART-TIME EMPLOYEES

Part-time, locked-in employees are eligible for vacation based upon the above schedules on a pro-rated
basis and are compensated with their normal weekly salary for a vacation week (i.e., the number of
hours at which he or she is “locked-in”). If taken in increments smaller than a week, the number of
individual days that make up one week is based on the employee’s workweek. For example, if an
employee normally works three days per week and is eligible for two weeks of vacation per calendar
year, the employee would be eligible for six paid days of vacation per calendar year.

Part-time, not locked-in employees are also eligible for vacation based upon the above schedules on a
pro-rated basis and are paid their average weekly salary (based on the prior 6 months average weekly
hours worked) for a vacation week.




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EARNING VACATION

Management may approve vacation time for new employees after the new hire has worked three
consecutive months, but the vacation time is not officially earned until the completion of the calendar
year, which ends on December 31.

Employees in their second year of employment and beyond officially earn their vacation time on a
quarterly basis. However, they may ask management to approve vacation time in advance. The
quarterly earning schedule, entitled Vacation Time Earned Schedule, is explained in the “If You
Leave” section.

POSTPONED VACATION

If you do not use the vacation time allotted to you in a calendar year, the time will be forfeited without
compensation. However, your vacation time may be carried over if you manager requests
postponement of your vacation due to work related issues or grants you written authorization to carry
your time over to the next calendar year. In the event that your vacation time is postponed, it should be
used during the first quarter of the following calendar year.

NOTE: In the event that a superior state law requires compensation for accumulated vacation, your
supervisor or manager will inform you of the conditions stated in the law. Please contact your
manager with any questions or concerns.

COMMISSIONED EMPLOYEES

If you are a commissioned employee, you are not eligible for paid vacation days.

REHIRED EMPLOYEES

If you have left the Company for an extended period of time for a reason other than termination, but
are then rehired, you will be seen as a new hire in terms of vacation time allotted for the first calendar
year of re-employment. You will be eligible starting in the beginning of the second calendar year for a
readjustment to your date of hire. Therefore, you may be eligible for more vacation time. For more
information on this subject, please refer to the section titled “Re-employment.”

VACATION – CHANGES IN STATUS

If an employee’s status changes (i.e., part-time/full-time, exempt/non-exempt, officer title, etc.), their
vacation allotment may change for that calendar year. Effective on the day of status change, an
employee should adhere to the new vacation allotment assigned to them.

HOLIDAYS

If during your vacation there occurs a Company recognized holiday, you may use an additional day of
vacation on another date, which must be approved by your manager.

VACATION – FAMILY & MEDICAL LEAVE

In the event that an employee must take time from work for Family and Medical Leave, they are
required to use earned vacation time as part of their entitlement for leave. This includes leave
requested for childbirth, adopting a child, and caring for a foster child during the child’s first year or
the first year of placement. This also includes caring for a severely ill spouse, parent, or child. For
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more information regarding this subject, please refer to the “Federal Family and Medical Leave”
section.

VACATION – SHORT-TERM DISABILITY

If your physician certifies that you are capable of returning to work, yet you have unused vacation time
that you wish to use for personal leave, you must get permission from your supervisor to take time off.

VACATION – LONG-TERM DISABILITY

Unused paid vacation is paid when an employee has been disabled for greater than 26 weeks and is
placed on Long-Term Disability. An employee does not acquire vacation time while on long-term
disability.

VACATION – UNPAID PERSONAL LEAVE (EXCEPT FAMILY AND MEDICAL
LEAVE)

Vacation time awarded to an employee who has completed an unpaid leave of one month or greater
will be pro-rated based on actual time worked.

RESTRICTIONS

An employee will not and cannot be compensated for vacation time in lieu of actually using vacation
days. However, in the event that an employee departs from the Company with unused paid vacation
days, they may be awarded compensation for the unused days. More information about this can be
found in the section titled “If You Leave.” Likewise, if terminated, an employee may owe the
Company money for vacation days taken in excess of days earned.

SICK DAYS

If you are a non-commissioned, full-time employee or a part-time, locked-in employee, and you have
worked 90 calendar days of employment, you may be compensated for sick days:

         For four separate instances of illness/injury (one day’s absence may count as an instance), or

         Up to a maximum of twelve sick days in a calendar year, whichever happens first.

