Firmwide: EMPLOYEE HANDBOOK

Transcription

1 EMPLOYEE HANDBOOK

2 TABLE OF CONTENTS Page # Revision Date Welcome to inspire!!... 5 About inspire!!... 6 KNOWING THE BASICS... 7 The Employee Handbook... 7 Employment at Will... 7 GENERAL EMPLOYMENT POLICIES... 8 Disability Accommodation... 8 Equal Employment Opportunity... 8 Immigration Compliance... 8 E-Verify /20/2015 Affirmative Action... 9 Employment Classifications... 9 Exempt and Non-Exempt Employees Progressive Discipline Procedures Performance and Conduct Issues Not Subject to Progressive Discipline Documentation Timekeeping and Payroll Performance Management Employment Information Personnel Files Employment Reference Policy THE WORKPLACE Harassment Sexual Harassment Defined Other Types of Harassment Complaints of Harassment and/or Retaliation Protection Against Retaliation Investigations State and Federal Agencies Employees Supervisors Human Resources Resolutions Procedures Confidentiality Other Available Procedures Administration Voluntary Open Door Policy Appearance and Dress Code Electronic Communications and Other Technology Privacy and Monitoring i

3 TABLE OF CONTENTS (Continued) Page # Revision Date Use of Information Systems and Communication Resources HEALTH AND SAFETY Safety Program Reporting Workplace Injuries Workers Compensation Communicable Illness Reasonable Accommodation for Qualified Individuals with Disabilities Drug Free Workplace Policy Alcohol in the Workplace Smoking in the Workplace Violence in the Workplace Concealed Weapons Workplace Searches COMPENSATION Overtime Payday Employee Referral Bonus Plan Payroll and Benefit Information Employee Self-Service Paycheck Deductions Garnishment/Child Support PAID TIME OFF (PTO) /20/2015 Holidays Sick Days Vacation /11/13 Transfers Jury Duty Witness Leave Voting Leave Military Leave Notice of Leave Reinstatement Bereavement Leave Family and Medical Leave General Provisions Eligibility Type of Leave Covered Amount of Leave Notice and Certification Bonding, Family Care, Serious Health Condition, and ii

4 TABLE OF CONTENTS (Continued) Page # Revision Date Military Caregiver Leave Requirements Military Emergency Leave Requirements Failure to Provide Certification and to Return from Leave Compensation During Leave Benefits During Leave Job Reinstatement Fraudulent Use of FMLA Prohibited Additional Information Regarding FMLA State Law Personal Unpaid Leave of Absence Job Protection and Returning to Work After a Personal LOA Long Term Disability Insurance Maternity and Paternity Leave BENEFITS Anniversary Date Company Paid Benefits Health Insurance Benefit Effective Dates Benefit Claim Forms and Plan Documents Medical Information Confidentiality Policy COBRA Life Insurance Flexible Spending Account Employee Assistance Program (EAP) (k) Qualified Retirement Plan HOUSEKEEPING Inclement Weather Personal Property Important Contact Information Employee Conduct Protecting Company Information Conflict of Interest/Code of Ethics Gift Policy Talk to Us ENDING THE RELATIONSHIP If You Must Leave Us POLICIES & PROCEDURES TRAVEL AND BUSINES EXPENSE POLICY Travel Policy Purpose and Enforcement Air Travel Reservation Procedures Class of Service iii

5 TABLE OF CONTENTS (Continued) Page # Revision Date Electronic Ticketing Cancellations and Unused Tickets Traveler Profiles Lodging Making Hotel Reservations Room Guarantee Hotel Cancellation Procedures Hotel Payment Procedures Rental Car Making Rental Car Reservations Class of Service Rental Car Insurance Rental Car Cancellation Procedures Rental Car Payment Procedures Rental Car Accidents Other Transportation Complimentary Shuttle Service Taxi Service Parking Personal Car Usage Reimbursement for Personal Car Usage Meals and Entertainment Personal Meal Expenses Tipping Telephone, Fax, Internet/Wi-Fi Non-Reimbursable Travel Expenses Payment Methods Personal Use of Corporate Card Corporate Card Billing and Payment Responsibility Reporting Lost/Stolen Cards Cash Advances Business Expense Payments ERPO Documentation Terminology Format How to Write an Expense Report Purchase Order (ERPO) In WebVantage CELL PHONE POLICY SOCIAL MEDIA POLICY EMPLOYEE HANDBOOK ACKNOWLEDGMENT FORM iv

6 Welcome to inspire! We would like to take this opportunity to welcome you to inspire!. We hope your work experience will live up to your expectations and that your association with us will be rewarding. We are pleased to provide you with your Employee Handbook ( Employee Handbook ) that outlines most of the personnel policies and practices currently in effect at inspire!. This handbook will be a helpful reference tool during your employment here. We also encourage you to freely ask questions of your supervisors and co-workers. By doing so, you will learn about your job and INSPIRE!! philosophy more quickly. During your employment with us, you will realize that we have set very high standards for you. These are necessary if we are to sustain our growth and commitments to our clients and staff. At the same time, we are committed to providing you with challenge, recognition, and appropriate compensation and benefits. Please accept our personal best wishes for your success and happiness at inspire!. Sincerely, About inspire! Page5

7 ABOUT inspire! inspire! is an award-winning independent marketing agency focused in helping clients connect with today s Latino consumer. Established in 1997, inspire! specializes in full service dual language marketing. Services include: strategic planning, and media planning/buying, 360 creative, social engagement, digital strategy and public relations for clients such as McDonald s, Sprint, Boost Mobile, Virgin Mobile, Tecate, Tecate Light, Indio Beer, and Visionworks among others. For more information, visit Page6

8 KNOWING THE BASICS The Employee Handbook This Employee Handbook contains information about the employment policies and practices of inspire! We expect each employee to read this Employee Handbook carefully as it is a valuable reference for understanding your job and inspire!. This Employee Handbook supersedes all previously issued Employee Handbooks and inconsistent verbal or written policy statements. Except for the policy of at-will employment, inspire! reserves the right to revise, delete, and add to the provisions of this Employee Handbook. All such revisions, deletions, or additions must be in writing. No oral statements or representations can change the provisions of this Employee Handbook. None of inspire!'s personnel documents and benefit plans, including this Employee Handbook, constitutes, or is intended to constitute, an express or implied contract guaranteeing continued employment for any employee. No manager or supervisor has any authority to enter into a contract of employment - express or implied - that changes or alters the at-will employment relationship. Only the CEO of INSPIRE! has the authority to enter into an employment agreement that alters the at-will employment relationship and any such agreement must be in writing signed by the CEO of inspire!! Benefit plans, if offered to you by inspire!, and available if premiums and contributions are paid and if participation and other requirements are met, are defined in legal documents such as insurance contracts and summary plan descriptions. If you are offered benefits, and if a question arises about the nature and extent of plan benefits or if there is a conflict in language, the formal language of the plan documents govern, not the informal wording of this Employee Handbook. Plan documents, if applicable, are available for your inspection. Not all of our policies and procedures are set forth in this Employee Handbook. We have summarized only some of the more important ones. If you have any questions or concerns about this Employee Handbook or any other policy or procedure, please ask your supervisor or another member of management. Nothing in this Employee Handbook or in any other document or policy is intended to violate any local, state or federal law, including but not limited to the National Labor Relations Act. This Employee Handbook may apply to employees in multiple states. If you work in a state with greater or different rights, the Company will comply with all requirements. Please contact the Human Resources Department for more information. Employment at Will Employment with inspire! is at-will. This means that employment may be terminated for any or no reason, with or without cause or notice at any time by you or by inspire!!. Nothing in this Employee Handbook or any oral statement shall limit the right to terminate at will. This employment policy is the sole and entire agreement between you and the Company as to the duration of employment and the circumstances under which employment may be terminated. Only the CEO of inspire! has authority to enter into an agreement for employment other than at will and then only in writing. Unless you have a written agreement for continued employment signed by CEO of inspire!, you are an at-will employee. Page7

9 GENERAL EMPLOYMENT POLICIES Disability Accommodation Reasonable accommodation will be provided to individuals with a known physical or mental disability if such accommodation would not impose an undue hardship on the Company, and would enable the individual to apply for, or perform, the essential functions of the position in question. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should notify his or her supervisor or another member of management and request such an accommodation. inspire! will then identify possible accommodations, if any, that will help to eliminate the limitation or barrier. If the accommodation is reasonable, will not impose an undue hardship, and will not pose a direct threat to the health and/or safety of the individual or others, the Company will make the accommodation. The individual is required to fully cooperate with inspire! in seeking and evaluating alternatives and accommodations. The Company may require medical verification of both the disability and the need for accommodation. Equal Employment Opportunity inspire! is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination based on race, color, religion, creed, gender, pregnancy or related medical conditions, age (40 and over), national origin or ancestry, physical or mental disability, genetic information or any other consideration protected by federal, state or local laws. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and coworkers. If you believe you have been subjected to any form of discrimination, or if you are aware of an incident of discrimination involving another individual, please provide a written or verbal report to your supervisor, another member of management, or the Human Resources department. The report should be specific and should include the names of the individuals involved, the names of any witnesses and any documentary evidence ( s, notes, etc.). inspire! will conduct a thorough and objective investigation and attempt to resolve the situation. The investigation will be completed and a determination made and communicated to you as soon as practical. inspire! will endeavor to protect the privacy and confidentiality of all parties involved to the extent possible consistent with a thorough investigation. If the Company determines that this policy has been violated, disciplinary action, up to and including immediate discharge, will be taken. Disciplinary action may be taken when an investigation reveals conduct on the part of an employee that does not rise to the level of unlawful discrimination, but is nevertheless inappropriate. Appropriate action may also be taken to deter future discrimination or misconduct. Immigration Compliance We are committed to employing only United States citizens and aliens who are authorized to work in the United States and who comply with applicable immigration and employment law. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States. The most common forms of identification are a driver s license and social security card; however, other official forms of identification can be used. Page8

10 E- Verify E-Verify is an Internet-based system that compares information from an employee's Form I-9, Employment Eligibility Verification, to data from U.S. Department of Homeland Security and Social Security Administration records to confirm employment eligibility. inspire! currently participates in this practice throughout inspire!. Affirmative Action inspire! has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy, we will take steps to make sure that: a) Persons are recruited, hired, assigned and promoted without regard to race, religion, color, national origin, citizenship, sex, veteran status, uniform service member status, age, disability or any other legally recognized protected personal characteristics. b) Similarly, all other personnel actions, such as compensation, benefits, transfers, layoffs and recall from layoffs, access to training, education, tuition and social recreation programs are administered without regard to race, religion, color, veteran status, uniform service member status, national origin, citizenship, sex, age, disability or any other legally recognized protected personal characteristics. inspire! has appointed the CEO to take on the responsibility of Company EEO coordinator. The EEO coordinator will be responsible for the day-to-day implementation and monitoring of our Affirmative Action Plan. As part of that responsibility, the EEO coordinator will periodically analyze INSPIRE! personnel actions and their effects to ensure compliance with our equal employment policy. If you have any questions about this policy, or would like to review or be considered under our Affirmative Action Plan, please contact the CEO. I have reviewed and fully endorse our Affirmative Action and Equal Employment Opportunity program. In closing, I ask for the continued assistance and support of all of inspire! personnel to attain our objective of equal employment opportunity for all. Chief Executive Officer Employment Classifications Benefit eligibility and certain personnel policies apply to employees based on the employee s employment classification. a) A regular full-time employee is one who is not in temporary status and has a regular workweek of at least 30 hours. b) A regular part-time employee is one who is not in temporary status and has a regular workweek of at least 15 hours but fewer than 30 hours. c) A temporary employee is a full-time or part-time employee who is hired to temporarily supplement inspire! workforce to work on a specific project. Temporary assignments are of a limited duration (i.e., usually no longer than 6 months). Employment beyond the initially specified period does not in any way imply a change in employment status. Temporary Page9

11 employees retain that status unless and until notified of a change in writing by Human Resources. All legally mandated benefits such as Social Security (FICA) and Workers Compensation insurance are provided to temporary employees. Temporary employees are not eligible for any other benefits. An employee who works less than 30-hours for four (4) consecutive weeks will be reclassified to a part-time status. Exempt and Non- Exempt Employees inspire! classifies each employee as exempt or non-exempt in accordance with federal and state law. Exempt employees are generally paid on a salary basis and are not eligible for overtime pay. Non-exempt employees are paid for hours worked and are eligible for overtime pay. inspire! will inform you upon hire or transfer whether you are considered an exempt or non-exempt employee and whether you are eligible for overtime pay. Progressive Discipline Our progressive discipline policy and procedure is designed to provide a structured corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. It has been designed consistent with our organizational values, HR best practices and employment laws. Outlined below are the steps of our progressive discipline policy and procedure. inspire! reserves the right to combine or skip steps depending upon facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered depend upon whether the offense is repeated despite coaching, counseling and/or training, the employee's work record and the impact the conduct and performance issues have on our organization. Procedures Step 1: Counseling and Verbal Warning Step 1 creates an opportunity for the immediate supervisor to schedule a meeting with an employee to bring attention to the existing performance, conduct or attendance issue. The supervisor should discuss with the employee the nature of the problem or violation of Company policies and procedures. The supervisor is expected to clearly outline expectations and steps the employee must take to improve performance or resolve the problem. Within five business days, the supervisor will prepare written documentation of a step 1 meeting. The employee will be asked to sign this document. The employee s signature is needed to demonstrate the employee s understanding of the issues and corrective action needed. Page10

12 Step 2: Written Warning While it is hoped that the performance, conduct or attendance issues that were identified in step 1 have been corrected, inspire! recognizes that this may not always be the case. A written warning involves a more formal documentation of the performance, conduct or attendance issues and consequences. During step 2, the immediate supervisor and a division manager or director will meet with the employee and review any additional incidents or information about the performance, conduct or attendance issues as well as any prior relevant corrective action plans. Management will outline the consequences for the employee of his or her continued failure to meet performance and/or conduct expectations. A formal performance improvement plan (Commitment to Improve) requiring the employee s immediate and sustained corrective action will be issued during the meeting. A warning outlining that the employee may be subject to additional discipline up to and including termination if immediate and sustained corrective action is not taken may also be included in the written warning. Step 3: Suspension and Final Written Warning There may be performance, conduct or safety incidents so problematic and harmful that the most effective action may be the temporary removal of the employee from the workplace. When immediate action is necessary to ensure the safety of the employee or others, the immediate supervisor may suspend the employee pending the results of an investigation. Suspensions that are recommended as part of the normal progression of this progressive discipline policy and procedure are subject to approval from a next-level manager and the Human Resources Director. Depending upon the seriousness of the infraction, the employee may be suspended without pay in full-day increments consistent with federal, state and local wage-and-hour employment laws. Nonexempt/hourly employees may not substitute or use an accrued paid vacation or sick day in lieu of the unpaid suspension. Due to Fair Labor Standards Act (FLSA) compliance issues, unpaid suspension of salaried/exempt employees is reserved for serious workplace safety or conduct issues. The Human Resources Director will provide guidance so that the discipline is administered without jeopardizing the FLSA exemption status. Pay may be restored to the employee if an investigation of the incident or infraction absolves the employee. Step 4: Recommendation for Termination of Employment The last and most serious step in the progressive discipline procedure is a recommendation to terminate employment. Generally, inspire! will try to exercise the progressive nature of this policy by first providing warnings, final written warning and/or suspension from the workplace before proceeding to a recommendation to terminate employment. However, inspire! reserves the right to combine and skip steps depending upon the circumstances of each situation and the nature of the offense. Furthermore, employees may be terminated without prior notice or disciplinary action. Management must notify the Human Resources Director for a recommendation to terminate employment. Final approval may be required from Executive Management. Page11

