Disclaimer

This handbook is intended only to outline the employment policies, procedures, and benefits of . This manual is not intended to be all–inclusive and should not be considered to be an employment contract. reserves the right to change employment policies, procedures, benefits, or this manual at any time without notice. It is the responsibility of the employee to stay abreast of policy. will make every effort to notify employees of any policy changes, additions, or deletions. Said changes will immediately become a part of this manual.

Welcome

We are delighted to have you as a part of our team. This employee handbook will serve as your guide to understanding our company, its culture, policies, and the resources available to you as an employee. Whether you are new to the company or a long-standing member, this handbook is designed to help you navigate your journey with us.

Equal Opportunity

We are committed to providing equal employment opportunities to all employees based on their qualifications, skills, and performance, without discrimination based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic.

At-Will Notice

The At-Will Employment Notice of serves to inform employees of the at-will nature of their employment relationship with the company. This notice outlines the rights and responsibilities of both the employer and the employee under California's at-will employment doctrine.

This notice applies to all employees of and emphasizes the principles of at-will employment, including the employer's right to terminate employment at any time, with or without cause, and the employee's right to resign from employment at any time, with or without notice.

Your employment with is at-will, which means that either you or the company may terminate the employment relationship at any time, for any reason or no reason, with or without cause or advance notice.

This notice supersedes any prior representations, agreements, or understandings, whether oral or written, regarding the terms and conditions of your employment, including any implied contracts or promises of job security.

This notice may be modified or altered only in writing by the mutual agreement of both the employee and an authorized representative of . No other representations or assurances regarding employment terms are valid or binding.

The at-will nature of your employment with does not alter or diminish the company's rights or obligations under applicable federal, state, or local laws, including antidiscrimination laws, wage and hour laws, or other employment-related statutes or regulations.

As an at-will employee, you are expected to comply with all company policies, procedures, and standards of conduct, as well as perform your job duties satisfactorily, regardless of the at-will nature of your employment.

Employment Classifications

The Employment Classifications Policy outlines 's procedures for categorizing employees into different employment classifications based on their job roles, duties, and employment status. This policy aims to establish clear guidelines for managing and compensating employees according to their classification and complying with applicable labor laws and regulations.

Types of Employment Classifications

uses the following employment classifications:

• Full-Time Employees: Employees who work hours per week and are eligible for full benefits and entitlements offered by the company.
• Part-Time Employees: Employees who work fewer hours than full-time employees and may have access to limited benefits based on their employment status.
• Temporary or Contract Employees: Employees hired for a specific duration or project, typically on a temporary or contract basis, with no expectation of continued employment beyond the specified period.
• Interns: Individuals engaged in temporary, supervised training or work experience to gain practical skills or knowledge related to their field of study or career goals.

Exempt vs. Non-Exempt Employees

At , employees are classified as either exempt or non-exempt based on your job duties and compensation. These classifications determine your eligibility for certain rights under California wage and hour laws.

Non-Exempt Employees

If you are classified as a non-exempt employee, you are eligible for the protections provided by California labor laws, including:

• Payment of at least the state minimum wage.
• Overtime pay for hours worked beyond 8 in a day or 40 in a week.
• Rest breaks and meal periods as required by law.

Non-exempt employees are paid based on the number of hours worked and are entitled to overtime pay if they work beyond the standard work hours.

Exempt Employees

Exempt employees are not eligible for overtime pay or some of the other protections provided to non-exempt employees. To be classified as exempt, your role must meet specific criteria:

• You must primarily perform executive, administrative, or professional duties.
• You must exercise discretion and independent judgment in your work.
• You must be paid on a salary basis.

Additionally, under California law, exempt employees must be paid at least twice the state minimum wage for full-time employment. For example, in 2024, the minimum wage is $16 per hour, meaning exempt employees must earn at least $66,560 annually or $5,546.67 monthly to maintain exempt status.

Understanding Your Pay

If you are classified as an exempt employee at , your salary will reflect at least twice the minimum wage to comply with California labor laws. As exempt employees, you will not be eligible for overtime pay. However, your salary will remain the same regardless of the number of hours you work each week.

If you are a non-exempt employee, you will receive overtime pay if you work over 8 hours in a day or 40 hours in a week. Your paycheck will also reflect the number of hours worked each pay period, including any overtime.

Why This Matters

It’s important to understand your classification because it affects how you are paid and the benefits you are entitled to under the law. If you have questions about your classification or your pay, please reach out to Human Resources for clarification.

We encourage all employees to familiarize themselves with these classifications to better understand how they align with state and federal regulations.

Classification Changes

reserves the right to change an employee's classification based on changes in job responsibilities, work schedule, or employment status. Employees will be notified of any changes in their employment classification and the impact on their benefits or entitlements, if applicable.

Record Keeping

will maintain accurate records of employees' anniversary dates and seniority in the company's HRIS (Human Resources Information System) or other designated systems. Managers and HR personnel are responsible for updating and maintaining employee records to ensure accuracy and consistency in tracking anniversary dates and seniority.

Employee Reference Policy

is committed to providing fair and accurate references for current and former employees while complying with all applicable California laws. This policy applies to all employees who are authorized to provide references on behalf of the company.

Authorized Personnel

Only designated personnel within the Human Resources department or authorized management staff are permitted to provide references. Unauthorized employees are not permitted to provide any form of reference, whether verbal or written, on behalf of the company.

Types of References Provided

The company may provide the following types of references for current or former employees:

• Employment Verification: The company may confirm basic employment information, such as job title, dates of employment, and, with the employee’s consent, the last salary or wage information.
• Performance References: With the employee’s written consent, the company may provide a reference regarding the employee’s job performance, responsibilities, and other work-related attributes.

Written Consent

California law requires written consent from the employee before the company can disclose certain information, such as performance evaluations, reasons for termination, or other details beyond basic employment verification. The employee must sign a release form authorizing the disclosure of this information.

Content of References

When providing references, the company will ensure that the information is factual, accurate, and job-related. The company will not disclose information about an employee’s protected characteristics (e.g., race, religion, gender, disability) or personal opinions unrelated to job performance.

Defamation and Retaliation

The company will take care to avoid defamation, which occurs when false statements are made that harm an individual’s reputation. Additionally, the company will not retaliate against employees who request or provide references, nor will it provide negative references as a form of retaliation.

Record-Keeping

The company will maintain records of all written references and any documentation related to the provision of references, including consent forms, for a minimum of three years.

Response to Reference Requests

All reference requests must be directed to the Human Resources department or the designated management personnel. The company reserves the right to refuse to provide a reference beyond basic employment verification if it deems it necessary.

Confidentiality

All information provided in references will be treated as confidential and will only be disclosed to authorized third parties, such as prospective employers, with the employee’s consent.

Policy Violations

Any employee found to be in violation of this policy by providing unauthorized or inaccurate references may be subject to disciplinary action, up to and including termination of employment.

Sexual and Other Unlawful Harassment

strictly prohibits any form of harassment based on sex, gender, race, color, religion, national origin, age, disability, sexual orientation, gender identity, or any other characteristic protected by law. Harassment is unacceptable in any form and will not be tolerated.

Definition of Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• Submission to such conduct is made a condition of an individual’s employment.
• Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual.
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Examples of Sexual Harassment

Examples of sexual harassment may include, but are not limited to:

• Unwelcome sexual advances or propositions
• Inappropriate touching or physical contact
• Sexually suggestive comments or jokes
• Displaying sexually explicit materials or images
• Making derogatory or offensive comments about someone's gender or sexual orientation

Other Unlawful Harassment

Other unlawful harassment includes any unwelcome conduct based on an individual's protected characteristics that creates a hostile or offensive work environment or interferes with the individual's ability to perform their job. This can include verbal, physical, or visual harassment.

Reporting Procedures

Employees who believe they have been subjected to harassment or have witnessed harassment should report the incident immediately to their supervisor, HR, or a designated company representative. Reports can be made confidentially and without fear of retaliation.

Investigation and Response

will promptly investigate all reports of harassment in a fair and thorough manner. If harassment is found to have occurred, will take immediate and appropriate corrective action, which may include disciplinary measures up to and including termination of employment.

Retaliation Prohibited

prohibits retaliation against any individual who reports harassment or participates in an investigation. Retaliation is a serious violation of this policy and will result in disciplinary action.

Employee Responsibilities

All employees are responsible for creating a work environment free from harassment. Employees are expected to:

• Treat all colleagues with respect and dignity
• Avoid engaging in or condoning harassment
• Report any incidents of harassment promptly

Domestic Violence Statement

is committed to supporting employees who are affected by domestic violence. This statement outlines our commitment to providing a safe and supportive workplace environment for those impacted by domestic violence.

Domestic violence includes any form of abuse, whether physical, emotional, psychological, or financial, that occurs within a domestic setting such as marriage or cohabitation. recognizes that domestic violence can have a significant impact on an employee’s well-being and work performance.

Support and Resources

is committed to providing support and resources to employees affected by domestic violence. This includes:

• Confidential assistance and referrals to local domestic violence shelters and support services
• Flexible work arrangements or leave options as needed
• Safety planning and workplace security measures

Reporting Domestic Violence

Employees who are experiencing domestic violence or who know of a colleague experiencing domestic violence are encouraged to seek help and report the situation. Reports can be made confidentially to the HR department or a designated company representative.

Confidentiality

All reports of domestic violence will be handled with the utmost confidentiality. will only disclose information on a need-to-know basis to protect the safety and privacy of the employee involved.

Non-Retaliation

prohibits retaliation against any employee who reports domestic violence or seeks assistance. Employees can report domestic violence without fear of losing their job or facing other forms of retaliation.

Employee Responsibilities

All employees are encouraged to support a colleague who may be experiencing domestic violence by:

• Listening without judgment and offering support
• Encouraging them to seek help and use available resources
• Respecting their confidentiality and privacy

Problem Resolution

The Problem Resolution Policy outlines the procedures for addressing and resolving workplace issues, conflicts, or concerns in a fair, timely, and effective manner. is committed to fostering a positive and respectful work environment where employees feel valued, supported, and empowered to address and resolve problems constructively.

Open Door Policy

encourages open communication and dialogue between employees and management. Employees are encouraged to first attempt to resolve issues or concerns directly with their immediate supervisor or manager. If the issue cannot be resolved at this level, employees are encouraged to escalate the matter to higher levels of management or the HR department.

Formal Grievance Procedure

If informal attempts to resolve the issue are unsuccessful, employees may initiate a formal grievance procedure by submitting a written complaint to the HR department. The HR department will investigate the complaint impartially and confidentially and work with all parties involved to find a resolution.

Mediation and Conflict Resolution

In some cases, mediation or conflict resolution techniques may be employed to facilitate communication and negotiation between parties in conflict. Trained mediators or HR professionals may assist in resolving the dispute through facilitated discussions and negotiation.

Investigation Process

If the issue involves allegations of misconduct, discrimination, harassment, or other serious violations of company policy, will conduct a thorough investigation to gather facts and evidence. The investigation will be conducted impartially, and confidentiality will be maintained to the extent possible.

Resolution and Follow-Up

Upon completion of the investigation or mediation process, will work to reach a resolution that is fair and equitable to all parties involved. Follow-up may include implementing corrective actions, providing training or counseling, or making changes to policies or procedures to prevent future occurrences.

Confidentiality

Confidentiality will be maintained throughout the problem resolution process to protect the privacy and reputations of all parties involved. Information related to complaints, investigations, or resolutions will be disclosed on a need-to-know basis and in compliance with applicable laws and regulations.

Violation of Company Policy

Violation of Company Policy is a serious matter that may result in disciplinary action, up to and including termination of employment. is committed to maintaining a safe, respectful, and productive workplace environment for all employees, and adherence to company policies and procedures is essential to achieving this goal.

Violations of company policy may include but are not limited to:

• Harassment or discrimination
• Violation of safety protocols
• Failure to comply with security procedures
• Unauthorized use of company resources
• Conflict of interest
• Violation of confidentiality agreements
• Time theft or dishonesty
• Violation of attendance or punctuality policies
• Substance abuse
• Failure to report violations

Upon receiving a report of a potential violation of company policy, will conduct a thorough investigation to gather relevant facts and evidence. The investigation may involve interviews with witnesses, review of documentation, and collaboration with relevant departments or external parties.

If a violation of company policy is substantiated through the investigation process, appropriate disciplinary action will be taken in accordance with company policies and procedures. Disciplinary measures may include verbal or written warnings, probation, suspension, or termination of employment, depending on the severity and recurrence of the violation.

Employees who are accused of violating company policy have the right to participate in the investigation process and provide their perspective on the matter. They also have the right to appeal disciplinary actions through established grievance procedures.

Confidentiality will be maintained throughout the investigation and disciplinary process to protect the privacy and reputations of all parties involved. Information related to violations of company policy will be disclosed on a need-to-know basis and in compliance with applicable laws and regulations.

Time Cards Policy

The time card policy at outlines the guidelines and procedures for accurately recording and reporting work hours. Accurate timekeeping is essential for payroll processing, compliance with labor laws, and tracking employee attendance.

Policy Overview

All employees are required to:

• Record their work hours accurately using the designated timekeeping system
• Submit time cards or timesheets on time according to the established schedule
• Obtain approval from their supervisor or manager for any changes or corrections to their time records
• Adhere to company policies regarding breaks, meal periods, and overtime

Compliance

Employees must comply with all applicable federal, state, and local laws regarding timekeeping and overtime. Any violations of the time card policy may result in disciplinary action, up to and including termination of employment.

Training and Support

will provide training and support to employees on how to use the timekeeping system effectively and accurately. Employees should seek assistance from their supervisor or HR department if they encounter any issues or have questions about timekeeping.