They are to be used for only the following: personal illness, injury, or disability. It is possible that
your use of sick days will be used against you in terms of eligibility for state or federal medical leave.
You will not be compensated for unused sick days. In the event that you are absent during the first 90
days of employment, you will not be compensated.

If you wish to be compensated for your sick day, you must strictly follow the protocol for calling out.
It is your responsibility to call your manager to inform them of your absence before your scheduled
starting time. It is also your responsibility to personally speak with your manager or supervisor on
every day that you are absent unless your illness specifically forbids you from doing so.

In addition, if you call in sick on a day before or after a holiday, you will be required to submit a
physician’s note stating that you were ill on the working day(s). If you do not do so, you will not be
compensated for that sick day.


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LIMITATIONS

You will also be required to hand in a physician’s note for the following reasons:

         You call out sick for three or more consecutive days during your first four instances of using
          sick days;

         Your total number of absences is greater than the four instances/twelve day maximum for the
          calendar year.

However, please note that your manager may ask for a physician’s note at any time based on their
discretion. Included in the note should be the reason for your absence and a date that you may return
to work.

In the event that you fail to provide medical verification for three or more consecutive days of absence,
or if you exceed the four-instance/twelve day maximum (regardless of whether or not a physician’s
note is provided), you may not be compensated for those sick days.

Also, health care certification must be provided for any leave taken under the Federal Family and
Medical Leave Act.

NOTE: Some state law overrides sick day policies of certain companies. In the event that this is the
case in your state, your supervisor or manager will inform you of such. Please contact your manager
with any questions.

DISABILITY

We have designed a disability program that will enable you to earn money if you are unable to work
due to covered illness, injury, or other bona fide disabling condition.

An absence from work in excess of five consecutive working days will place you on Short-Term
Disability (STD). Payment begins on the first day of absence for commissioned employees if the
illness or injury keeps you out of work for greater than five consecutive days.

If you have completed 12 months of employment, you are potentially eligible to receive a percentage
of your salary during the period you are on leave for disability. This compensation will terminate after
26 weeks. The first five days if you are eligible. The days you are absent from work, including sick
days and short-term disability, will be counted against any eligible leave you may have under state or
federal medical leave regulations.

In order to apply for the Company’s STD benefits, you and your physician must complete a Certificate
of Disability (COD) Form and submit it to the Benefits Department. You can find this form by
contacting your manager or the Benefits Department. You will only be permitted to return to work
once your physician has provided you with written certification verifying that you are capable of
returning to work.

The Company complies with the Family and Medical Leave Act (FMLA). Therefore, you will be able
to enter into your previously held position, without loss of seniority or benefits, if you have been
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employed for longer than one year, have worked the requisite number of hours and you return to work
at the end of the first 12 weeks of STD. Please note that if legitimate business needs require that the
Company eliminate your position, you will not have a job to return to. At the termination of the twelve
week period, your future at the Company cannot be guaranteed. If, when you are able to return to
work, your position is unavailable and there is no comparable position, you will be let go.

If your disability requires that you be out of work for a period longer than 26 weeks, you will be placed
on long-term disability (LTD). If you have elected to be covered for long-term disability, you may be
eligible for disability benefit payments under the Long-Term Disability Plan. Once you have been
placed on long-term disability, the Company cannot guarantee that your position will be available to
you when you are capable of returning. The Company can fill your space based on legitimate business
needs. Your employment status will become inactive once you are placed on long-term disability.
This will remain the case for two years, or it will end if you return to work sooner. Your employment
status will become terminated if you are still considered disabled at the end of the two year period or if
you are able to return to work but your position has been filled. If you are still disabled, you will still
be able to receive disability benefit payments from your insurance provider. If you are terminated
under these circumstances, you will not be eligible for severance pay.

NOTE: The state you work in may provide benefits in conjunction with the Company’s STD plan. If
you work in New York, New Jersey, California, Rhode Island, Hawaii, or Puerto Rico, you must apply
for state disability benefits, which work in conjunction with the Company’s plan.

