PURPOSE OF THIS MANUAL DESCRIPTION OF INFINIT S BUSINESS

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1 EMPLOYEE MANUAL Allegretto Funding Group, Inc. d/b/a/ Infinit Technology Solutions 5786 Widewaters Parkway DeWitt, New York Revised: August 21, 2012

2 PURPOSE OF THIS MANUAL This Manual describes Allegretto Funding Group, Inc. d/b/a/ Infinit Technology Solutions (Infinit) basic business, its employment policies, benefits programs and the standards of conduct expected of an Infinit employee. No manual can answer every question, but the intent is to describe the normal company policies and employee benefits so there is an understanding by everyone involved. The policies, benefits and rules may be changed from time to time as business, employment regulations and economic conditions dictate. If and when a policy changes, this Manual will change accordingly. DESCRIPTION OF INFINIT S BUSINESS Infinit is a value-added reseller for voice, data and security networking hardware, software and associated technical and engineering services. Infinit was created under the premise that the importance of listening to our customers will always be of more importance than simply selling to them. Our strength is our people, which is why we will always be selective in finding the very best to add to our current staff of sales and technical professionals whose industry experience currently exceeds 150 years in vital disciplines. While our hardware products include, but are not limited to the router, switch, server, and telephony, it is our consultative approach that allows the hardware solution, service options and creative financial alternatives to blend together seamlessly. This is the essence of Infinit's value add. Our technical and logistics capabilities are constantly being updated and adapted to fit our customers needs. Infinit's short, mid and long term goal is to create and grow a company that acts as a trusted consultant to our customers, is community minded, and will always be nimble enough to learn and pass on that knowledge to our customers and community. When we are successful with that, everything else will take care of itself. Our staff is handpicked. Our approach, while simple, is not for the weak of heart. We will always be here watching industry trends, active in the equipment market, and growing our knowledge of products and services vital to your success. It is a tireless but exciting undertaking and we embrace the challenge. 2

3 WHAT IS EXPECTED OF EACH INFINIT EMPLOYEE Your first responsibility is to know the duties of your job and to perform them correctly, accurately and efficiently. You are expected to cooperate with management and with your co-workers and maintain a good team attitude. The success of Infinit depends upon the quality of its relationships with customers and manufacturers. A customer s willingness to do business with Infinit is, to a significant degree, dependent upon how they are treated by Infinit s employees. Employees should attempt at all times to leave customers and manufacturers with a favorable impression by: 1. Dealing in a courteous and friendly manner. 2. Communicating pleasantly and respectfully. 3. Attempting in all communications to answer questions accurately and quickly and to provide business-like replies to inquiries and requests for information. Infinit is in a business which requires a high degree of interaction and follow-up on the telephone. The importance of every employee providing friendly, courteous, timely and accurate service cannot be overstated. AT WILL EMPLOYMENT EMPLOYMENT POLICIES The contents of this Manual are presented for informational purposes only and are not intended to create a contract or guarantee of employment between Infinit and you. All employment is at will and may be terminated with or without cause, with or without notice, for any reason at any time at the option of either Infinit or yourself, except as otherwise provided by law. No Infinit representative, other than its President, has the authority to make changes to a policy or enter into any employment agreement under terms different from those outlined herein. 3

4 PERSONNEL INFORMATION Keeping personnel information up-to-date is important with regard to pay, deductions, benefits and other matters. Any changes in the following items should be reported immediately to the Dave Smith: Legal name Home address Home telephone number Person to call in case of emergency Number of dependents Marital status Change of beneficiary Military draft status Exemptions on your W-4 tax form NON-EXEMPT AND EXEMPT EMPLOYEES All employees are classified as either Non-Exempt or Exempt. This is necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of forty (40) hours per work week. These employees are referred to as Non-Exempt which means they are not exempt from (and therefore should receive) overtime pay. Exempt employees are executives, managers, supervisors, professional staff, technical staff, sales representatives, officers, directors and owners and others whose duties and responsibilities mean that they are exempt from overtime pay provisions. If you are an Exempt employee, you will have been so advised. OVERTIME PAY Overtime may be worked by Non-Exempt employees only with prior approval. Overtime payments are one and one-half times the basic hourly rate. The overtime rate is paid for all hours worked by Non-Exempt employees in excess of 40 hours per work week. Paid leave time, sick leave, vacation or holidays are not considered as hours worked in the computation of overtime. Exempt employees do not receive additional compensation for hours worked in excess of 40 hours in a given work week. 4

