EMPLOYEE HANDBOOK Effective Date: 6/1/2013

Transcription

1 EMPLOYEE HANDBOOK HRCI is strategically partnered with ADP TotalSource, a Professional Employer Organization (PEO). 1 P a g e

2 TABLE OF CONTENTS NO. POLICY TITLE EFFECTIVE PAGE INTRODUCTION 010 Human Resources Consulting, Inc. s Employee 6/1/ Welcome Message 020 ADP TotalSource s Employee Welcome Message 6/1/ Human Resources Consulting, Inc. s Introduction 6/1/ ADP TotalSource s Introductory Statement 6/1/ EMPLOYMENT 101 Nature of Employment 6/1/ Employee Relations 6/1/ Equal Employment Opportunity 6/1/ Business Ethics and Conduct 6/1/ Employee Medical Examinations 6/1/ Immigration Law Compliance 6/1/ Conflicts of Interest 6/1/ Outside Employment 6/1/ Non-Disclosure 6/1/ Disability Accommodation 6/1/ Job Posting and Employee Referrals 6/1/ EMPLOYMENT STATUS & RECORDS 201 Employment Categories 6/1/ Access to Personnel Files 6/1/ Employment Reference Checks 6/1/ Personnel Data Changes 6/1/ Introductory Period 6/1/ EMPLOYEE BENEFIT PROGRAMS 301 Employee Benefits 6/1/ Vacation Benefits 6/1/ Holidays 6/1/ Workers' Compensation Insurance 6/1/ Sick Leave Benefits 6/1/ Time Off to Vote 6/1/ Bereavement Leave 6/1/ Jury Duty 6/1/ Benefits Continuation (COBRA) 6/1/ Employee Assistance Program 6/1/ P a g e

3 NO. POLICY TITLE EFFECTIVE PAGE TIMEKEEPING/PAYROLL 401 Timekeeping 6/1/ Paydays 6/1/ Employment Termination 6/1/ Pay Advances 6/1/ Administrative Pay Corrections 6/1/ Pay Deductions and Setoffs 6/1/ Compensation 6/1/ WORK CONDITIONS & HOURS 501 Safety 6/1/ Work Schedules 6/1/ Equipment, Credit Cards and CAC Cards 6/1/ Smoking 6/1/ Rest and Meal Periods 6/1/ Use of Equipment and Vehicles 6/1/ Emergency Closings 6/1/ Business Related Travel and Expense 6/1/ Computer and Usage 6/1/ Internet Usage 6/1/ Workplace Monitoring 6/1/ Social Security Number Privacy 6/1/ Telecommuting 6/1/ Social Networking and Blogging 6/1/ Workplace Violence Prevention 6/1/ LEAVES OF ABSENCE 601 Family and Medical Leave of Absence (FMLA) 6/1/ Leave without Pay (LWOP) 6/1/ Military Leave 6/1/ Maternity Leave 6/1/ EMPLOYEE CONDUCT & DISCIPLINARY ACTION 701 Employee Conduct and Work Rules 6/1/ Drug and Alcohol Use 6/1/ Sexual and Other Unlawful Harassment 6/1/ Attendance and Punctuality 6/1/ Personal Appearance 6/1/ Return of Property 6/1/ Resignation 6/1/ Employee Discipline 6/1/ Problem Resolution 6/1/ P a g e

4 NO. POLICY TITLE EFFECTIVE PAGE MISCELLANEOUS 800 Life-Threatening Illnesses in the Workplace 6/1/ Tuition Reimbursement 6/1/ Superior Performance Award 6/1/ ADDENDUMS Employee Handbook Acknowledgment of Receipt 4 P a g e

