Employee Handbook, Page 1 [COMPANY NAME] Employee Handbook Last Updated: [Date] Employee Handbook, Page 1 Equal Employment Opportunity Policy.................................................................................................... 3 Policy Prohibiting Harassment ................................................................................................................. 3 Sexual Harassment Policy ........................................................................................................................ 3 Policy on Other Forms of Harassment...................................................................................................... 5 Substance Abuse Policy........................................................................................................................... 5 Employee Relations Philosophy............................................................................................................... 6 Dispute Resolution................................................................................................................................... 6 Hours of Work ......................................................................................................................................... 7 Work Schedules ....................................................................................................................................... 7 Overtime Pay ........................................................................................................................................... 7 Non-Exempt Employees (Full-Time/Part-Time)...................................................................................... 8 Exempt Employees .................................................................................................................................. 8 Additional Compensation – Exempt Employees...................................................................................... 8 Lunch Periods .......................................................................................................................................... 8 Holidays ................................................................................................................................................... 9 Floating Holiday ...................................................................................................................................... 9 Personal Days .......................................................................................................................................... 9 Vacation................................................................................................................................................. 10 Part-Time Employees ............................................................................................................................. 11 Earning Vacation ................................................................................................................................... 11 Postponed Vacation ............................................................................................................................... 11 Commissioned Employees...................................................................................................................... 12 Rehired Employees ................................................................................................................................ 12 Vacation – Changes in Status ................................................................................................................. 12 Holidays ................................................................................................................................................. 12 Vacation – Family & Medical Leave...................................................................................................... 12 Vacation – Short-Term Disability .......................................................................................................... 12 Vacation – Long-Term Disability........................................................................................................... 12 Vacation – Unpaid Personal Leave (Except Family and Medical Leave).............................................. 13 Restrictions ............................................................................................................................................ 13 Sick Days ............................................................................................................................................... 13 Limitations............................................................................................................................................. 13 Disability................................................................................................................................................ 14 Work-Related Disability........................................................................................................................ 15 Federal Family and Medical Leave ........................................................................................................ 15 Leave is Unpaid ..................................................................................................................................... 16 Notice of Leave...................................................................................................................................... 16 Medical Certification .............................................................................................................................. 16 Consecutive, Intermittent and Reduced Leave Schedules ...................................................................... 17 Medical and Other Benefits .................................................................................................................... 17 No Work While On Leave...................................................................................................................... 17 Reporting While On Leave..................................................................................................................... 18 Military Leave ....................................................................................................................................... 19 Transfer Procedures ............................................................................................................................... 20 Health and Safety................................................................................................................................... 20 Workers’ Compensation ......................................................................................................................... 20 Smoking Policy...................................................................................................................................... 21 Business Conduct................................................................................................................................... 21 Employee Handbook, Page 2 Outside Employment .............................................................................................................................. 22 Employment/Conflicts of Interest........................................................................................................... 22 Outside Speaking and Writing Activities ............................................................................................... 23 Speaking to the Press .............................................................................................................................. 23 Professional Conduct .............................................................................................................................. 23 Solicitation and Distribution................................................................................................................... 24 Dress and Personal Appearance.............................................................................................................. 24 About Your Paycheck............................................................................................................................ 24 Travel and Business Expenses................................................................................................................ 25 Your Records ......................................................................................................................................... 26 If You Leave .......................................................................................................................................... 