If you have any questions concerning this manner, please contact the Benefits Department.

WORK-RELATED DISABILITY

If your absence from work was caused by a work related incident, you may be eligible for Workers’
Compensation Benefits. Please read the “Health and Safety” section for more details.

Federal Family and Medical Leave - You are eligible to take up to 12 weeks unpaid leave during any
12 month period for family/ medical reasons under the following circumstances.

         You must have been employed by the Company for at least 12 months.

         In the last 12 months, you must have worked at least 1250 hours.

You will be restored to the same or an equivalent position upon return if you follow the guidelines
unless your position has been eliminated or you have been subject to layoff.

REASONS FOR LEAVE

The following are suitable reason for taking family/medical leave:

         If you give birth or need to care for that child.

         If you have recently adopted a child or had a foster child placed with you (so that you may care
          for the child).

         If you need to care for a spouse, child, or parent (from this point these will be referred to as
          “covered relation”).
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         If you personally have a severe health problem that will disable you from performing tasks
          essential to your position (included are short-term disability and workers’ compensation).

If you request leave due to reasons (1) or (2), you must do so within the first 12 months of birth or
placement. Also, if spouses are employed by the Company and request leave for reason (1), (2), or (3),
they may only take a combined total of 12 weeks leave within the 12 month period.

LEAVE IS UNPAID

In most cases, family/medical leave in unpaid leave. However, your leave may run concurrently with
other types of leave (e.g., paid vacation, sick days, short-term disability, etc.) depending on the
circumstances, and these types of leave may offer compensation to you. Your family/medical leave
will also run simultaneously with other types of leave that you may have access to. For example, some
state family leave laws will entitle you to leave.

When taking leave for birth, adoption, or foster care placement or to care for a covered relation, your
earned paid vacation time will be used first. This time will count against your family medical leave
entitlement.

When taking leave for personal illness, your available sick days or short-term disability time will first
be used. This will count against your family/ medical leave entitlement.

Please note that in all situations, substituting paid leave time for unpaid leave time will not elongate the
12 week leave period. Also, substituting paid leave time for unpaid leave time will not result in you
receiving greater than 100% of your salary.

NOTICE OF LEAVE

If you are aware that you will need to take family/ medical leave, you must give the Company written
notice at least 30 days before the leave is to begin. If the reason for which you are taking leave was
unforeseeable, you must provide the Company with notice as soon as possible, preferably at least one
or two days prior. Exceptions will be made for extraordinary circumstances. If you fail to follow
protocol concerning this matter, your leave may be delayed. Also, you are to consult your manager or
supervisor before planning a medical treatment. Your manager or supervisor will advise you of when
you may take time to have the treatment. You must complete and submit a Request for
Family/Medical Leave form, which can be obtained from the Benefits Department, for all cases.

MEDICAL CERTIFICATION

In the event that you need to request leave for your own personal health or to care for a covered
relation, you must provide certification of the condition from your health care provider. The Benefits
Department has Medical Certification Forms that you can obtain from them. If you are able to provide
at least 30 days of notice before the leave is to begin, you must provide certification at the time of
request and immediately before your leave begins. If you are not able to predict your leave, medical
certification must be received by the Company at least 15 days after your request. If you fail to follow
this protocol, your request for leave may be denied or postponed.

The Company holds the right to request certification throughout your leave. If you fail to produce such
certification within 15 days of the request, your leave may be delayed until certification is provided.

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The Company may require that a second health care provider give an examination and certify that that
medical condition is legitimate, and this examination and all applicable fees are the responsibility of
the Company. The Company may also request a third opinion from a consensually agreed upon health
care provider, and this is also at the expense of the Company.

CONSECUTIVE, INTERMITTENT AND REDUCED LEAVE SCHEDULES

If you take leave due to the birth, adoption, or foster care placement of a child, the leave must be taken
consecutively in one stretch of time. Therefore, you are entitled to 12 consecutive weeks of leave, but
if you only use four weeks for these reasons, you are not entitled to the remaining 8 weeks for these
reasons.