5 WELCOME TO HUMAN RESOURCES CONSULTING, INC.! Welcome to Human Resources Consulting, Inc.! We are pleased to have you join our team. As a new member, one of the first things you will notice is the atmosphere of support, friendliness, and flexibility that surrounds our company. You will also find a challenging, rewarding, and fun work environment, where you will experience the concept of working with a company, not for a company. HRCI is committed to its customers and committed to its employees. To help you become familiar with our company and find out what you can expect from us and what HRCI expects from you, we are pleased to provide you with this handbook. You are expected to review this handbook carefully and refer to it whenever necessary. We at HRCI value you, our employees, and are committed to keeping you abreast of HRCI policies and employment practices. One specific point that merits clarification is that you are an employee of Human Resources Consulting, Inc. (HRCI). You are not employed by the entity, company or facility at which you are actually physically working. The entity, company or facility at which you are working and the people at your job site for whom you are performing your job duties are not your employer; rather, they are HRCI's clients and customers. HRCI is your employer and, as such, any and all employment issues, concerns or questions must be raised with the HRCI Officer in charge of your contract located at HRCI's corporate headquarters in Falls Church, Virginia, or their on-site designee. At no time should an HRCI employee approach an HRCI client or customer on any employment matters. Such employment matters may include, but are not limited to, the following: Salary/Pay issues Timesheets All Leaves (vacation, sick, holiday, funeral, etc.) Leaves of Absence (active military duty, personal, etc.) Family Medical Leave Act (FMLA) Company policies and procedures Termination of employment (voluntary or otherwise) EEO concerns or complaints Sexual harassment concerns or complaints Any other concerns or complaints relating to either your employment or working conditions This list is by no means exhaustive, but is intended to provide some examples of issues that may potentially arise pertaining to your employment. These are guidelines and individual contracts could dictate deviation from these practices. In general, however, any and all questions, concerns, problems or issues relating to your employment must be addressed to HRCI s Operation Staff. 5 P a g e

6 The HRCI Officer in charge of your contract may, at their discretion, designate another HRCI employee (such as your on-site supervisor, provided such supervisor is an HRCI employee) to handle the more routine, day-to-day issues that may arise. If you are unsure as to whether or not this applies to you, please contact the Human Resource Office for clarification. HRCI Human Resources Manager: Carissa Flynn Ext 357 Once again, welcome to HRCI; we look forward to working with you. Best regards, Norma J. Krueger President, CEO 6 P a g e

7 WELCOME! Welcome new employee! On behalf of your colleagues, I welcome you to ADP TotalSource and wish you every success here. We believe that each employee contributes directly to ADP TotalSource's growth and success, and we hope you will take pride in being a member of our team. This Employee Handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of the Employee Handbook as soon as possible, for it will answer many questions about employment with ADP TotalSource. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! Sincerely, Dave Imbrogno Area President ADP TotalSource 7 P a g e

8 HUMAN RESOURCES CONSULTING, INC. S INTRODUCTION Company Philosophy and Practices Integrity, Accountability, Innovation and Education are the watchwords at HRCI. We are a company based on teamwork, traditional values, and modern automation that, in conjunction, create a faster and more complete product for our customers. As a full spectrum Human Resource organization, we provide human resource training and services to assist our customers in satisfying their human resource needs. Employment at Will Employment with HRCI is "at will", which means it is subject to termination by either the Company or the employee at any time, for any reason. There are no contractual relationships between the Company and an employee. Letters, benefit or policy statements, employee handbooks or other employee communications should not be interpreted as such. No one has the authority to enter into any oral or written employment contract without the signed explicit written approval of an officer of HRCI and no written employment contract will be valid without the signature of the President or Vice President of HRCI. In order to monitor this "at will" relationship, HRCI has developed a set of policies and procedures. Equal Employment Opportunity Policy Statement Equal Employment Opportunity has been, and will continue to be, a fundamental principle at HRCI, where employment is based upon personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, or any other protected characteristic as established by law. This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment. HRCI does have an affirmative action plan. Please contact the Human Resource Department for information. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees' questions or concerns should be referred to the Human Resources Department ext 357. Appropriate disciplinary action may be taken against any employee willfully violating this policy. Non-Discrimination and Anti-Harassment Policy HRCI is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, HRCI expects that all relationships among persons in the workplace will be businesslike and free of bias, prejudice and harassment. Purpose: To define HRCI position regarding employee harassment, to maintain a working environment that is free of sexual harassment in accordance with Title VII of the Civil Rights Act of 1964, and to communicate the facility's actions to any such conduct. 8 P a g e

