EMPLOYEE HANDBOOK February 5, 2018 · This Handbook is intended to help Employees get acquainted...

EMPLOYEE HANDBOOK

February 5, 2018

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TABLE OF CONTENTS

INTRODUCTION AND DISCLAIMER ................................................................................................................ 4

EQUAL EMPLOYMENT OPPORTUNITY .......................................................................................................... 5

NATURE OF EMPLOYMENT ........................................................................................................................... 6

POLICY AGAINST HARASSMENT AND DISCRIMINATION ............................................................................... 6

ANTI-RETALIATION POLICY............................................................................................................................ 8

A RESPECTFUL WORKPLACE .......................................................................................................................... 9

IMMIGRATION LAW COMPLIANCE ............................................................................................................... 9

EMPLOYMENT ADMINISTRATION ............................................................................................................... 10

EMPLOYMENT CATEGORIES ........................................................................................................................ 11

OUTSIDE EMPLOYMENT .............................................................................................................................. 12

CONFLICTS OF INTEREST ............................................................................................................................. 12

HOURS OF WORK, BREAKS, OVERTIME AND PAYMENT OF WAGES ........................................................... 13

ADMINISTRATION OF WAGES ..................................................................................................................... 15

PERSONNEL FILES ........................................................................................................................................ 16

PERFORMANCE EVALUATION ..................................................................................................................... 17

OPEN DOOR POLICY .................................................................................................................................... 17

COMPANY PROPERTY, CONFIDENTIAL AND PROPRIETARY INFORMATION ............................................... 18

DRESS CODE STANDARDS ........................................................................................................................... 19

TERMINATION, DISCIPLINE AND RULES OF CONDUCT ............................................................................... 20

ELECTRONIC INFORMATION SYSTEMS POLICY ........................................................................................... 24

SOCIAL MEDIA CODE OF CONDUCT ............................................................................................................ 25

EMPLOYEE BENEFITS ................................................................................................................................... 27

PAID TIME OFF ............................................................................................................................................ 28

HOLIDAYS .................................................................................................................................................... 32

LEAVE OF ABSENCE ..................................................................................................................................... 32

BENEFITS CONTINUATION (COBRA) ............................................................................................................ 36

SECURITY ..................................................................................................................................................... 37

PERSONAL PROPERTY ................................................................................................................................. 37

FIRE AND EMERGENCY PROCEDURES ......................................................................................................... 37

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SMOKING .................................................................................................................................................... 37

POLICY CONCERNING VIOLENCE IN THE WORKPLACE ................................................................................ 37

SUBSTANCE ABUSE ..................................................................................................................................... 39

INSPECTIONS, SEARCHES AND MONITORING ON COMPANY PREMISES .................................................... 41

GOVERNMENT INVESTIGATIONS ................................................................................................................ 42

RETURN OF PROPERTY ................................................................................................................................ 42

COMMUNICATING WITH THE MEDIA ......................................................................................................... 42

INCLEMENT WEATHER ................................................................................................................................ 42

ACKNOWLEDGEMENT OF RECEIPT OF POLICIES AGAINST HARASSMENT, ................................................. 43

ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK ................................................................. 44

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INTRODUCTION AND DISCLAIMER

This Handbook is intended to help Employees get acquainted with KR Wolfe, Inc. (“Company”). It

describes, in general terms, some of our employment guidelines. We hope that it will serve as a useful

reference document for Employees throughout their employment at the Company. To obtain information

regarding specific employment policies or procedures, whether or not they are referred to in this

Handbook, Employees should contact the Human Resources Department.

Employees should understand that the Handbook is not intended to be a contract (express or implied)

of employment, nor does it intend to otherwise create any legally enforceable obligations on the part

of the Company or its Employees.

In addition, employment with the Company is expressly declared to be “at will.” This means that any

Employee has the right to terminate his or her employment at any time, with or without cause, and that

the Company has the right to terminate any Employee’s employment at any time, with or without cause.

Any written or oral promises or representations to the contrary are expressly disavowed and should not

be relied upon by an Employee. No person other than the President of the Company has the authority to

enter into an agreement contrary to this statement. To be valid, such agreement must be specific, in

writing and signed by the President of the Company.

This Handbook supersedes and replaces all previous personnel policies, practices, and guidelines. Because

the Company is a growing and changing organization, it reserves full discretion to add to, modify, or delete

provisions of this Handbook, or the policies and procedures on which they may be based, at any time

without advance notice. For this reason, we urge Employees to check with Human Resources to obtain

current information regarding the status of any particular policy, procedure, or practice. This Handbook

is the property of the Company, and is intended for personal use and reference by Employees of the

Company during their employment with the Company. Circulation of this Handbook outside of the

Company requires the prior written approval of Management or Human Resources. Any violation of any

of the policies in this Handbook may result in disciplinary action, up to and including termination of

employment.

Because every employment situation is unique, the Company’s policies must have flexibility. However,

only Management or Human Resources will make final interpretation of and any exception to, the

Company’s policies and practices. Because our goal is to treat our Employees fairly, the Company may

modify the policies summarized herein on those occasions when it determines that particular

circumstances warrant individualized consideration.

The Company operates in a variety of locations and jurisdictions. To the extent that any provision in this

Handbook conflicts with a federal, state or local law to which the Company is subject, the Company will

comply with the applicable law.

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Our Company is on a QUEST and founded on our commitment to uphold our values. We value Quality,

Understanding and Caring, Exceptional Service, SPIRIT and Trust and Integrity. The KR Wolfe SPIRIT means

Spreading Positivity, Initiating Relationships, Inspiring Teamwork. Upholding these commitments is

essential to our continued success. The ethical principles, values, standards, and laws that guide our

conduct are taken seriously and consider its enforcement to be among our highest priorities. We also

acknowledge that it is sometimes difficult to know right from wrong. That is why we encourage open

communication. When in doubt, please ask Management or Human Resources for more guidance.

Employees must sign and date certain acknowledgment forms. These acknowledgements will provide the

Company with a record that each Employee has received the Handbook, and is accountable for knowing

and abiding by the information and policies contained herein.

EQUAL EMPLOYMENT OPPORTUNITY

It is the Company’s policy to provide equal employment opportunity for all applicants and Employees. The

Company does not unlawfully discriminate on the basis of race, color, religion, sex (including pregnancy,

childbirth or related medical conditions), national origin, ancestry, age, physical disability, mental

disability, perceived disability, medical condition, genetic characteristics, family care status, veteran or

military status, marital status, registered domestic partner or civil union status, sexual orientation, gender,

gender identity or expression, or any other characteristic protected by law. The Company also will make

reasonable accommodations for qualified individuals with known disabilities unless doing so would result

in an undue hardship. This policy governs all aspects of employment including: recruiting, hiring, job

assignment, access to training, promotion, compensation, access to benefits, transfers, discipline and

termination, layoffs, recalls, Company-sponsored educational, social, and recreational programs, as

applicable, and use of all Company facilities.

Furthermore, the Company prohibits the harassment of any individual on any of the basis listed above

and all others protected by law. For information about the types of conduct that constitute impermissible

harassment, or the Company’s internal procedures for addressing complaints of harassment, please refer

to the Company’s "Policy Against Harassment" set forth in this Handbook. This policy governs all aspects

of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfer, and

social and recreational programs. It is the responsibility of every manager and Employee to

conscientiously follow this policy.

Employees with questions or concerns about any perceived violation of this policy in the workplace are

encouraged to immediately bring these issues to the attention of Management or Human Resources.

Employees may raise concerns and make reports without fear of reprisal.

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NATURE OF EMPLOYMENT

All employment at the Company is “at will.” This means that employment with the Company is voluntarily

entered into, and the Employee is free to resign at will at any time, with or without cause. Similarly, the

Company may terminate the employment relationship at will at any time, with or without cause.

Employees also may be demoted or disciplined and the terms of their employment may be altered at any

time, with or without cause, at the discretion of the Company. To the extent that an individual Employee's

employment is covered by a signed written employment agreement, the terms and conditions of such

employment agreement will supersede any conflicting policies contained in this Handbook.

The policies set forth in this Handbook are not intended to create a contract of continued employment

between the Company and any of its Employees.

The provisions of the Handbook have been developed at the discretion of Management and Human

Resources and may be amended or cancelled at any time, at the Company’s sole discretion. These

provisions supersede all existing policies and practices and may not be amended or added to without the

express written approval of Management or Human Resources.

POLICY AGAINST HARASSMENT AND DISCRIMINATION

The Company is committed to providing a workplace free of sexual or other unlawful harassment and

discrimination (which includes but is not limited to harassment or discrimination based on gender,

pregnancy, childbirth, or related medical conditions), as well as unlawful harassment or discrimination

based on such factors as race, color, religion, sex, national origin, ancestry, age, physical disability, mental

disability, perceived disability, medical condition, genetic characteristics, family care leave status, veteran

or military status, marital status, registered domestic partner or civil union status, sexual orientation,

gender, gender identity or expression, or any other characteristic protected by law. The Company strongly

disapproves of and will not tolerate harassment or discrimination of Employees by managers, supervisors,

or co-workers. Similarly, the Company will not tolerate harassment or discrimination by its Employees or

non-Employees with whom Employees have a business, service, or professional relationship. The

Company also will take appropriate corrective action to protect Employees from unlawful harassment and

discrimination by non-Employees in the workplace.

Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive, or hostile

working environment. Such conduct constitutes harassment when (1) submission to the conduct is made

either an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used

as the basis for an employment decision; or (3) the harassment interferes with an Employee's work

performance or creates an intimidating, hostile, or offensive work environment.

Harassing conduct can take many forms, subtle and not so subtle, and includes, but is not limited to, slurs,

jokes, statements, gestures, pictures, or cartoons regarding an Employee's sex, race, color, religion,

national origin, ancestry, age, physical disability, mental disability, perceived disability, medical condition,

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genetic characteristics, family care leave status, veteran or military status, marital status, registered

domestic partner or civil union status, sexual orientation, gender, gender identity or expression, or any

other characteristic protected by law (hereafter referred to as “protected characteristic”).

