Re-Hire Policy Statement: It is our policy, in general, not to rehire employees who had been involuntarily discharged for performance or misconduct, or had not given adequate notice to their manager on a voluntary separation. Management team members who want to rehire a previous employee must receive approval from the Human Resource Department. Procedures: Policy It is Hanford Pharmaceuticals policy to consider former employees for approved/budgeted open positions. Employees who leave the Company, either voluntarily or through no fault of their own, and who make application for reemployment will be given consideration. Hanford Pharmaceuticals does not re-employ those who were terminated for performance and/or violation of Company policies or guidelines. Eligibility This policy applies to all former employees who were in good standing with Hanford Pharmaceuticals at the time of his/her termination. General Guidelines 1. When position openings occur, Hanford Pharmaceuticals will give employment consideration to applicants who are former employees who have performed satisfactorily and who have terminated their employment under favorable circumstances. Each application will be considered on its own merits after a review of the applicant's record, the type of position available, and other relevant factors. 2. Before pursuing the recruitment and selection process with a former employee, the individual conducting the search must contact the Human Resources Department to review the position opening and the former employee's record. Records of former employees who were terminated involuntarily will be reviewed by Human Resources to determine the circumstances of the termination. Supervisors are advised to contact the applicant's former supervisor (at the Company), if available, for a reference. 3. Should a former employee be rehired, the person will be reinstated with her/his benefits in accordance with procedures stated herein. 4. Hanford Pharmaceuticals may, at its sole discretion, re-hire an individual through an agency. At that time, when the individual achieves the status of regular or part time Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t d isp lay any info r matio n co ntained herein to emp lo yees. employee, the Company shall recognize the original hire date through the agency as the Hanford hire date. This date, however, is subject to guidelines herein, namely procedures 1 & 2. 5. Human Resources shall ensure the procedures herein are described in the contingent written offer letter. Procedures 1. Re-Hired within 180 days: An individual with one or more years of continuous full- time employment at the time of termination, returning to a full-time position within 180 calendar days of his/her termination date, will retain the original hire date for the purpose of vacation accrual, retirement vesting, and have all benefits immediately reinstated. A new anniversary date will be assigned for wage and salary purposes. Certain benefit policy stipulations may override this rehire policy. Changes to compensation benefits and policies are stipulated herein. 2. Re-Hired after 180 days: An individual rehired after a break in service of more than 180 days will have a new date-of-hire and must re-accrue time for benefits and length of service the same as any external new hire. 3. Introductory Period and Time Off Carry Over: A rehired employee will be subject to an Introductory Period in his/her new job and will not carry over any sick, vacation, or personal days from prior employment at the Company. 4. Re-Hire Wage: When an employee returns to Hanford Pharmaceuticals, the employee will be brought into the position at a wage per established Total Compensation Guidelines. No exceptions or consideration of previous position/wage will be given. 5. Merit Increase & Pay Adjustments: Recommendations for a merit increase may occur on the employee’s anniversary date, and only if performance warrants such an increase per established Total Performance Guidelines and Total Compensation Guidelines. The anniversary date is determined based on the re-hire date (refer to above procedures 1 & 2). A recommended merit increase may be delayed to occur no later than 60 days after successful completion of the Introductory Period. This will occur if the 90-day Introductory Period is within the time of the employee’s anniversary date. In this situation, a memorandum describing performance and supporting a recommended merit increase shall suffice. 6. Trainee Increases: A re-hired employee will be eligible for a trainee increase per established Total Compensation Guidelines. Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t d isp lay any info r matio n co ntained herein to emp lo yees. 7. Training Bonus – Entry Level: An individual rehired after a break in service of more than 180 days will be eligible for a training bonus – entry level per established Total Compensation Guidelines. Individuals re-hired within 180 days of their termination date are ineligible for a training bonus – entry level. 8. Quarterly Bonus Plan: An individual re-hired regardless of break of service is eligible for a quarterly bonus plan payout upon completing the second full quarter of service as a re-hire. The payout, if applicable, will be for the second full quarter and not the first. 9. Referral Bonus Monies: No Hanford Pharmaceutical employee shall have any referral bonus monies reinstated on a re-hired employee. Likewise, a re-hired employee shall be ineligible to collect on referral bonus monies of existing or re-hired employees who had been referred. Policies and Procedures : T his d o cument is o nly intend ed fo r the use o f managers and sup er viso r s o f Hanfo r d P har maceuticals. Managers and sup erviso rs shall no t d isp lay any info r matio n co ntained herein to emp lo yees.