9 Policy: It is the policy of HRCI to ensure equal employment opportunity without discrimination or harassment on the basis of race, religion, color, national origin, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation and sex, including sexual harassment (all as defined and protected by applicable law). Discrimination or harassment is unacceptable and will not be tolerated. HRCI prohibits and will not tolerate any such discrimination or harassment. 9 P a g e

10 ADP INTRODUCTORY STATEMENT Human Resources Consulting, Inc. has entered into a strategic relationship with ADP TotalSource. ADP TotalSource is a human resources management firm in a business popularly referred to as a "Professional Employer Organization." With the ever-changing pattern of employee relations, Human Resources Consulting, Inc. has enlisted the services of ADP TotalSource to help administer payroll, provide employee benefits and assist with human resources and risk management. Under this arrangement, both Human Resources Consulting, Inc. and ADP TotalSource are your employers and have certain rights and responsibilities with respect to your employment. As your PEO, we want to do our part to assist in making your job more fulfilling. Our goal is to provide you with the best benefits and employee services possible. Together, we can achieve great things. This Employee Handbook is designed to acquaint you with Human Resources Consulting, Inc. and ADP TotalSource and to provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the Employee Handbook. It describes many of your responsibilities as an employee and outlines the programs developed by Human Resources Consulting, Inc. and ADP TotalSource to benefit you as an employee. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. While every attempt has been made to create these personalized policies consistent with federal and state law, if an inconsistency arises the policy(s) will be enforced consistent with the applicable law. No Employee Handbook can anticipate every circumstance or question about policy. As Human Resources Consulting, Inc. and ADP TotalSource continue to grow, the need may arise to revise the Employee Handbook. Human Resources Consulting, Inc. and ADP TotalSource reserve the right to revise, supplement, or rescind any policies or portion of the Employee Handbook from time to time as it deems appropriate in its sole and absolute discretion. Employees will, of course, be notified of such changes to the Employee Handbook as they occur. Your Employee Handbook will supersede any previous employee handbook or policy manual that may have been provided to employees at your worksite prior to your relationship with ADP TotalSource. These policies are not a legal document or an employment contract. Important Contact Information ADP TotalSource Employee Service Center (800) Employee Assistance Program (see Policy #324) (888) ADP TotalSource website 10 P a g e

11 101 Nature of Employment Your relationship with Human Resources Consulting, Inc. /ADP TotalSource is that of an employee-at-will. Your job status does not guarantee employment for any specific length of time. Your employment with Human Resources Consulting, Inc. /ADP TotalSource is entered into voluntarily and you and Human Resources Consulting, Inc. /ADP TotalSource are free to end the employment relationship at any time, for any reason, with or without cause or advance notice. Your employment at-will status with Human Resources Consulting, Inc. may be altered only with written authorization by the President or Vice President of Human Resources Consulting, Inc. Your employment at-will status with ADP TotalSource may be altered only with written authorization by the Area President of ADP TotalSource. Please note that the reference to employment at-will does not affect your employment status with Human Resources Consulting, Inc. as it existed before the arrival of ADP TotalSource. If you have any questions about this please feel free to contact the ADP TotalSource Employee Service Center at If your position requires additional pre-employment criteria, such as a driver's examination, a background investigation and/or a pre-employment drug test and if you have been offered employment before any such investigation or test is completed, your employment is contingent upon a satisfactory result on all required tests. The PEO relationship will not change your relationship with Human Resources Consulting, Inc. As before, all day-to-day operations and all organizational decisions will remain with Human Resources Consulting, Inc. Your relationship with ADP TotalSource does not affect any pending employment agreements, severance agreements, expense reimbursement agreements, bonus or commission plans, non-competition agreements or any other agreement between you and Human Resources Consulting, Inc. You and Human Resources Consulting, Inc. are still subject to the terms of any such Agreements to the same extent that you were before ADP TotalSource's involvement. Similarly, because ADP TotalSource is not party to any such Agreements and has not adopted them, ADP TotalSource is not subject to any current or future Agreements directly between you and Human Resources Consulting, Inc. Vacation, sick and paid time off are obligations of Human Resources Consulting, Inc. under paid time off plans (PTO) plans/policies adopted by them. ADP TotalSource will assist Human Resources Consulting, Inc. in the administration of these PTO plans/policies. All obligations for accrued and/or earned payments under Human Resources Consulting, Inc.'s PTO plans/policies are the sole responsibility of Human Resources Consulting, Inc. Upon the end of your employment with ADP TotalSource for whatever reason, ADP TotalSource is not responsible for payment of any accrued and/or earned vacation, sick, or other paid time off pursuant to a PTO plan/policy, or any bonus, commission, severance or expense reimbursement pay that Human Resources Consulting, Inc. may have promised you in any Agreement between you and Human Resources Consulting, Inc. Human Resources Consulting, Inc. should be contacted directly to discuss leave payout. 102 Employee Relations Human Resources Consulting, Inc. and ADP TotalSource believe that the work conditions, 11 P a g e