5 BUSINESS HOURS/LUNCH PERIOD The regular operating hours of the office are from 8:30 a.m. to 5:00 p.m. Monday through Friday. You may take a one hour lunch period daily, but must schedule it so that you return to work no later than 1:30 p.m. each day. WORK SCHEDULE/SICK CALL-IN PROCEDURE The normal work week consists of five (5) days, Monday through Friday. You are expected to arrive at the office by 8:30 am each day. You are expected to work until at least 5:00 pm. You will have an hour for lunch each day. In the event you cannot report to work on time, or you will be absent from work, the following procedure is to be followed: 1. When you are unable to report to work you must phone in by 8:30 a.m. with the reason for the absence. 2. An employee s failure to personally call in an absence by 8:30 a.m. will be recorded as an unexcused absence. 3. Two (2) consecutive days of absence without proper notification will be considered a resignation of employment. 4. If you expect to be late on any day, call in by 8:30 a.m. with your expected time of arrival. 5. You must receive permission before leaving work early. ABSENTEEISM, TARDINESS AND LEAVING EARLY It is critical to the smooth and efficient operation of the company that absenteeism, tardiness and leaving early be kept to a minimum. Excessive absences, tardiness or leaving early will result in appropriate action including verbal and/or written warnings and suspension or termination of employment. Written records of warnings regarding time lost due to absences, tardiness and leaving early will be maintained. EQUAL EMPLOYMENT OPPORTUNITY Infinit provides equal employment opportunity regardless of age, sex, color, race, creed, national origin, religion, marital status, disability, handicap, veteran status or sexual orientation. INTRODUCTORY PERIOD OF EMPLOYMENT The first three (3) months of employment are considered to be an introductory period. During this time you will be able to familiarize yourself with Infinit and determine if the job is suitable for you. 5

6 At the end of the introductory period, a discussion will be held with you regarding your job performance and any questions you have about the company s policies and procedures. Employees who do not meet the company s performance standards may have their employment terminated prior to, within, or subsequent to the conclusion of the introductory period. PERSONAL PHONE CALLS You are expected to keep personal telephone calls to a minimum. Emergency calls regarding illness, injury to family members or other emergencies may be made at any time. DRESS The Company maintains a business casual working environment. All employees should use discretion in wearing attire that is appropriate for the office and customer interaction. HOUSEKEEPING Employees are responsible for and expected to keep their own work areas neat and clean. Employees share responsibility for keeping the kitchen area clean at all times. SMOKING In accordance with New York State Health Law which restricts smoking in public places, as well as in the work place, smoking is not permitted in any area of the office. Smoking may be permitted outside the building in which Infinit leases space, unless otherwise prohibited by the landlord. HARASSMENT Infinit intends to provide a work environment that is free of inappropriate or disrespectful conduct and communication, or harrasment. Violations of this policy will result in appropriate management action. OUTSIDE EMPLOYMENT Infinit hopes that employees do not find it necessary to seek additional outside employment. If an employee plans to keep or accept outside employment, Infinit must be notified of such employment beforehand. 6