Bulletin Boards Policy

The bulletin boards policy at outlines the guidelines and procedures for the use of bulletin boards within company premises. Bulletin boards provide a platform for communication and sharing of information relevant to employees.

Employees are encouraged to use bulletin boards to:

• Share important announcements, such as company events, policy updates, or employee recognition
• Post informational materials, such as safety guidelines, training schedules, or community events
• Exchange non-commercial messages, such as items for sale, carpooling requests, or lost and found notices

Guidelines for Posting

When using bulletin boards, employees should:

• Ensure that posted materials are relevant to company business or of interest to employees
• Respect copyright and intellectual property rights by obtaining proper authorization for materials used
• Use appropriate language and avoid posting content that is offensive, discriminatory, or inappropriate
• Remove outdated or irrelevant postings to maintain the cleanliness and organization of the bulletin board

Approval Process

In some cases, postings may require approval from the HR department or management before being displayed on bulletin boards. Employees should follow any specific approval procedures outlined by for posting certain types of materials.

Monitoring and Maintenance

The HR department or designated personnel may monitor bulletin boards periodically to ensure compliance with company policies and remove any postings that violate the guidelines. Employees are responsible for contributing to the upkeep and organization of bulletin boards.

Workplace Dress Code

The workplace dress code at establishes guidelines for appropriate attire and grooming standards in the workplace. A professional appearance contributes to a positive work environment and reflects the company's values and image.

All employees are expected to:

• Dress in attire that is clean, neat, and appropriate for their job duties
• Wear clothing that is suitable for a professional business environment
• Avoid clothing that is revealing, offensive, or overly casual
• Adhere to any specific dress code requirements for their department or job role

Examples of Acceptable Attire

Acceptable attire may include:

• Business casual attire, such as slacks, khakis, skirts, and collared shirts
• Professional attire, such as suits, blazers, dresses, and dress shoes
• Company-branded apparel or uniforms, if provided

Grooming Standards

In addition to clothing, employees should maintain good grooming habits, including:

• Being clean and well-groomed
• Keeping hair neat and styled appropriately
• Avoiding excessive or distracting makeup, jewelry, or fragrances

Exceptions

Some departments or job roles may have specific dress code requirements based on safety, hygiene, or customer-facing responsibilities. Employees should adhere to any additional dress code guidelines provided by their supervisor or HR department.

California SB 142 Compliance Policy - Lactation

The California SB 142 Compliance Policy at ensures compliance with state law regarding lactation accommodation in the workplace. This policy aims to support breastfeeding employees by providing adequate lactation accommodations and promoting a supportive work environment.

All lactating employees are entitled to:

• Reasonable break time to express breast milk as needed
• A private location, other than a bathroom, for lactation purposes
• Access to a clean and safe space with a chair and surface for breast pump and supplies
• Access to a refrigerator or other appropriate storage facility for storing expressed breast milk

Procedure

Employees should:

• Notify their supervisor or HR department of their need for lactation accommodations
• Request breaks and access to lactation accommodations as needed
• Coordinate with their supervisor to schedule breaks and ensure coverage of job duties during lactation breaks

Privacy and Confidentiality

Lactating employees' privacy and confidentiality will be respected at all times. Discussions regarding lactation accommodations will be kept confidential, and lactation accommodations will be provided in a private location away from public view.

Medical Attention

The Personal Medical Attention Policy outlines 's procedures for employees seeking personal medical attention during working hours. The policy aims to balance the health and well-being of employees with the operational needs of the company.

Medical Emergencies

In case of a medical emergency requiring immediate attention, employees should:

• Notify their supervisor or a designated manager as soon as possible
• Seek medical assistance from the nearest healthcare facility or call emergency services
• Follow any instructions provided by medical professionals

Non-Emergency, Personal Medical Appointments

If an employee needs to attend a non-emergency medical appointment during working hours, they should:

• Notify their supervisor or manager in advance, if possible
• Arrange their work schedule to minimize disruption to team activities
• Make up for any missed work time, if necessary, by adjusting their schedule or taking leave

Documentation and Reporting

Employees may be required to provide documentation, such as a doctor's note or appointment confirmation, for any medical absences during working hours. Employees should follow the company's standard procedures for reporting absences and submitting documentation.

Confidentiality and Privacy

respects the confidentiality of employees' medical information and ensures that personal medical matters are handled with discretion and sensitivity. Medical information shared with supervisors or HR personnel is kept confidential and used only for the purpose of managing work-related accommodations or absences.

Sick Leave Policy

Driving Safety Policy

Our company is committed to promoting safe driving practices for all employees who operate a vehicle as part of their job responsibilities. Employees are expected to adhere to all traffic laws and company policies while driving for work-related purposes.

Any employee who is required to drive for their job must maintain a valid driver's license and a clean driving record. The company may conduct periodic checks of driving records to ensure compliance with this policy.

Drug Screening

The purpose of this policy is to ensure a safe and drug-free work environment by implementing procedures for drug testing under specific circumstances, such as after accidents or in cases of reasonable suspicion.

This policy applies to all employees of , including full-time, part-time, temporary, and contract workers.

Drug Testing Procedures

Post-Accident Testing

Employees involved in a workplace accident or incident that results in injury to themselves or others, damage to company property, or significant disruption to operations may be subject to post-accident drug testing. Drug testing will be conducted as soon as possible following the accident or incident, but no later than [insert timeframe] after the event.

Reasonable Suspicion Testing

If a supervisor or manager has reasonable suspicion to believe that an employee may be under the influence of drugs or alcohol while on duty, the employee may be subject to drug testing. Reasonable suspicion may be based on observable behaviors such as slurred speech, impaired coordination, erratic behavior, or the presence of drugs or drug paraphernalia. Drug testing will be conducted promptly after the observation of behavior indicating reasonable suspicion.

Types of Drug Tests

Drug testing may include urine, blood, saliva, or breathalyzer tests, depending on the circumstances and the availability of testing facilities. Testing will be conducted by trained professionals in accordance with applicable laws and regulations.

Confidentiality and Privacy

All drug testing procedures and results will be handled confidentially and with utmost respect for employee privacy. Access to drug test results will be limited to individuals with a legitimate need to know, such as HR personnel and management involved in the investigation.

Consequences of Positive Test Results

Employees who test positive for drugs or alcohol may be subject to disciplinary action, up to and including termination of employment, in accordance with company policies. Employees who test positive may be provided with resources for substance abuse treatment and rehabilitation, depending on the circumstances and company resources.

Performance / Evaluation Reviews

The Employee Performance Review Policy of outlines the company’s approach to evaluating employee performance. The purpose of this policy is to provide employees with regular, structured feedback, recognize their achievements, and identify areas for development. Performance reviews are essential for fostering continuous improvement and ensuring alignment with the company's strategic goals.

Performance reviews at are conducted . This schedule has been set to ensure employees receive feedback on a regular basis, whether it is annually, semi-annually, quarterly, or another agreed-upon frequency. These reviews serve as a platform to discuss job performance, provide constructive feedback, and set goals for the future.

During the review, managers will assess employees based on pre-established goals and metrics, including job performance, professional development, teamwork, and adherence to company values. Employees are encouraged to actively participate in the review process by completing a self-assessment before the review meeting.

After each review, an action plan will be outlined to guide employees in their development. Continuous feedback may also be provided between review periods to ensure ongoing support and progress.

By adhering to this policy, ensures that all employees have the opportunity to receive meaningful feedback and pursue career growth.

Anniversary Date And Seniority

The Anniversary Date and Seniority Policy of outlines the guidelines and procedures for determining employees' anniversary dates and seniority within the organization. This policy aims to establish consistency and transparency in recognizing employees' length of service and providing associated benefits and privileges.

This policy applies to all employees of and specifies how anniversary dates and seniority are calculated, recorded, and utilized for various employment-related purposes.

Anniversary Date

An employee's anniversary date is the calendar date on which they started their employment with . It marks the beginning of each year of service and is used to determine eligibility for certain benefits, including vacation accrual, performance reviews, and service awards. The anniversary date does not change, regardless of any breaks in employment or changes in job roles or departments within the company.

Seniority

Seniority refers to an employee's length of service with and is typically measured from the employee's initial date of eligibilty. It is used to recognize employees' tenure and experience within the organization and may be a factor in decisions related to promotions, layoffs, and other employment matters. Seniority is calculated based on the total duration of continuous service, including any periods of leave or temporary absence that do not constitute a termination of employment.

Record Keeping

will maintain accurate records of employees' anniversary dates and seniority in the company's HRIS (Human Resources Information System) or other designated systems. Managers and HR personnel are responsible for updating and maintaining employee records to ensure accuracy and consistency in tracking anniversary dates and seniority.

Benefits and Privileges

Eligibility for certain benefits and privileges, such as additional vacation days, milestone awards, or preferential consideration for internal job opportunities, may be based on employees' length of service and seniority within the organization.

Communication

will communicate the criteria and requirements for accessing these benefits and privileges to employees in a clear and transparent manner.

Reasonable Accommodation Policy - ADA

The Reasonable Accommodation Policy outlines 's commitment to providing reasonable accommodations to employees with disabilities to ensure equal employment opportunities. This policy aims to comply with applicable disability discrimination laws and promote an inclusive work environment where all employees can perform their job duties effectively.

Scope

This policy applies to all employees, including full-time, part-time, and temporary employees, as well as applicants for employment, who request accommodations for disabilities covered under relevant disability discrimination laws.

Requesting Accommodations

Employees or job applicants who require accommodations due to a disability should:

• Submit a written request for accommodation to the HR department or designated HR representative
• Provide documentation from a qualified healthcare provider or other relevant professional confirming the disability and explaining the need for accommodation
• Engage in an interactive process with HR and management to determine reasonable accommodations that enable the individual to perform essential job functions

Types of Accommodations

Reasonable accommodations may include, but are not limited to:

• Modifying work schedules or job duties
• Providing assistive devices or technology
• Adjusting workplace facilities or equipment
• Offering training or reassignment to a vacant position
• Granting unpaid leave or alternative work arrangements

Confidentiality and Privacy

respects the privacy and confidentiality of individuals requesting accommodations and their medical information. Information related to disability and accommodation requests is kept confidential and shared only with individuals involved in the accommodation process on a need-to-know basis.

Compliance

complies with all applicable disability discrimination laws, including the Americans with Disabilities Act (ADA) and state disability rights laws. The company will make reasonable accommodations unless doing so would impose undue hardship on business operations or create an undue burden.

Contact Information

For questions or assistance regarding reasonable accommodations, employees can contact the HR department or designated HR representative for guidance and support.

Complaint Procedure

The Complaint Procedure Policy outlines 's procedures for addressing and resolving employee complaints and grievances in a fair, impartial, and timely manner. This policy aims to provide employees with a mechanism to voice their concerns, seek resolution, and maintain a positive work environment.

Reporting Procedure

Employees who have a complaint or grievance should follow these steps:

• Informally address the issue with their immediate supervisor or manager, if comfortable and appropriate
• If the issue remains unresolved or involves the supervisor or manager, employees should escalate the complaint to HR or another designated representative
• Submit a written complaint or grievance detailing the nature of the issue, relevant facts, and desired resolution to HR or the designated representative

Investigation Process

Upon receiving a complaint, HR or the designated representative will:

• Conduct a prompt and thorough investigation to gather relevant information and evidence
• Interview involved parties and witnesses to obtain their perspectives on the matter
• Review applicable policies, procedures, and documentation related to the complaint
• Maintain confidentiality to the extent possible while conducting the investigation

Resolution and Follow-Up

Once the investigation is complete, HR or the designated representative will:

• Provide a written summary of the investigation findings and conclusions to the involved parties
• Take appropriate corrective action, such as mediation, counseling, training, or disciplinary measures, to address the issue and prevent recurrence
• Follow up with the complainant and involved parties to ensure that the resolution is satisfactory and monitor for any further issues or concerns

Non-Retaliation

prohibits retaliation against employees who file complaints or participate in complaint investigations in good faith. Retaliation against individuals who raise concerns or report misconduct will not be tolerated and may result in disciplinary action.

Corrective Action Policy

The Corrective Action Policy outlines 's procedures for addressing employee performance or behavior issues in a constructive and consistent manner. This policy aims to provide employees with clear expectations, support, and opportunities for improvement while ensuring accountability and maintaining a positive work environment.

Performance or Behavior Issues

Performance or behavior issues that may warrant corrective action include, but are not limited to:

• Failure to meet job performance standards or objectives
• Violation of company policies, procedures, or code of conduct
• Attendance or punctuality problems
• Workplace misconduct, such as insubordination, harassment, or safety violations

Progressive Discipline

follows a progressive discipline approach, which may include the following steps:

• Verbal Warning: Informal discussion with the employee to address the issue and provide feedback on expected improvement
• Written Warning: Formal written notice documenting the issue, expectations for improvement, and consequences of further violations
• Probation or Suspension: Temporary suspension of employment or placement on Introductory status with specific conditions for improvement
• Termination: Final action taken if the employee fails to demonstrate improvement or continues to violate company policies or standards

Investigation and Documentation

Before taking corrective action, HR or management will:

• Conduct a thorough investigation to gather relevant information and evidence
• Provide the employee with an opportunity to respond to the allegations and present their perspective
• Document all incidents, discussions, warnings, and disciplinary actions taken in the employee's personnel file

Appeals Process

Employees who disagree with corrective action decisions may have the right to appeal through established company procedures or grievance mechanisms. Appeals will be reviewed objectively and impartially by appropriate management or HR personnel.