13 Nothing in this policy provides any contractual rights regarding employee discipline or counseling nor should anything in this policy be read or construed as modifying or altering the employmentat-will relationship between inspire! and its employees. Performance and Conduct Issues not Subject to Progressive Discipline Behavior that is illegal is not subject to progressive discipline and may be reported to local law enforcement. Theft, fighting and other acts of violence are also not subject to progressive discipline and may be grounds for immediate termination. Documentation The employee will be provided copies of all progressive discipline documentation, including all performance improvement plans. The employee will be asked to sign copies of this documentation attesting to their receipt and understanding of the corrective action outlined in these documents. Copies of these documents will be placed in the employee s official personnel file. Timekeeping and Payroll inspire! employees are required to report their time daily using Advantage time entry software. Supervisors are responsible for providing new employees with their login and password for Advantage (time keeping software), and for training employees on the system as it pertains to their department. Time is recorded beginning on Monday of each week and ending on Sunday. Timesheets should be completed by all employees each Friday close-of-business. The supervisors will review the timesheets and approve them each Monday of the following week. In addition to maintaining an accurate record of overtime, absences and vacation for payroll purposes, our time reporting procedures provide the basis for inspire! cost accounting system. Client time reporting is one of the most important responsibilities of an employee. The amount of compensation due to inspire! for services rendered may be dependent on your hours recorded. Strict compliance with the inspire! procedure is required. Performance Management Managers and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Formal, written performance evaluations are also conducted to provide both managers and employees with the opportunity to discuss job tasks, identify opportunities for development and career growth, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. Compensation adjustments are based on personal performance, level of responsibility as well as the overall business health of inspire!. Compensation reviews are scheduled annually however are subject to change and are decided annually by the CEO. Managers are responsible for ensuring that every employee receives a performance evaluation during the specified timeframe. We reserve the right to make any personnel changes (including termination) before or after performance evaluations. Page12

14 Employment Information Generally, information about an employee is not released to individuals outside inspire!! without the employee s prior written authorization. If an employee wants inspire! to provide information for a mortgage or other credit application, the employee must provide written authorization for inspire! to release the information. Unless an employee provides such authorization, INSPIRE! will only provide routine information (i.e., dates of services and position held) in response to outside inquiries. Personnel Files inspire! keeps certain records relating to your employment in an e-file personnel file. The documents contained within that file are the property of inspire! and must be maintained for government and Company recordkeeping purposes. Some employment records are kept in separate e-files, such as records relating to medical conditions and leave, records relating to investigations, and records relating to I-9 requirements. All files connected with an employee are considered strictly confidential, and access will be limited only to those who have a job-related need to know the information and who have been authorized to see the file in question. If you wish to view the contents of your personnel e-file, a written request must be made in advance. The employee should report during off-duty time or, with permission from his or her immediate supervisor, during work time to the Human Resources office. Inspections will be held on Company premises in the presence of the Human Resources Department. You will be permitted to review records related to your qualification for employment, compensation and disciplinary action. You are not permitted access to any letter of reference maintained by inspire! If you disagree with the accuracy of any statement in the records and no correction can be agreed upon, you may submit an explanatory statement, which will be attached to the records. For more information, contact the Human Resources Department. Only authorized managers and management personnel have access to your personnel file. However, we will cooperate with and provide access to your personnel file to law enforcement officials or local, state, or federal agencies in accordance with applicable law. Employment Reference Policy Upon receipt of a reference request for a current or former employee, the request must be sent to Human Resources and inspire! will provide only dates of employment and job title unless compelled to provide more information by law. INSPIRE! does not provide other employment reference information. THE WORKPLACE Harassment We are committed to providing a work environment free of harassment. As a result, we maintain a strict policy prohibiting sexual harassment and harassment because of race, color, sex, national origin, religion, disability, age or any other basis protected by federal, state or local law. All such harassment is prohibited. Our anti-harassment policy applies to all persons involved in our operations and prohibits harassment by any employee of inspire! including managers and coworkers. Page13

15 Sexual Harassment Defined Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: Submission to such conduct is made a term or condition of employment; or Submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual; or Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment. Sexual harassment includes various forms of offensive behavior. The following is a partial list: Unwanted sexual advances. Offering employment benefits in exchange for sexual favors. Making or threatening reprisals after a negative response to sexual advances. Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters. Verbal conduct: making or using derogatory comments, epithets, slurs, sexually explicit jokes, comments about an employee's body or dress. Verbal sexual advances or propositions. Verbal abuse of a sexual nature, graphic verbal commentary about an individual's body, sexually degrading words to describe an individual, suggestive or obscene letters, notes or invitations. Physical conduct: touching, assault, impeding or blocking movements. Retaliation for making harassment reports or threatening to report harassment. This policy also protects employees from harassment by vendors or clients. If harassment occurs on the job by someone not employed by inspire!, the procedures in this policy should be followed. This policy applies to males who sexually harass females or other males, and for females who sexually harass males or other females. Page14

16 Other Types of Harassment Prohibited harassment on the basis of race, color, national origin, ancestry, religion, physical or mental disability, age, or other protected basis, includes behavior similar to sexual harassment such as: Verbal conduct including threats, epithets, derogatory comments or slurs. Visual conduct including derogatory posters, photography, cartoons, drawings or gestures. Physical conduct including assault, unwanted touching or blocking normal movement. Retaliation for making harassment reports or threatening to report harassment. Complaints of Harassment and/or Retaliation Any employee who believes that he or she has been harassed or discriminated against by a coworker, supervisor, agent, client, vendor or customer of inspire!, or who is aware of the harassment or discrimination of others, should immediately provide a written or verbal report to his or her supervisor, any other member of management, or the Human Resources department to report such incidents. inspire! will endeavor to protect the privacy and confidentiality of all parties involved to the extent possible, consistent with a thorough investigation. After a report is received, a thorough and objective investigation by management will be undertaken. The investigation will be completed and a determination made and communicated to you as soon as practical. inspire! expects that all employees fully cooperate with any investigation conducted by the Company. If we determine that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future harassment or discrimination. If a complaint of harassment or discrimination is substantiated, appropriate disciplinary action, up to and including discharge, will be taken. Protection Against Retaliation Retaliation is prohibited against any person by another employee or by inspire! for using this complaint procedure, reporting harassment, or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit. Please report any retaliation to your supervisor, and the Human Resources department to report such incidents. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation is substantiated, appropriate disciplinary action, up to and including discharge, will be taken. Page15

17 Investigations Upon receipt of a complaint of harassment, inspire! will promptly conduct a thorough investigation in such a way as to maintain confidentiality to the extent practicable under the circumstances. Any employee who is found to have harassed or retaliated against another employee will be subject to disciplinary action, up to and including termination of employment. Any employee making a dishonest complaint of sexual or other harassment may also be subject to appropriate disciplinary action, up to and including termination of employment. State and Federal Agencies For a listing of federal and state agencies responsible for enforcing employment discrimination laws in your area, please refer to the U.S. Department of Labor website at Employees If employees believe that they have been subject to sexual harassment or any unwanted sexual attention, they should make their unease and/or disapproval directly and immediately known to the harasser whenever possible. If the situation is not immediately resolved or if the employee is unable to or uncomfortable to address the alleged harasser directly, he or she should report the incident to the employee s manager, Human Resources or his or her own supervisor. It may be helpful to make a written record of the date, time and nature of the incident(s) and the names of any witnesses. It is important to report concerns of sexual harassment or inappropriate sexual conduct regardless of the seriousness to Human Resources or a supervisor/manager as soon as possible. Management cannot assist in stopping the harassment from continuing if it is unaware of the problem. Publicizing information about alleged harassment without following the reporting procedures might be considered evidence of a harassing intent on part of the accuser. Supervisors Supervisors must deal expeditiously and fairly with allegations of sexual harassment within their departments whether or not there has been a written or formal complaint. Supervisors must: Take all complaints or concerns of alleged or possible harassment or discrimination seriously no matter how minor or who is involved. Ensure that harassment or inappropriate sexually oriented conduct is reported to Human Resources immediately so that a prompt investigation can occur. Take any appropriate action to prevent retaliation or prohibited conduct from reoccurring during and after any investigations or complaints. Supervisors who knowingly allow or tolerate sexual harassment or retaliation are in violation of this policy and subject to discipline. Page16

18 Human Resources The Human Resources department is responsible for: Ensuring that both the individual filing the complaint (hereafter referred to as the complainant) and the accused individual (hereafter referred to as the respondent) are aware of the seriousness of a sexual harassment complaint. Explaining employer s sexual harassment policy and investigation procedures to the complainant and the respondent. Exploring informal means of resolving sexual harassment complaints. Notifying the police if criminal activities are alleged. Arranging for an investigation of the alleged harassment and the preparation of a written report. Resolution Procedures Incidents of sexual harassment or inappropriate sexually oriented conduct should be reported following the above complaint procedures. To initiate a formal investigation into an alleged violation of this policy, employees will often be asked to provide a written sexual harassment complaint with Human Resources. Complaints should be submitted as soon as possible after an incident of alleged sexual harassment. To ensure the prompt and thorough investigation of a sexual harassment complaint, the complainant should provide as much of the following information as is possible: The name, department and position of the person or persons allegedly causing the harassment. A description of the incident(s), including the date(s), location(s) and the presence of any witnesses. The alleged effect of the incident(s) on the complainant's position, salary, benefits, promotional opportunities, or other terms or conditions of employment. The names of other employees who might have been subject to the same or similar harassment. The steps the complainant has taken to try to stop the harassment. Any other information the complainant believes to be relevant to the harassment complaint. Confidentiality All inquiries, complaints and investigations are treated confidentially. Information is revealed strictly on a need-to-know basis. Information contained in a formal complaint is kept as confidential as possible. However, the identity of the complainant usually is revealed to the respondent and witnesses. The Human Resources department takes adequate steps to ensure that the complainant is protected from retaliation during the period of the investigation. All information pertaining to a sexual harassment complaint or investigation is maintained in secure files by the Human Resources department. The Human Resources department can answer any questions relating to the procedures for handling information related to sexual harassment complaints and investigations to complainants and respondents. Page17

19 Other Available Procedures The procedures available under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of sexual harassment under state or federal law. Administration This policy will be administered through the Human Resources department. inspire! prohibits harassment of one employee by another employee, supervisor or third party for any reason including, but not limited to: veteran status, uniform service member status, race, color, religion, sex, national origin, age and physical or mental disability. Harassment of third parties by our employees is also prohibited. The purpose of this policy is not to regulate the personal morality of employees. It is to ensure that in the workplace, no employee harasses another for any reason. While it is not easy to define precisely what harassment is, it includes: slurs, epithets, threats, derogatory comments or visual depictions, unwelcome jokes and teasing. Any employee who feels that he or she is a victim of such harassment should immediately report the matter to a member of management that has been designated to receive such complaints. inspire! key contact person for harassment reporting is the Human Resources department. Voluntary Open Door Policy We recognize that employees will have suggestions for improving the workplace, as well as complaints about the workplace. The most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with your supervisor. Please feel free to contact your supervisor with any suggestions and/or complaints. If you do not feel comfortable contacting your supervisor or are not satisfied with your supervisor's response, please contact another appropriate member of management. While we provide you with this opportunity to communicate your views, please understand that not every complaint can be resolved to your satisfaction. Even so, we believe that open communication is essential to a successful work environment and all employees should feel free to raise issues of concern without fear of reprisal. Appearance and Dress Code Workplace attire and grooming must be neat, clean and appropriate for the work being performed and the setting in which the work is performed. Departments may determine appropriate workplace attire and grooming for their area. Supervisors should communicate their department s workplace attire and grooming guidelines to staff during the orientation and evaluation period. Any questions about the department s guidelines for attire should be discussed with the immediate supervisor. Electronic Communications and Other Technology inspire! provides information technology and communication resources (e.g., computers, computer files, , telephones including cell phones, facsimile, a voic system, Internet access and Page18

20 software, tablets and/or other electronic communication media) to you for business purposes. The electronic communication media and resources provided to you, including the information therein, are the property of inspire! and are intended for Company work-related uses only. Systems, services and resources provided and/or paid for by inspire! for use by employees, such as personal digital assistants, are subject to this policy even if not owned by inspire! and even if used while not on Company property. All employees are required to comply with this policy. Privacy and Monitoring Employees should have no expectation of privacy for their use of, or for the information contained in, inspire! information systems, including, without limitation, any infrequent personal use of such systems by employees. The use of information technology and communication resources may be monitored by inspire!. inspire! has the right to access, retrieve and print information and may conduct unannounced inspections of these information systems. Internet-related firewalls and proxy servers (security systems designed to prevent unauthorized access to inspire! private network) create detailed audit logs reflecting every request for service. If monitoring reveals inappropriate usage of the system, this information will be provided to Company management for follow-up. Use of Information Systems and Communication Resources All employees are required to comply with the following guidelines: Information technology and communication resources provided by inspire!! should be used primarily for Company business. Any personal use of such systems should be minimal and must not interfere with your or any other employee s work-related activities or performance. Voic greetings and signatures should be professional and business-like and reflect an appropriate business-like image. The listing of a personal website or address as part of inspire! is not permitted. You are expected to exercise judgment in the use of inspire! information systems and to refrain from inappropriate use, regardless of your location at the time of use. Communications (e.g., , text and voic messages) may be inadvertently intercepted by someone who was not meant to receive them. For that reason, when sending confidential information, you must use good judgment and ensure the protection and the non-disclosure of information which is confidential. Sensitive communications should be clearly labeled Confidential. You are prohibited from using inspire! information systems in any way that may be disruptive, offensive or harmful to others, including, but not limited to the surfing of web sites, downloading the display or transmission of cartoons, gossip, profanity, vulgarity, material with a sexual content or any other material that would violate inspire! policies or be construed as offensive, harassing, discriminatory or disrespectful to a reasonable person (e.g., a racial or ethnic slur, sexual comments or images). To be clear, inspire! policies against sexual and other types of harassment fully apply to use of inspire! information systems, including the use of instant message programs. Page19