Harassment includes:

• Telling jokes which explicitly or implicitly belittle protected characteristic(s) of an individual or

group;

• Making verbal or physical innuendos which explicitly or implicitly belittle an individual or group’s

protected characteristic(s);

• Verbal or physical conduct of a sexual nature, including without limitation conduct that expressly

or implicitly constitutes a sexual advance or a request for sexual acts or favors;

• Making verbal or physical conduct of a sexual nature, or the refusal to engage in such conduct,

the basis of any employment decision or a condition of an individual’s continued employment;

• Taking or failing to take a personnel action (e.g. firing, demoting, failing to promote) in reprisal

for an Employee’s rejecting or reporting such conduct;

• Failing to take appropriate action in response to an Employee’s reporting such conduct (e.g. failing

to investigate charges);

• Creating an intimidating, hostile, humiliating or offensive work environment by means of verbal

or physical conduct of a harassing nature;

• Subjecting others to obscenity or offensive language (this might include displaying offensive or

sexually suggestive photographs, objects, pictures, cartoons, graffiti, e-mail, video etc., using

offensive language in situations where others are certain to hear it, etc.);

• Graphic commentary about an individual’s body, sexual prowess or sexual deficiencies; or leering,

whistling, touching, pinching, or assault.

All such harassment, regardless of form, is a violation of the Company’s policies, and also may subject the

harasser to personal liability for any such unlawful conduct under state or federal law. This policy governs

all aspects of employment including: recruiting, hiring, job assignment, access to training, promotion,

compensation, access to benefits, transfers, discipline and termination, layoffs, recalls, Company-

sponsored educational, social, and recreational programs, as applicable, and use of all Company facilities.

Any incident of harassment or discrimination, including work-related harassment by any Company

personnel or any other person, should be reported promptly to the Employee's supervisor or to

Management or Human Resources. Managers who receive complaints or who observe harassing or

discriminatory conduct must immediately inform Human Resources. The Company emphasizes that an

Employee is not required to complain first to his or her supervisor. Prompt reporting of any harassing or

discriminatory conduct enables the Company to respond rapidly and take appropriate action, and helps

the Company maintain an environment free of unlawful harassment and discrimination for all Employees.

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Every reported complaint of harassment or discrimination will be investigated thoroughly, promptly, and

in a confidential manner, wherever possible, by impartial, qualified personnel. The Company will not

reveal the names of participants, the facts of an investigation, or any written information regarding an

investigation to anyone not directly involved in the investigation, to the extent possible. The complaint

process will be documented and tracked for reasonable progress and will be closed in a timely manner.

Appropriate options for remedial actions and resolutions will be considered.

Upon completion of the investigation, the Company will communicate its findings and intended actions

to the complainant and to the person accused of harassment or discrimination as expeditiously as

possible. If the investigator finds that misconduct occurred, appropriate instructive and/or disciplinary

measures will be taken. In the case of Company Employees, disciplinary action for a violation of this policy

may range from verbal or written warnings up to and including immediate termination, depending upon

the circumstances. With regard to acts of misconduct by clients or vendors, corrective action will be taken

after consultation with the appropriate management personnel. If the investigator concludes that an

Employee has knowingly made a false accusation or otherwise acted in bad faith, the Company will take

appropriate disciplinary action.

The Company will not tolerate retaliation against any Employee for cooperating in an investigation or for

making a complaint to any manager or Human Resources. Retaliation means any discrimination or adverse

action, such as intimidation, threats or coercion, taken against any Employee because he or she complains

of harassment or discrimination or assists in an investigation of any allegation of harassment or

discrimination. Retaliation itself is a serious violation of this policy and should be reported immediately.

Any person who engages in retaliatory conduct will be subject to discipline, up to and including

termination, and subject to the Anti-Retaliation Policy set forth below.

Federal and state government agencies are responsible for enforcement of employment discrimination

laws in the jurisdictions where the Company offices are located. Employees may check the local telephone

directory or internet for state and federal government listings.

ANTI-RETALIATION POLICY

The Company encourages its Employees to make good faith disclosures of any Company related or

Employee misconduct. The Company prohibits retaliation against Employees who have opposed unlawful

harassment or discrimination of any kind, whether based on race, color, religion, sex (including pregnancy,

childbirth or related medical conditions), national origin, ancestry, age, physical disability, mental

disability, perceived disability, medical condition, genetic characteristics, family care leave status, veteran

or military status, marital status, registered domestic partner or civil union status, sexual orientation,

gender, gender identity or expression, or any other characteristic protected by law. The Company also

prohibits retaliation regardless of how the Employee objected to the harassment or discrimination -

whether by raising a concern internally or by participating in an investigation of a complaint. Employees

will not be retaliated against even if their complaints are proven unfounded by an investigation, unless

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the Employee knowingly made a false allegation or otherwise acted in bad faith. Employees should

participate in good faith in any Company investigation.

Examples of retaliatory acts include, but are not limited to:

• Employment actions such as termination, refusal to hire, demotion and denial of promotion.

• Other actions affecting employment such as threats, unjustified negative evaluations,

refusal to interact with an Employee which hinders that Employee’s ability to perform his/her job

duties.

• Any other action such as an assault or unfounded civil or criminal charges that are likely to deter

reasonable people from pursuing their rights.

Adverse actions do not include petty slights and annoyances, such as stray negative comments in an

otherwise positive or neutral evaluation, or negative comments that are justified by an Employee's poor

work performance or history.

To report claims of retaliation, please contact Management or Human Resources at [email protected].

Complaints will be promptly, thoroughly and fairly investigated by qualified personnel. Wherever possible,

confidentiality will be maintained. The complaint process will be documented and tracked for reasonable

progress and will be closed in a timely manner. Appropriate options for remedial actions and resolutions

will be considered. If at the end of the investigation misconduct is found, appropriate remedial measures

will be taken.

A RESPECTFUL WORKPLACE

The Company is committed to providing a respectful and professional work environment. In order to

achieve this goal, we ask that our Employees refrain from using foul language. Further, we ask you to

speak to each other, other professionals, and to vendors and clients in a courteous and respectful manner.

Verbal abuse will not be tolerated. You should also refrain from yelling and shouting at colleagues or

clients in accordance with these guidelines. Finally, professional reputations are important assets, and the

Company does not permit maliciously false or slanderous remarks to be made by one Employee about

another. Nothing in this policy is intended to prohibit or discourage speech protected by the National

Labor Relations Act.

IMMIGRATION LAW COMPLIANCE

The Company is committed to employing only United States citizens and aliens who are authorized to

work in the United States, and does not unlawfully discriminate on the basis of citizenship or national

origin.

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In compliance with the Immigration Reform and Control Act of 1986 and the Immigration Act of 1990, as

amended, each new Employee, as a condition of employment, must complete the Employment Eligibility

Verification Form I-9 and present proper documentation establishing identity and employment eligibility.

Such documentation must be presented by the Employee within three (3) business days worked or within

twenty-one (21) days if proof is presented that an application has been made to the appropriate agency

for documentation. Failure to provide I-9 documentation in the prescribed timeframes can result in

termination of employment with the Company. Former Employees who are rehired must complete a new

Form I-9.

Employees with questions or seeking more information on immigration law issues are encouraged to

contact Human Resources. Employees may raise questions or complaints about immigration law

compliance without fear of reprisal.

EMPLOYMENT ADMINISTRATION

As a general rule, all Employees must be at least 18 years of age and may be asked to provide proof of

age. Minors will be employed only as an exception to this rule, and each such employment shall be subject

to the provisions of the applicable state laws. The Company will generally not employ minors under the

age of 16 years.

The Company relies upon the accuracy of information contained in the employment application, as well

as the accuracy of other data presented throughout the hiring process and employment. Any

misrepresentations, falsifications or material omissions in any of this information or data may result in

the Company’s exclusion of the individual from further consideration for employment or, if the person

has been hired, termination of employment.

Employment Verification and Reference Checks

To ensure that individuals who join the Company are well qualified and have a strong potential to be

productive and successful, the Company will check the employment reference(s) of final applicants before

hiring.

Human Resources will respond to reference check and employment verification inquiries from outside

parties. Responses to such inquiries will confirm dates of employment, position(s) held and final

salary/wage rate as applicable by law. No additional compensation information will be released without

a written authorization and release signed by the individual who is the subject of the inquiry. The Company

will provide more comprehensive references only in very limited circumstances, including when requested

for internship or residency programs.

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EMPLOYMENT CATEGORIES

It is the intent of the Company to clarify the definitions of employment classifications so that Employees

understand their employment status and benefit eligibility.

Each Employee is designated as either NONEXEMPT or EXEMPT from federal, state and local minimum

wage and overtime laws. NONEXEMPT Employees are entitled to minimum wage and overtime pay under

the specific provisions of federal, state and local laws. EXEMPT Employees are not subject to the minimum

wage and overtime laws.

In addition to the above categories, each Employee will belong to one other employment category:

Full-Time

Full-time Employees are those who are regularly scheduled to work an average of 30 hours or more per

each weekly pay period and are designated as full-time at time of hire or converted to full-time status by

the Company. Generally, they are eligible for the Company’s benefit package, subject to the terms,

conditions, and limitations of each benefit program; provided however that failure to work an average of

30 hours weekly during a calendar year may render Employee ineligible for benefits.

Part-Time

Part-time Employees are those who are regularly scheduled to work less than an average of 30 hours per

weekly pay period. Part-time Employees receive all legally mandated benefits (such as Social Security,

Medicare, State Disability Insurance and workers' compensation insurance). Part-time Employees are not

eligible for paid time off, holiday pay or health insurance benefits unless required by state or local law.

Part-time Employees should check with Human Resources regarding their eligibility for any other

Company benefit programs.

Rehires

Rehired employees are those who have performed services for the Company previously as an Employee,

separated from the Company, and have been hired again as an Employee. Employees who are rehired

within 30 days of their separation date will be reinstated with the same seniority, paid time off accrual,

and benefits. Employees who are rehired after being separated for the Company for more than 30 days

will be treated as a new hire, thus starting their seniority over and having to satisfy eligibility periods for

paid time off, benefits, etc., to the extent permitted by law.

Employee Status Changes

If an Employee’s hours have increased or decreased on a regular basis and Employee believes that his/her

status should be reevaluated, Employee should contact Human Resources.

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OUTSIDE EMPLOYMENT

An Employee may hold a job with another organization as long as he or she satisfactorily performs his or

her job responsibilities with the Company. Employees should consider the impact that outside

employment may have on their health and physical endurance. All Employees will be judged by the same

performance standards and will be subject to the Company’s scheduling demands, regardless of any

existing outside work requirements.

If an Employee wishes to engage in outside employment that creates a conflict or potential conflict of

interest with his or her work at the Company, then the Employee must disclose such employment or

intention to engage in such employment and obtain prior written approval from his or her immediate

supervisor. The materials, products, designs, plans, ideas, and data of the Company are the property of

the Company and must never be given to any competitor, supplier, client, or other outside party except

through normal channels and with appropriate authorization. Any improper transfer of material or

disclosure of information, even though it is not apparent that an Employee has personally gained by such

action, constitutes unacceptable conduct, and a potential breach of the Company’s Confidential

Information Policy.