Code of Conduct

The Code of Conduct outlines 's expectations for employee behavior and conduct to ensure a respectful, ethical, and professional workplace. This policy provides guidelines for acceptable behavior, promotes a positive work environment, and helps maintain the company's reputation and integrity.

Professionalism

Employees are expected to conduct themselves in a professional manner at all times, including:

• Demonstrating respect, courtesy, and consideration towards colleagues, clients, and stakeholders
• Maintaining a positive attitude and cooperative spirit
• Adhering to company policies, procedures, and guidelines
• Refraining from engaging in disruptive, discriminatory, or harassing behavior

Integrity

Employees must act with integrity and honesty in all business dealings, including:

• Being truthful and transparent in communications and interactions
• Avoiding conflicts of interest and disclosing any potential conflicts promptly
• Refraining from engaging in fraudulent or unethical activities
• Maintaining confidentiality of company and client information

Accountability

Employees are accountable for their actions and responsibilities, including:

• Taking responsibility for their performance and work quality
• Meeting deadlines and fulfilling job duties
• Reporting any misconduct or violations of company policies
• Complying with all applicable laws, regulations, and industry standards

Safety

Employees are expected to contribute to a safe and healthy work environment, including:

• Following safety guidelines and protocols
• Reporting any hazardous conditions or incidents promptly
• Refraining from engaging in activities that may jeopardize safety
• Participating in safety training and initiatives

Respect for Company Property

Employees must respect and protect company property and resources, including:

• Using company equipment and resources responsibly
• Maintaining the security of company assets
• Refraining from using company property for personal gain or unauthorized purposes
• Reporting any damage or loss of company property promptly

Compliance and Enforcement

Failure to adhere to the Code of Conduct may result in disciplinary action, up to and including termination of employment. Employees are encouraged to report any violations of the Code of Conduct to HR or management for investigation and resolution.

Family Employment Policy

The Family Employment Policy outlines 's guidelines for the employment of relatives within the company. This policy aims to prevent conflicts of interest, favoritism, and ensure a fair and professional work environment for all employees.

Employment of Relatives

permits the employment of qualified relatives of employees as long as such employment does not, in the opinion of the company, create actual or perceived conflicts of interest. For the purposes of this policy, a "relative" is defined as a spouse, domestic partner, parent, child, sibling, grandparent, grandchild, in-law, or any other close familial relationship.

Guidelines and Restrictions

The following guidelines and restrictions apply to the employment of relatives:

• Relatives may not be employed in positions where one relative has direct or indirect supervisory authority over the other.
• Relatives may not be employed in positions where their job responsibilities could lead to a conflict of interest or compromise the company's interests.
• Relatives may not be employed in positions where their work responsibilities may result in the appearance of favoritism or bias.
• Relatives may not be involved in decisions related to hiring, promotion, salary, or disciplinary actions affecting each other.

Disclosure Requirements

Employees are required to disclose any familial relationships with other employees or applicants. This includes disclosing the relationship during the hiring process or if a relationship develops during employment. Failure to disclose such relationships may result in disciplinary action.

Conflict Resolution

In cases where a conflict of interest or potential conflict arises due to the employment of relatives, will take appropriate measures to resolve the issue. This may include reassignment, transfer, or other actions to ensure compliance with this policy and maintain a fair work environment.

Exceptions

Any exceptions to this policy must be approved by HR and senior management. Requests for exceptions will be reviewed on a case-by-case basis, considering the specific circumstances and potential impact on the company and its employees.

HIPAA Notice and Privacy Practices Policy

is committed to protecting the privacy and security of our employees' health information. This HIPAA Notice and Privacy Practices Policy outlines our practices and legal obligations regarding the handling of Protected Health Information (PHI) in compliance with the Health Insurance Portability and Accountability Act (HIPAA).

Protected Health Information (PHI)

PHI refers to any information that can be used to identify an individual and relates to their past, present, or future physical or mental health condition, the provision of healthcare, or payment for healthcare services.

Uses and Disclosures of PHI

may use or disclose PHI without employee authorization for the following purposes:

• Treatment: To provide, coordinate, or manage healthcare and related services.
• Payment: To obtain payment for healthcare services provided to employees.
• Healthcare Operations: To support the business activities of our healthcare plans.
• As Required by Law: To comply with legal requirements, including reporting to public health authorities.
• Workers' Compensation: To comply with workers' compensation laws and regulations.

Employee Rights

Employees have the following rights regarding their PHI:

• Right to Access: Employees can request to inspect and obtain a copy of their PHI.
• Right to Amend: Employees can request corrections to their PHI if they believe it is incorrect or incomplete.
• Right to an Accounting of Disclosures: Employees can request a list of certain disclosures of their PHI made by .
• Right to Request Restrictions: Employees can request restrictions on the use or disclosure of their PHI for certain purposes.
• Right to Request Confidential Communications: Employees can request to receive communications about their PHI by alternative means or at alternative locations.

Safeguards

implements appropriate administrative, physical, and technical safeguards to protect the privacy and security of PHI. These measures include access controls, encryption, and regular training for employees on HIPAA compliance.

Complaints

Employees who believe their privacy rights have been violated can file a complaint with 's Privacy Officer or with the U.S. Department of Health and Human Services. will not retaliate against any employee for filing a complaint.

Contact Information

For questions or assistance regarding HIPAA compliance or to exercise your rights, please contact 's Privacy Officer:

[Privacy Officer Name]

[Address]
[City, State, Zip Code]
[Phone Number]
[Email Address]

California Consumer Privacy Act (CCPA) Policy

is committed to protecting the privacy and personal information of our customers and employees. This California Consumer Privacy Act (CCPA) Policy outlines our practices regarding the collection, use, and disclosure of personal information in compliance with the CCPA.

Definitions

Under the CCPA, the following definitions apply:

• Personal Information: Information that identifies, relates to, describes, or is reasonably capable of being associated with a particular consumer or household.
• Consumer: Any natural person who is a California resident.

Categories of Personal Information Collected

We may collect the following categories of personal information from consumers:

• Identifiers (e.g., name, address, email address, phone number)
• Commercial information (e.g., transaction history, purchase records)
• Internet or other electronic network activity information (e.g., browsing history, search history)
• Geolocation data
• Employment-related information
• Inferences drawn from any of the above information to create a profile about a consumer

Purposes for Collecting Personal Information

We collect personal information for the following purposes:

• To provide and improve our services
• To process transactions and fulfill orders
• To communicate with consumers about their accounts and transactions
• To personalize consumer experiences and provide relevant content
• To comply with legal obligations and protect against fraud

Consumer Rights under CCPA

Consumers have the following rights under the CCPA:

• Right to Know: Consumers can request information about the categories and specific pieces of personal information we have collected about them.
• Right to Delete: Consumers can request the deletion of their personal information, subject to certain exceptions.
• Right to Opt-Out: Consumers can opt-out of the sale of their personal information.
• Right to Non-Discrimination: Consumers have the right to not be discriminated against for exercising their CCPA rights.

Exercising Consumer Rights

To exercise any of the rights described above, consumers can submit a verifiable request to us by:

Email: [Email Address]
Phone: [Phone Number]
Address: [Physical Address]

We will respond to verifiable consumer requests in accordance with the CCPA's requirements.

Changes to This Policy

We may update this CCPA Policy from time to time to reflect changes in our practices or for other operational, legal, or regulatory reasons. We will notify consumers of any material changes to this policy by posting the updated policy on our website.

Contact Information

If you have any questions or concerns about this CCPA Policy, please contact us at:

[Address]
[City, State, Zip Code]
[Phone Number]
[Email Address]

Moving Expense for Relocation Policy

recognizes that relocating for a new position can be a significant expense for employees. To assist with this transition, offers a Moving Expense for Relocation Policy to eligible employees. This policy outlines the types of expenses that are reimbursable and the process for claiming reimbursement.

Eligibility

This policy applies to employees who are required to relocate more than [X miles] from their current residence for a position at . Eligibility for relocation assistance must be approved by HR and the employee’s department head.

Reimbursable Expenses

The following expenses may be eligible for reimbursement under this policy:

• Transportation costs for the employee and immediate family members, including airfare or mileage reimbursement for personal vehicles.
• Moving company expenses for packing, transporting, and unpacking household goods.
• Temporary housing costs for up to [X days] while permanent housing is secured.
• Storage fees for household goods for up to [X days].
• Travel expenses, including lodging and meals, incurred during the move.
• Lease cancellation fees at the current residence.

Non-Reimbursable Expenses

The following expenses are not eligible for reimbursement:

• Home purchase or rental costs at the new location.
• Costs associated with selling the current home, such as real estate commissions.
• Losses on the sale of the home.
• Personal expenses, such as pet transportation, cleaning services, or furniture purchases.

Reimbursement Process

To claim reimbursement for eligible moving expenses, employees must follow these steps:

• Submit a Relocation Expense Reimbursement Form to the HR department within [X days] of incurring the expenses.
• Attach original receipts and supporting documentation for all claimed expenses.
• Ensure all forms and receipts are complete and accurate to avoid delays in processing.

HR will review the submitted forms and documentation and process approved reimbursements within [X days].

Tax Implications

Employees should be aware that relocation expense reimbursements may be considered taxable income by the IRS and state tax authorities. Employees are encouraged to consult with a tax advisor to understand the tax implications of their relocation benefits.

Repayment Agreement

Employees who voluntarily terminate their employment within [X months] of receiving relocation assistance may be required to repay all or a portion of the reimbursed expenses. The repayment amount and terms will be outlined in a Relocation Repayment Agreement signed by the employee prior to receiving benefits.

Employment of Minors

The Employment of Minors policy outlines 's commitment to complying with applicable labor laws and regulations regarding the employment of minors. The policy aims to ensure the safety, well-being, and legal compliance of minors employed by the company.

Minimum Age Requirements

Minors may be employed by only if they meet the minimum age requirements established by federal, state, and local laws. The minimum age for employment may vary depending on the type of work and industry.

Work Hour Restrictions

Minors are subject to work hour restrictions as mandated by labor laws to ensure they receive adequate rest and do not work during school hours. adheres to these restrictions and schedules work hours for minors accordingly.

Prohibited Work Activities

Minors are prohibited from engaging in certain hazardous or dangerous work activities as outlined by federal and state regulations. ensures that minors are not assigned tasks or responsibilities that pose a risk to their health or safety.

Work Permits

In jurisdictions where work permits are required for the employment of minors, obtains and maintains all necessary permits before hiring minors. Work permits may include restrictions on work hours, prohibited activities, and parental consent requirements.

Supervision and Training

Minors are supervised closely and provided with appropriate training and guidance to perform their job duties safely and effectively. Supervisors and managers are responsible for ensuring that minors understand workplace safety rules and procedures.

Parental Consent

For minors under the age of 18, may require parental consent or involvement in the hiring process and may communicate with parents or guardians regarding their child's employment, work schedule, and performance.

Recordkeeping

maintains accurate records of minors' employment, including proof of age, work permits, and parental consent forms as required by law. Records are kept confidential and stored securely.

Minimum Wage

The Minimum Wage Policy outlines 's commitment to complying with federal, state, and local minimum wage laws and regulations. The policy ensures that all employees are paid at least the applicable minimum wage rate for their jurisdiction and classification.

Minimum Wage Rates

adheres to minimum wage rates as mandated by federal, state, and local governments. Minimum wage rates may vary depending on factors such as location, industry, and employee classification (e.g., tipped employees).

Classification and Exceptions

Employees are classified appropriately based on their job duties and responsibilities to determine their eligibility for minimum wage rates. Certain exceptions or exemptions to minimum wage laws may apply to specific industries, occupations, or types of employment.

Notification and Compliance

notifies employees of their applicable minimum wage rate and ensures compliance with minimum wage laws through accurate recordkeeping, payroll practices, and regular reviews of wage rates to reflect changes in regulations.

Adjustments and Increases

adjusts employee wages as necessary to comply with changes in minimum wage laws and regulations. Wage increases are communicated to employees in advance, and adjustments are made promptly to ensure continued compliance.

Penalties for Non-Compliance

Non-compliance with minimum wage laws may result in penalties, fines, or legal action against . Therefore, takes proactive measures to ensure compliance with minimum wage laws and regulations.

Criminal Convictions Policy

is committed to providing a safe and secure workplace for all employees, clients, and stakeholders. This Criminal Convictions Policy outlines our approach to the consideration of criminal convictions in California, ensuring compliance with state and federal laws.

In accordance with California law, will not inquire into or consider an applicant's criminal history until after a conditional offer of employment has been made. The consideration of criminal convictions will be conducted in a manner that is consistent with the California Fair Chance Act and other applicable laws.

Criminal History Inquiry Process

Once a conditional offer of employment has been made, may conduct a background check, including a review of criminal convictions. The following steps will be taken:

• Notify the applicant in writing that a background check will be conducted.
• Obtain the applicant's written consent to conduct the background check.
• Provide the applicant with a copy of the report and the opportunity to respond if any criminal history is found.

Individualized Assessment

If a criminal conviction is revealed, will conduct an individualized assessment to determine whether the conviction has a direct and adverse relationship to the specific duties of the job. Factors considered will include:

• The nature and gravity of the offense.
• The time that has passed since the offense or completion of the sentence.
• The nature of the job held or sought.

Applicants will be provided the opportunity to present evidence of rehabilitation or mitigating circumstances before a final employment decision is made.

Notification of Adverse Action

If decides to take adverse action based on the criminal conviction, the applicant will be notified in writing. The notification will include:

• The specific conviction(s) that led to the decision.
• A copy of the conviction history report.
• Information on the applicant's right to respond and provide additional information.
• The deadline by which the applicant must respond.

The applicant will have at least five business days to respond before the final decision is made.