Leave for other reason, such as for severe health conditions, may be taken consecutively or
intermittently. You may also opt to work on a reduced leave schedule, meaning your hours would be
reduced. In the event that your leave is unpaid, your salary will be reduced by the Company according
to the amount of time you have worked. Furthermore, for intermittent or reduced schedule leave
participants, the Company may place you in a different position, which earns you the same pay and
benefits, while you are in this leave period.

MEDICAL AND OTHER BENEFITS

While you are on family/ medical leave, you will continue to receive the benefits you had originally
chosen as though you are still an active employee. When you return from leave, employee premium
payments will be deducted retroactively from your pay checks. If you are on paid leave, these
payments will be deducted from those paychecks.

If you elect, for non-medical reasons, to leave the Company at the end of your leave, you will be
responsible for reimbursing the Company the cost of the benefit premiums. You will not be
responsible for these premiums if you cannot return to work due to your medical condition.

NO WORK WHILE ON LEAVE

Unless you have been given permission by your manager or Compliance Department prior to taking
leave, you are forbidden to be employed by any other entity. Failure to comply with this regulation
can result in termination.

REPORTING WHILE ON LEAVE

You are responsible for keeping the Company up-to-date throughout your leave in regard to your
status. Furthermore, the Company has the right to contact you in order to inquire about your status and
intent to return to work.

Returning From Leave

You are required to comply with any requests for written certification that you are fit to return to work
in the event that you are on leave for personal medical reasons.

Exemption for Highly Compensated Employees

In the event that your return to the Company may be a financial liability to the Company, you may not
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be returned to your position or an equivalent one. This situation applies to highly compensated
employees. Before you begin your leave, you will be notified if you are considered to be a highly
compensated employee.

State and Local Family and Medical Leave Laws and Other Company Policies

In the event that state or local family and medical leave laws provide greater protections or benefits to
employees, the state or local laws will apply.

Additional Information

Your manager Employee Relations Specialist can provide you with more information regarding this
policy or related procedures, including your state’s family and medical leave laws.

              Personal Leave of Absence

It is possible to request leave for a personal reason other than an approved state or federal family or
medical but the leave must not hinder normal business procedures at the Company. In most cases,
your department manager and Human Resources must both approve this request. You must abide by
the following rules while on leave for such leave:

                   You are not to mention that you are employed by the Company for any purpose.

                   With the exception of continuing with a previously approved second job, you may not
                    be employed by another company.

                   Unless you are acting as a client, you may not be physically present in any Company
                    office.

                   If you are an Investment Executive, you will not be paid while on personal leave.

                   When you take personal leave, you are not guaranteed reinstatement to your previously
                    held position or one comparable to it. If when you apply for reinstatement there is no
                    position available to you, you will be terminated and classified as voluntarily resigning.
                    If you fail to apply for reinstatement at the end of you leave, you will also be classified
                    as voluntarily resigning.

              Bereavement Leave

Once you have completed 90 days of consecutive employment as a full-time, part-time, or locked-in
employee, you are eligible to receive time off with pay for grieving the death of a relative.

In the event that there is a death in your immediate family or household, which includes the death of a
spouse, parent, sibling, child, grandparent, or grandchild, you will be eligible to take up to five
consecutive days of paid leave to attend to family matters. Your manager may or may not grant you a
day of paid leave to attend funerals of other family members.

              Jury Duty and Court Leave

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In the event that you are subpoenaed or called to jury duty, you will be granted a maximum of ten paid
days of leave once you have submitted written certification. You can take in excess of ten days if
necessary, but only the first ten will be paid leave.

Please note:

                   It is your responsibility to submit a copy of your jury duty notice or subpoena to testify
                    to your supervisor or manager as soon as possible.

                   In the event that your absence may hinder normal work practices, your manager may
                    ask you to reschedule. In the event that this is the case, it is your manager’s
                    responsibility to compose a letter stating that your presence at work is pertinent to the
                    Company’s business.

                   If on the day(s) of jury duty or a court appearance you complete your responsibilities by
                    1:30 p.m., you are required to attend work for the remainder of the day.

                   If you volunteer at a court, you will not be paid for leave, and activities as such must be
                    previously approved by your manager in writing.