If the Company determines that an Employee's outside employment presents a conflict of interest (as

defined by the “Conflict of Interest” policy set forth below), the Employee may be asked to terminate the

outside employment if he or she wishes to remain with the Company. Outside employment will present a

conflict of interest if it has an actual or potential adverse impact on the Company. Employees may not

receive any income or material gain from a third party for materials produced or services rendered while

performing work for the Company or while using Company equipment.

CONFLICTS OF INTEREST

Employees are expected to devote their best efforts and attention to the performance of their jobs. They

are expected to use good judgment, to adhere to high ethical standards and to avoid situations that create

an actual or potential conflict between the Employee's personal interests and the business interests of

the Company. A conflict of interest exists where the Employee's loyalties or actions are divided between

the Company’s business interests and those of another, such as a competitor, supplier, client or personal

interest. Both the fact and the appearance of a conflict of interest should be avoided. Employees unsure

as to whether a certain transaction, activity, or relationship constitutes a conflict of interest should discuss

it with their immediate supervisor for clarification. Any exceptions to this guideline must be approved in

writing by the or Executive team of the Company.

While it is not feasible to describe all possible conflicts of interest that could develop, some of the more

common conflicts, from which Employees should refrain, include the following:

• Accepting personal gifts or entertainment from competitors, clients, suppliers, or potential

suppliers;

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• Working for a competitor, supplier, or customer;

• Promoting the services of a competitor, supplier or client;

• Engaging in self-employment in competition with the Company;

• Using proprietary or confidential Company information (as defined in the Company’s policy on

Proprietary and Confidential Information) for personal gain or to the Company’s detriment;

• Having a significant direct or indirect financial interest in or relationship with a direct report or

immediate supervisor, competitor, client, or supplier (See Code of Business Conduct and Ethics

for more details);

• Using the Company’s assets or labor for personal use;

• Acquiring any interest in property or assets of any kind for the purpose of selling or leasing it to

the Company; or

• Committing the Company to give its financial or other support to any outside activity or

organization.

If an Employee or the Employee's relative (defined as someone related by blood, marriage, or adoption,

or whose relationship with the Employee is similar to that of persons who are related by blood, adoption

or marriage) has a financial or employment relationship with a competitor, customer, supplier, or

potential supplier, the Employee must disclose this fact in writing to Human Resources. Employees should

be aware that if they enter into a personal relationship with an Employee of a competitor, supplier, or

client, or if an Employee seeks to hire a relative, a conflict of interest may result, which requires full

disclosure to the Company.

HOURS OF WORK, BREAKS, OVERTIME AND PAYMENT OF WAGES

Hours of Work

Due to the nature of the Company’s business, an Employee's workday shall be based upon job position

and business requirements. Generally, the Company’s operating hours are 24 hours a day, 7 days a week

and standard office hours are 8:00 a.m. to 4:00 p.m., Monday through Friday.

Meal and Rest Breaks

All nonexempt Employees are provided a minimum of one 30-minute, unpaid meal break and two 10-

minute paid rest breaks to be taken each day, as required by law. Employees are relieved of all work duties

during their meal and rest breaks. Employees are responsible for taking their scheduled breaks. Employees

are also responsible for alerting Human Resources if they are unable to take their full, uninterrupted

breaks due to business needs or for any other reason.

Violations of meal and rest breaks, including unauthorized or excessive breaks, will be subject to

disciplinary action.

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It is the Company’s policy to comply with state and federal laws regarding meal and rests breaks. If you

have any questions, concerns, or believe you are not receiving breaks to which you are entitled, contact

Human Resources immediately.

Lactation Breaks

The Company will accommodate an Employee who wishes to express breast milk during her work day

when separated from her baby. Any Employee who is breast feeding her child will be provided with

reasonable breaks to express breastmilk.

The Company will designate appropriate space for this purpose. Nursing mothers should contact Human

Resources to determine the designated location to express breastmilk. Nonexempt Employees can use

their regular rest breaks for this purpose. Employees who need a different time or additional time should

make arrangements with Human Resources. Regular rest break time used for expressing breast milk will

be paid, but where additional time off is provided as special accommodation, that time may be unpaid.

The Company will also comply with any additional state law requirements. If you have any questions or

concerns, please contact Human Resources.

Overtime Definition and Rates of Pay

Unless otherwise provided, when operating requirements or other needs cannot be met during regular

working hours, employees may be asked to work overtime hours. Nonexempt Employees will be paid a

premium rate for overtime hours worked in accordance with applicable federal, state and local laws.

Overtime work must always be approved before it is performed. Failure to obtain prior approval can lead

to disciplinary action up to and including termination.

Overtime will be computed based on actual minutes worked and reported. Only those hours that are

actually worked are added together to determine an Employee’s overtime pay. Employees must

accurately report all hours worked. Paid time off shall not count in determining an Employee’s overtime

pay.

Workweek

Unless otherwise provided, the workweek on which overtime calculations will be based begins each

Monday at midnight (12:00 a.m.) and ends the next Sunday at 11:59 p.m.

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Work Schedules

The Company’s business is a seven day a week schedule. Work schedules for Employees vary throughout

our organization. The Company will advise Employees of their individual work schedules. Staffing needs

and operational demands may necessitate variations in starting and ending times, as well as variations in

the total hours that may be scheduled each day and week. Additionally, schedule needs may change with

little or no notice. Although we will try to accommodate Employee preferences when scheduling, business

needs come first, and Employees are not guaranteed a specific schedule for any period of time. For

instance, Employees may be required to take PTO during a time that is convenient to the Company. In

addition, the Company complies with applicable state, federal or local ordinances.

Alternative Work Schedules

Where adopted, Employees may have alternative workweek schedules. Overtime for alternative

workweek schedules is paid in accordance with applicable state laws and regulations. Employees should

consult with Human Resources regarding this program. Alternative workweek schedules must be

approved by Human Resources prior to implementation.

ADMINISTRATION OF WAGES

Regular Pay Days

Employees are paid weekly on Fridays unless state law requires otherwise. Employees’ worked time must

be completed, reported, approved and submitted prior to payroll processing. Paychecks will be distributed

each payday. Employees will have the option of receiving their paycheck electronically via direct deposit,

or by paper check.

Payment on Resignation or Termination

The Employee’s final paycheck will be paid in accordance and compliance with applicable state and federal

law and regulations.

Employee Advances

It is the Company’s policy not to advance Employee salaries, wages, or other benefits.

Timekeeping

Accurately recording all time worked is the responsibility of every nonexempt Employee. Federal and state

laws require the Company to keep an accurate record of time worked in order to calculate Employee pay

and benefits. Time worked for nonexempt Employees is calculated based on the time the Employee is

clocked into the Company’s timekeeping system. “Off-the-clock” work is expressly prohibited.

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Non-exempt Employees should accurately record the time they begin and end their work, as well as the

beginning and ending time of each meal period. They should also record the beginning and ending time

of any split shift or departure from work for personal reasons. Employees are prohibited from reporting

time for one another. All non-exempt Employees need to review their electronic timesheet record. This

will ensure timely and accurate paychecks. It is the Employees’ responsibility to report any errors, missed

or incorrect times as well as missing approved PTO or regular or other hours to Payroll immediately.

Employees with continued patterns of missed or incorrect times will be subject to disciplinary action.

Altering, falsifying, tampering with time records, or recording time on another Employee's time record is

prohibited.

Pay Deductions

The Company adheres to all applicable federal, state, and local tax deductions required by law. If you have

questions concerning why deductions were made from your paycheck or how they were calculated,

contact Human Resources.

Administrative Pay Corrections

The Company 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 payday.

In the event that there is an error in the amount of pay, the Employee is required to immediately bring

the discrepancy to the attention of Payroll, so that corrections can be made as quickly as possible.

PERSONNEL FILES

The Company keeps a personnel file on each Employee. The Employee’s personnel file is maintained at

the Company’s corporate office or as required by law. The information in the Employee's personnel file is

permanent and confidential, and must be kept up-to-date.

Personnel files are the property of the Company, and access to the information they contain is restricted.

Generally, only Management and Human Resources who have a legitimate reason to review information

in a personnel file are allowed to do so. Personnel files may not be removed from the Company’s premises.

No personal information about an Employee will be given to an outside source without the Employee’s

written consent, except as required by law. Employees will have access to their own personnel files upon

written request to Human Resources and consistent with applicable state law.

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Personnel Data Changes

Personal information such as an Employee’s name, personal mailing address, e-mail address, telephone

number, marital status, immigration status, emergency contacts and other such changes regarding each

Employee should be accurate and current at all times. It is the responsibility of each Employee to promptly

notify the Company of any changes in personnel data. Employees must report these changes to Human

Resources.

PERFORMANCE EVALUATION

Managers and Employees are strongly encouraged to discuss job performance and goals on an informal,

day-to-day basis. Formal performance evaluations are usually conducted annually in order to provide both

Managers and Employees the opportunity to discuss job tasks, identify opportunities for improvement

and development, encourage and recognize strengths, and discuss positive, purposeful approaches for

meeting goals. Neither comments made in the context of a written or oral performance evaluation, nor

employment actions taken as a result of a written or oral performance evaluation, shall in any way alter

the at-will nature of the Employee's employment with the Company.

OPEN DOOR POLICY

The Company has an Open Door Policy that encourages Employee participation in decisions affecting them

and their daily professional responsibilities. Employees who have job-related concerns or complaints are

encouraged to talk them over with Human Resources or other management representative of their

choice. The Company believes that Employee concerns are best addressed through this type of informal

and open communication.

Employees are encouraged to raise their work-related concerns with Human Resources or other

management representative of their choice as soon as possible after the events that cause the concern.

Employees are further encouraged to pursue discussion of their work-related concerns until the matter is

fully resolved. Although the Company cannot guarantee that in each instance the Employee will be

satisfied with the result, the Company will attempt in each instance to explain the result to the Employee

if the Employee is not satisfied. Any adverse actions to another Employee will be kept confidential when

practical. The Company will also attempt to keep all such expressions of concern, the results of its

investigation, and the terms of the resolution confidential, to the extent possible. In the course of

investigating and resolving the matter, however, some dissemination of information to others may be

appropriate or required by law. No Employee will be disciplined or otherwise penalized for raising a good

faith concern.

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COMPANY PROPERTY, CONFIDENTIAL AND PROPRIETARY INFORMATION

The security of Company property is of vital importance to the Company. Company property includes not

only tangible property, like desks and equipment, but also intangible property such as information and

ideas. All Employees share responsibility to ensure that proper security is maintained.