21 You are prohibited from using inspire! information systems for solicitation of non-company related business, selling non-company related products or otherwise engaging in non-company related commercial activities other than those expressly permitted by inspire! management. You are prohibited from non-business use of inspire! information systems that taxes the systems bandwidth and speed such as installing or downloading software to inspire! equipment without written approval by the IT Department (e.g., streaming audio or video for personal use). You are required to follow inspire! guidance to ensure that IT accounts assigned to you are protected including: selecting a password and keeping it secret, taking reasonable steps to protect your files and media (CDs, diskettes, printouts, USB peripherals, etc.) and password protecting your workstation when you leave it. You are prohibited from stealing, using or disclosing another employee s login or password and from accessing any or voic other than your own, except when a password is shared in a business critical case and in accordance with the IT administrators are required to use the administrator accounts for administrative functions, reserve administrative access to the administration machines and reserve administrative action on the servers only to the authorized IT administrator(s). IT administrators are required to keep confidential all data and information of which they become aware in performing their jobs. You are responsible for ensuring that use of inspire! communication resources does not compromise the security of inspire! computer systems and networks or risk disclosure of confidential, proprietary, sensitive, or personal information. These duties include taking reasonable precautions to prevent intruders from accessing inspire!! network (e.g., logging off of the network before leaving the office, following all password and user authentication protocols and complying with inspire! firewall and anti-virus and spyware requirements). For confidential information obtained from third parties (e.g., customers or partners), employees are required to comply with any applicable confidentiality agreement in effect with such third party. All material received on disk or other magnetic or optical medium and all material downloaded from the Internet or from computers and networks not belonging to inspire! must be scanned for viruses and other destructive programs before being placed on the computer system. In addition, because home computers and laptops may contain viruses, disks transferred from home computers or laptops to inspire! network must be scanned for viruses. Employees are prohibited from infringing on the rights of third parties, including intellectual property rights, whether relating to trademarks, copyrights, logos, multimedia creations, software, text, photos, or images of any kind. Any statement with respect to copyright may not be deleted and reproduction, adaptation or modification of the work of an author without his or her consent is prohibited. Employees are prohibited from using links to websites which violate the law or infringe on third party rights. Any use of personal IT equipment (e.g., USB key, mobile phone, etc.) in combination with INSPIRE! equipment should be approved in advance by the IT Department. If such use has been approved in advance by the IT Department, users are required to take all necessary precautions so as not to damage or alter the functioning of the information technology equipment and communication resources provided by inspire!. Employees are required to comply with inspire! policies concerning the use of inspire! equipment, including that only authorized persons are permitted to install and repair such equipment, employees must use inspire! anti-theft systems, employees must exercise vigilance when equipment is used outside of INSPIRE! premises and employees must return all inspire! equipment when the employee leaves the employ of inspire! In the event of theft or Page20

22 other loss of inspire! equipment, the employee should immediately notify his or her manager, as well as the IT Department. In the event that you are made aware of inappropriate use of inspire! systems, including information security violations or the possible introduction of a virus, you should immediately notify the IT Department. HEALTH AND SAFETY Safety Program inspire! makes every effort to provide employees with safe working conditions; however, a safe and healthy work environment is everyone s responsibility. Employees who become aware of any workplace security hazards, or who have suggestions for increasing security in the workplace, should speak with their supervisors or the Human Resources Department. inspire! encourages employees to help make the workplace as safe and secure as possible. inspire! provides information to employees regarding workplace safety and health issues through regular internal communication channels such as manager-employee meetings, bulletin boards, memoranda and other written communications. Employees are expected to obey safety and health rules and to exercise caution in all workplace activities. Employees must immediately report any unsafe condition to their manager. Employees who violate safety standards; who cause hazardous or dangerous situations; or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment. Reporting Workplace Injuries Employees are required to report all workplace injuries as soon as possible to the Human Resources Department and to their manager, regardless of how insignificant the injury may appear. This will enable inspire! to process any workers compensation claim that may be associated with the accident or injury. It may also help prevent a similar accident or injury in the future. Failure to report a work-related accident or injury is a serious violation of Company policy and will result in disciplinary action, up to and including termination of employment. Workers Compensation On-the-job injuries are covered by our Workers Compensation insurance policy. This insurance is provided at no cost to you. inspire! pays for all costs associated with providing Worker s Compensation coverage, and the insurance carrier makes all decisions pertaining to compensable illnesses and injuries. If you are injured on the job, no matter how slightly, report the incident immediately to your supervisor and the Human Resources Department. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition that could lead to or contribute to an employee accident. You also may receive some salary compensation if you cannot work because of a job-related injury or illness and you are not receiving your regular salary from inspire!. Page21

23 Communicable Illness inspire! reserves the right to exclude a person with a communicable illness from inspire! facilities if inspire! finds that, based on a medical determination, such restriction is necessary for the welfare of the person who has the communicable illness and/or the welfare of other employees, customers or visitors. Reasonable Accommodation for Qualified Individuals with Disabilities To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, inspire! will make reasonable accommodation(s) that are medically necessary for the known physical or mental impairments of an otherwise qualified individual with a disability who is an employee, unless inspire! determines in its sole discretion that such accommodation(s) would result in undue hardship to inspire!. Any employee who seeks an accommodation must comply with the following process: Notify your supervisor, manager, or the Human Resources Department that you are requesting an accommodation to enable you to perform the essential functions of your job. When requesting an accommodation, you are required to provide to the Human Resources Department written documentation from a medical provider supporting your need for an accommodation. The written documentation must include the name of your medical provider, the anticipated duration of the need for an accommodation (e.g., temporary for a specified number of months or permanent accommodation), the medical basis for the accommodation and the specific functional limitation you are experiencing. Please note, the medical information required in this step of the process must be given to the Human Resources Department and should not be given to your supervisor or manager. All medical information provided to inspire! will be kept confidential in a separate file and will only be shared with other employees at inspire! on a need to know basis. After receiving the required medical information, the Human Resources Department will meet with you (either in person or via or telephone depending on the circumstances) to discuss the functional limitations caused by your disability and potential reasonable accommodations, if any, that are available and do not create an undue hardship on inspire!. inspire! will then approve the requested accommodation, offer a reasonable alternative, or deny the requested accommodation. The Human Resources Department will notify you in writing of inspire! determination. Do not assume that an accommodation has been granted until you receive written confirmation from inspire!. Drug Free Workplace Policy It is the purpose of INSPIRE! to help provide a safe and drug-free work environment for our clients and our employees. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of inspire!. Page22

24 inspire! explicitly prohibits: The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment. Being impaired or under the influence of legal or illegal drugs or alcohol away from inspire! or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk I inspire! reputation. Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from inspire! or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk inspire! reputation. If an employee is tested for drugs or alcohol outside of the employment context as required by inspire! clients and the results indicate a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including termination of employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective. inspire! has vital interests in ensuring a safe, healthy and efficient working environment for our employees, their co-workers and the customers we serve. The unlawful or improper presence or use of controlled substances or alcohol in the workplace presents a danger to everyone. Your employment or continued employment with inspire! is conditioned upon your full compliance with the foregoing Drug Free Workplace Policy. Any violation of this policy may result in disciplinary action, up to and including termination. Consistent with its fair employment policy, inspire! maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions. We encourage employees to seek assistance before their substance or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves or others. inspire! will attempt to assist its employees through referrals to rehabilitation, appropriate leaves of absence and other measures consistent with inspire! policies and applicable federal, state or local laws. inspire! further reserves the right to take any and all appropriate and lawful actions necessary to enforce this substance abuse policy including, but not limited to, the inspection of company issued lockers, desks or other suspected areas of concealment, as well as an employee's personal property when inspire! has reasonable suspicion to believe that the employee has violated this substance abuse policy. Alcohol in the Workplace Employees shall not report to work or perform work for inspire! under the influence of alcohol. Employees are also prohibited from consuming alcohol on INSPIRE! premises (including parking lots) or while otherwise engaged in inspire! business unless alcohol is served as part of a sponsored event or function. If there are times when alcohol is present (non -inspire! sponsored event) employee behavior will follow the guidelines outlined in this policy. The senior person present at the time will be responsible for ensuring proper protocol is followed. Use of alcohol in a privately-owned vehicle while engaged in inspire! business is prohibited, as is the operation of any motor vehicle on inspire! business while under the influence of alcohol. Page23

25 In addition, the sale, purchase, transfer or possession of alcohol on inspire! premises (including parking lots), in inspire! vehicles, or while otherwise engaged in inspire! business is prohibited unless alcohol is served at a inspire! sponsored event or function. Employees may consume alcohol in moderation at Company-sponsored events or functions at which alcohol is served, provided the employee is of legal drinking age and behaves professionally and in accordance with common standards of acceptable conduct at all times. Any violation of this policy will result in disciplinary action, up to and including termination of employment. inspire! encourages employees to seek professional treatment for alcohol dependency. inspire! health plan may offer benefits for alcohol dependency treatment. In addition, INSPIRE! Employee Assistance Program (EAP) provides confidential access to professional counseling services to help employees obtain treatment for alcohol problems. Smoking in the Workplace In keeping with inspire! intent to provide a safe and healthy work environment, smoking is prohibited at all times on inspire! premises with the exception of outside designated smoking areas. This policy applies to all employees, customers, visitors and vendors. Each facility has a designated area outside of the building to be used for smoke breaks. These areas are designated as Smoking Permitted Area. Smoking is not a benefit guaranteed to any employee. Employees who take advantage of the designated smoking areas must do so on their own time and this activity must not interfere with work performance. Your supervisor will provide details on what is and is not acceptable within their department in regards to breaks. Violence in the Workplace Violence by an employee or anyone else against an employee, supervisor or member of management will not be tolerated. The purpose of this policy is to minimize the potential risk of personal injuries to employees at work and to reduce the possibility of damage to Company property in the event someone, for whatever reason, may be unhappy with a Company decision or action by an employee or member of management. If you receive or overhear any threatening communications from an employee or outside third party, report it to your manager at once. Do not engage in either physical or verbal confrontation with a potentially violent individual. If you encounter an individual who is threatening immediate harm to an employee or visitor to our premises, contact an emergency agency (such as 911) immediately. All reports of work-related threats will be kept confidential to the extent possible, investigated and documented. Employees are expected to report and participate in an investigation of any suspected or actual cases of workplace violence. Violations of this policy, including your failure to report or fully cooperate in inspire! investigation, may result in disciplinary action, up to and including termination. Concealed Weapons Possession, use or sale of weapons, firearms or explosives on work premises, while operating Company machinery, equipment or vehicles for work-related purposes or while engaged in Company business off premises is forbidden except where expressly authorized by INSPIRE! and permitted by state and local laws. This policy applies to all employees, including but not limited to, those who have a valid permit to carry a firearm. Employees who are aware of violations or threats of violations of this policy are required Page24

26 to report such violations or threats of violations to your manager immediately. Violations of this policy will result in disciplinary action, up to and including discharge. Workplace Searches inspire! reserves the right to conduct searches to monitor compliance with rules concerning safety of employees, security of Company and individual property, drugs and alcohol, and possession of other prohibited items. "Prohibited items" includes illegal drugs, alcoholic beverages, prescription drugs or medications not used or possessed in compliance with a current valid prescription, weapons, any items of an obscene, harassing, demeaning, or violent nature, and any property in the possession or control of an employee who does not have authorization from the owner of such property to possess or control the property. "Control" means knowing where a particular item is, having placed an item where it is currently located, or having any influence over its continued placement. In addition to inspire! premises, inspire! may search employees, their work areas, lockers, personal vehicles if driven or parked on Company property, and other personal items such as bags, purses, briefcases, backpacks, lunch boxes, and other containers. In requesting a search, inspire! is by no means accusing anyone of theft, some other crime, or any other variety of improper conduct. There is no general or specific expectation of privacy in the workplace of inspire!, either on the premises of inspire! or while on duty. In general, employees should assume that what they do while on duty or on inspire! premises is not private. All employees and all of the areas listed above are subject to search at any time; if an employee uses a locker or other storage area at work, including a locking desk drawer or locking cabinet, inspire! will either furnish the lock and keep a copy of the key or combination, or else allow the employee to furnish a personal lock, but the employee must give inspire! a copy of the key or combination. The areas in question may be searched at any time, with or without the employee being present. As a general rule, with the exception of items relating to personal hygiene or health, no employee should ever bring anything to work or store anything at work that he or she would not be prepared to show and possibly turn over to inspire! officials and/or law enforcement authorities. All employees of inspire! are subject to this policy. However, any given search may be restricted to one or more specific individuals, depending upon the situation. Searches may be done based upon reasonable suspicion and shall always include a representative from Human Resources. "Reasonable suspicion" means circumstances suggesting to a reasonable person that there is a possibility that one or more individuals may be in possession of a prohibited item as defined above. Any search under this policy will be done in a manner protecting employees' privacy, confidentiality, and personal dignity to the greatest extent possible. inspire! will respond severely to any unauthorized release of information concerning individual employees. No employee will ever be physically forced to submit to a search. However, an employee who refuses to submit to a search request from inspire! will face disciplinary action, up to and possibly including immediate termination of employment. Page25

27 COMPENSATION Overtime There will be times when you will need to work overtime so that we may meet the needs of our customers. Although you will be given advance notice when feasible, this is not always possible. Nonexempt employees must have all overtime approved in advance by your manager. Non-exempt employees will be paid at a rate of time and one-half their regular hourly rate for hours worked in excess of 40 hours in a work week, unless state law provides a greater benefit in which case, we will comply with the state law. Only actual hours worked count toward computing weekly overtime. Vacation, sick time, and holiday hours do not count toward overtime hours. If you have any questions concerning overtime pay, check with your manager. Payday Paydays are on the 15th and the 30th of each month, if there are 31 days in a given month the paycheck on the 30th includes pay through the 31st. If either day falls on a weekend or a holiday, you will be paid on the preceding workday. inspire! makes every effort to have direct deposits available to all employees by the pay date. Occasionally, circumstances beyond our control may delay the posting of direct deposit funds. You can contact the ACH Department at your bank or credit union to confirm receipt of direct deposits. When a payday falls on a holiday, employees are normally paid on the last working day before the holiday. Employee Referral Bonus Plan As an incentive for employees to refer qualified candidates for employment consideration, inspire! offers an Employee Referral Bonus. An Employee Referral Bonus will be paid for candidates referred by an active employee, excluding relatives or those under employee s supervision and Senior Level Management. One half of the bonus is paid after the candidate s hire date and the balance after completion of six months of employment if both the referring employee and referred employee are still employed. A complete copy of the plan is available on the intranet or contact Human Resources. $1,000 For Account Supervisors, Account Directors and Senior Level Management Positions (Ex: MIS Director, Controller, Media Director, etc.) $500 For all other positions Payroll and Benefit Information - Employee Self- Service Employees can access their payroll and benefits information utilizing our ADP Employee portal website at Employees will register for access after their New Hire orientation has been completed and all new hire documents have been uploaded in the HR payroll database. Page26