12 wages, and benefits it offers to its employees are competitive with those offered by other employers in this area and in this industry. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors. Our experience has shown that when employees deal openly and directly with supervisors, the work environment can be excellent, communications can be clear, and attitudes can be positive. We believe that Human Resources Consulting, Inc. and ADP TotalSource amply demonstrate their commitment to employees by responding effectively to employee concerns. 103 Equal Employment Opportunity In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Human Resources Consulting, Inc. and ADP TotalSource will be based on merit, qualifications, and abilities. Both Human Resources Consulting, Inc. and ADP TotalSource are equal employment opportunity employers and do not discriminate against any person because of race, color, creed, religion, sex, national origin, disability, age, genetic information or any other characteristic protected by law (referred to as "protected status"). This nondiscrimination policy extends to all terms, conditions and privileges of employment as well as the use of all company facilities, participation in all company-sponsored activities, and all employment actions such as promotions, compensation, benefits and termination of employment. Human Resources Consulting, Inc. and ADP TotalSource will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor at Human Resources Consulting, Inc. or the ADP TotalSource Employee Service Center at Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment. 104 Business Ethics and Conduct The successful business operation and reputation of Human Resources Consulting, Inc. and ADP TotalSource is built upon the principles of fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity. The continued success of Human Resources Consulting, Inc. and ADP TotalSource is dependent upon our customers' trust and we are dedicated to preserving that trust. Employees owe a duty to Human Resources Consulting, Inc., ADP TotalSource, customers, and shareholders to act in a way that will merit the continued trust and confidence of the public. 12 P a g e

13 Human Resources Consulting, Inc. and ADP TotalSource will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your immediate supervisor at Human Resources Consulting, Inc. and, if necessary, with the ADP TotalSource Employee Service Center at for advice and consultation. Compliance with this policy of business ethics and conduct is the responsibility of every Human Resources Consulting, Inc. employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment. 105 Employee Medical Examinations To help ensure that employees are able to perform their duties safely, medical examinations may be required. Not all positions will require a medical examination. If one is required, you will be informed when the job offer is made to you. After an offer has been made to an applicant entering a designated job category, a medical examination will be performed at Human Resources Consulting, Inc.'s expense by a health professional of Human Resources Consulting, Inc.'s choice. The offer of employment and assignment to duties is contingent upon satisfactory completion of the exam. Information on an employee's medical condition or history will be kept separate from other employee information and maintained confidentially. Access to this information will be limited to those who have a legitimate need to know. 106 Immigration Law Compliance Human Resources Consulting, Inc. and ADP TotalSource are committed to employing only United States citizens and aliens who are authorized to work in the United States and do not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired may also be required to complete the form. Employees with questions or seeking more information on immigration law issues are encouraged to contact the ADP TotalSource Employee Service Center at Employees may raise questions or complaints about immigration law compliance without fear of 13 P a g e