Proprietary and Confidential Information

Given the nature of the Company’s business, protecting Proprietary and Confidential Information is

of vital concern to the Company. This information is one of the most important assets of the Company. It

enhances the Company’s opportunities for future growth, and indirectly adds to the job security of all

Employees. “Proprietary and Confidential Information” includes Company information that is not known

generally to the public or to the industry or that is the subject of efforts by the Company to maintain its

secrecy, such as actual or prospective client lists, actual or prospective client files, personnel files,

Company financial and marketing data (including information related to Company revenues and

expenses), business plans, business correspondence, process descriptions, computer programs, training,

policy and procedure manuals, research plans, formulas, and trade secrets.

Employees' Obligations

Employees must not use or disclose any Proprietary or Confidential Information that they obtain during

employment with the Company, except as required by their jobs. This obligation remains with the

Employee even after his or her employment relationship with the Company ends. If an Employee is in a

position that gives him or her access to particularly sensitive information, the Employee may be required

to sign a written non-disclosure agreement.

Employees who are exposed to Proprietary or Confidential Information may not use such information for

their own direct or indirect personal gain, nor for the gain of any other party, either during or after their

employment with the Company. No Employee shall be held criminally or civilly liable under any federal

or state trade secret law for the disclosure of a trade secret that is made either (i) in confidence to a

federal, state, or local government official, either directly or indirectly, or to an attorney; and (ii) solely for

the purpose of reporting or investigating a suspected violation of law. In addition, no Employee shall be

held criminally or civilly liable for the disclosure of a trade secret in a complaint or other document filed

in a lawsuit or other proceeding, if such filing is made under seal. An individual who files a lawsuit for

retaliation by an employer for reporting a suspected violation of law may disclose the trade secret to his

or her attorney and use the trade secret information in the court proceeding if the individual files any

document containing the trade secret under seal and does not disclose the trade secret, except pursuant

to court order.

Upon termination of employment, whether voluntary or involuntary, all Company documents, computer

records, and other tangible Company property in the Employee's possession or control must be returned

to the Company prior to the Employee's departure from the Company.

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If the Employee has any question regarding whether or not confidentiality will be breached in any

particular situation, the Employee should consult his or her supervisor, and should always use

conservative judgment and err on the side of non-disclosure. Failure to adhere to Company policies

regarding proprietary and Confidential Information will be considered grounds for discipline, up to and

including dismissal.

DRESS CODE STANDARDS

We expect our Employees to project a professional image for our customers, vendors, and visitors and

because all clothing may not be suitable for the workplace, these guidelines will help you determine what

is generally acceptable as appropriate attire. This guideline is not all-inclusive and is open to change at

Management and Human Resources discretion.

The Company Dress Code and Grooming Standards are:

• Employees must show up to work in a clean, well-groomed manner.

• Clothing should be clean, pressed, and not wrinkled.

• Clothing should fit appropriately, not too tight, not too revealing or too baggy.

• Clothing should not be torn or frayed.

• Clothing should not contain any words, terms or pictures that may be threatening or offensive to

others.

• Hair should be neat and clean.

• Beards and mustaches are acceptable, but should be neatly trimmed.

• Tattoos must be covered and not visible to the customer.

• Facial piercings and large body holes, including gage ear piercings, are not acceptable.

• Employees must maintain high standards of personal hygiene; please be considerate of those

around you.

• Field employees are required to adhere to the following dress code at every work site (technicians

are required to bring Personal Protective Equipment (“PPE”) to all job sites, however if the job

site does not require upon arrival, technicians may choose to wear an appropriate alternative):

o Company-provided branded shirts

o Company-provided PPE, including safety vest and hard hat

o Work pants (e.g. khaki colored, Dickie’s style work pants)

o PPE including safety goggles and steel-toed work boots

o All headgear and hats (other than for religious purposes) are unacceptable

No dress code can cover all contingencies, so Employees must exert a certain amount of judgment in their

choice of clothing to wear to work. If there is uncertainty about acceptable attire for work, Employees

should contact their supervisor or Human Resources as standards may vary by department depending on

safety or workplace conditions. It is the direct responsibility of Management and Human Resources to

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ensure that the dress code is enforced. Human Resources has discretion to modify the dress code

according to the standards it deems appropriate in a particular department or location. Employees who

are inappropriately dressed or groomed may be sent home to achieve a professionally acceptable

appearance and will not be compensated for time away from work and/or subject to disciplinary action.

TERMINATION, DISCIPLINE AND RULES OF CONDUCT

Termination

At the time of termination for any reason, Employees are expected to return all Company-furnished

property, such as uniforms, tools, equipment, keys, credit cards, documents, and handbooks. Employees

who have outstanding debts or unapproved expenses must remit in full all monies owed or get approval

of a repayment plan. Collection action will be taken for failure to bring balance to zero, to the extent

permitted by law. Employees who leave the Company may be asked to participate in an exit interview.

This interview is intended to permit terminating Employees the opportunity to communicate their views

regarding their work with the Company, including job duties, job training, job supervision, job benefits,

and reasons for departure from the Company.

Voluntary Termination

The Company will consider an Employee to have voluntarily terminated his or her employment if an

Employee does any of the following:

• Elects to resign from the Company (the Company requests that you provide at least two (2) weeks’

written notice in advance of your departure date);

• Abandons his/her job by failing to return from an approved leave of absence on the date specified

by the Company; or

• Abandons his/her job by failing to report for work to the Company for three (3) consecutive shifts

without prior proper notice or authorization, which means failing to use the method of

communication chosen by Employee’s supervisor for calling out of work, to the extent permitted

by law.

Involuntary Termination

An Employee may be terminated involuntarily for reasons that may include, but are not limited to, poor

performance, misconduct, or other violations of any of the Company’s policies or rules of conduct as set

forth below or discussed elsewhere in this Handbook, or as set forth by Human Resources. This policy

does not impact or alter any Employee’s at-will employment status.

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Discipline and Rules of Conduct

Employees are expected to observe certain standards of job performance and good conduct, including

but not limited to the behavior described in the Company’s QUEST values. When performance or conduct

does not meet Company standards, the Company will endeavor, when it deems appropriate, to provide

the Employee a reasonable opportunity to correct the deficiency. If, however, the Employee fails to make

the correction, he or she will be subject to discipline, up to and including termination.

The rules set forth below are intended to provide Employees with fair notice of what is expected of them.

However, such rules cannot identify every type of unacceptable conduct and performance. The following

list of factors is intended to set out certain limited examples and is not intended to be exclusive. Therefore,

Employees should be aware that conduct not specifically listed below but which adversely affects or is

otherwise detrimental to the interests of the Company, other Employees, or clients may also result in

disciplinary action at the sole discretion of the Company and to the extent permitted by law.

Job Performance

Employees may be disciplined for poor job performance, including but not limited to the following:

• Unsatisfactory work quality or quantity

• Poor attitude in the performance of work (for example, rudeness, insubordination, failure to treat

customers and coworkers with respect, and lack of cooperation)

• Excessive absenteeism, tardiness, or abuse of rest break and meal break privileges, to the extent

permitted by law

• Failure to follow established safety regulations

Misconduct

Employees may be disciplined for misconduct, including but not limited to the following:

• Dishonesty

• Theft

• Misusing or destroying Company or customer property or the property of another on Company

premises

• Violating conflict of interest rules

• Violating the Company’s QUEST values

• Disclosing or using Confidential or Proprietary Information (as defined in the Company’s policy on

Proprietary and Confidential Information) without authorization

• Falsifying or altering Company records, including but not limited to the application for

employment, timekeeping records, or expense reports

• Interfering with the work performance of others

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• Altercations, whether verbal or physical

• Harassing, including sexually harassing, Employees, suppliers or customers

• Being under the influence of, using or possessing alcohol or illegal substances, or being under the

influence of any prescription or non-prescription drugs that impair an Employee’s fitness for duty,

on Company premises or while conducting Company business

• Gambling on Company or customer premises or while conducting Company business

• Sleeping on the job or leaving the job without authorization

• Possessing a firearm or other dangerous weapon on Company premises or while conducting

Company business

• Violence or threatening violence against any Employee or customer

• Engaging in behavior on or off-duty that raises a threat to the safety or wellbeing of the Company,

its Employees, customers or property

• Being convicted of a crime that indicates unfitness for the job or raises a threat to the safety or

well-being of the Company, its Employees, customers, or property

• Violation of any Company policies or procedures

Nothing in this Handbook is intended to prohibit or discourage speech or other conduct protected by the

National Labor Relations Act.

Attendance

In addition to the general rules stated above, Employees may be disciplined for failing to observe the

following specific requirements relating to attendance, to the extent permitted by law:

• Reporting to work on time, observing the time limits for rest and meal periods, and obtaining

approval to leave work early.

• Taking required off-duty meal periods and rest periods (except when approved by Human

Resources) or notifying Management or Human Resources in advance of anticipated tardiness or

absence.

Discipline Procedure

Except as set forth below, discharge for poor performance may be preceded by an oral warning and/or a

written warning and/or suspension. Employees receiving written documentation concerning performance

will be required to sign the documentation as acknowledgment of receipt. Employee will be provided with

a copy for his/her review and retention, and a copy will be retained in his/her personnel file. Refusal to

sign documentation is considered insubordination. Notwithstanding the foregoing, the Company reserves

the right to proceed directly to termination for misconduct or performance deficiency without resort to

prior disciplinary steps in accordance with its at-will employment policy.

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Employment At-Will

Nothing in this Termination, Discipline, and Rules of Conduct policy is intended to alter the at-will status

of employment with the Company. In addition, no disciplinary procedure implemented by the Company

at any time pursuant to this policy is intended to alter the at-will status of employment with the Company.

The Company reserves the right to terminate any employment relationship, to demote, or to otherwise

discipline an Employee without resort to the above disciplinary procedures.

USE OF COMPANY SUPPLIES AND OFFICE EQUIPMENT

Employees are expected to abide by the following standards regarding the use of Company supplies and

office equipment:

Telephones and Other Electronic Devices

Company telephones should be used for Company business. Personal use of Company telephones must

be kept to a minimum. Employees may be required to reimburse the Company for any charges resulting

from their personal use of the telephone. Generally, personal cellular phone or electronic device use

should be conducted outside of the work area and during break periods, unless for business purposes or

emergencies.

Many state laws prohibit the use of handheld cellular phones while driving a vehicle. It is not a

requirement of anyone’s job to talk on the phone while driving, and the Company discourages employees

from engaging in any behavior that would distract them while driving. If Employees choose to talk on the

phone while driving during the course and scope of their employment, the Company requires them to use

a hands-free device (such as Bluetooth, speaker phone, ear piece, or other hands-free device) and to

mount rather than hold the hands-free device. The Company also prohibits texting while driving.