Confidentiality and Privacy

All information obtained during the background check process will be kept confidential and used solely for the purpose of determining the applicant's suitability for employment. will comply with all applicable privacy laws and regulations in handling this information.

Equal Employment Opportunity

is an equal opportunity employer and is committed to providing equal employment opportunities to all qualified individuals, regardless of their criminal history, in accordance with applicable laws and regulations.

Workplace Violence Policy

is committed to maintaining a safe and secure workplace for all employees, clients, and visitors. This Workplace Violence Policy outlines our zero-tolerance approach to violence in the workplace and provides guidelines for preventing and responding to incidents of workplace violence.

strictly prohibits any form of workplace violence, including but not limited to threats, intimidation, physical attacks, or property damage. All employees, contractors, visitors, and clients are expected to conduct themselves in a manner that promotes a safe and respectful work environment.

Definitions

For the purposes of this policy, workplace violence is defined as any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs at the workplace or during work-related activities. This includes but is not limited to:

• Verbal threats or abuse
• Physical assaults or attacks
• Stalking or following
• Destruction of property
• Harassment or bullying
• Use or threat of use of weapons

Prevention and Awareness

is dedicated to preventing workplace violence through the following measures:

• Providing training and resources to employees on recognizing and preventing workplace violence
• Establishing clear procedures for reporting and responding to incidents of workplace violence
• Encouraging open communication and reporting of concerns without fear of retaliation
• Conducting regular workplace assessments to identify potential risks and hazards

Reporting Procedures

All employees are required to report any incidents or threats of workplace violence immediately to their supervisor, HR, or designated safety officer. Reports can be made confidentially and anonymously if desired. will take all reports seriously and conduct a thorough investigation.

Response to Incidents

In the event of a workplace violence incident, will take immediate and appropriate action, which may include:

• Ensuring the safety of all employees and visitors
• Contacting law enforcement or emergency services if necessary
• Providing support and resources to affected individuals
• Conducting a prompt and thorough investigation
• Taking disciplinary action against the perpetrator, up to and including termination of employment

Support for Employees

is committed to supporting employees affected by workplace violence through the following resources:

• Employee Assistance Program (EAP) for counseling and support services
• Medical and psychological care as needed
• Workplace accommodations and adjustments to ensure safety and well-being

Zero Tolerance

maintains a zero-tolerance policy towards workplace violence. Any employee found to have engaged in workplace violence will be subject to disciplinary action, up to and including termination of employment.

Weapons

Weapons are generally defined as guns, knives and other objects universally considered a weapon by the vast majority of society. A ”weapon” can also be any object which would do harm to another when used as such. shall deem any such object a ”weapon” for the purpose of enforcing of this policy.

Possession of weapons is prohibited on company property and while on duty performing company business at any location. Any employee on duty or on company premises in possession of a weapon will be subject to appropriate disciplinary action, up to and including termination. Report any weapon possession to your immediate supervisor or the Human Resources department.

Due to the nature of the business activities of , certain employee job functions mandate possession of approved weapons. These employees are required to be duly licensed and carry only properly registered weapons, and only at the direction of .

Other than as described above, possession of weapons is prohibited on Company property and while on duty performing company business at any location. Any employee on duty or on company premises in possession of an unauthorized weapon will be subject to appropriate disciplinary action, up to and including termination. Report any weapon possession to your immediate supervisor or the Human Resources department.

Alcohol, Drugs & Illegal Substances

is committed to providing a safe, healthy, and productive work environment for all employees. The use of alcohol, drugs, and illegal substances can impair judgment, productivity, and safety. This policy outlines our standards and procedures regarding the use, possession, and distribution of alcohol, drugs, and illegal substances in the workplace.

This policy applies to all employees, contractors, and visitors of while on company premises, during work hours, or while representing the company in any capacity.

The use, possession, sale, distribution, or being under the influence of alcohol, illegal drugs, or controlled substances on company premises or during work hours is strictly prohibited. The misuse of prescription or over-the-counter medications that impair an employee’s ability to perform their job safely and effectively is also prohibited.

Alcohol consumption is not allowed on company premises except during authorized company events where alcohol may be served. In such cases, employees are expected to drink responsibly and not to exceed legal limits. Employees are prohibited from reporting to work or being on duty under the influence of alcohol.

The use, possession, sale, or distribution of illegal drugs or controlled substances is strictly prohibited on company premises or during work hours. Employees are prohibited from reporting to work or being on duty under the influence of illegal drugs or controlled substances.

Employees must use prescription and over-the-counter medications responsibly and in accordance with their intended medical purpose. Employees should inform their supervisor if a prescribed medication may affect their ability to perform their job safely and effectively. Drug and Alcohol Testing:

reserves the right to conduct drug and alcohol testing under the following circumstances:

• Pre-employment screening.
• Reasonable suspicion based on observable signs of impairment.
• Post-accident or incident involving significant damage or injury.
• Return-to-duty and follow-up testing for employees who have violated this policy.
• Testing procedures will comply with applicable laws and respect employee privacy and dignity.

Employees who suspect or witness a violation of this policy should report it immediately to their supervisor or the Human Resources department. Employees struggling with substance abuse are encouraged to seek help. offers support through employee assistance programs (EAP) and may provide referrals to appropriate treatment and counseling services.

Violations of this policy may result in disciplinary action, up to and including termination of employment. The severity of the disciplinary action will depend on the nature of the violation, the employee’s history, and other relevant factors.

All information regarding an employee’s substance use or abuse will be treated confidentially and shared only with individuals who need the information to ensure compliance with this policy or to provide support to the employee.

will comply with all applicable federal, state, and local laws regarding drug and alcohol use in the workplace, including the Drug-Free Workplace Act.

Cannabis Use Away from the Workplace Policy

is committed to maintaining a safe, productive, and drug-free work environment. This policy outlines the guidelines and expectations regarding the use of cannabis by employees when away from the workplace.

While the use of cannabis for recreational and medicinal purposes is legal in California, maintains specific guidelines regarding its use in relation to employment. Employees are expected to comply with this policy to ensure workplace safety and productivity.

Off-Duty Cannabis Use

respects employees' legal rights to use cannabis during non-working hours and away from company premises. However, the following conditions apply:

• Employees must not be under the influence of cannabis while performing their job duties or during work hours.
• Employees must not bring cannabis or cannabis-related products onto company premises or to company-sponsored events.

Safety-Sensitive Positions

Employees in safety-sensitive positions, such as those operating heavy machinery, driving company vehicles, or performing tasks that could endanger their safety or the safety of others, are subject to stricter regulations. Use of cannabis in these roles is prohibited if it impairs the employee's ability to perform their duties safely and effectively.

Reasonable Suspicion

If a supervisor has reasonable suspicion that an employee is under the influence of cannabis during work hours, the employee may be required to undergo a drug test. Reasonable suspicion may be based on observable signs such as impaired coordination, unusual behavior, or the smell of cannabis.

Consequences of Policy Violation

Violation of this policy may result in disciplinary action, up to and including termination of employment. Disciplinary actions will be based on the severity of the violation and the impact on workplace safety and productivity.

Medical Cannabis Use

Employees who are authorized to use medical cannabis must notify HR and provide appropriate documentation. will make reasonable accommodations for employees using medical cannabis, provided it does not interfere with job performance or safety.

Job Postings

provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In accordance with applicable laws, prohibits discrimination based on any of these protected characteristics in all aspects of employment, including job postings.

is committed to attracting a diverse pool of qualified candidates for employment opportunities. This policy outlines the guidelines for creating and posting job openings to ensure fairness, transparency, and compliance with applicable laws.

Job Posting Procedure

All job postings at will adhere to the following procedure:

• Job openings will be posted internally to allow existing employees the opportunity to apply for promotional or lateral transfers.
• External job postings will be posted on 's website and other relevant job boards or recruiting platforms.
• Job postings will include essential job duties, qualifications, and requirements to provide applicants with clear expectations.
• will actively seek to attract diverse candidates by using inclusive language and reaching out to underrepresented groups.
• All job postings will comply with applicable federal, state, and local laws regarding equal employment opportunity and nondiscrimination.

Selection Process

will evaluate candidates based on their qualifications, skills, and experience relevant to the job requirements. Hiring decisions will be made without regard to race, color, religion, sex, national origin, age, disability, or any other protected characteristic.

Credit Union

The Credit Union Policy outlines 's relationship with the affiliated credit union and the benefits available to employees through membership. The policy encourages employees to take advantage of the financial services and resources offered by the credit union to support their financial well-being.

Membership Eligibility

All employees of are eligible for membership with the affiliated credit union, regardless of their job title, position, or employment status. Spouses and immediate family members of employees may also be eligible for membership in some cases.

Financial Services

The affiliated credit union offers a variety of financial services and products, including:

• Savings accounts
• Checking accounts
• Loans and credit cards
• Financial planning and investment services
• Online and mobile banking
• Education and counseling services

Benefits for Employees

Employees who become members of the credit union may benefit from:

• Competitive interest rates on savings and loans
• Convenient access to financial services and resources
• Personalized customer service and support
• Financial education and wellness programs
• Special promotions and discounts for members

Enrollment Process

Employees interested in joining the credit union can contact the HR department or visit the credit union's website to complete the membership application process. Proof of employment with may be required for membership eligibility.

Bonus Checks

The Bonus Checks Policy outlines 's procedures for distributing bonuses to eligible employees and the criteria for determining bonus amounts. Bonuses are provided as a form of recognition, incentive, and reward for employee performance and contributions to the company's success.

Eligibility

Employees may be eligible to receive bonuses based on criteria such as:

• Individual performance and achievements
• Team performance and goals
• Company profitability and performance
• Length of service or tenure
• Completion of special projects or milestones

Types of Bonuses

The types of bonuses offered by may include:

• Performance bonuses
• Profit-sharing bonuses
• Spot bonuses for exceptional performance
• Annual or year-end bonuses
• Retention bonuses
• Referral bonuses

Disbursement

Bonuses are typically disbursed through bonus checks or direct deposits to employees' designated bank accounts. Bonus payments are typically processed according to a predetermined schedule, such as quarterly, semi-annually, or annually.

Taxation

Bonus payments are subject to federal, state, and local taxes, and appropriate tax withholding is deducted from bonus amounts in accordance with tax laws and regulations. Employees may receive a separate earnings statement or tax form reflecting bonus payments.

Communication

communicates bonus eligibility criteria, timing, and amounts to employees through various channels, such as employee handbooks, company intranet, or direct communication from management or HR personnel.

Stock Options

The Stock Options Policy outlines 's procedures for granting stock options to eligible employees as part of their compensation package. Stock options provide employees with the opportunity to purchase company stock at a predetermined price within a specified period, offering potential financial benefits and aligning employees' interests with those of the company.

Eligibility

Employees may be eligible to receive stock options based on criteria such as:

• Position and level within the company
• Performance and contributions to the company's success
• Length of service or tenure
• Special recognition or achievements

Granting of Options

grants stock options to eligible employees based on predetermined criteria and guidelines established by the company's board of directors or compensation committee. The number of options granted and the exercise price are determined at the time of grant.

Vesting Schedule

Stock options typically vest over a specified period, during which employees must fulfill certain conditions, such as continued employment, to become eligible to exercise their options. Vesting schedules may vary depending on the terms of the stock option plan.

Exercise Period

Once vested, employees have the right to exercise their stock options within a specified exercise period, often ranging from several years to a decade. Employees may choose to exercise their options and purchase company stock at the predetermined exercise price.

Taxation

Stock option exercises and sales may have tax implications for employees, including potential taxes on the difference between the exercise price and the fair market value of the stock at the time of exercise. Employees should consult with a tax advisor for guidance on tax planning and implications.

Communication

communicates stock option grants, vesting schedules, and exercise periods to eligible employees through various channels, such as employee handbooks, stock option agreements, or direct communication from management or HR personnel.

Personnel File Policy

The personnel file is an official record of an employee's employment history and related documents. This policy outlines the guidelines and procedures for maintaining, accessing, and updating personnel files at .

maintains personnel files for all employees to ensure accurate and organized record-keeping. Personnel files are confidential and will be stored securely to protect employee privacy and sensitive information.

Contents of Personnel Files

The following documents may be included in an employee's personnel file:

• Employment application and resume
• Offer letter and employment contract
• Performance evaluations and disciplinary records
• Training and certification records
• Salary and compensation information
• Benefits enrollment forms
• Attendance and leave records
• Any other relevant employment-related documents

Access to Personnel Files

Access to personnel files is restricted to authorized individuals, including HR staff and management personnel with a legitimate need to access the information for business purposes. Employees may request access to their own personnel file in accordance with applicable laws and regulations.

Updating Personnel Files

Employees are responsible for providing accurate and up-to-date information to HR for inclusion in their personnel file. Any changes to personal information, such as address, contact information, or marital status, should be promptly reported to HR for updating in the personnel file.

Retention and Disposal

will retain personnel files in accordance with applicable legal requirements. When an employee separates from employment, their personnel file will be retained for the required retention period and then securely disposed of in compliance with data protection regulations.

Coronavirus (COVID–19)

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The Coronavirus (COVID-19) Policy outlines 's commitment to ensuring the health, safety, and well-being of employees, customers, and visitors during the COVID-19 pandemic. The policy aims to mitigate the spread of the virus and comply with relevant health guidelines and regulations.