7 If Infinit determines that outside work conflicts or interferes with an employee s responsibilities with the company, the employee may be asked to terminate the outside employment. EXPENSE REIMBURSEMENT Infinit will reimburse employees for approved travel and related expenses in connection with authorized business trips or approved business related expenses including expenses for room, meals, transportation, etc. In order to be reimbursed for all authorized expenses, an employee must submit an expense report accompanied by appropriate receipts. Expense reports should be submitted weekly. Eligible expenses and associated reimbursement rates are updated periodically and can be found online in the company s public Policies & Procedures network folder. Review anticipated expenses with your manager prior to any travel. RESIGNATION/TERMINATION If an employee resigns voluntarily and gives two (2) weeks advance notice, that employee will be paid during that two week notice period and for earned but unused vacation time on a prorated basis For example, if an employee leaves the company on June 30 th (working ½ the year thus earning ½ eligible vacation) and is eligible for two weeks vacation based on a full year of employment he or she would be paid as follows: Days Taken Prior to 6/30 Days Paid at Termination or more 0 Employees who resign without giving two weeks notice will forfeit any earned but unused vacation time. Employees who are terminated by the company will be paid for any earned but unused vacation time on the same pro rata basis as above. 7

8 CONFIDENTIAL INFORMATION Infinit s customers, manufacturers, and distributors entrust Infinit with important and confidential information. Any violation of confidentiality injures Infinit s reputation and effectiveness. Do not discuss Infinit business with anyone who does not work for the company, nor should you discuss transactions with anyone who does not have a direct association with the transaction. An employee who discloses confidential information is subject to termination. Employment with Infinit presumes an obligation to maintain confidentiality even after leaving the company. EMPLOYMENT BENEFITS DATE OF HIRE/LENGTH OF SERVICE The first day you report to work at Infinit is your date of hire. Your date of hire is used to compute eligibility for benefits described in this Manual based upon your length of service. DEDUCTIONS FROM PAYCHECK Infinit is required by law to make certain deductions from an employee s paycheck. Among these are federal, state and local income taxes and social security taxes. DIRECT DEPOSIT Direct deposit of your paycheck into a savings or checking account of your choice is mandatory for Infinit employees. LEGISLATED BENEFITS PROGRAMS All New York State employees are covered, as required by law, for legislated benefit programs including Social Security/Medicare, New York State Worker s Compensation, Disability Insurance and Unemployment Insurance. These programs are described below: Social Security/Medicare - All employees are covered by this Federal program, known officially as the Federal Insurance Contributions Act (FICA). Social Security is an important benefit for you and your family as it provides death, disability and retirement benefits. 1. New York State Worker s Compensation Insurance - This benefit covers the hazards of occupational accidents and illnesses (i.e. those occurring in the course of employment with our Company). This program also provides coverage for permanent injuries while on the job. 8

9 (a) Benefits begin after the eight (8 th ) calendar day of disability. If your disability continues beyond two (2) weeks, the benefits will also be paid for the first (1 st ) week of disability. Compensation under this plan is based on a formula using the individual s average earned income, including overtime, in the year prior to the accident. (b) Reports of accidents must be filed with the Human Resources Manager immediately so that claims on your behalf can be initiated. The cost of this coverage is paid entirely by Infinit. 3. New York State Disability Insurance - This plan pays benefits from a private insurance carrier for up to 26 weeks to employees who are absent due to illness or non-occupational injury and up to eight (8) weeks for maternity leave. The cost of this insurance is paid by the employee. 4. New York State Unemployment Insurance - This plan pays benefits to eligible employees who become unemployed through no fault of their own. The plan is administered by the New York State Department of Labor, Unemployment Insurance Division, who determines eligibility and claim payments. The cost of this insurance is paid entirely by Infinit. HEALTH INSURANCE Infinit employees are eligible for the company s health insurance program. Infinit will contribute a maximum of $350 per month per Employee for coverage. The company specifically reserves the right to adjust, modify or change its health insurance program in the future, including the terms and conditions of coverage thereunder. Coverage under the company s policies terminates when employment with the company is discontinued. In the event of termination, an employee may elect to continue his/her health insurance coverage for a period of up to eighteen (18) months by paying the full monthly premiums to Infinit as provided for under the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA). 401(K) PLAN Employees of Infinit are eligible to participate in the company s non-contributory pension plan. Details of the plan including eligibility, vesting, the amount contributed to the plan annually, etc. are available in a separate document. 9