28 Please review your paycheck for errors. inspire! takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled paydays. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of the Human Resources Department so that corrections can be made as quickly as possible. If the employee has been underpaid, inspire! will pay the employee the difference as soon as possible. If the employee has been paid in excess of what he or she has earned, the employee will need to return the overpayment to inspire! as soon as possible. No employee is entitled to retain any pay in excess of the amount he or she has earned according to the agreed-upon rate of pay. If a wage overpayment occurs, the overpayment will be regarded as an advance of future wages payable and will be deducted in whole or in part from the next available paycheck(s) until the overpaid amount has been fully repaid. Each employee will be expected to sign a wage deduction authorization agreement authorizing such a deduction. We ask that employees realize that pay errors are not intentional and that employees be understanding if such an event occurs. Paycheck Deductions inspire! is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal and state taxes and Social Security (FICA) taxes. Depending on the state in which you are employed and the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub. These deductions are totaled each year for you on your Form W-2, Wage and Tax Statement. It is the policy of inspire! that exempt (salaried) employees' pay will not be docked, or subject to deductions, in violation of salary pay rules issued by the United States Department of Labor and any corresponding rules issued by the state government, as applicable. However, inspire! may make deductions from employees' salaries in a way that is permitted under federal and state wage and hour rules. Employees will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. Thus, exempt employees may be subject to the following salary deductions, except where prohibited by state law, but only for the following reasons: Absences of one or more full days for personal reasons, other than sickness or disability; or Absences of one or more full days due to sickness or disability, if there is a plan, policy, or practice providing replacement compensation for such absences; or Absences of one or more full days before eligibility under such a plan, policy, or practice or after replacement compensation for such absences has been exhausted; or Suspensions of one or more full days for violations of safety rules of major significance; or Suspensions of one or more full days for violations of written workplace conduct rules, such as rules against sexual harassment and workplace violence; or Payment of actual time worked in the first and last weeks of employment, resulting in a proportional rate of an employee's full salary; or Page27

29 Any unpaid leave taken under the Family and Medical Leave Act; or Negative paid-time-off balances, in whole-day increments only. inspire! may also deduct money from an employee s pay from time to time for reasons that fall into the following categories: the employee s share of the premiums for inspire! group medical, dental, vision and insurance plans; any contributions the employee may make into a retirement or pension plan sponsored, controlled, or managed by inspire!; if the employee receives an overpayment of wages for any reason, repayment to inspire! of such overpayments (the deduction for such a repayment will equal the entire amount of the overpayment, unless inspire! and the employee agree in writing to a series of smaller deductions in specified amounts); payroll advances (written authorization of advances is required) outstanding balance on corporate credit card(s) or travel accounts. the cost of repairing or replacing any Company supplies, materials, equipment, money, or other property that you damage (other than normal wear and tear), lose, fail to return, or take without appropriate authorization from inspire! during the employee s employment (except in the case of misappropriation of money by the employee, however, no such deduction will take the employee s pay below minimum wage, or, if the employee is a salaried exempt employee, reduce the employee s salary below its predetermined amount); administrative fees in connection with court-ordered garnishments or legally-required wage attachments of my pay, limited in extent to the amount or amounts allowed under applicable laws; if the employee takes paid vacation or sick leave in advance of the date the employee would normally be entitled to it and the employee separates from inspire! before accruing time to cover such advance leave, the value of such leave taken in advance that is not so covered; the value of any time off for absences to which paid leave is not applied; and if inspire! pays any insurance premiums or retirement system contributions on the employee s behalf that the employee would normally make under the applicable Company benefit plan, the amount of such payments made by inspire!, such payments being an advance of future wages payable to the employee. inspire! may deduct money from employee s pay under the above circumstances, or if any of the above situations occur. Employee further understands that inspire! has stated its intention to abide by all applicable federal and state wage and hour laws and that if employee believes that any such law has not been followed, employee has the right to file a wage claim with appropriate state and/or federal agencies. If questions or concerns about any pay deductions arise, employees may discuss and resolve them with the Human Resources Department. Page28

30 Garnishment/Child Support When an employee's wages are garnished by a court order, our Company is legally bound to withhold the amount indicated in the garnishment order from the employee's paycheck. Our Company will, however, honor federal and applicable state guidelines that protect a certain amount of an employee's income from being subject to garnishment. PAID TIME OFF (PTO) Holidays Our Company observes many nationally recognized holidays each year. For the approved holidays recognized in the current year please refer to the SharePoint site at share.moroch.com for a listing of all holidays. Employees will receive holiday pay in compliance with state and federal wage and hour laws. If one of the above holidays falls on a Saturday, it is normally observed the preceding Friday. If a holiday falls on a Sunday it is normally observed on the following Monday. You are not eligible for paid holidays while you are on a leave of absence (paid or unpaid). Regular parttime employees will receive holiday pay according to their regularly scheduled hours. Sick Days Full-time employees are eligible for up to (10) paid sick days each calendar year. The sick days are accrued in the first year of employment as follows: Hire Date January 1 June 30 July 1 December 31 Sick Days 10 Sick Days 5 Sick Days Sick time can and must be used for a sick related matter such as personal illness, family illness or medical appointments. Sick time may not be used in absence of personal or vacation time. Sick Day Pay will be reduced by any benefits paid or payable under any worker s compensation, state, federal, disability or group disability insurance programs made available to you. inspire! reserves the right to request a statement or letter from your physician with respect to any sick day taken. You are not entitled to payment for unused accrued sick days, except to the extent required by federal or state law. Unused sick days may not be carried over from one calendar year to the next and is not payable on termination of employment, except to the extent required by federal or state law. If required by state law, employees may use up to one half of their available Sick Day Pay to take time off to care for a seriously ill family member Page29

31 Vacation All Regular Full-Time and Regular Part-Time employees begin to accrue vacation time from their initial date of employment. Time off should be taken in four or eight hour increments. Vacation time for Regular Part-Time employees accrues at different rates; please see Human Resources for further details. You are eligible for vacation time based on your length of service with inspire!. During the first three years of employment, eligible employees will accrue two weeks (ten working days) per service year until their third anniversary. Vacation time is accrued on a daily basis (a rate of.22 hours per day) totaling 80 hours (ten working days) over a one-year period (365 days x.22 hrs = 80 hrs). On your third service anniversary date you will be eligible to accrue an additional five days for a total of no more than fifteen days per year. (Fifteen days per year accrues at.33 hours per day.) On your tenth service anniversary date you will be eligible to accrue yet another five days for a total of no more than twenty days per year. (Twenty days per year accrues at.44 hours per day.) Hours Accrued Length of Service per Day Date of hire end of 3 nd year Beginning of 4 th year - 10 years Beginning of 11 th year & forward Annual Cap Limit in Hours Except for as required by state law, unused, accrued vacation time does not carry over from one calendar year to the next; therefore please plan time off accordingly. For California employees the maximum vacation hour balance is 160 hours. Accrual resumes only when, and to the extent, that the employee s vacation leave balance drops down below the maximum. Unused accrued vacation time will not be cashed out except upon termination. At that time, employees will be paid for unused vacation in accordance with applicable law. Upon termination, you will receive pay at your regular rate for vacation time accrued in the current calendar year but not used, provided you give two weeks notice and actually work the full two weeks preceding your last day of work. However, once your two weeks notice is given, you are not eligible to use your vacation, sick or Floaters and are required to work the full two weeks. Any vacation time that had been taken that exceeds what has been earned (i.e. advanced vacation pay) will be deducted from your final paycheck where allowed under applicable state law. Employees who are involuntarily terminated for misconduct are not entitled to receive vacation pay under this policy unless state or federal laws override this policy. You should submit your requests for vacation time in writing to your supervisor at least two weeks in advance. All possible efforts will be made to give you the dates that you prefer. Unused vacation will be paid out under the following circumstances and according to applicable state and federal laws: 1. If an employee is involuntarily separated from employment for economic reasons as part of Company reorganization or a reduction in the workforce, the employee will receive the full balance of earned but unused vacation. 2. If an employee retires from employment pursuant to inspire! retirement policy, the employee will receive the full balance of earned but unused vacation. Page30

32 3. If an employee voluntarily resigns from employment with at least two weeks' advance written notice, the employee will receive the full balance of earned but unused vacation. 4. If an employee voluntarily resigns from employment with at least two weeks advance notice and resignation is accepted immediately on behalf of inspire! the employee will receive the full balance of earned but unused vacation and this will be included in their final check. Any payment made under these provisions will be subject to set-offs (negative leave balances, damage to co. property, etc.) and deductions for any amounts due or owing pursuant to legal requirements and to the wage deduction authorization agreement signed by the employee. Transfers If an employee transfers to another location in a different state, their current vacation balance will carry over with them only to the extent required by state law. THIS VACATION PLAN IS VOLUNTARY ON THE PART OF inspire! AND MAY BE TERMINATED OR MODIFIED AT ANY TIME AS ALLOWED BY STATE LAW. Jury Duty Unless county statute dictates otherwise, full-time employees summoned for jury duty are paid the difference between their normal rate of pay and the jury duty pay for up to ten working days. Thereafter the leave is unpaid. All other employees are given an unpaid leave in order to serve. Employees must provide inspire! with a copy of the court payment records in order to be compensated. Make arrangements with the Human Resources Department as soon as you receive your summons. We reserve the right to request proof of jury service issued by the Court upon return. We expect you to return to your job if you are excused from jury duty during your regular working hours. Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. Witness Leave Employees are given the necessary time off without pay to attend or participate in a court proceeding in accordance with state law. We ask that you notify the Human Resources Department and your supervisor of the need to take witness leave as far in advance as is possible. Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. Voting Leave Our Company believes that every employee should have the opportunity to vote in any state or federal election, general primary or special primary. Any employee whose work schedule does not provide him or her two consecutive hours to vote while polls are open, will be granted reasonable time off in order to vote. This time off will be paid. We reserve the right to select the hours you are excused to vote. Page31

33 Military Leave Employees who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law. Employees will be paid the difference between their base salary and their military pay for one tour per year for reserve duty activities not to exceed (10) ten working days per calendar year. Any military leave over (10) ten days per year may be treated as vacation, Floaters or unpaid leave. Both state and federal law provide employees with the right to take leave in order to serve in the military. At the federal level, military leave rights are governed by the Uniformed Services Employment and Reemployment Rights Act, commonly referred to as USERRA. This policy discusses military leave under USERRA. USERRA establishes a floor for employees rights with respect to military leaves. States may provide an employee with greater or additional rights with respect to military leaves than those under USERRA. The Company provides unpaid military leaves of absence to employees who serve in the uniformed services as required by USERRA and applicable state laws. The uniformed services are defined as the Army, Navy, Marine Corps, Air Force, Coast Guard, Army National Guard, Air National Guard, Commissioned Corps of the Public Health Service and any other category of persons designated by the President of the United States in time of war or national emergency. The uniformed services also include participants in the National Disaster Medical System when activated to provide assistance in response to a public health emergency, to be present for a short period of time when there is a risk of a public health emergency, or when they are participants in authorized training. Service consists of performing any of the following on a voluntary or involuntary basis: active duty, active duty for training, initial active duty, inactive duty training, full time National Guard duty, absence from work for an examination to determine fitness for such duty, and absence for performing funeral honors duty. Total military leave time may not exceed five years during employment, except in certain, defined circumstances. Accrued vacation may be used for this leave if the employee chooses. Military orders should be presented to Human Resources and arrangements for leave made as early as possible before departure. Employees are required to give advance notice of their service obligations to inspire! if at all possible. Notice of Leave Advance notice of leave is required, preferably in writing, unless giving of notice is impossible or unreasonable, or notice is prohibited by military necessity (which is defined by the United States Department of Defense). When notice is required, employees must provide their supervisor with as much advance notice as possible of any anticipated leave of absence for military service. Accrued, unused vacation will be paid during military leave at the employee s request. After 30 days of continuous military leave, employees may elect to continue their health plan coverage at their own expense, for up to 24 months or during the remaining period of service, whichever is shorter. Reinstatement In order to be eligible for reinstatement, an employee must have provided advance notice of the need for military leave (where required) and have completed his or her service on a basis that is not dishonorable or otherwise prohibited under USERRA. Employees whose military service is less than 31 days must report to back to work at the beginning of the first full, regularly scheduled work day following completion of service, after allowing for a period of safe travel home and 8 hours of rest. Page32

34 Employees whose military service is more than 30 days, but less than 181 days must apply for reemployment within 14 days after completing service. Employees whose service is greater than 180 days must apply for reemployment within 90 days after completing service. As with other leaves of absence, failure to return to work or to reapply within applicable time limits may result in loss of reemployment rights. Full details regarding reinstatement are available from Human Resources. In general, an employee returning from military leave will be reemployed in the position and seniority level that the employee would have attained had there been no military leave of absence. If necessary, the Company will provide training to assist the employee in the transition back to the workforce. Vacation benefits do not continue to accrue during a military leave of absence. An employee returning from military leave is entitled to any unused, accrued vacation benefits the employee had at the time the military leave began minus any vacation benefits the employee chose to use during the leave. Upon reinstatement, the employee will begin to accrue vacation benefits at the rate he or she would have attained if no military leave had been taken. If the employee works in a state that provides rights greater than those provided under USERRA, the Company will provide those rights. Bereavement Leave Full-time employees are eligible immediately upon hire for paid bereavement leave for the following conditions: Up to five days absence due to death of a member of your immediate family (spouse, child, parent, sibling, father/mother-in-law, or an individual with whom you share a mutual residence); Up to three days due to the death of an employee s grandparent; Up to one day in the event of a death of other family members or friends. Requests for bereavement leave should be made to your supervisor and Human Resources Department as soon as possible. inspire! reserves the right to request proof of bereavement documentation from any employee at any time as a condition of bereavement pay. Additional time needed may be treated as vacation, Floaters or unpaid leave. Family and Medical Leave inspire! will grant family and medical leave in accordance with the requirements of applicable state and federal law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as FMLA Leave. In any case, employees will be eligible for the most generous benefits available under applicable law. inspire! posts the mandatory FMLA Notice and upon hire provides all new employees with notices required by the U.S. Department of Labor (DOL) on Employee Rights and Responsibilities under the Family and Medical Leave Act. Page33