Health and Safety Measures

implements the following health and safety measures to prevent the spread of COVID-19:

• Regular cleaning and disinfection of high-touch surfaces and common areas
• Providing hand sanitizers, disinfectants, and personal protective equipment (PPE)
• Enforcing social distancing measures in the workplace
• Implementing remote work or telecommuting arrangements, where feasible
• Screening employees and visitors for symptoms of COVID-19
• Encouraging vaccination and providing resources for vaccination

Workplace Protocols

Employees are required to adhere to the following workplace protocols:

• Wearing face masks or coverings in accordance with company policies and health guidelines
• Reporting COVID-19 symptoms or exposure to HR or management immediately
• Following quarantine or isolation protocols if diagnosed with COVID-19 or exposed to someone with COVID-19
• Respecting social distancing guidelines and avoiding large gatherings or crowded spaces
• Participating in COVID-19 testing or screening programs, if required by the company

Communication and Updates

communicates updates, changes, and important information regarding COVID-19 through various channels, such as:

• Company email announcements
• Internal memos and newsletters
• Company intranet or communication platforms
• Meetings or town halls with management or HR representatives

Compliance and Enforcement

All employees are expected to comply with the COVID-19 Policy, and violations may result in disciplinary action, up to and including termination of employment, depending on the severity of the violation and its impact on health and safety.

Employee Parking Policy

The employee parking policy at outlines the guidelines and procedures for parking facilities available to employees. Parking facilities are provided to ensure convenient and safe parking for employees during work hours.

provides parking facilities for employees who require parking during work hours. This policy applies to all employees and outlines the rules and regulations for using the designated parking areas.

Parking Regulations

Employees are required to:

• Use designated parking areas assigned by
• Display a valid parking permit or pass, if required
• Adhere to posted speed limits and traffic signs within parking facilities
• Respect reserved parking spaces for employees with disabilities, visitors, or other designated purposes
• Keep parking areas clean and free of debris

Unauthorized Parking

Parking in unauthorized areas, blocking access points, or violating parking regulations may result in penalties, such as fines, towing, or loss of parking privileges. reserves the right to enforce parking regulations to ensure fair and equitable access to parking facilities for all employees.

Security Measures

may implement security measures, such as surveillance cameras or security patrols, to ensure the safety and security of parking facilities. Employees are encouraged to report any suspicious activity or security concerns to the appropriate authorities.

Staff Meetings

The Staff Meetings Policy outlines 's procedures for conducting staff meetings to facilitate communication, collaboration, and decision-making among employees. Staff meetings provide an opportunity to discuss relevant topics, share updates, and address concerns in a structured and efficient manner.

Frequency and Schedule

Staff meetings are scheduled regularly to ensure consistent communication and engagement among employees. The frequency and schedule of staff meetings may vary depending on factors such as departmental needs, project timelines, and organizational priorities.

Agenda and Topics

Staff meetings have a predefined agenda and cover topics such as:

• Company updates and announcements
• Project progress and milestones
• Team achievements and recognition
• Issues or challenges to be addressed
• Upcoming events or initiatives
• Open forum for questions and feedback

Attendance and Participation

All employees are expected to attend staff meetings unless excused due to scheduling conflicts or other valid reasons. Active participation in staff meetings is encouraged, and employees are encouraged to contribute ideas, ask questions, and provide feedback on agenda topics.

Facilitation and Moderation

Staff meetings are facilitated and moderated by designated individuals, such as department managers, team leads, or HR representatives. Facilitators ensure that meetings stay on track, agenda items are addressed, and discussions remain productive and respectful.

Documentation and Follow-Up

Meeting minutes or notes are taken during staff meetings to document key discussions, decisions, and action items. Follow-up tasks and responsibilities are assigned to relevant individuals, and progress is monitored until completion.

Feedback and Continuous Improvement

welcomes feedback from employees regarding the effectiveness of staff meetings and opportunities for improvement. Suggestions for agenda topics, meeting formats, or scheduling adjustments are considered to enhance the overall experience and value of staff meetings.

Contact Information

For questions, concerns, or assistance regarding staff meetings, employees can contact their department manager, team lead, or the HR department for guidance and support.

Suggestion Box Policy

The suggestion box at provides a channel for employees to submit ideas, feedback, or suggestions for improving workplace processes, products, or services. This policy outlines the guidelines and procedures for using the suggestion box.

All employees are encouraged to contribute to the continuous improvement of by:

• Submitting constructive suggestions or ideas through the suggestion box
• Providing feedback on existing processes or procedures to identify areas for enhancement
• Participating in discussions or brainstorming sessions to explore potential solutions

Confidentiality

All submissions to the suggestion box will be treated with confidentiality. Employees should feel comfortable sharing their ideas without fear of reprisal or judgment. Anonymous submissions are accepted, but employees are encouraged to include their contact information for follow-up or clarification if needed.

Review and Follow-Up

The HR department or designated committee will review suggestions submitted through the suggestion box regularly. Suggestions deemed feasible and beneficial to the organization may be implemented, and employees will be informed of the outcomes or decisions made regarding their submissions.

Meal and Rest Break Policy

The meal break policy for California employees at adheres to the requirements outlined by the California Labor Code. This policy ensures that employees receive adequate meal breaks during their shifts to promote health, well-being, and compliance with state labor laws.

Policy Overview

All non-exempt employees working shifts of more than five hours are entitled to:

• A meal break of at least 30 minutes, typically taken no later than the end of the fifth hour of work.
• Employees must be relieved of all duties during their meal break.
• If the total workday is no more than six hours, the meal break may be waived by mutual agreement between the employer and employee.
• If the nature of the work prevents employees from being relieved of all duties, they must be paid for the meal break.

Can I Skip or Waive My Breaks?

Employers are required by law to make timely meal and rest breaks available to you, but they aren’t required to make you take them. That is up to you as the employee. If you decide to voluntarily skip or waive your meal or rest break, or to take them late, with no pressure or encouragement from the employer, then that is legally permitted. However, employers have the right under California labor laws to set your work schedule, including your break schedule. While not required to do it, employers have the right to order employees to go on their meal and rest breaks. If the employee doesn’t comply, the employer has the right to discipline or terminate the employee for insubordination. Therefore, it is always a good idea to discuss with your employer beforehand your intention to skip or waive any meal or rest breaks, or to take them late.

Recordkeeping

maintains accurate records of meal breaks provided to employees, including the time and duration of each break. Employees are required to record their meal breaks in the designated timekeeping system or logbook.

Timekeeping

The timekeeping policy at outlines the guidelines and procedures for accurately recording and reporting work hours. Accurate timekeeping is essential for payroll processing, compliance with labor laws, and tracking employee attendance.

All employees are required to:

• Record their work hours accurately using the designated timekeeping system
• Submit time cards or timesheets on time according to the established schedule
• Obtain approval from their supervisor or manager for any changes or corrections to their time records
• Adhere to company policies regarding breaks, meal periods, and overtime

Compliance

Employees must comply with all applicable federal, state, and local laws regarding timekeeping and overtime. Any violations of the timekeeping policy may result in disciplinary action, up to and including termination of employment.

Training and Support

will provide training and support to employees on how to use the timekeeping system effectively and accurately. Employees should seek assistance from their supervisor or HR department if they encounter any issues or have questions about timekeeping.

Personal Appearance and Hygiene

The Personal Appearance and Hygiene Policy at establishes guidelines for appropriate personal grooming and attire in the workplace. This policy aims to maintain a professional and hygienic work environment and uphold the company's image.

All employees are expected to:

• Maintain good personal hygiene, including regular bathing, grooming, and dental care
• Dress in attire that is clean, neat, and appropriate for their job duties
• Avoid clothing that is revealing, offensive, or overly casual
• Wear suitable footwear for safety and comfort
• Refrain from wearing strong fragrances or excessive jewelry that may be distracting

Grooming Standards

Employees should:

• Keep hair clean, well-groomed, and styled in a professional manner
• Maintain facial hair in a neat and trimmed condition
• Avoid extreme hairstyles or colors that may be disruptive in the workplace
• Keep fingernails clean and trimmed to a reasonable length

Compliance

All employees are expected to comply with the Personal Appearance and Hygiene Policy. Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.

Compensation

The Compensation Policy outlines 's approach to employee compensation, including salary, bonuses, benefits, and other forms of remuneration. The policy aims to attract, retain, and motivate employees by offering competitive and fair compensation packages.

Salary Structure

establishes salary ranges and structures based on factors such as:

• Market benchmarks and industry standards
• Job roles, responsibilities, and levels
• Employee qualifications, skills, and experience
• Internal equity and pay parity
• Cost of living and geographic location

Bonus and Incentive Programs

may offer bonus and incentive programs to reward employees for:

• Individual performance and achievements
• Team collaboration and goals
• Company profitability and success
• Special projects or initiatives
• Long-term contributions and loyalty

Compensation Review and Adjustments

conducts periodic reviews of employee compensation to ensure competitiveness and fairness. Compensation adjustments may be made based on factors such as performance evaluations, market trends, and changes in job responsibilities or qualifications.

Communication and Transparency

communicates compensation policies, structures, and changes to employees through:

• Employee handbooks and policy manuals
• Individual employment contracts or offer letters
• Company intranet or communication platforms
• Meetings or town halls with management or HR representatives

Other Benefits

No benefits submitted.

Non–compete Restrictions

complies with the California law which forbids include a non–compete clause in an employment contract. It also forbids requiring an employee to enter a non–compete agreement, that does not satisfy limited statutory exceptions.

Overtime Pay

The Overtime Pay Policy outlines 's procedures for compensating employees for work performed beyond standard working hours. This policy ensures that employees receive fair compensation for their extra time and effort and that overtime pay practices comply with applicable labor laws and regulations.

Eligibility for Overtime

Employees may be eligible for overtime pay if they:

• Are classified as non-exempt under the Fair Labor Standards Act (FLSA)
• Work more than 40 hours in a workweek, as defined by
• Perform job duties that are eligible for overtime compensation

Overtime Rate

Overtime pay is calculated at a rate of 1.5 times the employee's regular hourly rate for each hour worked beyond 40 hours in a workweek. For example, if an employee's regular hourly rate is $15 per hour, their overtime rate would be $22.50 per hour.

Recording Overtime Hours

Employees are responsible for accurately recording their hours worked, including overtime hours, using 's designated timekeeping system. Supervisors or managers may review and approve employees' time records to ensure accuracy and compliance with overtime policies.

Authorization for Overtime

Employees must obtain authorization from their supervisor or manager before working overtime hours, whenever possible. Unauthorized overtime may be subject to disciplinary action, unless it was necessary to address unforeseen circumstances or emergencies.

Overtime Pay Practices

practices the following overtime pay policies:

• Payment for overtime hours is included in the employee's regular paycheck for the corresponding pay period
• Overtime pay is subject to applicable taxes, deductions, and withholdings
• Employees are informed of their overtime pay rights and responsibilities through employee handbooks or policy manuals

Contact Information

For questions or assistance regarding overtime pay or related matters, employees can contact the HR department or designated payroll administrator for guidance and support.

Mileage Expense for Business Use of Personal Vehicle

The Mileage Expense Policy outlines 's guidelines for reimbursing employees for business use of their personal vehicles. This policy aims to fairly compensate employees for mileage expenses incurred while performing company-related tasks and to ensure compliance with applicable tax regulations.

Reimbursement Rate

reimburses employees for mileage expenses at the standard IRS-approved mileage rate, which may be subject to periodic adjustment based on IRS guidelines and market conditions. The current reimbursement rate is [insert rate] per mile.

Eligible Mileage

Employees are eligible for mileage reimbursement for:

• Traveling between different work locations or client sites
• Attending off-site meetings, conferences, or training sessions
• Running errands or performing tasks directly related to their job responsibilities
• Other business-related travel approved by management

Documentation and Reporting

To claim mileage reimbursement, employees must:

• Maintain accurate records of mileage driven for business purposes
• Submit mileage expense reports with supporting documentation, such as trip logs or calendar entries
• Include details of the purpose and destination of each trip
• Submit mileage expense reports in a timely manner, typically on a monthly basis

Approval Process

All mileage expense reports must be approved by the employee's supervisor or manager before reimbursement is processed. Supervisors verify the accuracy and legitimacy of mileage claims and ensure compliance with company policies and procedures.

Tax Considerations

Employees should consult with a tax advisor regarding the tax implications of receiving mileage reimbursement. Reimbursed mileage expenses may be subject to tax reporting requirements, and employees should retain documentation for tax purposes.

Contact Information

For questions or assistance regarding mileage reimbursement, employees can contact the HR department or designated finance personnel for guidance and support.

Commissioned Sales

The Commissioned Sales Policy outlines 's procedures for compensating employees who earn commissions based on sales performance. This policy ensures that employees understand how commissions are calculated, earned, and paid, and that commission-based compensation practices comply with applicable laws and regulations.

Eligibility for Commission

Employees may be eligible for commission if they:

• Are classified as commissioned sales representatives or have commission-based compensation arrangements
• Meet performance targets or sales goals established by
• Generate revenue or sales that contribute to the company's overall sales objectives

Commission Structure

The commission structure defines how commissions are calculated and earned, including:

• Commission rate: The percentage of sales revenue or profit that employees earn as commission
• Performance thresholds: Minimum sales targets or quotas that employees must meet to qualify for commission
• Bonus incentives: Additional rewards or incentives for exceeding performance targets or achieving exceptional sales results

Recording and Tracking Sales

Employees are responsible for accurately recording and tracking their sales activities, including:

• Documenting sales transactions, customer interactions, and sales leads
• Reporting sales performance metrics, such as revenue generated, units sold, or new accounts acquired
• Updating sales records in 's CRM system or sales tracking software

Commission Payment

Commissions are typically paid on a regular basis, such as monthly or quarterly, as determined by . Commission payments may be included in employees' regular paychecks or issued separately, depending on company policies and payroll processes.