10 Infinit s 401(K) plan is managed by Andrew Russo. His contact information is as follows: Andrew C. Russo, President Lifevest Financial, LLC 6449 River Birchfield Road Jamesville, NY TIME OFF RECOGNIZED HOLIDAYS The following holidays are recognized by the company as paid holidays: New Year s Day Memorial Day Independence Day Labor Day Thanksgiving Day Friday following Thanksgiving Day Christmas Day Due to the extreme importance of the company and its employees being responsive to the needs and work schedules of the manufacturers and customers with whom it does business, it may be necessary, on occasion, to arrange for one or more employees to work on days scheduled as holidays. In the event that an employee is needed to work on a scheduled holiday, compensatory time off will be given. Employees are expected to be in attendance for their full scheduled hours on the regular working day before and after a holiday unless previously excused. VACATIONS Employees are eligible for paid vacation based on their length of service from their date of hire. Paid vacation time is not available during the first six (6) months of employment. Vacation time is available only after the employee has completed six (6) months of service. 10

11 Employees will be eligible for paid vacation based on the following periods of service: Time Period of Service # of Days Vacation Earned* 0-6 Months 0 7 Months 1 8 Month 2 9 Months 3 10 Months 4 11 Months 5 12 Months 6 *Vacation days must be taken prior to completion of twelve (12) months of service. Once an employee has been continuously employed by the company for a period of one (1) year from hire date, that employee is then eligible for ten (10) days of paid vacation over the next one-year period (i.e. during the employee s second year of employment with the company). Once a fulltime employee has been employed by the company for a period of five full years, that employee is then eligible for fifteen (15) days of paid vacation. Should the employee resign after giving two weeks notice or be terminated by the company, the employee would be paid for unused vacation time as described in the section titled RESIGNATION/TERMINATION of this manual. If the employee resigns without notice that employee forfeits compensation for unused vacation time. Regular scheduled holidays falling within the vacation period of any employee are additional days to be added to vacation time. Such days may be taken at the beginning or end of the vacation period or may be taken at another date. Infinit s policy is that vacation time cannot be carried over from one year to the next. VACATION TIME REQUESTS Requests for vacations of one week or more should be made at least thirty (30) days in advance. Vacation periods are subject to Infinit staffing needs. All Vacation Time Requests should be made directly to your manager. The Employee will receive notice from your manager if the Employee s Vacation Time Request is approved. If the vacation time is not approved, and the employee still takes the time off, he/she will be charged for taking an unexcused absence. The amount 11

12 of the charge for the unexcused absence will be equal to the monthly salary plus commissions for the month in which the unexcused absences occurred divided by twenty (22). All charged-for unexcused absences will be deducted directly from the Employee s paycheck. For example, if an employee had one unexcused absence in January 2013, and the employee earned $5,000 in salary plus commissions for January 2013, the employee will be charged $ SICK AND PERSONAL DAYS Infinit will not grant any paid sick or personal days. If at any time you feel the need to utilize a day for such an instance, please do so carefully as it is deducted from your Vacation time. You may elect, with management prior approval, to take unpaid Sick and Personal time. MILITARY LEAVE Employees who are required to serve in any branch of the Armed Forces of the United States will be given the necessary time off without pay or benefits. DISABILITY LEAVE A disability leave of absence will be granted to any eligible employee who requires a leave of absence of more than seven (7) calendar days due to illness, injury, disability or other physical inability to work. This leave of absence will be unpaid except for any benefits provided by New York State Worker s Compensation or other time off benefits such as vacation to which an eligible employee may otherwise be entitled. Employees who require a disability leave of absence must provide written notice of the illness, injury, disability or other physical inability to work, including a licensed physician s written verification justifying the need for the leave, duration of the leave and the expected date of return to work. Reinstatement cannot be guaranteed to employees returning from a leave of absence. Vacation will not accrue during any period of disability leave. BEREAVEMENT LEAVE Full-time employees will be allowed up to three (3) days of bereavement leave in the event of the death of an immediate family member, which shall include the employee s mother, father, sister, brother, wife, husband, son or 12