To assure effective telephone communications, Employees should always use the approved greeting and

speak in a courteous and professional manner. Please confirm information received from the caller, and

hang up only after the caller has done so. Calls may be recorded for training and quality assurance

purposes.

USE OF COMPANY EQUIPMENT

Company equipment and vehicles essential to accomplishing job duties are expensive and may be difficult

to replace. When using Company property, Employees are expected to exercise care, perform required

maintenance, and follow all operating instructions, safety standards and guidelines.

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Employees must notify Management or Human Resources if any equipment, vehicle, machinery, or tools

appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the

need for repairs could prevent deterioration of equipment and possible injury to Employees or others.

Human Resources can answer any questions about an Employee's responsibility for maintenance and care

of equipment used on the job.

Job positions may require Employees to drive an assigned Company Fleet vehicle or rental car (“Vehicle”).

Employees are expected to maintain current and acceptable driving records and documentation. The

Company may check driving records to update as needed. Employees are responsible for operating all

Vehicles in accordance to state and federal laws and Company policy. Only assigned Employees may

operate Vehicles, and use is restricted to job-related travel. Employees must report all accidents involving

a Company vehicle or Company assigned rental vehicle to Human Resources immediately. Employees are

also responsible for any moving and parking violations and fines that may result when operating a

Company vehicle or Company assigned rental vehicle.

The improper, careless, negligent, destructive or unsafe use or operation of Company equipment violates

this policy.

ELECTRONIC INFORMATION SYSTEMS POLICY

At the Company, we use electronic forms of communication and information exchange. Employees of the

Company generally have access to one or more of the following: computers, e-mail, instant messages,

telephones, cellular phones, voicemail, fax machines, external electronic bulletin boards, wire services,

internet, and on-line services (hereafter collectively referred to as ‘‘electronic communications system”).

The electronic communications system provided or paid for by the Company and any information stored

on it is Company property and will be treated as such. The electronic communications system is provided

for the purpose of facilitating the Company’s business.

The following rules apply to all electronic communications that are: (1) accessed on or from Company

premises; (2) accessed using Company computer or telecommunications equipment, or via Company-paid

access methods; and/or (3) used in a manner which identifies the individual with the Company. The

following list is not exhaustive, and the Company may implement additional rules from time to time.

• The Company’s electronic communications system may not be used for transmitting, retrieving,

viewing, printing or storing any communications of a discriminatory or harassing nature, or which

are derogatory to any individual or group, or which are obscene or X-rated communications, or

are of a defamatory or threatening nature, or for “chain letters,” or for any other purpose that is

illegal or against Company policy.

• While the electronic communications system is primarily for the Company’s business use, limited,

occasional or incidental use of the electronic communications system (e.g., sending or receiving

e-mail) for personal, non-business purposes is permitted - as is the case with personal phone calls.

However, Employees must demonstrate a sense of responsibility and may not abuse the privilege.

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• Employees should not assume any electronic communications are private or confidential and

should transmit sensitive information in other ways. The Company may need to monitor, access

or review electronic communications for a number of business reasons and it reserves the right

to do so. All such information may be used and disclosed to others, in accordance with business

needs, at the Company’s discretion.

• If an Employee uses any security measure on a Company-supplied computer, Employee must

provide Human Resources with a hard copy record (to be maintained in a secure location) of all

your passwords for Company use if required.

• Any Employee who abuses the privilege of Company-facilitated access to electronic media and

services will be subject to corrective action, up to and including termination of employment.

• Employees must respect the confidentiality of other people’s electronic communications and may

not attempt to breach computer or network security measures, except by explicit direction of

Company management.

• Anyone obtaining electronic access to other companies’ or individuals’ materials must respect all

copyrights. To avoid viruses and potential copyright violations, no one may download any new

software without the prior authorization of Human Resources.

• All communications sent by Employees via the electronic communications system must comply

with this and other Company policies.

SOCIAL MEDIA CODE OF CONDUCT

The Internet has become an accessible and powerful means of public communication, whether through

e-mail, participation in chat rooms, websites, blogs, or social networking sites like Facebook, Twitter, Yelp,

YouTube and others. The Company may also require participation in some of these sites to post Company

related notices and for compliance requirements. However, the line between purely personal

communications and those that impact the Company is becoming increasingly blurred. The Company

respects the right of Employees to use these vehicles of self-expression and communication, but expects

and insists that their use of these vehicles comply with applicable laws and, to the extent that their

postings impact the Company, comply with Company policy.

Company Employees should observe the following guidelines:

• Employees are personally responsible for all of their postings and are expected to refrain from

posting any information or content on any website or blog that would violate Company policy. In

all postings, Employees are expected to be mindful of the effect their posting may have on

Employees, clients, partners and affiliates, and others (including our competitors). While

Employees are not required to agree with the Company or co-workers, they are expected to

refrain from vulgar, obscene, threatening or harassing conduct, or any conduct that would be a

violation of the Company’s workplace policies against discrimination, harassment, or hostility on

account of age, race, religion, sex, sexual orientation, ethnicity, nationality, disability, or any other

protected class, status, or other characteristic.

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• Employees may not disclose the Confidential or Proprietary Information of the Company, its other

Employees, clients, partners, vendors, or other third parties (as defined in the policy on

Proprietary and Confidential Information that appears elsewhere in this Handbook). This includes,

but is not limited to, product, financial, marketing, performance, health care and other business

information that is not publicly available, except to the extent such disclosure is protected by law.

If an Employee is unsure whether it is appropriate to post certain information, please check with

Human Resources.

• Employees may not post any comments regarding the Company, its Employees, business partners,

clients or competitors that are maliciously false, libelous, threatening, intimidating or abusive.

• Employees may not link to the Company’s internal websites without obtaining prior written

permission.

• Employees are required to identify themselves as a Company Employee if they post any comment

that promotes or endorses Company products or services in any way on any website, blog, or

social networking website. If an Employee identifies him or herself as a Company Employee on

websites, social networking websites or blogs, he or she is expected to also make clear to readers

that Employee’s views do not necessarily reflect the views of the Company by posting a disclaimer

in a prominent place (e.g., “The views expressed are mine alone and do not necessarily reflect the

views of my employer.”) Employees are not required to re-post that disclaimer each time they

post on the same string, if the disclaimer is clearly apparent from a review of the page on which

Employee is posting.

• If an Employee chooses to discuss Company-related information in any posting, Employee must

not publish copyrighted material without the permission of the copyright owner, which could be

the Company or a third party. Nor may an Employee cite or reference Company clients, partners

or suppliers or post Company advertisements. Finally, the Company strictly prohibits the use of

its trademarks and logos for commercial purposes or in any manner in which the use of the

trademark or logo would lead a reader to believe the Employee is speaking on behalf of

the Company in social media posts, but will not penalize Employees for such use where it is

determined that such use is protected by law.

This Policy should be read together with other Company policies including but not limited to the

Company’s Anti-Harassment, Anti-Discrimination, Property, Confidential and Proprietary Information,

and its Electronic Information Systems policies.

Nothing in this policy is intended to or does restrict the Employee’s right to engage in concerted activity

protected by law.

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EMPLOYEE BENEFITS

The Company provides benefits for eligible Employees. Dependents of Employees (such as spouses,

registered domestic partners, and children) may be eligible to participate in some of these benefits. The

Company reserves the right to eliminate or modify any of its benefits at any time. A number of the benefits

programs (such as Social Security, workers' compensation, state disability, and unemployment insurance)

cover all Employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including Employee classification. Benefit

programs may require contributions from the Employee. Details on many of these programs can be found

elsewhere in the Employee Handbook. Employees are advised that the benefit descriptions provided

within this Employee Handbook are merely intended to summarize certain features of a benefit program

without restating the entire plan or all of the material terms, conditions, exclusions, or limitations thereof,

which may be found in the Plan Document and Summary Plan Description. Employees with questions

regarding Employee benefits are encouraged to contact Human Resources.

Medical, Dental and Vision Plans

All eligible full-time Employees and their qualified dependents are eligible to participate in the Company’s

health, dental and vision plans upon completion of their Waiting Period. For the purposes of benefits

eligibility, full-time means that an Employee works an average of at least 30 hours per week.

Coverage for eligible Employees who have elected to participate in the Company’s health, dental or vision

plans will begin on the 1st day of the month following 60 days of employment. For example, coverage for

an Employee who starts on March 16 will begin coverage on June 1, and coverage for an Employee who

starts on February 1 will begin on May 1.

Nonexempt Employees whose average hours worked drop below 30 hours per week during a calendar

year may lose eligibility to participate in these plans. If an Employee’s health care coverage stops, the

Employee may be eligible for continued coverage through COBRA, described elsewhere in this Handbook.

The Company offers a choice of plans and partially subsidizes the cost of coverage. Employees with

questions regarding Employee benefits are encouraged to contact Human Resources.

401(k) Plan

Employees satisfying age and service eligibility requirements can contribute a percentage of their gross

compensation to the 401(k) Plan in accordance with federal law and the Summary Plan Description. The

Company offers the 401(k) Plan to all Employees aged 21 and over. Eligible Employees may enroll

immediately and enter the 401(k) Plan following their first year of service and 1000 hours.

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Workers’ Compensation Insurance

The Company provides a comprehensive workers' compensation insurance program as required by

applicable state law to protect Employees who are injured on the job. This insurance provides medical,

surgical, and hospital treatment in addition to payment for loss of earnings that result from work-related

injuries.

Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No

matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This

will enable an eligible Employee to qualify for coverage as quickly as possible

Neither the Company nor the insurance carrier will be liable for the payment of workers' compensation

benefits for injuries that occur during an Employee's voluntary participation in any off-duty activity,

including but not limited to recreational, social, or athletic activities, even if sponsored by the Company.

Conversion/Post-Employment Insurance Options

Pursuant to the Consolidated Omnibus Budget Reconciliation Act of 1995 (COBRA), eligible Employees

and their dependents may be entitled to continue coverage after employment with the Company ceases.

(See the "COBRA" policy set forth in this Handbook.)

Benefits Plan Information

Eligibility requirements and further information concerning these plans are available in the Company’s

summary plan descriptions, plan documents and other material available from Human Resources.