14 reprisal. 107 Conflicts of Interest Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Human Resources Consulting, Inc. wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the President/Chief Executive Officer and/or Vice President of Human Resources Consulting, Inc. for more information or questions about conflicts of interest. Transactions with outside firms must be conducted within a framework established and controlled by the executive level of Human Resources Consulting, Inc. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of Human Resources Consulting, Inc.'s business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No "presumption of guilt" is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Human Resources Consulting, Inc. as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which Human Resources Consulting, Inc. does business, but also when an employee or relative receives any kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving Human Resources Consulting, Inc. 108 Outside Employment An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Human Resources Consulting, Inc. All employees will be judged by the same performance standards and will be subject to Human Resources Consulting, Inc.'s scheduling demands, regardless of any existing outside work requirements. If Human Resources Consulting, Inc. determines that an employee's outside work interferes with performance or the ability to meet the requirements of Human Resources Consulting, Inc. as they are modified from time to time, the employee may be asked to terminate the outside employment 14 P a g e

15 if he or she wishes to remain with Human Resources Consulting, Inc. Outside employment will present a conflict of interest if it has an adverse impact on Human Resources Consulting, Inc. 109 Non-Disclosure The protection of confidential business information and trade secrets is vital to the interests and the success of Human Resources Consulting, Inc. Such confidential information includes, but is not limited to, the following examples: Customer Lists Customer Preferences Financial Information Marketing Strategies Pending Projects and Proposals Proprietary Production Processes Research and Development Strategies Scientific Data Scientific Formulae Technological Data All employees may be required to sign a non-disclosure agreement as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information. 110 Disability Accommodations Human Resources Consulting, Inc. and ADP TotalSource are committed to complying fully with the Americans with Disabilities Act (ADA) and applicable state law, and to ensure equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis. Hiring procedures are designed to provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only regarding an applicant s ability to perform the duties of the position. Reasonable accommodations for qualified individuals with known disabilities will be made unless to do so would be an undue hardship. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression and seniority lists. Leave of all types will 15 P a g e

16 be available to all employees on an equal basis. Human Resources Consulting, Inc. and ADP TotalSource are also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. Human Resources Consulting, Inc. and ADP TotalSource will follow any state or local law that provides individuals with disabilities greater protection than the ADA. This policy is neither exhaustive nor exclusive. Human Resources Consulting, Inc. and ADP TotalSource are committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws. 111 Job Posting and Employee Referrals Human Resources Consulting, Inc. provides employees an opportunity to indicate their interest in open positions and advance within the organization according to their skills and experience. In general, notices of all regular, full-time job openings are posted, although Human Resources Consulting, Inc. reserves its discretionary right to not post a particular opening. Job openings will be posted on the HRCI website at and normally remain open from 2 weeks to 30 days. We sometimes utilize other avenues to advertize open positions but every position will always be on our company website. Each job posting notice will include the dates of the posting period, job title, location, salary, job summary, essential duties, and qualifications (required skills and abilities). To be eligible to apply for a posted job, employees must have performed competently for at least 180 calendar days in their current position. Employees who have a written warning on file, or are on probation or suspension are not eligible to apply for posted jobs. Eligible employees can only apply for those posted jobs for which they possess the required skills, competencies, and qualifications. To apply for an open position, employees should follow the instructions outlined on the Job Posting. An Employee should complete an application and describe how their current experience with Human Resources Consulting, Inc. and prior work experience and/or education qualifies them for the position. Human Resources Consulting, Inc. recognizes the benefit of developmental experiences and encourages employees to talk with their supervisors about their career plans. Supervisors are encouraged to support employees' efforts to gain experience and advance within the organization. An applicant's supervisor may be contacted to verify performance, skills, and attendance. Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed. Job posting is a way to inform employees of openings and to identify qualified and interested 16 P a g e