              Reserve Training

Members of the National Guard or Military Reserve will be granted leave for annual military training
purposes. It is your responsibility to notify your manager well in advance of the leave. If you are
absent no more than ten days, the Company will reimburse you the difference between your total gross
Reserve or National Guard duty pay (including quarters and subsistence allowance) and your normal
base salary, assuming your normal salary exceeds such military pay and allowances. In order to
receive this difference, you must be a full-time or part-time, locked-in employee and must submit your
military pay voucher.

MILITARY LEAVE

In the event that you are drafted or enlist, you will be granted unpaid leave. Furthermore, if you enter
the Reserves or the National Guard, you will be granted unpaid leave for initial active duty training in
its entirety. It is your responsibility to provide your manager with a copy of your military paperwork
certifying that you are in fact enlisted. If you plan on returning to the Company, you need to reapply
as soon as your time with the military is completed. Federal law provides you with specific, protective
reinstatement rights. Your manager can provide you with more information.

RE-EMPLOYMENT

Generally, it is Company policy not to rehire previously employed people who have left the Company
due to being laid off or terminated for cause. It is your responsibility to notify the Company if you
have been previously employed and laid off by us. If you fail to do so, your application will not be
processed, or if necessary, you will be terminated.

In the event that you are rehired by the Company, the Company will review your previous records with
the Company in order to determine if your date of hire should be adjusted to give you credit for
previously worked time. It is possible to receive an adjust date of hire depending on how long you
were previously employed by the Company and the length of your time away from the Company.
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In the event that your date of hire is changed, it will not be effective in terms of accounting for
vacation days, sick days, and bereavement leave, until the second calendar year of your new time with
the Company. In the first calendar year, you will be considered a new hire; that status will then be
adjusted in calendar year two.

COMPENSATION PRACTICES

              Compensation Reviews

The Company uses compensation as an incentive to attract and retain talented employees. Our
compensations are competitive by rewarding employees who meet or exceed job expectations and
requirements. Therefore, your salary and performance will be reviewed several times throughout the
year. We do wish to remain competitive, but please note that we can only be as competitive as
Company’s needs allow.

TRANSFER PROCEDURES

Please note that the Company encourages you to be aware of other career opportunities within the
Company. If you are qualified and have been in your current position for at least twelve consecutive
months with a satisfactory or better rating, you may be eligible to request a transfer. You must first
obtain approval from your manager. If you have questions about transfer opportunities, you can
contact the Company.

HEALTH AND SAFETY

In an effort to protect employees, the Company follows the requirements of the Williams-Steiger
Occupational Safety and Health Act of 1970 (OSHA) and appropriate state safety laws. However, the
Company needs your assistance in creating a safe working environment, and this requires a team
effort. In the event that you encounter a dangerous or threatening situation, you are to immediately
alert your supervisor or manager.

WORKERS’ COMPENSATION

Immediately effective on the day you begin working with the Company, you are covered by Workers’
Compensation Insurance. In the event that you become injured or ill on the job, you are to
immediately alert your supervisor or manager. In addition, do not forget that it is your responsibility
as an employee of this Company to advise your supervisor of any unsafe situations at work.

Any workers compensation leave taken will be applied against any eligible leave you may have under
state or federal medical leave laws.

For more information, please see the section titled, “Disability.”

SMOKING POLICY

The Company aims to create a healthy, comfortable, and productive work environment. Therefore, the
Company is very careful to protect employees from second hand smoke. This said, the Company
prohibits smoking in the workplace. It is the responsibility of all employees to abide by this policy.
Be careful to note the smoking policy of the specific work location.


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Those who wish to smoke are to be considerate of others and understand the objections of non-
smokers. If we all respect one another, we can find a compromise to suit all parties involved.

In the event that a dispute arises which cannot be resolved, the non-smoker’s rights will prevail. It is
the goal of the Company that these situations can be handled without enforcement by management. In
the event that this is not the case, policy violators may be subject to discipline up to and including
termination.

Due to certain legislation, it is possible that the state you work in may prohibit smoking in the work
place all together. Also, it is possible that the building in which the office is located does not permit
smoking. The more restrictive policy is always followed.

Please direct all concerns or complaints about smoking matters to your manager.