PAID TIME OFF

The Company recognizes that Employees may occasionally need time off from work for medical reasons. We also recognize the importance of time off from work for relaxation, rejuvenation, recreation, and personal activities. As a result, this Paid Time Off (“PTO”) policy is designed to provide eligible Employees with pay when taking leave for any reason, including absences protected as paid sick time under state and local laws. Effective February 5, 2018, all eligible Employees will begin to accrue PTO and will no longer accrue vacation or paid sick time. Accrued PTO can be used for any reason. As explained in this policy, Employees must continue to use any accrued vacation or paid sick time for such purposes, and unused vacation time will not be paid out upon termination unless where required by law. Because certain states, counties and municipalities have paid sick time requirements that affect PTO, eligibility for PTO may vary depending on where an Employee works. The Company complies with all applicable state and local law requirements. To the extent anything in this policy conflicts with any such requirements, the applicable state or local law will control.

of 44 Feb. 2018

Accrual of PTO As noted in the schedule below, Employees will accrue at least one (1) hour of PTO for every 30 hours worked beginning on February 5, 2018, or on their hire date, whichever is later. PTO accrues in increments of whole hours, not fractions of an hour. Employees who are exempt from minimum wage and overtime requirements will be assumed to work 40 hours per workweek for purposes of this policy, unless the exempt Employee’s normal work week is less than 40 hours, in which case the Employee will accrue PTO based on his or her normal workweek. No PTO will accrue when an Employee is on an unpaid leave of absence or for non-work hours, e.g. while using PTO. PTO cannot be donated to another Employee, cannot be used before it is accrued or go into a negative balance. An Employee’s PTO accrual rate will vary depending on years of service, according to the following schedule. PTO will accumulate until the Employee’s maximum accrual has been reached, to the extent permitted by law. At that time, no further PTO will be earned until the Employee has used some portion of accrued PTO, thereby reducing the total amount of accrued PTO below the permitted maximum.

* Annual equivalents are based on full-time employment. Accrual may be lower for Employees

who took an unpaid leave of absence or worked less than 40 hours per week during the

calendar year.

During employment, accrued PTO will have no monetary or cash out value and will only be paid when PTO is taken. Accrued, unused PTO will be not paid out upon termination of employment unless as required by applicable state law. Unused sick time hours that were earned prior to February 5, 2018, cannot be cashed out and will not be paid out in the event of termination of employment. However, in the event an Employee returns to employment at KR Wolfe within six (6) months of termination, any sick time or PTO hours that were accrued but unused at termination, and not paid out, will be reinstated and available for immediate use.

Years of service Equivalent Annual Accrual Maximum Accrual

0-2 70 hours 105 hours



10+ 180 hours 270 hours

Years of service Equivalent Annual Accrual Maximum Accrual




10+ 220 hours 330 hours

PTO Accural Schedule - Nonexempt Employees

PTO Accrual Schedule - Exempt Employees

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Use of PTO PTO begins to accrue at the start of employment and may be used as it is accrued. Employees must exhaust any sick leave and vacation time accrued prior to February 5, 2018, as applicable, before accrued PTO hours are used. Any accrued, unused PTO hours carry over to the following calendar year. Employees may use PTO in minimum increments of one (1) hour. Nonexempt Employees’ pay will be reduced for any absence taken after PTO (and any remaining vacation and sick time, as applicable) is exhausted. Any full day absences taken by an exempt Employee for personal reasons after PTO is exhausted will be without pay. If a paid holiday falls within an Employee’s PTO period, the day will be treated as a holiday and not a PTO day. PTO may be used for any purpose, including the following “sick leave purposes” in accordance with all applicable state and local laws:

(1) Diagnosis, care or treatment of an existing health condition of, or preventive care for, an Employee or an Employee’s family member. Family member includes: Child, parent, legal guardian or ward; sibling; grandparent; grandchild; spouse, registered domestic partner under any state or local law (including same-sex domestic partners) or parent thereof, civil union partner or parent thereof, civil union partner of a grandparent, a person who stood in loco parentis when the Employee was a minor child, or Life Partner for Employees who perform work in Philadelphia, as defined in the Philadelphia Code; any individual related to the Employee by blood or affinity whose close association with the Employee is the equivalent of a family relationship; a person with whom the Employee has a committed (mutual, familial) relationship and has shared a mutual residence for at least the preceding 12 months; a Care Recipient; member of the Employee’s household; and any individual for whom the Employee received oral permission from the Company to care for at the time of the Employee’s request to make use of sick time. “Child” includes a child of a domestic partner (including same-sex domestic partners), child of a civil union partner, legal ward, a child of a person standing in loco parentis, a child of an Employee who has assumed the responsibilities of parenthood, and a child for whom the Employee is the primary caregiver. The child, parent, sibling, grandparent, and grandchild relationships include not only biological relationships but also relationships resulting from adoption, steprelationships, and foster care relationships, and relationships in which the person assumed the responsibilities of parenthood. “Care Recipient” means any person for whom the Employee is responsible for providing or arranging health or safety related care.

(2) For the Employee’s use of Safe Time. “Safe Time” means time away from work that is necessary due to domestic violence, sexual assault, harassment or stalking, provided the time is used to allow the Employee to obtain for the Employee or the Employee’s family member one or more of the following: (a) seeking medical attention needed to recover from physical or psychological injury or disability caused by domestic violence, sexual assault, or stalking; (b) obtaining services from a victim services organization, domestic violence shelter, program, or rape crisis center; (c) obtaining psychological or other counseling; (d) participating in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation; or (e) obtaining or attempting to obtain any relief, including, but not limited to, a temporary restraining order, restraining order,

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or other injunctive relief, to help ensure the health, safety, or welfare of the victim or his or her child. (3) The Employee is physically or mentally unable to perform his or her duties due to illness, injury, or a medical condition of the Employee. (4) Medical reasons of the Employee, such as pregnancy or obtaining a physical examination. (5) Bereavement leave in connection with a family member or to deal with the death of a family member within 60 days of the date on which the Employee receives notice of the death of a family member (including to attend the funeral, grieve, and make arrangements). (6) To bond with a newborn, newly adopted, or newly placed foster child under age eighteen (18). (7) To care for a family member whose school or place of care is closed due to inclement weather, loss of power, heating, and/or water, or other unexpected closure. (8) The Employee’s place of business is closed, or the Employee is providing care or assistance to a child (biological, adopted, or foster child; a stepchild; a legal ward; a child of a domestic partner; or a child of an Employee standing in loco parentis) whose school or child care provider is closed, for any health-related reasons, including but not limited to public health or safety reasons by order of a public official due to a state of emergency declared by any public official with the authority to do so. (9) A determination by a lawful public health authority or by a health care provider that the presence of the Employee or the family member of the Employee in the community would jeopardize the health of others, such that the Employee must provide self-care or care for the family member. (10) The exclusion of the Employee from the workplace under any law or rule that requires the employer to exclude the Employee from the workplace for health reasons.

Employee Responsibilities If taking PTO for sick leave purposes: If the need for PTO is foreseeable, then the Employee must provide reasonable advance notification through the Company’s Time Off Request process. If the need for PTO is not foreseeable, then the Employee must provide notice of the need for the leave as soon as practicable. An Employee may provide notice to their supervisor or Human Resources. If taking PTO for vacation or for a reason other than sick leave purposes: In order for the Company ensure that its staffing requirements are met, Employees must submit a PTO request through the Company’s Time Off Request process at least two (2) weeks before the proposed PTO date. Although the Company will make reasonable efforts to accommodate requests in scheduling PTO, requests will be reviewed and approved at the discretion of management based on a number of factors, including the Company’s operational needs and the requests for PTO and leaves of absence of other employees. Should circumstances compel a change in plans, Employees must give notice through the Company’s

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Time Off Request process. With proper advance notice, the Company reserves the right to require Employees to use accrued PTO and any remaining vacation hours at times designated by the Company. If an Employee is absent for more than three (3) consecutive scheduled workdays due to illness or injury, a note from a health care provider and/or a release to return to work may be required, to the extent permitted by law. Employees are not required to find a replacement worker to cover the hours during which the Employee takes paid sick leave or PTO for sick leave purposes. As required by law, the Company will not retaliate against any Employee who uses or attempts to use

accrued sick time or PTO for sick leave purposes or who asserts any rights provided in any applicable state

or local sick leave law or ordinance. Employees who have questions about this policy, feel they have not

received proper PTO, have been denied the opportunity to use accrued PTO, or have faced discrimination,

harassment, or retaliation as a result of taking PTO for sick leave purposes should immediately contact

Human Resources.

HOLIDAYS

All Full-time Employees are eligible for paid Holidays following the completion of the Employee’s 90-day

introductory period.

• Exempt Employees will receive holiday pay in accordance with state and federal laws.

• Nonexempt Employees must work, or be available to work, their scheduled workday before and

after the holiday in order to be paid for the holiday, to the extent permitted by law.

The Company observes the following holidays (“Observed Holidays”) each year:

New Year’s Day Memorial Day

Independence Day

Labor Day Thanksgiving Day

Christmas Day

If one of the above holidays falls on Saturday, it normally is observed on the preceding Friday. If a holiday

falls on Sunday, it normally is observed on the following Monday.

LEAVE OF ABSENCE

Pregnancy-Related Disability

Eligibility and Duration

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Any Employee who is disabled on account of pregnancy, childbirth, or related conditions may take an

unpaid pregnancy-related disability leave (“PDL”) of up to four months per pregnancy, depending on the

actual period of disability and as permitted by law. Employees who return to work immediately following

the expiration of an approved PDL will generally be reemployed in their former position or a comparable

job, as required by law.

Temporary Transfer Before or After Childbirth

Any Employee affected by pregnancy is entitled to transfer temporarily to a less strenuous or hazardous

position or to less strenuous or hazardous duties if the transfer is medically necessary and the transfer

can be reasonably accommodated.

Payments and Benefits During Pregnancy-Related Disability Leave

An Employee taking PDL must apply any available PTO to her leave. Payment of available PTO during PDL

does not extend the total duration of the leave to which an Employee is entitled. Group health benefits

will continue to be provided throughout the leave at the same level and under the same conditions as

when the Employee was working. Employees on leave are required to pay their share of the premiums

for group health coverage.

Other Disability & Workplace Injury Leaves

In addition to family care and medical or pregnancy-related disability leaves previously described,

Employees may take a temporary disability leave of absence if necessary to reasonably accommodate a

workplace injury or an Americans with Disabilities Act or state law qualified disability. Disability leaves

under this section will also be unpaid by the Company.

If a disability leave, other than workers’ compensation, under this section extends beyond 12 weeks in a

12-month period, the Employee will not be entitled to any continued employer contributions towards any

Employee benefit plan. An Employee, however, may elect to continue participating in such benefit plans

under COBRA, at the Employee's own expense, to the extent permitted by such plans.