26 Employee Handbook, Page 3 Equal Employment Opportunity Policy [COMPANY NAME] (also referred to herein as the “Company” or “Firm”) 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 firm 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, affectional 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 even that an act of discrimination occurs. It is the responsibility of all employees to conduct themselves in a non-discriminatory manner while engaging in Firm business. If you have any reason to believe you are working in a discriminatory environment, please discuss your concerns with your. Furthermore, it is the responsibility of the [Director of Human Resources] to ensure the administration of the Firm’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 Firm’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 firm is dedicated to creating a healthy work environment and is determined to prevent all harassment. The firm will take corrective action if our non-discrimination policy is breached. [COMPANY NAME] 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 Firm 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 Employee Handbook, Page 4 Sexual Harassment is discrimination, and it is illegal under federal, state and local laws. Sexual harassment is defined as unwelcome 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; 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 [COMPANY NAME] 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 Firm 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 Firm’s sexual harassment policy is adhered to. In many cases, a polite request to the offender that he cease his unwelcome 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. If the employee is more comfortable directly contacting his or her legal counsel he may do so. 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 [COMPANY NAME] to ensure prompt investigation and resolution of sexual harassment claims. 1. 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. 2. 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. 3. As is the policy concerning any other employee complaints, all employees seeking assistance from the management are protected from adverse consequences. Employee Handbook, Page 5 4. 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. [COMPANY NAME] 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 Firm 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 firm policy. Specifically, any misconduct negatively directed at a coworker because of his or her race, sex disability, veteran status, marital status, religion, age, national origin, citizenship, sexual orientation, affectional 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, [COMPANY NAME] 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 NAME] premises or while conducting Firm business is subject to appropriate disciplinary action up to and including termination of employment. During an investigation, an employee may be suspended if he 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. [COMPANY NAME] 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 is acceptable where appropriate in a social, mature manner. [COMPANY NAME] 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. The Employee Assistance Program (EAP) is offered by [COMPANY NAME] to their employees and Employee Handbook, Page 6 their dependents seeking to overcome a drug or alcohol abuse problem. If an employee is diagnosed as having a drug or alcohol related problem, they may be required by the Company to complete a rehabilitation program before returning to work. If you need confidential help through our EAP program, please call: [ENTER TELEPHONE NUMBER] For more information, please see the section titled “Employee Assistance.” Employee Relations Philosophy [COMPANY NAME] 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 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 need and concerns. Therefore, we can maintain professional relationships involving trust, understanding, and respect. Dispute Resolution [COMPANY NAME] 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 a dispute resolution guidelines in order to assist its 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. If you would feel more comfortable discussing your concern with your Employee Relations Specialist, please feel free to do so. Your Employee Relations Specialist is trained to assist you in how to handle the situation in an objective manner. They may offer suggestions to help you resolve the issue, or they may direct you to the correct person to help you solve the problem. Any employee who contacts Human Resources will not be affected by adverse consequences. Human Resources will investigate and assess the situation. Then, they will guide you towards resolution. All complaints will be held confidential to the greatest extent. There will be no adverse consequences served to an employee for the sole action of inquiring about a concern. To report any concerns, please call [TEL NUMBER] or write to: [Enter contact name and address, e.g., Outside Legal Counsel, tsbom.com, etc] _______________________________________________. Employee Handbook, Page 7 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 tardies 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 Firm 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 firm does and will abide by and state or federal mandated leaves, so disciplinary action and termination will not occur under these circumstances. NOTE: The terms “exempt” and “non-exempt” apply to the Federal Fair Labor Standards Act, which describes whether or not an employee is eligible for overtime compensation. The Corporate Compensation Department has the sole authority to define jobs as non-exempt or exempt. All questions and concerns should be directed to your Human Resources Relationship Manager who will coordinate classification inquiries with the Corporate Compensation Department. Work Schedules Your manager determines your work schedule. Your regular work hours may vary by location and employee 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 [COMPANY NAME] to meet business needs. Overtime Pay As an employee of [COMPANY NAME] under certain conditions, you may be required to work overtime. Employee Handbook, Page 8 Non-Exempt Employees (Full-Time/Part-Time) Overtime is defined as the hours worked per week in excess of forty hours. Your manager must preappprov 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. Additional Compensation – Exempt Employees With prior management approval, exempt employees below the level of Divisional Vice President may be compensated for overtime work as a flat rate for six or more hours of work performed on the sixth and seventh consecutive day. For further information on eligibility and restrictions, contact your Employee Relations Specialist or direct questions to your manager. 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. Employee Handbook, Page 9 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. [COMPANY NAME] generally follows the following holiday schedule: • New Year’s Day • President’s Day • 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 [COMPANY NAME] 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 Employee Handbook, Page 10 terminates his employment with [COMPANY NAME] 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 Employee Relations Specialist with any questions or concerns. Vacation [COMPANY NAME] 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 (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” [COMPANY NAME] 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 Jan. 1 – Mar. 31 HIRED April 1– June 31 HIRED July 1 – Sept. 31 HIRED Oct. 1 – Dec. 31 Non-Exempt Employees 6 days 4 days 2 days 0 days Exempt Employees and Assistant Vice Presidents 8 days 5 days 3 days 0 days Divisional Vice Presidents And Officers of Higher Rank 15 days 10 days 5 days 0 days *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 moths 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 Employee Handbook, Page 11 Exempt Employees and Assistant Vice Presidents 3 weeks 3 weeks 4 weeks Divisional Vice Presidents And Officers of Higher Rank 4 weeks 4 weeks 4 weeks 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. 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 [COMPANY NAME]” 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 Employee Relations Specialist with any questions or concerns. Employee Handbook, Page 12 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 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 Employee Handbook, Page 13 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 can not be compensated for vacation time in lieu of actually using vacation days. However, in the event that an employee departs from the firm 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. Employees are not entitled to sick days. 