Contact Information

For questions or assistance regarding commissioned sales or commission-based compensation, employees can contact the sales department or designated sales manager for guidance and support.

Paychecks

The Paychecks Policy outlines 's procedures for issuing and distributing employee paychecks. This policy ensures that employees receive accurate and timely compensation for their work and that payroll processes comply with applicable laws and regulations.

Payment Methods

• Direct deposit is not offered.
• Physical checks can be distributed by mail or in-person pickup
• Paycards are not offered.

Pay Stub Information

Pay stubs accompany each paycheck and include detailed information such as:

• Earnings, including regular wages, overtime, bonuses, and other compensation
• Deductions, such as taxes, insurance premiums, retirement contributions, and other withholdings
• Net pay, the amount deposited into the employee's bank account after deductions
• Year-to-date earnings and deductions for tax reporting purposes

Payroll Compliance

complies with all federal, state, and local laws and regulations governing payroll processes, including:

• Fair Labor Standards Act (FLSA) regulations on minimum wage, overtime pay, and recordkeeping
• IRS requirements for tax withholding, reporting, and remittance
• State regulations on payroll taxes, unemployment insurance, and wage payment

Contact Information

For questions or assistance regarding paychecks or payroll-related matters, employees can contact the HR department or designated payroll administrator for guidance and support.

Policy on Legal Deductions from Employee Paychecks

The policy on legal deductions from employee paychecks at ensures compliance with federal, state, and local laws governing payroll deductions. This policy outlines the types of deductions that may be legally withheld from employee paychecks and the procedures for implementing such deductions.

Types of Legal Deductions

Legal deductions from employee paychecks may include, but are not limited to:

• Federal income tax withholding
• State income tax withholding
• FICA (Social Security and Medicare) taxes
• Court-ordered garnishments for child support or other legal obligations
• Voluntary deductions authorized by the employee, such as health insurance premiums, retirement contributions, or charitable contributions

Procedure

The payroll department is responsible for:

• Calculating and withholding the appropriate amounts for legal deductions from employee paychecks
• Ensuring compliance with applicable laws and regulations regarding payroll deductions
• Providing employees with accurate pay stubs that detail all deductions taken from their paychecks

Employee Rights and Responsibilities

Employees have the right to:

• Receive accurate and timely pay stubs that reflect all deductions taken from their paychecks
• Authorize voluntary deductions in accordance with company policies
• Challenge any unauthorized or erroneous deductions by contacting the payroll department or HR department

Advances and Loans

The Company does not give advances or loans to employees.

OR:

The Advances and Loans Policy at outlines guidelines for providing financial assistance to employees in the form of advances or loans. This policy aims to support employees facing financial hardship while maintaining the financial integrity of the company.

may provide advances or loans to employees under certain circumstances, subject to the following conditions:

• Advances or loans are provided at the discretion of management and are not guaranteed
• Employees must submit a written request for an advance or loan, specifying the purpose and amount requested
• Advances or loans are typically repaid through payroll deductions over a specified period
• Interest rates, repayment terms, and eligibility criteria may vary depending on the nature of the advance or loan
• Employees may be required to sign a promissory note or other agreement outlining the terms and conditions of the advance or loan
• Employees with outstanding advances or loans may not be eligible for additional advances or loans until previous balances are repaid

Confidentiality

All requests for advances or loans and related financial information will be treated confidentially by and will not be disclosed to unauthorized individuals.

Off-the-Clock Work Policy

The Off-the-Clock Work Policy at establishes guidelines regarding work performed outside of scheduled work hours. This policy aims to ensure compliance with labor laws and protect the rights and well-being of employees.

Employees are prohibited from performing work-related tasks outside of their scheduled work hours without prior authorization from their supervisor or manager. Off-the-clock work includes, but is not limited to:

• Answering work-related emails or calls
• Completing work assignments or projects
• Attending meetings or conferences
• Performing job-related tasks or duties

Authorization Process

If employees are requested to perform work outside of their scheduled hours, they must:

• Obtain prior approval from their supervisor or manager
• Record all hours worked accurately and report them to the payroll department
• Adhere to company policies regarding overtime compensation for any hours worked beyond regular work hours

Compliance

Employees and managers are responsible for:

• Ensuring compliance with the Off-the-Clock Work Policy
• Monitoring and reporting any instances of off-the-clock work to the HR department
• Addressing any concerns or questions regarding off-the-clock work promptly and transparently

Attendance and Tardiness

The Attendance and Tardiness Policy at outlines guidelines for employees regarding attendance and punctuality. This policy aims to promote a productive work environment and ensure that employees fulfill their work commitments.

All employees are expected to:

• Report to work on time and adhere to their scheduled work hours
• Notify their supervisor or manager in advance of any anticipated absences or tardiness
• Follow the established procedures for requesting time off, such as vacation days or sick leave
• Provide documentation for any absences due to illness or other unforeseen circumstances, as required by company policy

Tardiness

Tardiness is defined as arriving late to work or returning from breaks later than scheduled. Employees who are tardy may be subject to disciplinary action, including verbal warnings, written warnings, or termination of employment, depending on the frequency and severity of the tardiness.

Attendance Records

The HR department will maintain accurate records of employee attendance and tardiness. Managers may monitor attendance and address any concerns or patterns of absenteeism or tardiness with employees.

Compliance

All employees are expected to comply with the Attendance and Tardiness Policy. Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.

IRAs – Individual Retirement Accounts

encourages employees to plan for retirement. IRA saving programs offer the employee advantages for retirement as well as tax savings at the time of purchase. Contact the Human Resources department for details and information regarding automatic payroll deductions.

Telecommuting or Working Away from the Office Policy

The Telecommuting or Working Away from the Office Policy at outlines guidelines and procedures for employees who work remotely or outside of the office. This policy aims to ensure productivity, maintain communication, and establish clear expectations for remote work arrangements.

Eligibility

Employees may be eligible for telecommuting or remote work arrangements based on:

• Job responsibilities and tasks suitable for remote work
• Performance and productivity levels
• Availability of necessary technology and resources
• Managerial approval and agreement on work-from-home terms

Telecommuting Agreement

Employees and their managers must complete a telecommuting agreement that includes:

• Work schedule and hours of availability
• Communication methods and expectations
• Responsibilities for maintaining confidentiality and security of company information
• Performance metrics and evaluation criteria

Technology and Equipment

Employees are responsible for:

• Ensuring they have access to necessary technology and equipment for remote work
• Maintaining the security and functionality of company-provided devices and software
• Following IT policies and procedures for remote access and data protection

Compliance

Employees working remotely must:

• Adhere to their agreed-upon work schedule and productivity expectations
• Remain accessible during designated work hours for communication and collaboration
• Submit regular progress reports or updates to their manager as required

Reimbursement of Expenses Policy

The Reimbursement of Expenses Policy at outlines guidelines for employees to claim reimbursement for business-related expenses incurred during the course of their duties. This policy aims to ensure fairness, accuracy, and efficiency in processing expense claims while adhering to company budgetary and accounting standards.

Expense Eligibility

Employees may claim reimbursement for:

• Travel expenses, including transportation, lodging, and meals, incurred for business purposes
• Business-related mileage or vehicle expenses for authorized travel
• Costs of attending conferences, seminars, or training sessions relevant to their job responsibilities
• Other reasonable and necessary expenses incurred with prior approval from their manager or supervisor

Submission of Expense Reports

Employees must:

• Keep accurate and detailed records of all business-related expenses, including receipts or supporting documentation
• Submit expense reports in a timely manner, following company procedures and deadlines
• Include necessary information such as date, description, amount, and business purpose for each expense
• Seek approval from their manager or supervisor for expenses exceeding specified limits or requiring special authorization

Approval and Reimbursement

Expense reports will be:

• Reviewed and approved by the employee's manager or supervisor for accuracy, validity, and compliance with company policy
• Processed by the finance or accounting department for reimbursement in a timely manner
• Reimbursed according to company policy and applicable tax regulations

Reporting Personal Information Changes Policy

The Reporting Personal Information Changes Policy at outlines procedures for employees to update their personal information promptly and accurately. This policy aims to ensure that employee records are kept up-to-date and accurate for administrative and communication purposes.

Types of Personal Information Changes

Employees are required to report changes to:

• Contact information, including address, phone number, and email address
• Emergency contact details, including names and phone numbers of designated contacts
• Legal name changes due to marriage, divorce, or other reasons
• Dependent information, such as adding or removing dependents from benefit plans

Reporting Procedures

Employees must:

• Notify the HR department or designated personnel promptly of any personal information changes
• Complete and submit any required forms or documentation to update their records
• Provide accurate and verifiable information to ensure proper processing of changes

Verification and Documentation

The HR department will:

• Verify the authenticity of submitted information and documentation
• Update employee records accordingly in the HR database or system
• Maintain confidentiality and security of updated personal information

Gifts, Entertainment & Meals Policy

The Gifts, Entertainment & Meals Policy at establishes guidelines for employees regarding the acceptance of gifts, entertainment, and meals from clients, vendors, or other business associates. This policy aims to uphold ethical standards, prevent conflicts of interest, and ensure compliance with applicable laws and regulations.

Acceptance of Gifts

Employees may accept gifts under the following conditions:

• Gifts are of nominal value and do not influence or appear to influence business decisions
• Gifts are not in violation of company policies or applicable laws
• Gifts are disclosed to the appropriate manager or supervisor

Entertainment and Meals

Employees may participate in entertainment or meals with clients or business associates if:

• They are directly related to a business purpose, such as a meeting, negotiation, or conference
• They are reasonable and customary in nature
• They do not create an obligation or expectation of preferential treatment

Disclosure and Reporting

Employees must:

• Disclose any gifts, entertainment, or meals received that exceed specified thresholds or could be perceived as influencing business decisions
• Report any potential conflicts of interest or ethical concerns related to gifts or entertainment to their manager or supervisor

Compliance

All employees are expected to:

• Adhere to this policy and exercise good judgment when accepting gifts, entertainment, or meals
• Consult with the HR department or legal counsel if unsure about the appropriateness of a gift or entertainment offer

Visitors Policy

The Visitors Policy at outlines guidelines for managing visitors to company premises. This policy aims to maintain security, ensure safety, and provide a positive experience for visitors while respecting the privacy and confidentiality of employees and business operations.

Visitor Access

Visitors must:

• Sign in at the reception or designated entry point upon arrival
• Wear visitor badges or identification visibly while on company premises
• Be accompanied by an employee or host at all times during their visit
• Follow any additional security or safety protocols specified by company personnel

Visitor Responsibilities

Visitors are responsible for:

• Respecting company policies, procedures, and guidelines during their visit
• Conducting themselves in a professional and respectful manner at all times
• Not disrupting or interfering with normal business operations or employee productivity
• Complying with any confidentiality or security requirements as communicated by their host

Host Responsibilities

Employees hosting visitors must:

• Arrange and coordinate visitor access with the reception or security personnel
• Provide necessary information and instructions to visitors regarding safety, security, and facility rules
• Accompany visitors throughout their visit and ensure their compliance with company policies
• Escort visitors out of the premises and return visitor badges upon their departure

Personal Property Policy

The Personal Property Policy at establishes guidelines for the management and protection of personal belongings brought onto company premises by employees, visitors, or contractors. This policy aims to safeguard personal property while promoting a safe and secure work environment.

Responsibility for Personal Property

Individuals are responsible for:

• Ensuring the security and safety of their personal belongings at all times
• Notifying security or management immediately in case of theft, loss, or damage to personal property
• Avoiding leaving valuable items unattended or in unsecured areas

Prohibited Items

Certain items are prohibited from being brought onto company premises:

• Weapons, firearms, explosives, or any other dangerous items
• Illegal substances, drugs, or alcohol (except as permitted by company policy)
• Items that may disrupt or interfere with business operations or pose a safety hazard

Company Liability

is not liable for:

• Theft, loss, or damage to personal property brought onto company premises
• Unauthorized use or access to personal belongings by other individuals
• Any items left unattended or stored in common areas

Personal Cell Phones, Tablets And Smartphones

The Personal Cell Phones, Tablets, and Smartphones Policy at outlines guidelines for the use of personal electronic devices in the workplace. This policy aims to balance employee convenience and productivity with security and professionalism.

Use of Personal Devices

Employees may use personal cell phones, tablets, and smartphones for:

• Personal communication during breaks and non-working hours
• Accessing personal emails, messages, and social media during designated break times

Restrictions and Guidelines

Employees must adhere to the following restrictions and guidelines:

• Personal device use should not interfere with job responsibilities or productivity
• Devices must be kept on silent mode or vibrate during working hours
• Accessing inappropriate or offensive content on personal devices is prohibited
• Use of personal devices to record or capture confidential information or conversations is strictly prohibited

Security Measures

Employees are responsible for:

• Securing personal devices with passcodes or biometric authentication to prevent unauthorized access
• Protecting personal and company data by installing security software and keeping devices up to date
• Reporting lost or stolen devices to IT or security personnel immediately

Enforcement

Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

Text Messaging

This Text Messaging Policy outlines the guidelines and procedures for the use of text messaging for business purposes at . This policy aims to ensure the efficient and professional use of text messaging while maintaining confidentiality, security, and compliance with applicable laws and regulations.

This policy applies to all employees, contractors, and agents of who use text messaging for business communications.

1. Authorized Use:

   Text messaging may be used for official business communications related to operations, projects, clients, and internal matters. Personal use of company-provided devices or accounts for text messaging should be limited to emergencies or urgent matters only.

2. Professional Conduct:

   All text messages sent or received for business purposes should be professional, courteous, and free from offensive language, inappropriate content, or sensitive information. Employees are expected to adhere to the same standards of conduct and confidentiality as with other forms of communication.