The duration of a leave under this section shall be consistent with applicable laws. For a full explanation

of disability leave duration and reinstatement rights, Employees should contact the Human Resources

Department.

Interactive Process and Reasonable Accommodations

The Company complies with all state and federal laws regarding discrimination against individuals with a

disability covered by such laws. The Company provides qualified employees with disabilities with

reasonable accommodations, when possible, to allow such employees to perform the essential functions

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of the job, provided such accommodations do not impose undue hardship upon the Company and do not

alter essential functions of the employee’s job duties.

It is the responsibility of an Employee seeking accommodation(s) due to a covered disability to contact

Human Resources to discuss the need for reasonable accommodation. In order to evaluate the request,

the Company may ask the Employee to provide it with appropriate documentation from Employee’s

treating healthcare provider(s) that supports the requested accommodation. The Company will review

the individual’s request for accommodation, in conjunction with the essential functions of the job duties

and supporting information and, when necessary, involve Management to assist it in determining whether

accommodations are reasonable. The Company will provide the Employee with a response to the request

as promptly as possible. If the Employee is not satisfied with the Company’s initial response, the Company

will engage in a continuing dialogue with the Employee to determine if other reasonable

accommodation(s) is/are possible.

Any Employee who believes that he or she has been discriminated against on the basis of disability, for

requesting a reasonable accommodation or exercising his or her rights under federal, state or local laws

related to disabilities and the workplace should immediately report such complaint to Human Resources.

The Company will investigate the complaint, follow up with the complainant at the conclusion of the

investigation, and take appropriate remedial action, if necessary.

Legally Required Leaves of Absence

In accordance with applicable state law, Employees will be granted a leave of absence for the purpose of

fulfilling any required legal or military obligation (e.g., appearance as a witness in a legal proceeding,

military reserve duty, etc.). Employees are required to provide reasonable advance notice of any need for

such leave and are expected to return to work each day or portion of the day during which they are not

required to be absent. For exempt Employees, salary during leave will be offset by any amounts received

as jury or witness fees or as military pay, and no salary will be paid for workweeks in which no Company

work is performed. Employees may apply accrued PTO during unpaid leaves of absence so long as they

notify Human Resources of this intention.

Jury Duty

The Company encourages Employees to fulfill their civic responsibilities by serving jury duty when

required to do so. Employees will be granted a leave of absence jury service provided that they give the

Company reasonable advance notice of their obligation to serve. Such leave is unpaid unless the applicable

state law requires otherwise. However, Employees may apply their accrued PTO to time missed from work

for jury duty.

Employees must show the jury duty summons to Human Resources as soon as possible so that the

Company may make arrangements to accommodate the Employee's absence. Of course, the Employee

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is expected to report for work whenever the court schedule permits. When their jury duty is completed,

Employees must provide Human Resources with a copy of the Jury Summons and a written verification of

the length of jury duty and any monies received.

Either the Company or the Employee may request an excuse from jury duty if, in the Company’s judgment,

the Employee's absence would create serious operational difficulties. Accrual for benefits calculations,

such as PTO, will be suspended during unpaid jury duty leave and will resume upon return to active

employment.

Voting Time Off

Employees who do not have sufficient time outside of their regular working hours to vote in a national or

statewide election may request time off to vote. Up to two hours of paid time off will be provided, at the

beginning or end of the Employee’s regular shift, whichever will allow the most free time for voting and

the least time off work. Employees should put their request for time off to vote in writing to Human

Resources and submit it, where possible, at least two (2) days prior to the election.

Military Leave/USERRA

The Uniformed Services Employment and Reemployment Rights Act of 1994 (“USERRA”) governs the

rights of Employees who temporarily leave their jobs as a result of their voluntary or involuntary services

in the United States uniformed services. It is the Company’s intent to comply with the requirements

provided by USERRA and any applicable state military leave law with respect to leaves of absence,

continuation of health coverage, reemployment, non-discrimination and non-retaliation, and other

covered matters. Specifically, the Company will not deny employment, reemployment, retention in

employment, promotion, or any benefit of employment to an individual due to uniformed service, and

will not tolerate discrimination or retaliation due to uniformed service.

Employees should notify Human Resources of any need for leave to perform service in the uniformed

services as far in advance as possible, preferably at least thirty (30) days in advance where feasible and in

writing. Employees are asked to provide a copy of applicable orders, training calendar, and/or similar

documentation, if at all possible, in time to ensure continued business operations during absences.

Employees will be granted unpaid leaves of absence for qualifying periods of uniformed service.

For more information and details please contact Human Resources concerning any questions regarding

rights and obligations related to uniformed service leave, advanced notice of uniformed service, benefits

during uniformed service, or related issues.

Bereavement Leave

Full-time Employees will be granted up to three (3) paid days of bereavement leave as a result of the death

of a member of their immediate family member. “Family member” for purposes of this policy includes

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spouses, registered domestic partners, children (regardless of age), parents (including step-parents and

parents-in-law), grandparents, grandchildren, and siblings. Employees may use accrued PTO during any

unpaid portions of bereavement leave.

Requests for bereavement leave should be made to Human Resources as soon as possible to ensure that

proper administrative steps are taken.

Other Leaves of Absence

Employees may also be eligible under the law for other types of leaves, including but not limited to (a)

military spouse and domestic partner leave, (b) domestic violence and sexual assault victims leave, (c)

crime victims leave, (d) school activities leave, (e) volunteer civil service leave, and (f) bone marrow and

organ donation leave. Employees having any questions regarding these leaves of absences should contact

Human Resources.

Return from Leave

Either before or during any leave, an Employee must inform Human Resources of the Employee's expected

date of return from leave. Failure to return from any leave by the expected date of return without prior

approval of Management or Human Resources may result in termination of employment. The expected

date of return from leave may be extended at Management and Human Resources’ discretion, and

provided that Human Resources is notified in writing in advance. Exceptions to this policy will be made

only under unusual circumstances and only at the discretion of Human Resources.

BENEFITS CONTINUATION (COBRA)

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives Employees and their qualified

beneficiaries the opportunity to continue health insurance coverage under the Company’s health plan

when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events

are resignation, termination of employment, death of an Employee, a reduction in an Employee's hours

or a leave of absence, an Employee's divorce or legal separation, and a dependent child no longer meeting

eligibility requirements.

Under COBRA, the Employee or beneficiary pays the full cost of coverage at the Company’s group rates

plus an administration fee for a maximum of eighteen months.

The Company provides each eligible Employee with a written notice describing rights granted under

COBRA when the Employee becomes eligible for COBRA coverage under the Company’s health insurance

plan. The notice contains important information about the Employee's rights and obligations. The COBRA

notice will be sent to the Employee's home address by Human Resources. Employees who have not

received their COBRA paperwork within 15 days of termination should contact Human Resources.

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SECURITY

The security of Employees, Employee property, and Company property is of vital importance to the

Company. All Employees share responsibility to ensure that proper security is maintained. Any breach of

security should be reported promptly to Management or Human Resources.

In addition, all Employees must observe good security practices. Employees are expected to keep

Proprietary and Confidential Information secure from outside visitors and all other persons who do not

have a legitimate reason in furtherance of the Company’s business to see or use such information. (See

the "Company Property, Confidential, and Proprietary Information" policy set forth in this Handbook.)

PERSONAL PROPERTY

Employees are urged not to bring valuables to work. If necessary to do so, all valuables should be kept in

a secure location out of sight. The Company assumes no responsibility for the loss, theft or damage of

Employee personal property, including electronic devices and personal tools used in the work place or at

a customer’s worksite.

FIRE AND EMERGENCY PROCEDURES

Employees should be familiar with their worksite’s Emergency Action Plan and evacuation procedures.

Employees should know the evacuation routes, locations of nearest exits in their area, and the relocation

site or central meeting place. In the event of a fire, earthquake or other emergency, remain calm, evacuate

the building (if necessary), and meet at the relocation site for a headcount. After an evacuation, no one

should leave the site until they are accounted for. Employees should report hazards to their supervisors

immediately.

SMOKING

In keeping with the Company’s intent to provide a safe and healthy work environment, smoking, including

the use of e-cigarettes, is prohibited throughout the Company’s and customer’s workplace. Employees

who step outside of the workplace to smoke during one of their designated rest breaks must do so

discreetly in an area that is not observable or offensive to others and is in compliance with any state laws.

This policy applies equally to all Employees, customers, and visitors.

POLICY CONCERNING VIOLENCE IN THE WORKPLACE

Statement of Policy

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The Company recognizes that workplace violence is a growing concern among employers and Employees

across the country. The Company is committed to providing a safe, violence-free workplace and strictly

prohibits Employees, consultants, clients, visitors, or anyone else on Company premises or engaging in a

Company business-related activity from behaving in a violent or threatening manner. As part of this policy,

the Company seeks to prevent workplace violence before it begins, and reserves the right to deal with

behavior that suggests a propensity towards violence even prior to any violent behavior occurring.

The Company believes that prevention of workplace violence begins with recognition and awareness of

potential early warning signs, and has established procedures within Human Resources for responding to

any situation that presents the possibility of violence.

Workplace Violence Defined

Workplace violence includes:

• Threats of any kind (including via electronic devices such as cell phones);

• Threatening, bullying, physically aggressive, or violent behavior, such as intimidation of, or

attempts to instill fear in others;

• Other behavior that suggests a propensity toward violence, which can include belligerent speech,

verbal aggression, excessive arguing or swearing, sabotage, or threats of sabotage of Company

property, or a demonstrated pattern of refusal to follow Company policies and procedures;

• Defacing Company or customer property or causing physical damage to the facilities; or

• With the exception of security personnel, bringing weapons or firearms of any kind onto Company

premises, in Company parking lots, or while conducting Company business is strictly prohibited.

Reporting

If any Employee observes or becomes aware of any of the above-listed actions or behavior by an

Employee, client, consultant, visitor, or anyone else, he or she must notify Management or Human

Resources immediately.

Further, Employees should notify Management or Human Resources if any restraining order is in effect,

or if a potentially violent non-work-related situation exists that could result in violence in the workplace.

Investigation

All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly.

In appropriate circumstances, the Company will inform the reporting individual of the results of the

investigation. To the extent possible, the Company will maintain the confidentiality of the reporting

Employee and of the investigation but may need to disclose results in appropriate circumstances, for

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example, in order to protect individual safety or to the extent required by law. The Company will not

tolerate retaliation against any Employee who reports workplace violence.

Corrective Action and Discipline

If the Company determines that workplace violence has occurred, the Company will take appropriate

corrective action and will impose discipline on offending Employees. The appropriate discipline will

depend on the particular facts but may include written or oral warnings, probation, reassignment of

responsibilities, suspension, or termination. If the violent behavior is that of a non-Employee, the

Company will take appropriate corrective action in an attempt to ensure that such behavior is not

repeated.