BUSINESS CONDUCT

The Company, and therefore, you, can only be successful if a pleasant reputation precedes us. Since
we are in a position of such high regard, the law demands that we are carefully observed in an effort to
keep tabs on the business that we conduct. Please note, especially those of you who are newcomers to
this business, we require that you submit a detailed employment package as well as a fingerprinting
test. Upon accepting this position, you were given a Policies and Procedures/Code of Conduct book
and asked to recognize receiving such a document. Please carefully review these papers because they
carefully outline our expectations of you. Throughout your employment here, you may be asked to
complete additional disclosure and certification forms. This protocol is practiced to help better ensure
that the Company offers high quality business and follows a good code of conduct.

In addition to the aforementioned practices, the Company insists and expects that you, as a
representative of this Company, refrain from participating in any activities, interests, or relationships
that do not have the best interest of the Company and the Company’s clients at heart. Please also note
that the following topics can be found in more detail in the Company’s Policies and Procedure/Code of
Conduct.

Finally, parts of these guidelines relate to your behavior while handling business matters and should be
considered an extension of the general Policies and Procedures/Code of Conduct.

OUTSIDE EMPLOYMENT

If you intend to be employed by any other company while being employed by this Company, you must
obtain written approval in order to avoid conflicts of interest and ensure regulatory compliance. You
request to hold outside employment must be in writing to your manager or supervisor and should
include the following:

         The nature of the work;

         The hours you will be working; and

         The form and rate of compensation.

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Once your manager has received your request, he/she will then obtain the required approval from the
Compliance Department and/or Division management.             You can consult the Policies and
Procedures/Code of Conduct for more details about this topic.

EMPLOYMENT/CONFLICTS OF INTEREST

In order to avoid conflict, the Company will not employ relatives of current employees if a problem
could result from doing so. Please note that a relative, for this purpose, is defined as any legally
recognized relationship recognized by the two parties.

In addition, other relationships between individuals that may also cause a problem will be considered
carefully before a new client is hired. Management will jointly consent to whether or not a conflict of
interest may arise due to a certain relationship.

In the event that two current employees who work in the same department wed, their manager will
immediately inform their manager. It is possible that such an action could result in one employee
having to be transferred or leave the Company. In such a situation, the employees will be notified and
discuss with management what should happen to resolve the problem. The Company has final say in
such cases.

The placement of summer employees may be an exception to this policy.

OUTSIDE SPEAKING AND WRITING ACTIVITIES

You are to request, in writing, written approval from your manager; well in advance if you wish to
participate in any outside writing/publishing activities or speaking engagements including radio and
television broadcasts. Included in the request should be the following: the nature of the activity, its
frequency, and other pertinent information.

SPEAKING TO THE PRESS

Unless you have been given permission by the Company, you are forbidden from speaking with the
press about Company affairs, including our ongoing business, corporate developments, or occasional
rumors. Please read the following information concerning the Company’s press policy:

         You are to refer any and all calls from the press to management.

         You are not to make release any statements to the press, on or off the record, unless permitted
          by management.

         You may not contact the press unless you have been given permission by management.

         You are not to share any Company memoranda or written material with the press.

The only exceptions to this policy go to employees such as analysts, economists, and investment
strategists, who are already designated by the Company as spokespersons for their particular areas of
expertise.




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PROFESSIONAL CONDUCT

The success of this Company greatly depends on the public’s perception of us. Since you are an
employee of this Company, you represent us, so your behavior reflects on not only you but the
Company as well. One of your responsibilities as a member of this Company is to use good judgment
and act in a responsible manner. Please be warned that there are some instances in which your
behavior will not be tolerated, such as when you are violent and/or destructive. That said, such
actions may lead to your termination. These instances include, without limitation, the following:

         Any breach of contract;

         Theft or purposeful destruction of Company property or the property of other employees;

         Misappropriation of Company property or resources for personal use;

         Assault or the verbal or physical abuse of another person in the workplace, or in any work-
          related setting outside the workplace, including any business-related social functions; or

         Any other legitimate business reason;

         Weapons in the workplace.

The Company works to create a healthy and safe working environment for all employees and clients.
Therefore, carrying weapons on Company property or at Company related events is strictly prohibited.
Please be warned that while the state you work in may allow for you to carry weapons, this Company
does not.