3. Privacy and Confidentiality:

   Employees should exercise caution when sending text messages to ensure the privacy and confidentiality of company information, client data, and personal information. Text messages containing confidential or sensitive information should be encrypted or sent through secure channels where possible.

All employees, contractors, and agents of are expected to comply with this Text Messaging Policy. Failure to comply may result in disciplinary action, up to and including termination of employment or contract.

OSHA Compliance

The Occupational Safety and Health Administration (OSHA) Compliance Policy outlines 's commitment to providing a safe and healthy work environment for all employees and compliance with OSHA regulations and standards. is dedicated to preventing workplace injuries, illnesses, and fatalities through proactive safety measures, training, and compliance with applicable laws and regulations.

Responsibilities

Responsibilities related to OSHA compliance include:

• Management commitment to safety and health
• Employee participation in safety programs
• Identification and mitigation of workplace hazards
• Provision of necessary safety equipment and training
• Compliance with OSHA regulations and reporting requirements

Training and Education

provides employees with training and education on workplace safety, including:

• Hazard communication and chemical safety
• Emergency response procedures
• Fire safety and evacuation procedures
• Personal protective equipment (PPE) usage
• Machine guarding and equipment safety
• Ergonomics and injury prevention

Hazard Identification and Control

conducts regular workplace inspections and hazard assessments to identify and control potential safety and health hazards. Corrective actions are implemented promptly to eliminate or mitigate identified hazards, and employees are encouraged to report safety concerns or hazards to their supervisors or the safety committee.

Recordkeeping and Reporting

maintains accurate records of workplace injuries, illnesses, and near misses as required by OSHA regulations. Incidents are promptly reported to the appropriate authorities, and investigations are conducted to determine root causes and prevent recurrence.

Compliance Assistance

The HR department or designated safety officer provides assistance and guidance to employees regarding OSHA compliance, regulations, and reporting requirements. Employees are encouraged to report any safety concerns or violations to their supervisors or the HR department for prompt resolution.

Injury and Illness Prevention Plan (IIPP)

The Injury and Illness Prevention Plan (IIPP) outlines 's commitment to providing a safe and healthy work environment for all employees and compliance with applicable workplace safety regulations. The IIPP is designed to identify, prevent, and mitigate workplace hazards to minimize the risk of injury, illness, and accidents.

Responsibilities

Key responsibilities related to the IIPP include:

• Management commitment to workplace safety
• Employee participation in safety programs
• Hazard identification and control
• Employee training and education
• Incident reporting and investigation
• Regular workplace inspections and audits
• Emergency preparedness and response
• Program evaluation and continuous improvement

Components of the IIPP

The IIPP includes the following components:

• Worksite hazard assessment and control
• Written safety procedures and policies
• Employee training and education
• Incident reporting and investigation procedures
• Emergency response and evacuation procedures
• Recordkeeping and documentation
• Employee participation and feedback mechanisms

Training and Education

provides employees with comprehensive training and education on workplace safety topics, including:

• Hazard communication and chemical safety
• Personal protective equipment (PPE) usage
• Emergency response procedures
• Fire safety and evacuation procedures
• Machine guarding and equipment safety
• Ergonomics and injury prevention

Implementation and Review

The IIPP is regularly reviewed, updated, and communicated to all employees to ensure compliance and effectiveness. Employees are encouraged to actively participate in safety programs, report hazards or unsafe conditions, and provide feedback on the effectiveness of safety measures.

Personal Safety Policy

The Personal Safety Policy at prioritizes the well-being and security of all employees. This policy outlines measures to promote a safe work environment and provides guidance on personal safety practices.

Workplace Safety Measures

is committed to:

• Providing a safe and hazard-free workplace
• Conducting regular safety inspections and risk assessments
• Providing appropriate safety equipment and training to employees
• Implementing emergency procedures and evacuation plans

Personal Safety Guidelines

All employees are encouraged to:

• Be aware of their surroundings and report any safety concerns to management
• Follow safety protocols and use protective equipment as required
• Participate in safety training programs provided by the company
• Report any incidents, accidents, or near misses to their supervisor or HR

Emergency Procedures

In the event of an emergency:

• Employees should follow evacuation procedures and assemble at designated meeting points
• Emergency contact information and procedures will be prominently displayed throughout the workplace
• Employees should not attempt to re-enter the building until it is declared safe to do so

Food & Beverage Policy

The purpose of this policy is to establish guidelines for the consumption, handling, and provision of food and beverages in premises. This policy aims to promote health, safety, cleanliness, and responsible consumption while maintaining a positive and inclusive workplace environment.

This policy applies to all employees, visitors, contractors, and guests who consume or handle food and beverages on premises or during company-sponsored events.

1. Consumption Areas:

   Employees are permitted to consume food and beverages in designated areas, such as break rooms, cafeterias, or other approved areas provided by .

2. Alcohol Consumption:

   Consumption of alcoholic beverages during work hours or on company premises is strictly prohibited, except for authorized company events where alcohol is provided and consumed responsibly.

3. Personal Hygiene:

   Employees should practice good personal hygiene, including washing hands before and after handling food, to prevent contamination and the spread of illness.

may organize company-sponsored events or gatherings where food and beverages are provided. Food and beverages provided at company-sponsored events should be appropriate for the occasion and comply with company policies regarding alcohol consumption.

will comply with all applicable food safety regulations and guidelines to ensure the safety and quality of food and beverages provided or served on company premises. Employees involved in food handling or preparation activities should receive appropriate training and follow established food safety protocols.

Employees hosting guests or visitors on company premises are responsible for ensuring that their guests adhere to this policy regarding food and beverage consumption and hygiene practices.

Smoking

Smoking is not allowed in facilities. Smoking is allowed only in designated areas outdoors. While smoking, please be considerate of others. All smoking materials must be extinguished properly and disposed of in appropriate receptacles.

Smoking is not allowed in most areas within facilities. Designated smoking areas have been established. Smoking is allowed only in these designated areas or outdoors. While smoking, please be considerate of others. All smoking materials must be extinguished properly and disposed of in appropriate receptacles.

Office Parties

The purpose of this policy is to establish guidelines for office parties and social events hosted by . Office parties are intended to promote team building, camaraderie, and celebration in a professional and inclusive environment. This policy outlines the expectations, responsibilities, and considerations for organizing and participating in office parties.

This policy applies to all employees, contractors, and guests who attend or organize office parties or social events hosted by .

1. Event Planning:

   Office parties and social events should be planned and organized in advance by designated employees or committees. Considerations should include venue selection, budget allocation, event theme, catering, and entertainment options.

2. Attendance:

   Attendance at office parties is voluntary but encouraged. Employees are expected to participate respectfully and inclusively, regardless of personal preferences or beliefs.

3. Alcohol Consumption:

   Alcoholic beverages may be provided at office parties, but consumption should be moderate and responsible. Employees who choose to consume alcohol are expected to do so responsibly and to refrain from excessive drinking or disruptive behavior.

All attendees are expected to adhere to 's code of conduct and professional standards during office parties. Inappropriate behavior, harassment, discrimination, or misconduct will not be tolerated and may result in disciplinary action.

Expenses related to office parties, including venue rental, catering, decorations, and entertainment, may be reimbursed by in accordance with company policies and budgetary constraints.

assumes no liability for any accidents, injuries, or incidents that occur during office parties or social events. Attendees participate at their own risk and are responsible for their own conduct and safety.

Solicitation Policy

The Solicitation Policy at regulates the solicitation of employees by external parties during working hours. This policy aims to maintain productivity, professionalism, and a focused work environment.

Prohibited Activities

Solicitation activities that are not permitted include:

• Distributing literature, pamphlets, or promotional materials within company premises without prior authorization
• Soliciting donations, contributions, or sales from employees without management approval
• Conducting surveys, petitions, or interviews with employees without management consent

Exceptions

Exceptions may be granted for:

• Employee-led initiatives, such as charitable drives or workplace events, with management approval
• Official communications from recognized employee groups or associations sanctioned by the company
• Solicitation activities conducted as part of company-sponsored events or programs

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Moonlighting

The Moonlighting Policy at addresses employees' engagement in secondary employment outside of their primary role with the company. This policy aims to mitigate conflicts of interest, ensure employee productivity, and protect the company's interests.

Disclosure Requirement

Employees must:

• Disclose any secondary employment or business interests to their supervisor or HR department
• Provide details regarding the nature of the secondary employment, including hours worked and potential conflicts of interest
• Obtain approval from management before engaging in secondary employment that may interfere with their primary responsibilities or create conflicts of interest

Conflicts of Interest

Employees should avoid:

• Engaging in secondary employment that competes with or undermines the interests of the company
• Using company resources, confidential information, or work time for secondary employment activities

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Confidential Information Security Policy

The Confidential Information Security Policy at establishes guidelines for the protection, handling, and disclosure of confidential information. This policy aims to safeguard sensitive data from unauthorized access, use, or disclosure.

Definition of Confidential Information

Confidential information includes:

• Proprietary business information, trade secrets, and intellectual property
• Financial data, customer information, and employee records
• Strategic plans, marketing strategies, and product development information

Access and Handling

Employees must:

• Access and use confidential information only for legitimate business purposes
• Store confidential data securely, both physically and electronically
• Encrypt sensitive information when transmitting over networks
• Use strong passwords and authentication methods to access confidential systems and data

Disclosure and Sharing

Employees are prohibited from:

• Sharing confidential information with unauthorized individuals or third parties
• Discussing confidential matters in public areas where they may be overheard
• Using confidential information for personal gain or to the detriment of the company

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Facilities Security Policy

The Facilities Security Policy at outlines measures to ensure the safety and security of company premises, assets, and personnel. This policy aims to prevent unauthorized access, protect against threats, and maintain a secure work environment.

Access Control

Access to company facilities:

• Authorized personnel must use key cards, access codes, or biometric systems to enter secure areas
• Visitors must sign in and obtain temporary access passes from reception or security personnel
• Employees should report any lost or stolen access credentials immediately

Security Measures

The following security measures are in place:

• Surveillance cameras and monitoring systems are installed in key areas
• Security guards may patrol premises during non-business hours
• Alarms and emergency response systems are tested regularly

Emergency Procedures

In the event of an emergency:

• Employees should follow evacuation procedures and assemble at designated meeting points
• Emergency contact information and procedures will be prominently displayed throughout the workplace
• Employees should not attempt to re-enter the building until it is declared safe to do so

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Gossip and Rumors Policy

This policy outlines 's stance on gossip and rumors in the workplace, emphasizing the importance of professionalism and our shared goal of making the company successful.

Definition of Gossip and Rumors

Gossip and rumors involve discussing unverified, sensitive, or private information about colleagues or company matters. This behavior can be harmful, disruptive, and damaging to workplace morale.

Professional Behavior

All employees are expected to maintain a high level of professionalism. This includes refraining from engaging in or spreading gossip and rumors. Focus on productive, respectful, and positive communication with colleagues.

Impact on the Workplace

Gossip and rumors can create a toxic work environment, erode trust, and damage relationships. Such behavior can also detract from our collective goal of making successful. We are all here to work together towards our company's mission and objectives.

Encouraging a Positive Environment

Contribute to a positive and respectful workplace by avoiding gossip and rumors. Encourage open and honest communication, and address any concerns directly with the individuals involved or through the appropriate channels.

Reporting Concerns

If you encounter or are affected by gossip or rumors, report the issue to your supervisor, HR, or [designated contact person/department]. All reports will be handled confidentially and professionally.

Support and Resources

offers resources and support to help employees navigate workplace challenges. If you need assistance dealing with gossip or rumors, please contact HR or [designated contact person/department] for guidance.

Compliance

All employees are expected to comply with this policy. Engaging in or spreading gossip and rumors may result in disciplinary action, up to and including termination.

Commitment to Success

Remember that we are all part of the same team, working towards the success of . Let's foster a respectful, professional, and collaborative work environment where everyone can thrive.

Feedback and Suggestions

We welcome feedback and suggestions for improving our workplace environment. Please direct any comments or concerns to [Designated Contact Person/Department].

Community Office Equipment and Supplies Policy

This policy outlines the guidelines for sharing office equipment, maintaining office supplies, keeping shared areas clean, and reporting issues at .

Sharing Office Equipment

Office equipment, including copiers, printers, and fax machines, should be used considerately and shared among all employees. Do not monopolize equipment, and be prompt in completing your tasks to allow others access.

Office Supplies

Office supplies are stored in [designated supply room/area]. Employees are expected to take only what they need and return any unused supplies to their proper place. This helps ensure that supplies are available for everyone.

Maintaining Cleanliness

Keep all shared areas, including the supply room, copy room, and common workspaces, clean and organized. Dispose of trash properly, clean up spills immediately, and return any moved items to their original location.

Reporting Low Supplies

If you notice that supplies are running low, promptly notify [designated contact person/department]. This helps ensure that supplies are reordered in a timely manner and are always available when needed.

Reporting Broken Equipment

Report any malfunctioning or broken equipment immediately to [designated contact person/department]. Do not attempt to repair the equipment yourself unless you are authorized and trained to do so.

Respectful Use

Use office equipment and supplies respectfully and responsibly. Avoid wasting resources, and make efforts to conserve supplies and energy where possible.

Compliance

All employees are expected to comply with this policy. Failure to adhere to these guidelines may result in restricted access to office equipment and supplies and could lead to disciplinary action.

Feedback and Suggestions

We welcome feedback and suggestions for improving our use of office equipment and supplies. Please direct any comments or concerns to [Designated Contact Person/Department].

Office Etiquette Policy

This policy outlines the guidelines for maintaining a professional and respectful working environment in the bullpen setting at .