35 The function of this policy is to provide employees with a general description of their FMLA rights. In the event of any conflict between this policy and the applicable law, employees will be afforded all rights required by law. If you have any questions, concerns, or disputes with this policy, please contact Human Resources. General Provisions Under this policy, inspire! will grant up to 12 weeks (or up to 26 weeks of military caregiver leave to care for a covered service member with a serious injury or illness) during a 12-month period to eligible employees. The leave may be paid, unpaid or a combination of paid and unpaid leave, depending on the circumstances of the leave and as specified in this policy. Eligibility To qualify to take FMLA leave under this policy, the employee must meet all of the following conditions: 1) The employee must have worked for inspire! for 12 months or 52 weeks. The 12 months or 52 weeks need not have been consecutive. Separate periods of employment will be counted, provided that the break in service does not exceed seven years. Separate periods of employment will be counted if the break in service exceeds seven years due to National Guard or Reserve military service obligations or when there is a written agreement, including a collective bargaining agreement, stating the employer s intention to rehire the employee after the service break. For eligibility purposes, an employee will be considered to have been employed for an entire week even if the employee was on the payroll for only part of a week or if the employee is on leave during the week. 2) The employee must have worked at least 1,250 hours during the 12-month period immediately before the date when the leave is requested to commence. The principles established under the Fair Labor Standards Act (FLSA) determine the number of hours worked by an employee. The FLSA does not include time spent on paid or unpaid leave as hours worked. Consequently, these hours of leave should not be counted in determining the 1,250 hours eligibility test for an employee under FMLA. Type of Leave Covered State and federal laws allow FMLA Leave for various reasons. Because an employee s rights and obligations may vary depending upon the reason for the FMLA Leave, it is important to identify the purpose or reason for the leave. FMLA Leave may be used for one of the following reasons, in addition to any reason covered by an applicable state family/medical leave law: 1. the birth, adoption, or foster care of an employee's child within 12 months following birth or placement of the child ( Bonding Leave ); 2. to care for an immediate family member (spouse, child, or parent with a serious health condition ( Family Care Leave ); 3. an employee s inability to work because of a serious health condition ( Serious Health Condition Leave ); 4. a qualifying exigency, as defined under the FMLA, arising from a spouse s, child s, or parent s covered active duty (as defined below) as a member of the military reserves, National Guard or Armed Forces ( Military Emergency Leave ); or Page34

36 Definitions 5. to care for a spouse, child, parent or next of kin (nearest blood relative) who is a Covered Servicemember, as defined below ( Military Caregiver Leave ). Child, for purposes of Bonding Leave and Family Care Leave, means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and incapable of self-care because of a mental or physical disability at the time that Family and Medical Leave is to commence. Child, for purposes of Military Emergency Leave and Military Caregiver Leave, means a biological, adopted, or foster child, stepchild, legal ward, or a child for whom the person stood in loco parentis, and who is of any age. Parent, for purposes of this policy, means a biological, adoptive, step or foster father or mother, or any other individual who stood in loco parentis to the person. This term does not include parents in law. For Military Emergency leave taken to provide care to a parent of a military member, the parent must be incapable of self-care, as defined by the FMLA. Covered Active Duty means (1) in the case of a member of a regular component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country; and (2) in the case of a member of a reserve component of the Armed Forces, duty during the deployment of the member with the Armed Forces to a foreign country under a call or order to active duty (or notification of an impending call or order to active duty) in support of a contingency operation as defined by applicable law. Covered Servicemember means (1) a member of the Armed Forces, including a member of a reserve component of the Armed Forces, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred or aggravated in the line of duty while on active duty that may render the individual medically unfit to perform his or her military duties, or (2) a person who, during the five (5) years prior to the treatment necessitating the leave, served in the active military, Naval, or Air Service, and who was discharged or released therefrom under conditions other than dishonorable (a veteran as defined by the Department of Veteran Affairs), and who has a qualifying injury or illness incurred or aggravated in the line of duty while on active duty that manifested itself before or after the member became a veteran. For purposes of determining the five-year period for covered veteran status, the period between October 28, 2009 and March 8, 2013 is excluded. Amount of Leave The maximum amount of FMLA Leave will be twelve (12) workweeks in any 12-month period when the leave is taken for: (1) Bonding Leave; (2) Family Care Leave; (3) Serious Health Condition Leave; and/or (4) Military Emergency Leave. However, if both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 12 workweeks off between the two of them when the leave is for Bonding Leave or to care for a parent using Family Care Leave. A 12-month period begins on the date of your first use of FMLA Leave. Successive 12-month periods commence on the date of your first use of such leave after the preceding 12-month period has ended The maximum amount of FMLA Leave for an employee wishing to take Military Caregiver Leave will be a combined leave total of twenty-six (26) workweeks in a single 12-month period. A "single 12-month period" begins on the date of your first use of such leave and ends 12 months after that date. If both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 26 workweeks off between the two when the leave is for Military Caregiver Leave only or is for a combination of Military Caregiver Leave, Military Emergency Leave, Bonding Leave and/or Family Care Leave taken to care for a parent. Page35

37 Under some circumstances, you may take FMLA Leave intermittently which means taking leave in blocks of time, or by reducing your normal weekly or daily work schedule. Leave taken intermittently may be taken in increments of no less than four hours. Employees who take leave intermittently or on a reduced work schedule basis for planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company s operations. Please contact the Human Resources prior to scheduling planned medical treatment. If Family and Medical Leave is taken intermittently or on a reduced schedule basis due to foreseeable planned medical treatment, the Company may require you to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave. As discussed more generally below, if your request for intermittent leave is approved, the Company may later require you to obtain re-certifications of your need for leave. For example, the Company may request recertification if it receives information that casts doubt on your report that an absence qualifies for Family and Medical Leave. To the extent required by law, some extensions to leave beyond an employee s FMLA entitlement may be granted when the leave is necessitated by an employee's work-related injury/illness or a disability as defined under the Americans with Disabilities Act and/or applicable state or local law. Certain restrictions on these benefits may apply. Notice and Certification Bonding, Family Care, Serious Health Condition, and Military Caregiver Leave Requirements Employees are required to provide: 1. when the need for the leave is foreseeable, 30 days advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the employee becomes aware of the need for leave or the next business day); 2. when the need for leave is not foreseeable, notice within the time prescribed by the Company s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; 3. when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form); 4. periodic recertification (upon request); and 5. periodic reports during the leave. Certification forms are available from the Human Resources department. At the Company s expense, the Company may also require a second or third medical opinion regarding your own serious health condition or the serious health condition of your family member. In some cases, the Company may require a second or third opinion regarding the injury or illness of a Covered Servicemember. Employees are expected to cooperate with the Company in obtaining additional medical opinions that the Company may require. When leave is for planned medical treatment, you must try to schedule treatment so as not to unduly disrupt the Company s operation. Please contact the Human Resources department prior to scheduling planned medical treatment. In addition to the requirements listed above, if your Family and Medical Leave is certified, the Company may later require medical recertification in connection with an absence that you report as qualifying for Family and Medical Leave. For example, the Company may request recertification if (1) the employee Page36

38 requests an extension of leave; (2) the circumstances of the employee s condition as described by the previous certification change significantly (e.g., your absences deviate from the duration or frequency set forth in the previous certification; your condition becomes more severe than indicated in the original certification; you encounter complications); or (3) the Company receives information that casts doubt upon your stated reason for the absence. In addition, the Company may request recertification in connection with an absence after six months have passed since your original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the Company shall be at the employee s expense. Military Emergency Leave Requirements Employees are required to provide: 1. as much advance notice as is reasonable and practicable under the circumstances; 2. a copy of the covered military member's active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates of the military member s leave; and 3. a completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date. Certification forms are available from the Human Resources department. Failure to Provide Certification and to Return from Leave Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the leave. If you fail to return to work at your leave s expiration and have not obtained an extension of the leave, the Company may presume that you do not plan to return to work and have voluntarily terminated your employment. Compensation During Leave Generally, FMLA Leave is unpaid. However, you may be eligible to receive benefits through Statesponsored or Company-sponsored wage-replacement benefit programs. If you are eligible to receive these benefits, you may also choose to supplement these benefits with the use of accrued vacation and sick leave, to the extent permitted by law and Company policy. All such payments will be integrated so that you will receive no more than your regular compensation during this period. If you are not eligible to receive any of these wage-replacement benefits, the Company may require you to use accrued vacation and sick leave to cover some or all of the FMLA Leave. The use of paid benefits will not extend the length of a FMLA Leave. An employee who is taking FMLA leave because of the employee's own serious health condition or the serious health condition of a family member must use all paid vacation, personal or sick leave prior to being eligible for unpaid leave. Sick leave may be run concurrently with FMLA leave if the reason for the FMLA leave is covered by the established sick leave policy. Disability leave for the birth of the child and for an employee's serious health condition, including workers' compensation leave (to the extent that it qualifies), will be designated as FMLA leave and will run concurrently with FMLA. For example, if an employer provides six weeks of pregnancy disability leave, the six weeks will be designated as FMLA leave and counted toward the employee's 12-week entitlement. The employee may then be required to substitute accrued (or earned) paid leave as appropriate before being eligible for unpaid leave for what remains of the 12-week entitlement. An employee who is taking Page37

39 leave for the adoption or foster care of a child must use all paid vacation, personal or family leave prior to being eligible for unpaid leave. An employee who is using military FMLA leave for a qualifying exigency must use all paid vacation and personal leave prior to being eligible for unpaid leave. An employee using FMLA military caregiver leave must also use all paid vacation, personal leave or sick leave (as long as the reason for the absence is covered by inspire! sick leave policy) prior to being eligible for unpaid leave. After completing six months of continuous service, regular full-time employees who are absent from work due to medical necessity lasting longer than (5) calendar days may be eligible for salary continuation. Please note you will be required to utilize your available PTO (sick day, floaters and/or vacation) for the first ten (10) days prior to receiving salary continuation benefits. If all sick time has been exhausted at the time of the event, available vacation and/or floaters will be used. If all PTO has been exhausted at the time of the qualifying event, the ten (10) days will be unpaid. Regular part-time employees may receive benefits on a pro-rated basis. The six month eligibility requirement is waived in the event of maternity leave. Please check with Human Resources for additional information pertaining to this benefit. Full documentation will be required in order to provide this benefit. In addition, completion of federally mandated paperwork in compliance of FMLA laws will also apply (after meeting federal law criteria). The amount of your salary continuation benefit is calculated on your base salary and length of service with inspire!: Hire Date Less than 6 months of service 6 months but less than 5 years of service Day 1 Day 10 Day 11- Day 45 Day 46- Day 90 5 years but less than 10 years of service Day 1- Day 1-10 Day 11 Day 45 Day 46-Day years of service or longer Day 1 Day 10 Day 11 Day 90 Percentage of Gross Pay 0% of gross pay Earned benefit time or unpaid 100% of gross pay 50% of gross pay (can supplement with vacation and/or floater hours only) Earned benefit time or unpaid 100% of gross pay 80% of gross pay (can supplement with vacation and/or floater Earned benefit time or unpaid 100% of gross pay You must apply for any available state disability or Workers Compensation benefits in order to be eligible for salary continuance, and will be offset by any state disability or Workers Compensation benefit that you receive so that your total benefits will not exceed your regular wages. Salary continuation benefits may not exceed ninety (90) calendar days from the start of an eligible medical leave of absence. Salary continuation is based on medical necessity and your serious health condition only. Benefits will not be paid for the care of a dependent unless required by state and federal law (see Family and Medical Leave). Requests for salary continuation benefits for partial disabilities (i.e. restricted work weeks or part-time hours) will be handled on a case-by-case basis. Page38

40 If you require a medical leave of absence, please contact Human Resources immediately about employee benefits continuation and state disability claims. Appropriate documentation is required (see Documentation under Family and Medical Leave). Prior to receiving salary continuation benefit wages, a completed Salary Continuation Claim Form must be submitted and approved. If you do not return to work upon completion of a leave of absence, inspire! may recover from you the cost of any payments made to maintain your health and benefits coverage, unless the failure to return to work was for reasons beyond your control. inspire! will comply with all applicable state laws governing disability. During any leave of absence, you are not eligible for holiday pay (any Company observed holiday) and you do not accrue additional vacation. Salary continuation benefits will not be granted for the same medical condition until you have returned to work for the period of time equal to the time period for which you were previously absent under the plan or thirty (30) calendar days, whichever is less. Benefits During Leave The Company will continue making contributions for your group health benefits during your leave on the same terms as if you had continued to work. This means that if you want your benefits coverage to continue during your leave, you must also continue to make any premium payments that you are now required to make for yourself or your dependents. Employees taking Bonding Leave, Family Care Leave, Serious Health Condition Leave, and Military Emergency Leave will generally be provided with group health benefits for a 12 workweek period. Employees taking Military Caregiver Leave may be eligible to receive group health benefits coverage for up to a maximum of 26 workweeks. In some instances, the Company may recover premiums it paid to maintain health coverage if you fail to return to work following a FMLA Leave. If you are on a FMLA Leave but are not entitled to continued paid group health insurance coverage, in some circumstances you may continue your coverage through the Company in conjunction with federal and/or state COBRA guidelines by making monthly payments to the Company for the amount of the relevant premium. Please contact the Human Resources department for further information. Your length of service as of the leave will remain intact, but accrued benefits such as vacation and sick leave will not accrue while on an unpaid FMLA Leave. Job Reinstatement Under most circumstances, you will be reinstated to the same position held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other employment terms and conditions. However, you have no greater right to reinstatement than if you had been continuously employed rather than on leave. For example, if you would have been laid off had you not gone on leave, or if your position has been eliminated during the leave, then you will not be entitled to reinstatement. Prior to being allowed to return to work, an employee wishing to return from a Serious Health Condition Leave must submit an acceptable release from a health care provider that certifies the employee can perform the essential functions of the job as those essential functions relate to the employee's serious health condition. For an employee on intermittent FMLA leave, such a release may be required if reasonable safety concerns exist regarding the employee s ability to perform his or her duties, based on the serious health condition for which the employee took the intermittent leave. Page39

41 Key employees, as defined by law, may be subject to reinstatement limitations in some circumstances. If you are a key employee, you will be notified of the possible limitations on reinstatement at the time you request a leave. Fraudulent Use of FMLA Prohibited An employee who fraudulently obtains Family and Medical Leave from the Company is not protected by FMLA s job restoration or maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against such employee due to such fraud. Additional Information Regarding FMLA A Notice to Employees Of Rights Under FMLA (WH Publication 1420) is attached to this policy. State Law A number of states have family leave statutes that provide leave benefits that exceed those available to you under the FMLA. Contact your supervisor or the human resources department for additional information. Personal Unpaid Leave of Absence inspire! may grant a personal leave of absence for unique or extraordinary reasons that may not apply to the other types of LOA provided that, as with all other types of LOA, the maximum amount of LOA time has not been used. The maximum amount of time that can be granted for a personal leave is (12) twelve weeks in a 12-month period (calculated by using rolling calendar method). The decision to grant a personal LOA will be based on the business needs of inspire! and the employee. During the leave period, you will be on an inactive employee status. You may be required to elect COBRA benefits to be eligible to continue to participate in inspire! group health plan. Participation in any other benefit plan is subject to the provisions of each plan. Job Protection and Returning to Work after a Personal LOA Upon the expiration of the leave, the employee may be returned to his or her former position if available. If the employee's position is not available, the employee may be offered another available position for which he/she is qualified. If no position is available when the employee is able to return to work, the employee will be terminated and may apply for the next available position. Long- Term Disability Insurance Full-time employees are eligible to enroll in this insurance program on the first of the month following 30 days of continuous employment. Eligible employees may participate in our long-term disability insurance program. Long-term disability insurance provides eligible employees with a continuing source of income after (90) ninety calendar days of continuous disability. This benefit will be 60% of your monthly salary to a maximum of $6,000 per month. See the Summary Plan Description for full details located in the Human Resources Department. Page40