17 applicants who might not otherwise be known to the hiring manager. Other recruiting sources may also be used to fill open positions in the best interest of the organization. Human Resources Consulting, Inc. also encourages employees to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Employees should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment. An employee should submit the referral's resume and/or completed application form to the Human Resources Department for a posted job. If the referral is interviewed, the referring employee will be notified of the initial interview and the final selection decision. 201 Employment Categories It is the intent of Human Resources Consulting, Inc. and ADP TotalSource to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal and state laws. (Although NONEXEMPT employees are eligible to receive overtime that does not mean that overtime will be approved. Please check with your supervisor prior to working overtime hours.) EXEMPT employees are excluded from specific provisions of federal and state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written notification by management. REGULAR FULL-TIME employees are those who are regularly scheduled to work Human Resources Consulting, Inc.'s full-time schedule. Generally, they are eligible for ADP TotalSource's benefits package, subject to the terms, conditions, and limitations of each benefit program, typically, those employees who have completed their introductory period and work thirty (30) or more hours per week. PART-TIME employees are those who work continuously for a specified number of hours per week which is less than a regular schedule of thirty (30) or more hours per week. Part-time employees receive all legally mandated benefits (such as Social Security and workers' compensation insurance). 202 Access to Personnel Files Human Resources Consulting, Inc. and ADP TotalSource maintain a personnel file on each employee. The personnel file includes such information as the employee's job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records. 17 P a g e

18 Personnel files are the property of Human Resources Consulting, Inc. and ADP TotalSource, and access to the information they contain is restricted. Generally, only supervisors and management personnel of Human Resources Consulting, Inc. and ADP TotalSource who have a legitimate reason to review information in a file are allowed to do so. Employees who wish to review their own file should contact the Human Resource Department at Human Resources Consulting, Inc. or ADP TotalSource. With at least 10 days notice, employees may review their own personnel files in Human Resources Consulting, Inc.'s offices and in the presence of an individual appointed by Human Resources Consulting, Inc. and ADP TotalSource to maintain the files. 203 Employment Reference Checks To ensure that individuals who join Human Resources Consulting, Inc. are well qualified and have a strong potential to be productive and successful, it is the policy of Human Resources Consulting, Inc. to check the employment references of all applicants. Human Resources Consulting, Inc. will respond verbally or in writing only to those reference check inquiries that are submitted in writing with a release of information signed from the employee. No employment data will be released without a written authorization and release signed by the individual who is the subject of the inquiry. All requests should go to the Human Resource Manager directly and no other member of HRCI should be releasing any employment information at any time. All questions regarding this policy should be directed to Carissa Flynn, HR Manager at (571) Ext Personnel Data Changes It is the responsibility of each employee to promptly notify Human Resources Consulting, Inc. and ADP TotalSource of any changes in personnel data. Personal mailing addresses, name change, telephone numbers, number and names of dependents, individuals to be contacted in the event of an emergency, educational accomplishment, and other such status reports should be accurate and current at all times. If any personnel data has changed an employee can update it through the TotalSource website or notify Human Resource by calling (571) Ext Introductory Period The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Human Resources Consulting, Inc. uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or Human Resources Consulting, Inc. may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice. 18 P a g e

19 All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If Human Resources Consulting, Inc. determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee's performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the "regular" employment classification. 301 Employee Benefits Eligible employees at Human Resources Consulting, Inc. are provided a wide range of benefits. A number of the programs (such as Social Security, workers' compensation, state disability, and unemployment insurance) cover all employees in the manner prescribed by law. Benefits eligibility is dependent upon a variety of factors, including employee classification. The Human Resource department can identify the programs for which you are eligible. Details of many of these programs can be found elsewhere in the employee handbook. The following benefit programs are available to eligible employees: Medical Insurance Dental Insurance Vision Care Insurance Life Insurance 401(k) Savings Plan Direct Deposit Employee Assistance Program Employee Discounts Flexible Benefits Plan Flexible Spending Accounts Health Savings Account Short and Long-Term Disability Movie Tickets Store Memberships Theme Park Discounts Voluntary Benefits Once you have completed your New Hire Packet, the Human Resource department will provide you with credentials to log into your TotalSource account where you will be able to view and select your benefits. ADP TotalSource will also mail newly eligible employees a Benefits Enrollment package (for enrollment in Medical, Dental, Vision, Flexible Spending Accounts, Life, STD and LTD) at their home address within a few weeks of their hire date, or the transfer date to a benefits-eligible position. If a Benefits Enrollment Package is not received in a timely manner, please call the ADP TotalSource Employee Service Center at (800) to request an enrollment package. Each enrollment package will have a return deadline for eligibility. If 19 P a g e