Under certain circumstances, the Company may request that the Employee participate in counseling,

either voluntarily or as a condition of continued employment, or take a medical leave of absence.

Notwithstanding the foregoing two paragraphs, the Company reserves the right to discharge any

Employee with or without cause and with or without prior notice in accordance with its at- will

employment policy.

SUBSTANCE ABUSE

It is the intent of the Company to maintain a workplace that is free of drugs and alcohol and to discourage

drug and alcohol abuse by its Employees. The Company’s business is extremely safety sensitive because

Employees may work with or around dangerous equipment on a daily basis. Employees working under

the influence of drugs or alcohol can easily cause injury to themselves, their co-workers, or the public.

Therefore, substance abuse is incompatible with health, safety, efficiency and success at the Company.

No Employee may be under the influence of any illicit drug, alcohol, or controlled substance while in the

workplace, while on duty or while operating a vehicle or equipment owned or leased by the Company.

Possessing, distributing, transferring, purchasing, selling, using, smelling of or being under the influence

of alcoholic beverages, marijuana, illegal drugs or controlled substances while on the Company’s property

or at a customer’s worksite, while attending business related activities, while on duty, or while operating

a vehicle or machine leased or owned by the Company violates this policy. Physician prescribed

medications are permitted, provided they do not adversely affect job performance or the safety of the

Employee or other individuals in the workplace. The Company reserves the right to obtain confirmation

from the prescribing physician that the medication taken will not negatively impact the Employees’ ability

to perform their job duties safely. Although there are states that have legalized marijuana for medicinal

and/or recreational purposes, the Company does not allow the use of marijuana in the workplace. This

policy represents Company guidelines and violations of this policy may result in discipline up to and

including immediate discharge. For additional information, please speak with Human Resources.

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Alcohol is occasionally served at certain Company-sponsored events or industry association events. At

those events, alcohol consumption by Employees (in moderation) does not violate the terms of this policy

so long as the Employee exercises good judgment and so long as the Employee acts in a lawful, safe,

professional, and responsible manner at all times. Under no circumstances shall minors be permitted to

consume alcohol. Driving under the influence of alcohol is also strictly prohibited, and Employees are

expected to comply with state laws and drink responsibly.

Consistent with its fair employment policy, the Company 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. The Company will attempt to assist its

Employees through referrals to rehabilitation, appropriate leaves of absence and other measures

consistent with the Company’s policies and applicable federal, state or local laws.

Reasonable Suspicion Drug Testing

In accordance with applicable state and local law, the Company reserves the right to perform reasonable

suspicion drug/alcohol testing. Reasonable suspicion testing may be based on the following situations, to

the extent permitted by law:

• It may be required following a serious workplace accident;

• It may be requested by a customer as a requirement for a job;

• It may be required when an Employee appears to be under the influence of drugs or alcohol,

based on unusual or impaired behavior. If an Employee has reasonable suspicion of, or observes,

another Employee’s use of a prohibited substance, he/she should report the matter immediately

to Human Resources. In no event should these matters be discussed with any other Employee to

whom the reasonable suspicion is not being reported;

• Testing may be performed to protect our clients, patients, Employees, and the public from

workers who may be impaired while performing tasks that may cause serious physical harm, such

as operating machinery or driving.

Screening of Employees

A saliva, urine or other drug/alcohol screening test may be requested of any Employee where the

Company has a reasonable suspicion that the Employee may be under the influence of illegal drugs,

controlled substances, or alcohol.

An Employee’s cooperation with respect to drug/alcohol screening is expected. If the Company requests

an Employee to submit to testing, the Employee will be asked to sign the appropriate consent form prior

to the testing. An Employee’s refusal to submit to drug/alcohol screening is a violation of this policy. After

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consent is obtained, the Employee will be sent to a designated testing facility along with a member of our

staff when practical. The Employee will not be allowed to return to work until a “negative” result has been

confirmed. While waiting for the results, the Employee will be suspended without pay. If the test result is

“negative,” the Employee will be permitted to return to work and will be paid for time missed during the

waiting period. If an Employee tests positive, he or she will be given an opportunity to challenge the

results. For example, an exception may be made for legally prescribed drugs taken under, and in

accordance with, the directions of a health care provider. If a “positive” result is confirmed, the Employee

may be subject to further discipline, up to and including immediate termination.

Reasonable Suspicion Testing Procedures and Disclosure of Results

All test samples will be screened at the Company’s expense at a medical clinic or laboratory. The Employee

will have the opportunity to alert the clinic or laboratory personnel of any prescription drug that has been

taken which may affect the outcome of the test. If the Employee does not pass the alcohol/drug screen,

in most cases, only the Company will be informed whether the Employee has tested positive for the

presence of (1) illegal drugs, other controlled substances, or alcohol; or (2) a prescription drug that had

not been disclosed prior to testing.

Confidentiality

All drug/alcohol screening test results will be treated as confidential and will only be provided to those

persons within the Company who have a need to know.

Waiver of Responsibility

The Employee agrees to hold the Company harmless for any mistaken results.

INSPECTIONS, SEARCHES AND MONITORING ON COMPANY PREMISES

The Company believes that maintaining a workplace that is free of harmful materials, including weapons,

is vital to the health and safety of its Employees and to the success of the Company’s business. The

Company also intends to protect against the unauthorized use and removal of Company property. In order

to protect the health, safety, and welfare of its Employees, the Company reserves the right to access at

all times Company premises or facilities and Company property, equipment, records, documents, and

files, as well as Employees’ personal property brought on to Company premises to the extent permitted

by law, including but not limited to, offices, files, briefcases, pocketbooks, desks, and lockers. All searches

will be conducted only by authorized personnel with the express written approval of Management or

Human Resources. No exceptions will be made except in the case of emergencies or search warrants.

Note that desks, lockers and other storage devices may be provided for the convenience of Employees,

but remain the sole property of the Company.

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GOVERNMENT INVESTIGATIONS

The Company will cooperate with governmental authorities investigating its Employees.

RETURN OF PROPERTY

Employees are responsible for all Company property, materials, or written information issued to them or

in their possession or control. All Company property must be returned by Employees on or before their

last day of work. The Company may take all action deemed appropriate to recover or protect its property.

COMMUNICATING WITH THE MEDIA

It is critical to the Company's success that it communicates information about its activities consistently

and accurately. Reporters for newspapers, magazines, radio, television, and the Internet are constantly

writing stories about our industry and our Company. Therefore, someone from the media may contact

you and your department regarding information about our Company or about a particular incident. Any

information provided by you could be interpreted incorrectly, taken out of context, or construed as an

official Company response and published as such.

Therefore, only Company designated spokespersons or appropriate officers of the Company may

comment to the press or similar parties on behalf of the Company. No Employee is permitted to respond

to media requests on behalf of the Company without prior authorization from either Management or

Human Resources. Most media requests for official comment about the Company should be channeled to

the Company’s Marketing Department.

INCLEMENT WEATHER

From time to time, there may be severe weather conditions that cause partial or full closures of offices or

may cause some disruption in normal operations. Changes to normal operating hours will be made by the

Management Team in conjunction with the Human Resources Department. The safety and well-being of

our staff is of the utmost importance.

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ACKNOWLEDGEMENT OF RECEIPT OF POLICIES AGAINST HARASSMENT,

DISCRIMINATION AND RETALIATION AND PROMISE TO COMPLY

I acknowledge that I have received and read the Company’s written policy against unlawful harassment,

discrimination and retaliation and understand that the Company will not tolerate unlawful harassment,

discrimination or retaliation by any Employee or third party. It is a zero-tolerance policy. I recognize that

the only way the Company can achieve its goal of providing a discrimination-free and harassment-free

work environment is with the assistance of its Employees. I agree not to violate the law or the Company’s

policy. I also promise to fulfill all of my responsibilities under the policy, including the responsibility to

report any unlawful harassment, discrimination or retaliation by Company personnel or any other person

immediately to Human Resources, in accordance with the procedures of the policy. In this way, I will do

all that I can to assist the Company to provide and maintain a workplace that is free of unlawful

discrimination, harassment and retaliation.

______________________________________________________

Employee Signature

______________________________________________________

Print name

______________________________________________________

Date

of 44 Feb. 2018

ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK

AND OF AT-WILL EMPLOYMENT

I, the undersigned, hereby acknowledge receipt of the Employee Handbook of KR Wolfe, Inc.

(“Company”). I acknowledge and understand that it is my responsibility to read this Handbook and to ask

Human Resources any questions that I may have about the Company's policies, rules, or practices. I

agree to accept the policies, rules, and procedures promulgated by the Company from time to time, as a

condition of my employment. I understand and agree that the violation of any of the policies, rules and

procedures of the Company as set forth in this Handbook may result in disciplinary action, up to and

including termination.

I understand and recognize that this Handbook is not to be construed as a contract of employment, either

for an indefinite or fixed period of time. I recognize that the Company and I are both able to terminate

the employment relationship with or without cause, with or without notice, at any time. I also recognize

that the existence of the policies and procedures set forth in the Handbook and the following of those

policies or procedures by the Company, shall not, and does not, alter the basic at-will status of this

employment relationship. I understand that the policies and practices set forth in the Handbook, other

than the at-will status of my employment, may be changed at any time at the sole discretion of the

Company.

I also recognize that no other agreements, either express or implied, with regard to the at-will nature of

the employment relationship exist, and that the offer letter I signed at the inception of my employment,

if any, constitutes the entire understanding between the Company and me with regard to the at-will

nature of the employment relationship. Such agreement for at-will employment may not be modified,

altered, amended, or changed except by an instrument in writing, signed by the President. I agree that

any attempt to form an oral contract shall be void and of no effect.

I UNDERSTAND AND ACKNOWLEDGE THAT I HAVE CAREFULLY READ THIS ACKNOWLEDGEMENT, THAT I

UNDERSTAND ITS TERMS AND CONDITIONS, AND THAT I AM SIGNING IT FREELY AND VOLUNTARILY,

AND NOT IN RELIANCE ON ANY STATEMENTS OR PROMISES BY THE COMPANY OTHER THAN THOSE

CONTAINED IN THIS ACKNOWLEDGEMENT.

______________________________________________________

Employee Signature

______________________________________________________

Print name

______________________________________________________

Date

EMPLOYEE HANDBOOK February 5, 2018 · This Handbook is intended to help Employees get acquainted...

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Transcript of EMPLOYEE HANDBOOK February 5, 2018 · This Handbook is intended to help Employees get acquainted...