If you fail to comply with this policy, disciplinary action, up to and including termination of
employment, may be granted.

SOLICITATION AND DISTRIBUTION

Company policy states that no solicitation, collection, sale of merchandise, acceptance of contributions
or distribution of written material is permitted during an employee’s working time because it can cause
a distraction from work. Non-employees are also prohibited from soliciting on Company premises.

In addition, it is against Company policy to distribute pamphlets, handbills, folders and other literature
on Company grounds, and the purchase or sale of merchandise is not permissible on Company
property by employees in working areas or by non-employees at any time. Please be advised that you
are not to use the interoffice mail system for the distribution of non-business materials.

Please bring any acts contrary to this policy to the attention of management immediately.

DRESS AND PERSONAL APPEARANCE

As a representative of this Company, you are expected to appear as a professional at all times. You are
required to wear professional attire that is appropriate to your position and department/branch. If you
fail to comply with this policy, disciplinary action, up to and including termination of employment,
may be taken.

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ABOUT YOUR PAYCHECK

              Non-Commissioned Employees

If you are a non-commissioned, full-time employee or a part-time, locked-in employee, you will
receive your compensation bi-weekly every other Friday. Your paycheck will include compensation
for the number of hours at which you are locked-in up to the current date. If you present your time
sheet to the Payroll Department in a timely manner, you will receive pay for additional hours worked
and overtime in the following paycheck. For more information, see “Hours of Work.”

If you are a part-time, not locked-in employee, you will receive compensation bi-weekly every other
Friday. Each paycheck you receive will include compensation for the total number of hours worked in
the previous pay period, including overtime, because you are paid from a time sheet.

Included with your paycheck will be a statement that shows what you earned during that pay period. It
will also list your deductions and taxes. The amount which you take home will also be shown.

The following taxes will be taken from your paycheck as the law requires:

         Federal withholding tax (income tax)

         State and local taxes where applicable

         FICA (Federal Insurance Contribution Act)

         Medicare

At your discretion, you may also plan for the following deductions to go towards Benefit Plans:

         Medical Coverage

         Personal Accident Insurance

         Long-Term Disability

         Supplemental and Spousal Life Insurance

         Savings Investment Plan

You may also plan for deductions to be taken that go towards local amenities.

         Mutual Fund Employee Payroll Deduction Program

         Direct Pay Deposit

If you wish, you may opt to have your paychecks directly deposited into a savings or checking
account. If you wish to do so, you must complete a Direct Paycheck Deposit Form and submit it to the
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Payroll Department. If you have any questions about this matter, please contact management.

You may also choose to have Travel and Expense (T&E) Reimbursements directly deposited. If you
wish to do so, you should complete a Travel & Expense Direct Deposit Enrollment Form and submit it
to Accounts Payable. If you have any questions about this matter or to receive a form, please contact
Accounts Payable.

In the event that you choose to utilize the direct deposit option, you will receive a pay stub when
paychecks are distributed. Included on the pay stub will be the amount deposited to your account as
well as any deductions.

TRAVEL AND BUSINESS EXPENSES

As an employee of the Company, you will be reimbursed for reasonable expenses you incur while
conducting legitimate business on behalf of the Company. Your manager or supervisor can answer
any questions about what may or may not be reimbursed.

Once you receive approval from management, you must complete an Employee Reimbursement
Report (T&E) and submit it to Accounts Payable. Management may inquire at any time as to the
authenticity of your written request and as to the legitimacy of the expenses you wish to be reimbursed
for. If you violate this policy, you will be considered to be in a breach of the Code of Conduct and
susceptible to immediate termination.

Due to Company policy, any employee making airline, car rental, hotel, or Amtrak reservations for
business travel must make these arrangements through the Company’s Travel Center. Regardless of
whether the Company owes you money, you must submit an Employee Reimbursement Report (T&E)
to account for these expenses.

If you require cash advancement for business travel, please contact your branch or treasury operations.
Please contact management if you have any further questions regarding reimbursement practices.

You may choose to have reimbursement payments directly deposited into your account. For more
information about this, please refer to the section titled, “Direct Pay Deposit.”