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 your 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. Limitations You will also be required to hand in a physician’s note for the following reasons: Employee Handbook, Page 14 • 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 instance/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 Employee Relations Specialist 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 Firm’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 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 Employee Handbook, Page 15 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 can not 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 Firm’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 The Leave Policy You are eligible to take up to 12 weeks unpaid leave during any 12 month period for family/medical reasons under the following circumstances. 1. You must have been employed by the firm for at least 12 months. 2. 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. 1. If you give birth or need to care for that child. 2. If you have recently adopted a child or had a foster child placed with you (so that you may care for the child). Employee Handbook, Page 16 3. If you need to care for a spouse, child, or parent (from this point these will be referred to as “covered relation”). 4. 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 due 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 Employee Handbook, Page 17 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. The firm 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 firm. The firm may also request a third opinion from a consensually agreed upon health care provider, and this is also at the expense of the firm. 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 firm the cost of the benefit premiums. You will not be responsible for these premiums if you can not 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. Employee Handbook, Page 18 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 firm, you may not 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 Firm 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: 1. You are not to mention that you are employed by the company for any purpose. 2. With the exception of continuing with a previously approved second job, you may not be employed by another company. 3. Unless you are acting as a client, you may not be physically present in any company office. 4. If you are an Investment Executive, you will not be paid while on personal leave. 5. 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 Employee Handbook, Page 19 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 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: 1. 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. 2. 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. 3. 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. 4. 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. 5. 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. Employee Handbook, Page 20 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. 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 your to be aware of other career opportunities within the firm. 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 advice your supervisor of any unsafe situations at work. Any workers compensation leave taken will be applied against any eligible leave you may have under Employee Handbook, Page 21 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. If you wish to smoke, you may only do so in the following locations: [LOCATIONS] or 1. Your personal office, which has walls from floor to ceiling and a door, enclosed from all its surroundings that is only occupied by you.* 2. A designated smoking area. *If you choose to smoke in your office, you must close the door while smoking. In addition, you must be utilizing a filtering device or “smoke eater” that will prevent the smoke from bothering others when the door is opened. Those who wish to smoke are to be considerate of others and understand the objections of nonsmokkers If we all respect one another, we can find a compromise to suit all parties involved. In the event that a dispute arises which can not 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 hat the building in which the office is located does not permit smoking. The more restrictive policy is always followed. 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 Employee Handbook, Page 22 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 firm, 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 firm 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: 1. The nature of the work; 2. The hours you will be working; and 3. The form and rate of compensation. 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. The Department or Branch Manager and Human Resources 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 firm. 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. Employee Handbook, Page 23 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 [COMPANY NAME], 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: 1. You are to refer any and all calls from he press to the Public Relations Department. 2. You are not to make release any statements to the press, on or off the record, unless permitted by the Public Relations Department. 3. You may not contact the press unless you have been given permission by the Public Relations Department. 4. 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. Professional Conduct The success of this company greatly depends on the public’s perception of us. Since you are an employee of this firm, 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: 1. Any breach of contract; 2. Theft or purposeful destruction of Firm property or the property of other employees; 3. Misappropriation of Firm property or resources for personal use; 4. Assault or the verbal or physical abuse of another person in the workplace, or in any workrellate setting outside the workplace, including any business-related social functions; or 5. Any other legitimate business reason. 6. Weapons in the Workplace The company works to create a healthy and safe working environment for all employees and clients. Therefore, carrying weapons on firm property or at firm related events is strictly prohibited. Pease be warned that while the state you work in may allow for you to carry weapons, this firm does not. If you fail to comply with this policy, disciplinary action, up to and including termination of employment, may be granted. Employee Handbook, Page 24 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 Human Resources 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. 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. • Deductions 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: Employee Handbook, Page 25 • 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 Payroll Department. If you have any questions about this matter, please contact the Payroll Services Department. 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 a cash advancement for business travel, please contact your branch or treasury operations. Please contact the Accounts Payable Department if you have any further questions regarding reimbursement practices. You may choose to have reimbursement payments directly deposited into your account. For more Employee Handbook, Page 26 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. Human Resources has access to them only to complete certain parts of their job. If your manager or supervisor wishes to view your files, they must first receive approval from Human Resources. Outside Sources Requests from outsiders to view your credit report (both current and past employees) must be sent to the Payroll Services Department. • 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 firm, you will not be compensated for your time out of the office. In addition, your absence may result in early termination. Employee Handbook, Page 27 • 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, the Human Resources Department will release your last job title and dates of employment. Pleas see the section titled, “Your Records: Privacy Protection” For more information about this matter. • Payment Upon Termination Vacation Pay 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 Employment Date Falls Between: Employees Eligible For 10 Days Vacation Will Have Earned: Employees Eligible For 15 Days Vacation Will Have Earned: Employees Eligible For 20 Days Vacation Will Have Earned: Jan. 1 – March 31 April 1 – June 30 July 1 – Sept. 30 Oct. 1 – Dec. 31 0 Days 3 Days 5 Days 10 Days 0 Days 4 Days 8 Days 15 Days 0 Days 5 Days 10 Days 20 Days *Restrictions/Exceptions • You are not eligible for vacation pay if you have worked less than six consecutive months with the company. Employee Handbook, Page 28 • 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.