42 Maternity and Paternity Leave Maternity leave is covered under inspire! s Short Term Disability (the six month waiting period for eligibility is waived for maternity leave). inspire! provides one week paid paternity leave for the birth of a dependent child. Additional time needed off may be treated as vacation, Floaters or unpaid leave. BENEFITS Our company has developed a comprehensive set of employee benefit programs to supplement our employees' regular wages. Our benefits represent a hidden value of additional income to our employees. This Employee Handbook describes the current benefit plans maintained by inspire!. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling. inspire! reserves the right to modify its benefits at any time. We will keep you informed of any changes. Anniversary Date The first day you report to work will be recorded in Company records as your anniversary date. This date will be used to calculate Company benefits. If you have any questions regarding your anniversary date, please see your supervisor or contact the Human Resources Department. Company Paid Benefits inspire! provides the following insurance programs at to all regular, full-time employees who work 30 or more hours at no cost: Group Term Life & Accidental Death & Dismemberment Insurance Long Term Disability Insurance Worker s Compensation Please refer to the Summary of Benefits or the Summary Plan Descriptions available on our SharePoint for a detailed explanation of the coverage and costs for each of the plans, or contact the Human Resources Department. Health Insurance inspire! is committed to providing our employees with the best Health Benefits our money can buy. It is our philosophy that no inspire! employee will be without Health Insurance Coverage. inspire! employees have the opportunity to customize the Health Care coverage in order to meet the needs of themselves and/or their family. Page41

43 Employees can choose from the following available options in any combination (see below for dependent coverage guidelines): Health Insurance (medical & Rx coverage) Dental Insurance Vision Insurance Please refer to the Summary of Benefits or the Summary Plan Descriptions available on our intranet for a detailed explanation of the coverage and costs for each of the plans, or contact the Human Resources Department. Dependent coverage under inspire! Insurance is available at the employee's expense based on satisfaction of eligibility requirements and employee coverage. Dependent premiums are outlined on the Summary of Benefits available on inspire! intranet or from the Human Resources Dept. Benefit Effective Dates The Health, Dental and Vision Insurance Plans are effective on the thirty-first day after regular full-time &/or regular part-time employment begins (refer to Anniversary Date information for timing of benefits). Company paid Group Term Life, AD&D and Long Term Disability Insurance Plans become effective on the first of the month following 30 days of regular full-time or regular part-time employment begins. Salary Continuance has a six-month eligibility period. Benefit Claim Forms & Plan Documents Claim forms for all benefits (Medical, Dental, Vision, Flex, & Disability) are available on inspire! s intranet and should be sent directly to the administrator of the specific plan for processing. All Summary Plan Description(s) &/or Welfare Benefit Plan documents for each benefit offered is available on our intranet. Please refer to the Summary of Benefits or the corresponding Plan Document for detailed explanations of the benefits available &/or the premiums. If you are unable to print the documents from the intranet, please contact Human Resources for a copy. A booklet containing the details of the plan and eligibility requirements may be obtained from the Human Resources Department. Refer to the actual plan document and summary plan description if you have specific questions regarding this benefit plan. Those documents are controlling. Medical Information Confidentiality Policy inspire! strives to protect the privacy of its employees' medical information to the greatest possible extent. To that end, we provide the following guidelines regarding the confidentiality of medical information: Any medical information concerning employees will be maintained in separate, confidential medical e-files apart from regular personnel records. Only authorized employees may ever have access to such files. Employees are hereby notified that medical information concerning employees is absolutely confidential under state and federal laws and may not be discussed at any time with any person Page42

44 under any circumstances, unless an employee needs to do so in order to carry out his or her job duties, or unless the person discussing the information is talking with the subject of the information at that person's invitation. If an employee is concerned about a possible medical condition on the part of a coworker, the employee must not discuss such concern with anyone other than a Human Resources representative. Any employee who is found to have discussed medical information about another employee with anyone else in violation of this policy, or who is found to have released such information without authorization, will be subject to severe disciplinary action, up to and possibly including immediate termination from employment. In addition, state and federal laws may subject such an employee to both civil and criminal action in a court of law. COBRA You and your covered dependents will have the opportunity to continue medical and/or dental and vision benefits for a period of up to 36 months under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) when group medical and/or dental and vision coverage for you and your covered dependents would otherwise end due to your death or because: your employment terminates, for a reason other than gross misconduct; or your employment status changes due to a reduction in hours; or your child ceases to be a "dependent child" under the terms of the medical and/or dental and vision plan; or you become divorced or legally separated; or you become entitled to Medicare. In the event of divorce, legal separation, or a child s loss of dependent status, you or a family member must notify the plan administrator within 60 days of the occurrence of the event. The plan administrator will notify the individuals eligible for continuation coverage of their right to elect COBRA continuation coverage. For more information regarding COBRA, you may contact the Human Resources Department. For details on the special provisions to COBRA released with the 2009 Stimulus Package, contact your Human Resources Department. Life Insurance inspire! provides all full-time employees with a life insurance policy valued at two (2) times their annual salary Company paid. In addition employees may elect to purchase supplemental life insurance for themselves, a spouse or dependents. Eligible full-time employees may enroll in this plan on the first of the month following thirty days of continuous employment. You must complete an insurance form and designate your beneficiary. Please refer to the Summary of Benefits or the Summary Plan Descriptions available on our intranet for a detailed explanation of the coverage and costs for each of the plans, or contact the Human Resources Department. Page43

45 Flexible Spending Account Our Company offers a pretax contribution offer for its employees. This employee benefit is known as a Flexible Spending Account (FSA). An FSA is a benefit plan that allows you to make contributions toward premiums for medical insurance, dental insurance, vision care insurance and out-of-pocket medical expenses or dependent care expenses on a before tax, rather than an after tax basis. Your premium contributions and qualified expenses are deducted from your gross pay before income taxes and Social Security is calculated. Our Company has both a Medical FSA and Dependent Care FSA plan available to qualifying employees. To participate in this plan, complete an election form and return it to the Human Resources Department within 30 days of your date of hire. You cannot make any changes to your pretax contributions until the next open enrollment period, unless your family status changes or you become eligible for a special enrollment period due to a loss of coverage. Family status changes include marriage, divorce, death of a spouse or child, birth or adoption of a child or termination of employment of your spouse. A change in election due to a change in family status is effective the following month. Employee Assistance Program ( EAP ) inspire! has implemented an Employee Assistance Program through the 4A s that is free to all inspire!! employees and their family members. The EAP offers professional & confidential counseling services, legal services, financial services & guidance resources or referral services at no cost to the employee. Information and wallet cards for the EAP are available on our intranet or contact Human Resources. 401(k) Qualified Retirement Plan Our Company provides eligible employees with a 401(k) Qualified Retirement plan which is an excellent means of long-term savings for your retirement. All regular full-time and regular part-time employees of inspire! will become eligible to participate in the plan on the first of the month following 30 days of employment. inspire! observes the 1000 Hour Rule in determining eligibility of part-time employees. Details with regard to employer contributions, employee voluntary contributions, manner of funding allocations and eligibility are covered by a separate summary plan document which will be distributed to each employee at the start of initial employment. Employer contributions are effective the first of the month following one-year from hire date. Upon obtaining eligibility to participate in the 401(k) plan, employees will be automatically enrolled in the plan. This will result in 3% of each semi-monthly paycheck being deducted and contributed on a pre-tax basis into the 401(k) plan. inspire! will provide matching contributions in accordance with plan provisions. Employees may increase, decrease or eliminate employee contributions to the plan by submitting requests to the 401k website (information is located on the employee SharePoint site). Employees should note that IRS limits on annual deferrals apply and that contributions to this plan, when combined with other plans in which the employee may participate, may not exceed 100% of those IRS limits. Employees may contact the Human Resources Department for information on the current IRS limits and for information about other plans subject to these limitations In the event of any conflict in the description of any plan, the official plan documents, which are available for your review, shall govern. If you have any questions regarding this plan, please contact the Human Resources Department Page44

46 HOUSEKEEPING inspire!'s workweek begins on Monday morning and ends on Sunday night. Our regular office hours are weekdays from 8:30 a.m. to 5:30 p.m. with one hour for lunch. Any exceptions for individual employees must be approved by their immediate supervisor and with the stipulation that it does not impede others in the performance of their job roles. Inclement Weather Severe weather is to be expected during certain months of the year. Time taken off due to poor weather conditions while the business remains open is to be used as vacation, a floater holiday, or is unpaid. Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. If you expect the building to be closed due to inclement weather, please call (214) All Department Heads should notify the Dallas Office if the Field location will open late or remain closed. Personal Property inspire! is not responsible for loss or damage to personal property. Personal items, such as purses and all other valuables should not be left in areas where theft might occur. Important Contact Information Corporate Office 3625 N Hall Street Suite 1100 Dallas, TX Employee Conduct To ensure orderly operations and provide the best possible work environment, inspire! expects employees to follow rules of conduct that will protect the interest and safety of all employees of the organization. Each employee has an obligation to observe and follow inspire! policies and to maintain proper standards of conduct at all times. If an individual's behavior interferes with the orderly and efficient operation of a department, corrective disciplinary measures will be taken. Disciplinary action may include a verbal warning, written warning, final warning, suspension with or without pay, and/or termination. The appropriate disciplinary action imposed will be determined by inspire!. inspire! does not guarantee that one form of action will necessarily precede another. Page45

47 The following may result in disciplinary action, up to and including termination: Violation of inspire! policies or safety rules Theft or dishonesty Insubordination or other disrespectful conduct Disrespect toward fellow employees, visitors or other members of the public Negligence or improper conduct leading to damage of employer-owned or customer-owned property Unauthorized or illegal possession, use of controlled substances on work premises or during working hours, while engaged in Company activities Unauthorized possession, use or sale of weapons, firearms or explosives on work premises Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace Physical harassment, fighting or threatening violence in the workplace Sexual or other unlawful or unwelcome harassment Performing outside work or use of Company property, equipment or facilities in connection with outside work while on Company time Poor attendance or poor performance Falsification of timekeeping records These examples are not all inclusive. We emphasize that termination decisions will be based on assessment of all relevant factors and applicable laws. Nothing in this policy is designed to modify our employment-at-will policy. Protecting Company Information Protecting our Company's information is the responsibility of every employee, and we all share a common interest in making sure information is not improperly or accidentally disclosed. The protection of confidential business information and trade secrets is vital to the interests and the success of inspire! Such confidential information includes, but is not limited to, the following examples of information that may be disclosed by inspire! or by a customer or partner: Compensation data Computer files Computer processes Page46

48 Computer programs and codes Customer lists Customer preferences Financial information Labor relations strategies Marketing strategies New materials research Pending projects and proposals Proprietary production processes Research and development strategies Technological data Technological prototypes All employees are required to sign a Confidentiality Agreement as a condition of employment. Information disclosed to employees in the course of business, including customer information, should be kept in strict confidence, and should only be used in the course of inspire! employment in furtherance of INSPIRE! s business. In addition, any invention, idea, computer program, process, device or other work made or conceived by an employee during employment with inspire! that is related to inspire! actual or anticipated business or research and development efforts shall be the sole property of inspire! Employees who improperly use or disclose trade secrets, confidential business information or Company proprietary 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. Conflict of Interest/Code of Ethics A company's reputation for integrity is its most valuable asset and is directly related to the conduct of its officers and other employees. Therefore, employees must never use their positions with inspire!, or any of its customers, for private gain, to advance personal interests or to obtain favors or benefits for themselves, members of their families or any other individuals, corporations or business entities. inspire! adheres to the highest legal and ethical standards applicable in our business. inspire! business is conducted in strict observance of both the letter and spirit of all applicable laws and the integrity of each employee is of utmost importance. Employees of inspire! shall conduct their personal affairs such that their duties and responsibilities to inspire! are not jeopardized and/or legal questions do not arise with respect to their association or work with inspire!. Gift Policy inspire! manages enormous amounts of money on behalf of our clients. With that privilege and opportunity, also comes responsibility. We must always remember that the dollars that we allocate are not our own and that we must always be regarded as good stewards of our clients funds and that our placement of their funds are above reproach. Page47

49 With this in mind we have listed below inspire! expectations on guiding how we respond to common business practices within the Advertising community. inspire! employees may not accept any payments, fees, special privileges, vacations, pleasure trips, use of recreational facilities or vacation homes, loans, (other than conventional loans from financial institutions) from any person or business organization that does or seeks to do business with, or is a competitor of, the Agency. o With respect to tangible gifts, any employee may not accept a gift having a fair market value of more than $100 from any such person, organization or client. Sporting or Cultural event tickets received from any person or organization will be offered to the client first. In the event that the client cannot use the tickets, your department management may grant permission for you to use the tickets. If you are unable to identify a client recipient please check with the C.O.O. or Director of Operations of inspire! regarding the disposition of tickets. Tickets received at no cost will never be sold for financial remuneration by any employee of inspire!. o Lunches and Dinners with the value of $75 per employee or less, that is offered in the course of doing business (i.e. presentations of a company s proposals etc.) will be allowed. In general, it is inspire! policy that all business activities be conducted in such a way that inspire! would be willing to make full public disclosure of all such activities if called upon to do so. Talk to Us We encourage you to bring your questions, suggestions and complaints to our attention. We will carefully consider each of these in our continuing effort to improve operations. If you feel you have a problem, present the situation to your supervisor so that the problem can be settled by examination and discussion of the facts. We hope that your supervisor is able to satisfactorily resolve most matters. If you still have questions after meeting with your supervisor or if you would like further clarification on the matter request a meeting with your manager. He or she will review the issues and meet with you to discuss possible solutions. Finally, if you still believe that your problem has not been fairly or fully addressed, request a meeting with the Human Resources department. Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. Your job will not be adversely affected in any way because you choose to use this procedure. If at any time you do not feel comfortable speaking with your supervisor or the next level of management, discuss your concern with any other member of management with whom you feel comfortable. Page48

50 ENDING THE RELATIONSHIP If You Must Leave Us Should you choose to leave your employment with us, we ask that you provide your manager with at least two weeks' advance notice. Your thoughtfulness is appreciated and will be noted favorably should you ever wish to reapply for employment with inspire!. Such employees are considered new employees from the effective date of their reemployment for all purposes, including the purposes of measuring benefits. Payments made to employees following their separation date will be in the form of a live check and will be paid on the regularly scheduled pay dates. No direct deposits will continue following an employee s separation with inspire!. All resigning employees will be asked to complete an exit interview (previously referred to as exit feedback ). All Company property, including this Employee Handbook, must be returned upon termination. Otherwise, inspire! may take action to recoup any replacement costs and/or seek the return of Company property through appropriate legal recourse. Our Company does not provide a "letter of reference" to former employees. Generally, we will confirm upon request our employees' dates of employment, salary history and job title. You should notify inspire! if your address changes during the calendar year in which termination occurs so that your tax information will be sent to the proper address. Page49