YOUR RECORDS

Privacy Protection

Your records with the Company are protected in a safeguard system to enforce confidentiality. You
must also help keep Company matters confidential by protecting information you receive regarding
Company activities and client information. It is your responsibility upon hire to familiarize yourself
with the Policies and Procedures/Code of Conduct, where you will find information on confidentiality
and other relevant topics.

Inside Sources

Your files, while held for legal and registration purposes, are held confidentially. Management has
access to them only to complete certain parts of their job.

Outside Sources
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Requests from outsiders to view your credit report (both current and past employees) must be sent to
management.

         These requests must be sent to Payroll Services in written form.

         If the request is for employment records, only your last job title and dates of employment
          will be released.

         Your salary records will only be provided if you sign a release form authorizing the request.

Therefore, your manager or supervisor is not authorized to approve information requests or provide
letters of reference.

         In the event that your information is subpoenaed, court ordered, or requested for some other
          legal purpose, the request will immediately be directed to the Employment Law Department.

         Keeping Files Current

It is your responsibility to provide the Company with up-to-date information about yourself. When the
following change, you must report the changes immediately: home address, marital status, dependents,
home telephone number, emergency contacts, as well as academic qualifications. To make such
changes, contact your manager.

IF YOU LEAVE

              Notification

In the event that you plan to resign, you are responsible for notifying the Company at least two weeks
prior to your departure. If you are absent from work during your final two weeks with the Company,
you will not be compensated for your time out of the office. In addition, your absence may result in
early termination.

              Returning Company Property

Before you leave the Company, you are expected to return all Company property, including but not
limited to keys and I.D. cards.

              References

Due to confidentiality laws and policy, the Company does not write letters of recommendation.
However, upon your written request, management will release your last job title and dates of
employment. Please see the section titled, “Your Records: Privacy Protection” For more information
about this matter.

              Payment Upon Termination

Vacation Pay


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If you are leaving the Company and have accumulated unused, earned vacation time, it may be
possible for you to be compensated for this time in accordance with the vacation payment formula. In
addition, you may owe the Company money for vacation days taken in excess of days earned. In the
event that you owe the Company money, the money will be taken from your final paycheck.

Vacation Time Earned (First Calendar Year)

Once a first year employee reaches December 31 of the calendar year in which they began working for
the Company, new employees will have officially earned the vacation they have been granted for their
first calendar year. If you leave the Company prior to reaching December 31 of your first employed
year, you will owe the Company money for the vacation days you have used.

Once in the second year of employment, employees who have been working for the Company for a
minimum of 6 months of continuous service may receive payment based upon the following Vacation
Time Earned Schedule:

Vacation Time Earned Schedule (Second Calendar Year and Beyond)*

          If Final                 Employees Eligible For                 Employees Eligible     Employees Eligible
          Employment               10 Days Vacation Will                  For 15 Days Vacation   For 20 Days Vacation
          Date Falls               Have Earned:                           Will Have Earned:      Will Have Earned:
          Between:
          Jan. 1 –                             0 Days                            0 Days                 0 Days
          March 31

          April 1 –                            3 Days                            4 Days                 5 Days
          June 30

          July 1 –                             5 Days                            8 Days                10 Days
          Sept. 30

          Oct. 1 –                            10 Days                           15 Days                20 Days
          Dec. 31


*Restrictions/Exceptions

         You are not eligible for vacation pay if you have worked less than six consecutive months with
          the Company.

         You are eligible for all unused annual vacation allotment if you are retiring.

Personal Days and Floating Holidays

         You will not be compensated for personal days or floating holidays if you leave the Company.

NOTE: In the event that state law requires that you be compensated for unused personal and/or
vacation days, you will be so informed by your supervisor or manager. Please contact your manager if
you have any questions about this issue.
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Description: This employee handbook is a compilation of company policies, procedures and behavioral expectations that is provided by a company to its employees. The handbook can also include information about payroll, employee benefits and additional terms and conditions of employment. Moreover, an employee handbook will help protect a company from potential lawsuits that can arise in the form of harassment claims, wrongful termination claims and discrimination claims. This handbook is ideal for small businesses that want to establish uniform and consistent policies and procedures for employees.
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