13 daughter. Up to one (1) day of bereavement leave will be granted to employees in the event of the death of the employee s grandparent or spouse s grandparent or other family members. JURY DUTY LEAVE Full-time employees will be allowed time off with pay for jury duty. Employees who are called for jury duty will be paid the difference, if any, between the amount received for jury duty service and their regular pay for the period of their absence up to two (2) weeks provided the employee presents proof of attendance and a statement indicating the amount of the per diem fee. Employees excused from jury duty service during their regular working hours are expected to return to work that day. Employees who are able to work their regular working hours on the day of jury duty service are expected to do so. PERSONAL LEAVE OF ABSENCE A leave of absence without pay may be granted at the company s sole discretion to full-time employees who have been employed by Infinit for at least twelve (12) months. This request must be approved in advance by the Tom Klink. A request for a personal leave of absence will be considered individually and may be granted for a period not to exceed six (6) months. Such a request must be submitted in writing at least thirty (30) days before the desired date of the leave of absence. STANDARDS OF CONDUCT Reasonable rules of conduct and behavior are needed for the orderly and effective day-to-day operation of Infinit s business. Following is a list of unacceptable activities and behavior that may result in verbal or written warnings, disciplinary action or, depending upon the seriousness of the offense, termination from the company: Disclosing to unauthorized parties confidential information about Infinit, its customers, distributors or the manufacturers with whom Infinit does business. Providing false information, including misrepresentation of the reasons for absence, tardiness or information pertaining to an injury or illness. Excessive tardiness, absence from work or leaving work early without permission. 13

14 Disrespectful or offensive behavior to customers, manufacturers or Infinit management or employees. Insubordination or refusal to follow reasonable instructions. Uncooperative attitude. Threatening or harassing behavior or refusal to cooperate with other Infinit employees. Fighting, disorderly conduct, intoxication or illegal drug use. Doing personal work or using Infinit equipment to do personal work without prior approval. Making false, libelous or malicious statements about any Infinit employees, customers, distributors or manufacturers. Dishonesty or theft of any property or funds from Infinit, its customers, distributors or manufacturers. Excessive personal calls made or received during working hours. Unauthorized or improper use of Infinit s property or equipment including unauthorized long distance telephone charges and personal photocopying. PETTY CASH MISCELLANEOUS Petty Cash is to be used for minor expenses incurred on behalf of the company and to reimburse company personnel for expenses of a minor nature which may occur in the ordinary course of business. All requests for expense reimbursement must be accompanied by proper documentation. RESIGNATION It is understood that it may become necessary for an employee to leave his/her job with Infinit. Infinit employees are expected to notify the company of a resignation at least two (2) weeks in advance of the date that the employee intends to leave. As stated in the Resignation & Termination of this manual, a resigning employee is not eligible for accrued vacation pay if two (2) weeks advance notice is not given. RETURN OF COMPANY PROPERTY Any company property issued to an employee such as hardware, software, tools, etc. must be returned to Infinit at the time of termination or resignation. The value of any property issued and not returned may be deducted from the Employee s final paycheck. 14

15 I have received a copy of the Allegretto Funding Group Inc. d/b/a Infinit Technology Solutions Employee Manual outlining the benefits, rules and policies of the company. I understand that Infinit. reserves the right to change any of the policies outlined in this manual. I further acknowledge I will read the contents of the manual. I will contact Tom Klink with any questions and abide by the rules and policies of the Company. Employee Date 15

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