20 employees miss the return deadline they must wait until the next Open Enrollment period to enroll in these benefits. If you choose to enroll online, there is no need to fill out the enrollment packet that ADP mails to your home. HRCI also offers a Tricare Supplemental plan for those employees who are already enrolled in Tricare. To enroll in this, you will fill out the Tricare Supplemental enrollment form and return directly to HR. 302 Vacation Benefits Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation, and personal pursuits. Employees in the following employment classification(s) are eligible to earn and use vacation time as described in this policy: Regular full-time employees Regular part-time employees The amount of paid vacation time employees receive each year increases with the length of their active employment as shown in the following schedule: Upon initial eligibility the employee is entitled to 10 vacation days each year, accrued biweekly at the rate of days. After 5 years of eligible service the employee is entitled to 15 vacation days each year, accrued biweekly at the rate of days. After 10 years of eligible service the employee is entitled to 20 vacation days each year, accrued biweekly at the rate of days. After 20 years of eligible service the employee is entitled to 25 vacation days each year, accrued biweekly at the rate of days. The length of eligible service is calculated on the basis of a "benefit year." This is the 12-month period that begins when the employee starts to earn vacation time. An employee's benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.) Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. A request for use of vacation time after it is earned is done by putting in a vacation request through EZ Labor Manager. Paid vacation time can be used in minimum increments of one-half hour. To take vacation, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Vacation time off is paid at the employee's base pay rate at the time of vacation for the amount of 20 P a g e

21 hours absent. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials. As stated above, employees are encouraged to use available paid vacation time for rest, relaxation, and personal pursuits. In the event that available vacation is not used by the end of the benefit year, employees may carry up to two times the unused annual vacation time (vacation cap) forward to the next benefit year. Any unused vacation time that is over the vacation cap will be lost as of the last day of the calendar year. For this reason, we encourage all employees to take any available vacation time prior to that date. Upon termination of employment, employees will be paid for unused vacation time that has been earned through the last day of work. However, if Human Resources Consulting, Inc., in its sole discretion, terminates employment for cause, forfeiture of unused vacation time may result. Please be advised that vacation pay is the sole obligation of Human Resources Consulting, Inc. ADP TotalSource will assist Human Resources Consulting, Inc. in the administration of vacation time off and pay; however, ADP TotalSource has no such agreement or policy with the employees. All obligations for accrued and/or earned payments under Human Resources Consulting, Inc.'s vacation policy are the sole responsibility of Human Resources Consulting, Inc. Accordingly, upon the end of your employment with ADP TotalSource/Human Resources Consulting, Inc. for whatever reason, ADP TotalSource is not responsible for payment of any accrued and/or earned vacation pay that Human Resources Consulting, Inc. may have promised you. 303 Holidays Human Resources Consulting, Inc. will grant holiday time off to all active employees on the holidays listed below: New Year's Day (January 1) Martin Luther King, Jr. Day (third Monday in January) Presidents' Day (third Monday in February) Memorial Day (last Monday in May) Independence Day (July 4) Labor Day (first Monday in September) Columbus Day (second Monday in October) Veterans' Day (November 11) Thanksgiving (fourth Thursday in November) Christmas (December 25) Human Resources Consulting, Inc. will grant paid holiday time off to all eligible employees immediately upon assignment to an eligible employment classification. Holiday pay will be calculated based on the employee's straight-time pay rate (as of the date of the holiday) times the number of standard hours (4, 6 or 8) the employee would otherwise have worked on that day. Holiday pay will not exceed 8 hours. Eligible employee classification(s): 21 P a g e