51 POLICIES & PROCEDURES Page50

52 TRAVEL AND BUSINESS EXPENSE POLICY Travel Policy Purpose and Enforcement We have developed a travel policy to provide inspire!! business travelers with a reasonable level of service and comfort at the lowest possible cost, and to maximize our ability to negotiate discounted rates with preferred suppliers in order to reduce travel expenses. The purpose of this document is to ensure that employees have a clear understanding of the policies and procedures for business travel and entertainment expenses incurred on inspire! s behalf: inspire! will reimburse employees for all reasonable and necessary expenses while traveling on authorized Company business. inspire! assumes no obligation to reimburse employees for expenses that are NOT in compliance with this policy. Travelers who do not comply with this travel policy may be subject to delay or withholding of reimbursement and may be subject to disciplinary action after 3 policy exceptions. Instances when travelers don t book the lowest air, hotel and rental car rates offered, will be noted by the travel counselor and included in an exception report to be reviewed by your immediate supervisor and management. Any questions, concerns, or suggestions regarding this travel policy may be directed to [email protected] or Cathy Perkins at [email protected]. Air Travel Reservation Procedures All air travel MUST be booked through American Express Travel at Reservations should NOT be made directly with any airlines other than Southwest Airlines. If conditions prevent you from booking or changing your travel arrangements on line, then please call customer service at This service should only be used when no other means is available. Booking should be made as early as possible to take advantage of advance purchase discounts. Travelers are expected to use the lowest logical published airfare, determined by the travel counselor, and based on the following factors: The route requires no more than one stop and does not increase the total travel time by more than 2 hours each way Departure/arrival time is no more than 2 hours before or after requested time Savings must be at least $200 to offset scheduling inconvenience Class of Service Travelers are expected to fly in coach class at all times. Upgrades to business or first class will be at the Employee s expense and are not an approved or reimbursed item. Page51

53 Electronic Ticketing Travelers should use electronic tickets whenever possible. At the time of reservation, travelers will receive an confirmation and then sent an itinerary/invoice by once the ticket is issued. At the airport, travelers present the confirmation number and a photo identification to receive their boarding pass. Travelers who forget or misplace the confirmation number must present proper identification and/or the credit card used to purchase the flight. Cancellations and Unused Tickets Should travel plans change, travelers should either make the change online through American Express Travel or by calling an American Express Travel Counselor as soon as possible to cancel or alter the reservation. If a trip is canceled after the ticket has been issued, an American Express ticket-tracking product will automatically process a refund if applicable or will place the ticket into a database that will hold for future travel on the same carrier. Unused airline tickets or flight coupons must NOT be sent to the airlines and NEVER discarded as these documents may have a cash value. Tickets can be voided if the cancellation is done within 24 hours of the original ticket issue. Traveler Profiles All employees who travel at least once per year should create a completed traveler profile in the MY ACCOUNT section of the American Express Travel site at to ensure that pertinent details and preferences are adhered to in the reservation process. The traveler is responsible for maintaining online all personal travel information changes such as charge card numbers, delivery address, phone number, title, medical restrictions, special meal requirements, and seat preferences. Lodging Making Hotel Reservations Hotel reservations must be made through American Express Travel and NOT directly with the hotel unless pre-arrangements have been made by a client or other third-party. Travelers are required, whenever possible, to use: Properties where inspire! has a negotiated rate. These are listed on-line. Properties where American Express has a negotiated rate. These properties are highlighted as American Express preferred on the Travel Online Booking Tool. The least expensive property in MODERATE or similar hotel category. Room Guarantee Unless otherwise instructed, all hotel rooms will be guaranteed for late arrival with the Traveler s CORPORATE American Express card OR their INDIVIDUAL charge card. Page52

54 Hotel Cancellation Procedures Hotel cancellations made through American Express Travel should be cancelled by the time shown on the Traveler s itinerary (usually 4:00 p.m. 6:00 p.m.): Travelers should record the cancellation number in case of billing disputes. Travelers will be held responsible and not be reimbursed for no-show charges unless there is sufficient proof that the billing is in error. Cancellation deadlines are based on the local time of the property. Hotel Payment Procedures Hotel expenses should be paid using the Traveler s CORPORATE American Express card OR their INDIVIDUAL charge card. Rental Car Making Rental Car Reservations Rental car reservations must be made through American Express Travel and NOT directly with the car company unless pre-arrangements have been made by a client or other third-party. At the time of rental, the car should be inspected and any damage found should be noted on the contract before the vehicle is accepted. To avoid additional charges, every reasonable effort must be made to return the rental car intact, on time and with a full tank of gas. Class of Service Travelers should book rental cars in the Economy or Mid-Size category, except for the following situations: when the Traveler can be upgraded at no extra cost when three or more Company employees are Traveling together when providing transportation for the client when cars in the authorized category are not available when transporting excess baggage such as event displays Rental Car Insurance Rental car insurance IS NOT included in the inspire!-negotiated rate. Therefore, travelers should DECLINE all rental car insurance coverage, including deductible, collision damage waivers, or personal accident insurance. Any damages to the vehicle will be covered by the individual s insurance policy. inspire! will reimburse your deductible. Rental Car Cancellation Procedures Rental car cancellations should be made through American Express Travel. Travelers should record the cancellation number in case of billing disputes. Page53

55 Rental Car Payment Procedures Rental car costs should be paid using the Traveler s CORPORATE American Express card OR their INDIVIDUAL charge card. Rental Car Accidents Should a rental car accident occur, Travelers should immediately contact the rental car company and local authorities, as required. They should also contact Louis Bergmann at (214) or [email protected]. Other Transportation You are encouraged to use the most economical method of transportation, taking into consideration the following options: Complimentary Shuttle Service In many cases, hotels and convention centers offer complimentary shuttle service. In situations where you will not require a vehicle, please request from AMEX the most economical mode of transportation. Taxi Service Taxi service may be an excellent alternative for single day trips or when your meetings take place near the airport. You must request a receipt from the taxi driver and submit with your expense report. Parking Many off-airport-parking facilities offer discounted daily and weekly rates, you are encouraged to use this service for airport parking. Request a receipt from the attendant and submit with your expense report. Personal Car Usage Travelers may use their personal car for business purposes when entertaining inspire! clients or transporting Company goods for delivery. The Traveler must carry adequate insurance coverage for their protection and for the protection of any passengers. Reimbursement for Personal Car Usage Travelers will be reimbursed for business use of personal cars on a rate of 56 cents per mile. This amount covers any reimbursement for repairs to your personal car resulting from business travel. Business use is mileage in excess of commuting mileage if a personal automobile is used for business Travel on a business day. All mileage must be documented in the detail description of the ERPO. Mileage to EACH business location must be entered, not just the initial start point and final destination. Mileage is only paid for business-to-business trips, per the IRS. Home to business Travel is not a qualified business expense. If you Travel from your home to a business, and the mileage is greater than from home to the office, report only the excess miles incurred. If the distance is less, do not report it. Travel to the office on the weekends is not paid. Page54

56 Only in situations where your personal vehicle is less expensive than other modes of transportation is use of a personal vehicle for a business trip authorized. To be reimbursed for use of their personal car for business, Travelers must provide on their expense report the date, location and purpose of the trip, mileage, and receipts for tolls and parking. MapQuest documentation may be required by your supervisor before receiving approval. Personal auto expense for relocating or transferring to another inspire! location will be reimbursed based on gas receipts instead of the mileage rate listed above. Meals and Entertainment Personal Meal Expenses The Company will reimburse you for ordinary and necessary expenses incurred for business meals and/or entertaining clients on behalf of the Company. To ensure expense deductibility according to IRS guidelines, report business meals and entertainment expenditures on your expense report, indicating the following for each expense: The date and place of each business meal or entertainment. Business purpose, client, and job number. Name, title, and business affiliation of person(s) for whom the expenditure was made. When traveling with other members of the organization, it is critical that expenses be maintained separate from one another. In situations where the expense must be shared, expenses are to be paid by the most senior management member of the team. Follow these guidelines regarding meals: Breakfast is reimbursable if your travel begins earlier than a normal breakfast hour and no meal is served by the transportation used, or if you were out-of-town the previous night. Lunch is reimbursable for all out-of-town trips, regardless of length of stay, unless provided by a supplier. Dinner is reimbursable if you are away from your home office for the evening meal, or do not return home until after the normal dinner hour and no meal was provided by the transportation used. Alcoholic beverages will be reimbursed only when business entertainment is involved where a client is present. Tipping Waiters: Not to exceed 15-20% of the check; please include with the meal expense on your expense report. Taxis: Not to exceed 20% of the fare; please include the tip with the fare expense on your expense report. Bellhop/Porters: Not to exceed $2 per bag per each check-in and check-out. Airports: Not to exceed $3 per bag ($2 airline fee plus $1 tip per bag) at curbside check-ins (no tip for counter check-in). Page55

57 Telephone, Fax, Internet / Wi- Fi Charges for communications made for business purposes will be reimbursed for all Internet, Wi-Fi charges (incurred in restaurants, airports, hotels, etc.) while traveling. If you participate in a cell phone plan please use your cell phone as the primary means to make any calls on behalf of the Company while traveling. Avoid dialing direct from the hotel. Avoid the use of inspire!'s toll-free numbers by calling your home office directly from you cell phone. Non- Reimbursable Travel Expenses Any expenses not detailed in this policy must have the advance written approval of your Department Head. Most expenses of a personal nature are not reimbursed, even if incurred on a business trip. Nonreimbursable items include but are not limited to: Upgrades to first-class air Travel, hotel suites, or luxury vehicles. Airline club memberships, frequent car and hotel renter programs. Articles of clothing or other personal items used for business purposes. Fines for parking, speeding, other violations. Grooming expenses: barbers, stylists, shoe shines, etc. Personal entertainment expenses: theater tickets, in-room/other movies, sporting events, etc. (Not to be confused with client entertaining.) Other personal expenses such as health club, personal reading material, babysitting, pet sitting or other items that you would customarily purchase for your own use. Payment Methods Airfare charges may be charged to the inspire! Business Travel Account (BTA), your CORPORATE AMEX, or your INDIVIDUAL card. Hotel, car rental and other expenses must go on your CORPORATE AMEX or your INDIVIDUAL card, not the BTA. When filling out the Travel profile, specify the card to use for airfare charges. If you choose to charge your airfare to the inspire!! Business Travel Account (BTA), then all business related airfare will be charged to this account for all air Travel. A inspire! ERPO must be submitted to remove the BTA charge from your travel clearing account. In the event the trip is not taken or purchased in advance, you will need to file an ERPO and note that the trip has not yet occurred or was cancelled, in order to be reimbursed. The airfare will be charged to your Travel clearing account. Once the ticket is used on a future trip you will need to file another expense report to charge the trip and remove the expense from your Travel clearing account. Personal Use of Corporate Card Corporate AMEX cards may NOT be used for personal expenses. Corporate Card Billing and Payment Responsibility Employees are responsible for paying their Corporate AMEX card bill in full within 30 days from the statement date. Extended payments will not be accepted. Failure to pay the account promptly may result in suspension or cancellation of charge card privileges by AMEX. Page56

58 Reporting Lost/Stolen Cards Lost or stolen corporate cards must be reported immediately as the unauthorized use of stolen cards is greatest in the first few hours after the theft. To report a lost or stolen card, call Cash Advances A temporary cash advance, approximating the anticipated cash expenses of the trip, may be requested. If a cash advance is required, submit a Travel/Cash Advance Request form within one week of the trip and have it approved by your Supervisor. Cash advances must be settled by submitting an expense report with receipts for the approximate amount of the cash advance. Any monies due the Company must be paid by check and submitted with the expense report. No additional advances will be given until all outstanding advances over 30 days have been settled. Business Expense Payments All business expenses that are not related to your personal travel arrangements are to be secured and paid through inspire!. These expenses are not to be reserved or paid using your personal credit card or your inspire! American Express card issued in your name. Business expense examples include, but are not limited to: Hotel/Facility Reservations for client meetings and conferences Arrangements and payment advances/deposits for banquet setups, catering, meeting rooms, audio/visual equipment, other items for events, etc. Reservations for hospitality rooms and refreshments Production companies, contract labor, sub-contractors and related vendors Please plan ahead for the above listed event payments and request either a vendor check or request inspire! credit card payment by notifying Janda Hefner at [email protected] or Brenda Hodge at [email protected]. ERPO Documentation (Required in order to be reimbursed for expenses) inspire! reimburses its employees for out-of-pocket expenses incurred on behalf of inspire!. Before the Company can reimburse you, we need accurate and complete information from you in the form of an expense report, (referred to an ERPO). Submit your Expense Report with original travel / entertainment receipts to your Supervisor for an approval signature prior to forwarding to accounting. inspire! endorses a 30-day guideline for submitting your approved expenses to your Supervisor. This timeline ensures prompt client billing and accurate record keeping for the agency. Any expenses submitted after 45 days will be subject to a 10% penalty, which will be deducted from the report. If expenses are submitted after 45 days, additional time will be required for processing and will be excluded from the regular weekly schedule. Original receipts are required for all expenses, with the exception of certain tips. If no receipt is submitted, it must be noted and fully explained on the expense report. Repeated "lost receipt" occurrences will not be tolerated and will not be reimbursed. Page57

59 Employees are encouraged to submit one ERPO for each trip taken. However, if more than one trip is reported on the form, expenses should be grouped together to clearly separate each trip. Expense reports (ERPOs) will be processed every Friday for all expenses received by the close of business from the previous week and processed through direct deposit. In the event that there are questions, inaccurate or insufficient information, the expense report will not be processed, but returned or held until resolved. An ERPO Notification Form will be ed to the employee detailing the problem. Please note in some instances, the ERPO will be returned in addition to receiving the notice for correction. Disregard or repeated failure to comply with the companies travel policy and documentation procedures will result in corrective disciplinary action. Terminology ERPO An ERPO is your Expense Report that is processed online and submitted to accounting using the Advantage software s Purchase Order application. Receipt Document(s) that provide a description of the expense, the amount, date, time and place the expense was incurred. Generally, receipts include the form or method of payment received as well. If payment is made with cash, the receipt must show this with the amount due as zero. This provides the proof of payment required. A receipt may be an confirmation or an invoice. A receipt is required for all transactions. Proof of Payment Document(s) that provide the source of payment (a credit card number or check reference). Proof of payment is needed to confirm the person submitting the expense report is the person who paid for the expense. Often the receipt includes this detail. However, if it is not included on the receipt, the following will also have to be provided along with the receipt for proof of payment: If a credit card purchase, a copy of your credit card statement is required. (Many banks have account activity accessible online, instead of waiting for the monthly statements.) Important: If your credit card number ends in 1005, please always provide a copy of your credit card statement as confirmation the charge was charged to your card and not the inspire! Business Travel Account card ending in the If payment by check, a cancelled check is required. If payment is made online then a printed receipt showing your account payment is necessary. This includes payments made through your PayPal account, a bank draft, or credit card. Issued To The person who will be reimbursed for the expenses they paid. This is a field on the Advantage Purchase Order entry screen. If you use someone else s card, please provide that person with all the necessary documentation provided from the vendor as a receipt for that person s ERPO. If proof of payment is not satisfied, a copy of the charged person s credit card statement will be required. Format ERPO(s) reimbursement must be submitted in the Advantage Purchase Order system at all times. Hand written reports are not acceptable. All receipts and backup must be stapled and submitted with a copy of the ERPO to Accounting. Small receipts (smaller than 8.5 x 5.5) must be taped down to letter size paper. Original receipts are required for all expenses. No copies will be accepted. The employee and their supervisor must sign the ERPO copy prior to submitting to Accounting Directors and Dept. Heads do not require approval. Page58

60 Detailed descriptions must be filled out for the following: Client Entertaining requires the name of the persons present and purpose of the meeting All client expenses must be coded completely and accurately Other Expenses, (i.e. fees, material, supplies, etc.) Must be clearly explained. Mileage complete details with to/from and whether roundtrip or one-way. Further documentation is listed under personal car usage. Group Meals requires the names of the persons present and purpose of the meeting Business Meal receipts while Traveling must be included even if they are included on your hotel folio and submitted separate from the hotel room charges. Business Meal reimbursements require two receipts. (1) Itemized detail receipt of charges and (2) receipt showing form of payment including any tips. HOW TO WRITE AN EXPENSE REPORT PURCHASE ORDER (ERPO) IN WEBVANTAGE Billable/Direct and Agency/Non-Billable Expenses From the main WebVantage screen, click on Project Management and choose Purchase Orders as seen below. Page59

61 Click New You will then have to fill in the description of the purchase in the first open field seen below Then fill in your vendor code in the issued to box. If you don t know the code you may click on the word issued to to get a drop down menu and look for your name. Usually, it is the first 3 characters of your last name and the first 3 characters of your first name. Exmple: Tommy Shaw = shatom Page60

62 Once you have chosen your vendor, click on the save button in the top left corner. The PO will then appear as (incomplete), but will display icons to add lines or copy from another PO. Click on Add Line button enter the details/descriptions of the expense you are incurring with your vendor. Page61

63 Be sure to enter the job#, component# and function. Also, if you enter the quantity and rate of the item you are purchasing, the PO will figure the estimated cost out for you. Then click the save button again and the PO# will be issued at this point. Page62

64 DESCRIPTION / DETAIL DESCRIPTION / DETAIL INSTRUCTIONS: Description: For airfare, see below. Enter a description of the charge and name of the vender, place of business or restaurant, etc. Include the date if it is a travel expense. NOTE: This description will show up in online billing when the invoice comes in. It is also included on the billing backup reports. Detail Description: This field is used for several purposes based on the expense: More detail such as group meal, client entertaining, and other expense detail. For client entertaining and group meals you must include the date, names of the persons present and the purpose of the meeting. For other expenses, please explain fully. Mileage reimbursement please include each business location to and from and if one way or round-trip (i.e., Round trip Dallas office to DFW Airport ) Additional space to clarify an expense for yourself or your supervisor Detail Instructions: Include any special instructions for processing or comments for accounting. Split code (split codes can be found at \\ntfile\acounting\production\splits) If agency expense additional information or GL Code (if known) Details of the activity or purchase Details that provides additional information to assist in billing/explanation. Page63

65 AIRFARE ENTERING AMEX CHARGES ON YOUR ERPO You will need to print a copy of your e-invoice from AMEX Travel (which must also be attached to your ERPO). This printout shows the trip detail, the amount of the airfare, the AMEX Fee(s) and the last four digits of the credit card. (See sample below with explanation.) **Along with the total airfare charge, the AMEX fee and the proof of payment is included. Page64

66 Employee Paid Airfare Purchased in Advance If you purchased a ticket on your personal credit card or your Corporate American Express card for a trip you will be taking at a later date, and if you need to be reimbursed for this charge now, you will need to send in an ERPO and note that the trip has not yet occurred. In order to be reimbursed, the airfare will be charged to your personal TRAVEL clearing account as an ADVANCE. Once the ticket is used on the trip you will need to fie another ERPO for the trip and all of the expenses and deduct the airfare expense that you already received. This will clear the ADVANCE from your Travel account. A. Submit an ERPO for the Airfare Advance Description: Enter the airfare ticket number and date of travel using the following format: AA tkt dot: Airline (e.g., AA, Delta, SW, etc.) tkt. (enter last five digits of the ticket number) dot: enter the Travel date month, day, year as shown Detail Description: ADVANCE - Employee paid airfare Detail Instructions: Employee GL Clearing Account # (accounting will fill in if you do not know this code) Job/Component/Function: Leave Blank Extended Amount: Enter the amount of the airfare including the AMEX fee Page65

67 B. Submit an ERPO for the trip to clear your ADVANCE When you received the payment for your airfare the charge was applied to your personal Travel clearing account. A final ERPO is required to clear your personal TRAVEL clearing account as well as charge all of the trip expenses to the client. To do this, you will submit the ERPO as follows: On Line Number 1: Description: Enter the airfare ticket number and date of Travel using the following format: tkt dot: AA Airline (e.g., AA, Delta, SW, etc.) tkt. (enter last five digits of the ticket number) dot: enter the Travel date month, day, year as shown Detail Description: ADVANCE - Employee paid airfare Detail Instructions: LEAVE BLANK Job/Component/Function: Enter the job and component # and function code. Extended Amount: Enter the amount of the airfare including the AMEX fee. On Line Number 2: Description: Enter the same airfare ticket number and date of Travel using the following format: AA tkt dot: Detail Description: ADVANCE - Employee paid airfare Detail Instructions: Employee GL Clearing Account # (accounting will fill in if you do not know this code) Job/Component/Function: Leave blank Extended Amount: Enter the amount of the airfare and fee as a negative amount (credit). This entry will clear your advance account. Page66

68 Employee Paid Airfare On Line Number 1: Description: Enter the airfare ticket number and date of Travel using the following format: AA tkt dot: Airline (e.g., AA, Delta, SW, etc.) tkt. (enter last five digits of the ticket number) dot: enter the Travel date month, day, year as shown Detail Description: Employee paid airfare Detail Instructions: Leave blank (or add additional information for your reference) Job/Component/Function: Enter appropriate coding Extended Amount: Enter the full amount of the ticket including the AMEX Fee. Page67

69 Company Paid Airfare On Line Number 1: Description: Enter the airfare ticket number and date of Travel using the following format: AA tkt dot: Airline (e.g., AA, Delta, SW, etc.) tkt. (enter last five digits of the ticket number) dot: enter the Travel date month, day, year as shown Detail Description: Company paid airfare Detail Instructions: Leave blank (or add additional information for your reference) Job/Component/Function: Enter appropriate coding Extended Amount: Enter the full amount of the ticket including the AMEX Fee.. On Line Number 2: Description: Enter the same information as line #1:AA tkt dot: Detail Description: Company paid airfare Detail Instructions: Leave blank Job/Component/Function: Leave blank Extended Amount: Enter the full amount of the ticket, including the fee(s) as a credit amount. This full ticket was charged to the inspire! Business Travel Account (BTA) and is not reimbursed to the employee. Entering both line items allows the entire charge for the airfare and to be billed to the client. The charge is then reversed since there is no reimbursement due to the employee. Page68

70 Travel Advance Reconciliation If you received a Travel advance for your trip then you must deduct this amount from your ERPO. On the last line of the ERPO enter the amount of the advance as a credit to reconcile and remove this advance from your personal clearing account. On the last line entry Description: Enter the date of your Travel Advance Detail Description: Add a description (if this is a partial use of a bigger advance) Detail Instructions: Employee GL Clearing Account # (accounting will fill in if you do not know this code) Job/Component/Function: Leave blank Extended Amount: Enter the amount of the advance to be applied against this ERPO. Note: If your trip was cancelled and you are not scheduled to travel in the near future, you must notify accounting to clear your personal travel clearing account. ADDITIONAL ERPO INSTRUCTIONS FOR THE NON-AIRFARE EXPENSES 1. For all client charges, enter the job and component number. If you do not know the job number then tab over and enter the client code, division code and product code. Then in the Job Number field you can select the job number. (This will shorten the list job numbers if you have to use the look up feature.) 2. If this charge is for a split code leave the Job #, Comp & Function fields blank. Then list the split code, Comp & Function in the Detail Instructions field. 3. For agency expenses that do not have assigned project or new business job numbers (such as supplies, reimbursement for recruitment expenses, office expenses, etc.) leave the Job #. Comp & Function fields blank. 4. Function code: type in function code or double click for look up table. Leave this field blank if a split code is used or if this is an agency expense. 5. Quantity: use this only for mileage. Enter the # of miles pertaining to the trip on that particular description line. Otherwise leave blank. 6. Rate: use this only for the mileage reimbursement rate. The rate is 57 cents/mile for trips incurred beginning January 1, Otherwise leave blank. 7. In extended amount type in amount due. If you entered quantity and rate for mileage then the software will calculate the extended amount and the line total for you. 8. Please note that Attached to A/P and Marked Complete are areas for accounting use only. 9. Click on arrow at the top of the page to continue with the next expense/function. 10. The instruction tab at the top is available for special instructions on P.O. s, shipping and footer comments. This is not needed for ERPOs. Page69

71 PRINTING FORMAT FOR PURCHASE ORDERS & ERPOs A One-Time Set-Up for Webvantage When printing a PO from Webvantage, it is important that you print the PO/ERPO using the correct formatting with proper logos and comment options. 1. Either enter an existing Purchase Order number in the PO field or enter a new PO. If the P O already exists; the detail information will populate the screen. When you are ready to print the PO, click on the Printer icon. Once you click the Printer icon the screen above will appear. 2. The first time you enter this screen RE-CLICK the Location ID to make sure you have selected the correct logo. 3. From the drop down box, select the logo for the appropriate company and select any of the optional fields you want to print 01 - Moroch, 03 - inspire!, 05 - NEXTMedia 4. Click the box to Save Settings Then click ALL of the boxes to print (see above). 5. To test, click the Print Preview button. You should see a prompt asking if you wish to open to view or save the PO. Page70

72 CELL PHONE POLICY This cell phone policy applies to any device that makes or receives phone calls, leaves messages, sends text messages, surfs the Internet, or downloads and allows for the reading of and responding to whether the device is Company-supplied or personally owned. Employees must adhere to all federal, state or local rules and regulations regarding the use of cell phones while driving. Accordingly, employees must not use cell phones if such conduct is prohibited by law, regulation or other ordinance. If you are not sure whether the use of a cell phone while driving is prohibited in a particular area, please check with the Human Resources Department. Regardless of the circumstances, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call. Employees should limit the use of hand held cell phones for business purposes while driving. Should an employee need to make a business call while driving, he/she should locate a lawfully designated area to park and make the call or use a hands-free speaking device such as a speakerphone/ earpiece. Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business uses are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs. Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will be subject to the highest forms of discipline, including termination. UNDER NO CIRCUMSTANCES is texting, ing or use of the internet permitted while driving on behalf of the employer or in an employer-owned or reimbursed vehicle. SOCIAL MEDIA POLICY At inspire!, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. This policy applies to all employees who work for inspire!. Guidelines In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with inspire!, as well as any other form of electronic communication. The same principles and guidelines found in inspire! policies and three basic beliefs (refer to page 72) apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects members, customers, suppliers, people who work on behalf of iinspire!, inspire!, NextMedia and their clients, to include inspire! legitimate business interests, may result in disciplinary action up to and including termination. Page71

73 The following applies to fellow employees, customers, members, competitors, suppliers or people who work on behalf of Moroch, inspire!, or NextMedia: Three Basic Beliefs for Activities Online Know and Follow the Rules Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination. Be Respectful Always be fair and courteous. Also, keep in mind that you are more likely to resolve work related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than positing complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or Company policy. Be Honest and Accurate Make sure you are always honest and accurate when posting information or news; and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that you know to be false. Post Only Appropriate and Respectful Content Maintain the confidentiality of inspire! trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential information. Be aware of your surroundings to ensure any photos taken in the workplace (or client meetings) do not include client proprietary, confidential content. Do not create a link from your blog, website or other social media networking site to a inspire! website without identifying yourself as a inspire! employee or one of its client representative. If unsure of your blog content and the applicability of the Social Media Policy, please contact Executive Management. Express only your personal opinions. Never represent yourself as a spokesperson for inspire! unless prior approval from Executive Management. If inspire! is a subject of the content you are creating, be clear and open about the fact that you are an employee and make it clear that your views do not represent those of inspire!, fellow employees, members, customers, suppliers or people working on the behalf of inspire!. If you do publish a blog or post online related to the work you do or subjects associated with inspire!, make it clear that you are not speaking on behalf of inspire!. It is best to include a disclaimer such as The postings on this site are my own and do not necessarily reflect the views of inspire!. Page72

74 Retaliation is Prohibited inspire! prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination. Media Contacts Employees should not speak to the media on inspire! behalf without contacting Executive Management. All media inquiries should be directed to them. For More Information If you have any questions or need further guidance, please contact the Human Resources Director. inspire! will not construe or apply this Social Media Policy in a manner that improperly interferes with or limits employees rights under the National Labor Relations Act. Page73

75 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM I hereby acknowledge that I have received a copy of the inspire! Employee Handbook as well as the policies, procedures and agreements listed below. I understand that it is my responsibility to read and comply with the policies contained in the supplied handbook and documents and any revisions to them. I understand that it is my responsibility to ask for details or clarification if I do not understand any of its contents. I understand that the employee handbook and policies and procedures provided in this packet are the property of inspire! and may not be replicated for any reason. In addition to the items listed in the Employee Handbook I acknowledge that I have received inspire! policies listed below and will adhere to the guidelines of these policies as well: Travel Policy Cell Phone Policy Social Media Policy I understand that it is my responsibility to abide by all inspire! rules and regulations as set forth in this handbook and/or rules and regulations that inspire! may otherwise establish at its sole discretion. I also understand that inspire! may change the contents of this handbook and its policies, procedures and practices at any time, with or without prior notice. These revisions will supersede or eliminate existing policies. The relationship between you and inspire! is referred to as "employment at will". This means that your employment can be terminated at any time for any reason, with or without cause, with or without notice, by you or the Company. No representative of the Company has authority to enter into any agreement contrary to the foregoing "employment at will relationship." Nothing contained in this handbook creates an express or implied contract of employment Employee Name (Printed) Employee Signature Date Phillip Denney Director of Human Resources Page74