22 Regular full-time employees Regular part-time employees If a recognized holiday falls during an eligible employee's unpaid absence (e.g., LWOP) the employee will be ineligible for holiday pay. Additionally if the employee is not scheduled to work on the day a holiday falls that employee is not entitled to holiday pay. If eligible nonexempt employees work on a recognized holiday, they will receive holiday pay plus wages at their straight-time rate for the hours worked on the holiday. This is recorded by putting in the regular worked hours on that holiday and using the holiday on another un-worked day. If you have questions about how to do this, please contact your supervisor or HR. Paid time off for holidays will not be counted as hours worked for the purposes of determining overtime. 304 Workers' Compensation Insurance ADP TotalSource provides a comprehensive workers' compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to the applicable legal requirements, workers compensation insurance provides benefits. Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. Write down all of the details of the incident and provide it your supervisor and to Human Resources. This will enable an eligible employee to qualify for coverage as quickly as possible. Neither ADP TotalSource nor the insurance carrier will be liable for the payment of workers' compensation benefits for injuries that occur during an employee's voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Human Resources Consulting, Inc. 305 Sick Leave Benefits Human Resources Consulting, Inc. provides paid sick leave benefits to all eligible employees for periods of temporary absence due to illnesses or injuries. Eligible employee classification(s): Regular full-time employees Regular part-time employees With few exceptions, employees regularly working at least 20 hours per week are eligible for paid sick leave in a total amount equal to twice the number of hours they are regularly scheduled to work per week. Sick leave accrues bi-weekly in an amount equal to one twenty-sixth the employee's total annual allowance. Employees eligible for sick leave who are unable to perform 22 P a g e

23 the jobs due to illness or injury may utilize their accrued sick leave. Paid sick leave can be used in minimum increments of one-half hour. An eligible employee may only use sick leave benefits for an absence due to his or her own illness or injury. Employees who are unable to report to work due to illness or injury should notify their direct supervisor before the scheduled start of their workday if possible. The direct supervisor must also be contacted on each additional day of absence. If an employee is absent for three or more consecutive days due to illness or injury, a physician's statement must be provided verifying the disability and its beginning and expected ending dates. Such verification may be requested for other sick leave absences as well and may be required as a condition to receiving sick leave benefits. Before returning to work from a sick leave absence of 10 calendar days or more, an employee must provide a physician's verification that he or she may safely return to work. Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Sick leave may be carried over from one calendar year to the next for up to three (3) years or a maximum accumulation of 240 hours. Anything over 240 hours will be lost at the end of the third year. If an employee accruals leave at the rate of hours per pay period then the maximum allowed carried for 3 years would be 360 hours. Sick leave benefits are intended solely to provide income protection in the event of illness or injury, and may not be used for any other absence. Unused sick leave benefits will not be paid to employees while they are employed or upon termination of employment. 306 Time Off to Vote Human Resources Consulting, Inc. encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their nonworking hours, Human Resources Consulting, Inc. will grant up to 3 hours of unpaid time off to vote. Employees should request time off to vote from their supervisor at least two working days prior to the Election Day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to the normal work schedule. 23 P a g e

24 307 Bereavement Leave All employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately by filling out the bereavement form which can be found on TotalSource on the My Company tab. This form must be submitted and approved prior to any employee taking the time. Up to 3 days of paid bereavement leave will be provided to eligible employees in the following classification(s): Regular full-time employees Regular part-time employees Bereavement pay is calculated based on the base pay rate at the time of absence and will not include any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. Employees may, with their supervisors' approval, use any available paid leave for additional time off as necessary. Human Resources Consulting, Inc. defines "immediate family" as the employee's spouse, parent, child, sibling; the employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships. 308 Jury Duty Human Resources Consulting, Inc. encourages employees to fulfill their civic responsibilities by serving jury duty when required. Employees will be compensated for jury duty consistent with state law. Employees in an eligible classification may request up to 1 week of paid jury duty leave over any 1 year period. Jury duty pay will be calculated on the employee's base pay rate times the number of hours the employee would otherwise have worked on the day of absence. Employee classifications that qualify for paid jury duty leave are: Regular full-time employees Regular part-time employees If employees are required to serve jury duty beyond the period of paid jury duty leave, they may use any available paid time off (for example, vacation benefits) or may request an unpaid jury duty leave of absence. Employees must show the jury duty summons to their supervisor as soon as possible so that the 24 P a g e