Noise Levels

Be mindful of noise levels to ensure a conducive working environment for all employees. Keep conversations at a low volume and use meeting rooms for discussions that are likely to be lengthy or involve multiple people.

Phone Calls

When making or receiving phone calls, speak quietly and keep calls brief. Use a conference room or designated phone area for longer or more sensitive calls.

Respect for Colleagues

Show respect for your colleagues by minimizing disruptions. Avoid interrupting others when they are working and refrain from using speakerphones. Use headphones when listening to music or other audio.

Shared Spaces

Keep shared spaces, such as desks and common areas, clean and organized. Do not leave personal items or trash in these areas. Respect others' personal space and avoid leaning over or intruding on their workspace.

Break Areas

Use designated break areas for eating and socializing. Keep conversations in break areas to a reasonable volume and clean up after yourself to maintain a pleasant environment for everyone.

Meetings and Collaboration

Schedule meetings in designated meeting rooms rather than holding impromptu discussions in the bullpen. Use collaboration tools and shared documents to reduce the need for face-to-face discussions.

Personal Hygiene

Maintain good personal hygiene to ensure a pleasant working environment for all. Be considerate with the use of perfumes and colognes, as some colleagues may have sensitivities or allergies.

Compliance

All employees are expected to comply with this office etiquette policy. Failure to adhere to these guidelines may result in disciplinary action.

Feedback and Suggestions

We welcome feedback and suggestions for improving our office environment. Please direct any comments or concerns to [Designated Contact Person/Department].

Conference Room Etiquette Policy

This policy outlines the guidelines for using conference rooms at to ensure a respectful and efficient working environment.

Reservation of Conference Rooms

All conference rooms must be reserved in advance using the company's scheduling system. Ensure that you book the room for the required duration and include setup and cleanup time.

Punctuality

Be punctual for your meetings. Arrive on time and end the meeting promptly to respect the next group's reservation. If you finish early, please update the reservation system to free up the room for others.

Preparation

Come prepared with all necessary materials and equipment. Test any technology or presentation tools before the meeting to avoid delays.

Cleanliness

Keep the conference room clean and tidy. Remove any trash, clean up spills, and return furniture to its original arrangement after the meeting. Ensure all equipment is turned off and stored properly.

Confidentiality

Maintain confidentiality and privacy during meetings. Do not leave sensitive documents or materials in the conference room. Ensure that all discussions and presentations are kept confidential.

Food and Beverages

Consumption of food and beverages in conference rooms is allowed but must be done responsibly. Clean up any spills and dispose of trash properly. Avoid bringing strong-smelling food to maintain a pleasant environment.

Noise Levels

Keep noise levels to a minimum to avoid disturbing other employees. Use conference rooms for discussions and meetings only, and refrain from holding loud conversations in hallways or near workstations.

Technical Issues

Report any technical issues or equipment malfunctions to the IT department immediately. Do not attempt to fix equipment yourself unless you have the proper training.

Respect for Others

Show respect for others by keeping meetings focused and on-topic. Do not monopolize the conference room, and be mindful of the time to allow others to use the space as scheduled.

Compliance

All employees are expected to comply with this policy. Non-compliance may result in restricted access to conference rooms and disciplinary action.

Employee Use of Personal Tools

At , certain employees may be required to use their own tools in the course of their work. This policy outlines the requirements and compensation associated with employees providing their own tools.

Requirements for Using Personal Tools

If you are required to supply your own tools to perform your job duties, it is your responsibility to ensure that these tools are well-maintained, safe, and meet the necessary standards for your role. Employees must bring their own tools to the workplace unless otherwise provided by the company. The use of personal tools should align with the following guidelines:

• Your tools must be in good working condition and suitable for the tasks you are assigned.
• It is your responsibility to repair or replace tools as necessary to maintain job performance.
• All tools must meet safety standards and be appropriate for the job at hand.

California Wage Requirements for Employees Using Personal Tools

Under California law, employees who are required to provide their own tools must be paid at least twice the minimum wage. As of 2024, the California minimum wage is set at $16 per hour. Therefore, if you are required to supply your own tools, your hourly rate must be at least $32 per hour, which equates to:

• Annual Salary: $66,560 ($32/hour x 40 hours/week x 52 weeks)
• Monthly Salary: $5,546.67

Why This Matters

It is important that employees are fairly compensated for the use of their personal tools. If you are classified as an employee who is required to provide your own tools, we are committed to ensuring compliance with California wage and hour laws. If your hourly rate does not meet the minimum required by law, please notify Human Resources immediately.

Questions and Clarifications

If you have any questions regarding the use of personal tools or your compensation, please reach out to Human Resources. We are here to ensure that all employees understand their rights and responsibilities under state labor laws.

Office Supplies, Postage & Company Accounts Policy

The Office Supplies, Postage & Company Accounts Policy at outlines guidelines for the procurement, use, and management of office supplies, postage, and company accounts. This policy aims to ensure responsible spending, efficient resource allocation, and compliance with financial regulations.

Office Supplies

Employees are authorized to:

• Request necessary office supplies through designated channels or procurement systems
• Use office supplies for business purposes only and avoid excessive or wasteful consumption
• Return unused or surplus supplies to inventory for reuse or redistribution

Postage

The use of postage:

• Postage meters or approved postal services should be used for official company mailings
• Employees should accurately record postage usage and report any discrepancies to the appropriate department
• Personal use of company postage is strictly prohibited

Company Accounts

Authorized personnel:

• Employees with access to company accounts must use them for authorized business transactions only
• Account information should be kept confidential and protected from unauthorized access
• Expenses should be properly documented and submitted for reimbursement in accordance with company policies

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Company Vehicles Policy

The Company Vehicles Policy at establishes guidelines for the use, maintenance, and safety of company-owned or leased vehicles. This policy aims to ensure responsible vehicle usage, mitigate risks, and comply with relevant regulations.

Authorized Users

Authorized personnel:

• Employees designated by management for business-related travel
• Authorized contractors or agents requiring company vehicles for specific job duties

Usage Guidelines

Users of company vehicles must:

• Operate vehicles safely and in compliance with all traffic laws and regulations
• Use vehicles for business purposes only and refrain from personal use without prior authorization
• Report any accidents, damages, or mechanical issues promptly to the appropriate department

Maintenance and Inspections

Regular maintenance and inspections:

• Vehicles should undergo scheduled maintenance as outlined in the maintenance schedule
• Drivers should conduct pre-trip inspections to ensure vehicles are in safe operating condition
• Any defects or maintenance issues should be reported and addressed promptly

Security and Accountability

Users are responsible for:

• Securing vehicles when not in use and removing valuables to prevent theft
• Ensuring proper storage of vehicle keys or access devices to prevent unauthorized use
• Adhering to company policies regarding fuel usage, reimbursement, and reporting

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Company Equipment Policy

The Company Equipment Policy at outlines guidelines for the use, maintenance, and security of company-provided equipment. This policy aims to ensure responsible usage, protect company assets, and maintain operational efficiency.

Authorized Users

Authorized personnel:

• Employees designated by management for specific job duties requiring equipment
• Authorized contractors or agents requiring equipment for approved projects or tasks

Equipment Usage

Users of company equipment must:

• Use equipment for business purposes only and refrain from personal use without prior authorization
• Follow manufacturer guidelines and operating instructions to prevent damage or misuse
• Report any malfunctions, damages, or loss of equipment immediately to the appropriate department

Maintenance and Care

Regular maintenance and care:

• Equipment should undergo scheduled maintenance as outlined in the manufacturer's recommendations
• Users should clean and store equipment properly after each use to prolong its lifespan
• Any defects or maintenance issues should be reported promptly for repair or replacement

Security and Accountability

Users are responsible for:

• Securing equipment when not in use and storing it in designated areas to prevent theft or damage
• Keeping track of assigned equipment and reporting any discrepancies or unauthorized transfers
• Adhering to company policies regarding equipment usage, borrowing, and return procedures

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Phone Systems, Voice Mail, and Personal Calls Policy

The Phone Systems, Voice Mail, and Personal Calls Policy at provides guidelines for the use of company-provided phone systems and voice mail services. This policy aims to ensure efficient communication, minimize distractions, and maintain professional conduct in the workplace.

Phone Usage

Employees are expected to:

• Use company-provided phones primarily for business-related communications
• Avoid excessive personal use of company phones during work hours
• Keep phone conversations professional and refrain from using offensive language

Voice Mail

Users of company voice mail must:

• Set up and maintain their voice mailboxes according to company guidelines
• Check voice mail messages regularly and respond promptly to business-related inquiries
• Use voice mail greetings and messages that are professional and courteous

Personal Calls

Employees should:

• Limit personal calls to emergencies or situations requiring immediate attention
• Keep personal calls brief and avoid extended conversations during work hours
• Use personal mobile phones or devices for non-business-related calls whenever possible

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Conservation and Recycling Policy

The Conservation and Recycling Policy at outlines the organization's commitment to sustainable practices, resource conservation, and waste reduction. This policy aims to minimize environmental impact, promote eco-friendly behaviors, and contribute to a healthier planet.

Resource Conservation

is committed to:

• Conserving natural resources such as water, energy, and paper
• Implementing measures to reduce consumption and improve efficiency in daily operations
• Encouraging employees to adopt sustainable practices both in the workplace and at home

Recycling Programs

The organization will:

• Establish recycling programs for paper, plastics, glass, and other recyclable materials
• Provide clearly labeled recycling bins throughout the workplace for easy disposal
• Educate employees on proper recycling practices and waste separation guidelines

Waste Reduction

will:

• Minimize waste generation through practices such as double-sided printing, electronic documentation, and reusable containers
• Explore opportunities for composting organic waste and reducing packaging waste from suppliers
• Regularly review and update waste reduction strategies to optimize effectiveness

Employee Participation

All employees are encouraged to:

• Participate actively in conservation and recycling initiatives by adhering to company policies and guidelines
• Suggest ideas for improvement and innovative solutions to reduce environmental impact
• Lead by example and inspire others to embrace sustainable behaviors in the workplace and beyond

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Computers and Related Equipment Policy

The Computers and Related Equipment Policy at outlines guidelines for the use, maintenance, and security of company-provided computers and associated equipment. This policy aims to ensure efficient and secure usage of technology resources while protecting sensitive data and intellectual property.

Authorized Use

Employees are authorized to use company computers and related equipment for:

• Performing job-related tasks and responsibilities in accordance with company policies and procedures
• Accessing company-provided software, databases, and network resources necessary for work purposes
• Storing and managing work-related files and documents using approved file storage solutions

Security Measures

The organization implements the following security measures:

• Encryption and password protection to secure sensitive data stored on company computers and devices
• Regular software updates and security patches to mitigate vulnerabilities and protect against cyber threats
• Firewall and antivirus software to prevent unauthorized access and malware infections

Maintenance and Care

Employees are responsible for:

• Keeping company computers and related equipment clean and free from physical damage
• Reporting any hardware or software issues promptly to the IT department for resolution
• Following proper shutdown procedures and disconnecting peripherals when not in use

Usage Guidelines

Employees must:

• Adhere to company policies regarding internet usage, software installation, and data storage
• Avoid downloading or installing unauthorized software or accessing inappropriate websites
• Respect copyright and intellectual property rights when using company-provided software and resources

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.

Internet Use Policy

The Internet Use Policy at establishes guidelines for the appropriate use of the internet and online resources by employees. This policy aims to ensure responsible and productive use of company-provided internet access while protecting the organization's network security and reputation.

Authorized Use

Employees are authorized to use company internet access for:

• Business-related activities that support job duties and responsibilities
• Accessing company-provided email accounts, intranet resources, and approved websites
• Research, professional development, and other work-related purposes

Prohibited Activities

Employees must not engage in the following activities:

• Accessing or downloading unauthorized software, files, or content that may pose security risks
• Visiting inappropriate or offensive websites that violate company policies or legal regulations
• Engaging in activities that may compromise network security or expose confidential information

Network Security

Employees are responsible for:

• Protecting company network resources by following password guidelines and avoiding sharing login credentials
• Reporting any suspicious emails, websites, or online activities to the IT department immediately
• Adhering to company policies regarding software updates, antivirus protection, and firewall settings

Monitoring and Compliance

The organization reserves the right to:

• Monitor internet usage and online activities to ensure compliance with this policy and applicable laws
• Take appropriate disciplinary action for violations of this policy, including termination of employment
• Review and update this policy periodically to address emerging threats and technology trends

Email & Electronic Communication Policy

The Email & Electronic Communication Policy at establishes guidelines for the appropriate use of email and other electronic communication channels by employees. This policy aims to ensure efficient and professional communication while protecting sensitive information and maintaining compliance with legal regulations.

Authorized Use

Employees are authorized to use company-provided email and electronic communication channels for:

• Business-related purposes that support job duties and responsibilities
• Internal communication with colleagues, supervisors, and other stakeholders
• External communication with clients, vendors, and other business partners

Security Measures

The organization implements the following security measures:

• Encryption and password protection to secure sensitive information transmitted via email
• Regular monitoring and auditing of electronic communication channels to detect and prevent security breaches
• Training employees on identifying phishing scams, malware threats, and other cyber risks

Usage Guidelines

Employees must:

• Adhere to company policies regarding email etiquette, confidentiality, and acceptable content
• Avoid using company email for personal or non-business-related communication
• Exercise caution when opening attachments or clicking on links from unknown or suspicious sources

Monitoring and Compliance

The organization reserves the right to:

• Monitor email and electronic communication channels to ensure compliance with this policy and applicable laws
• Take appropriate disciplinary action for violations of this policy, including termination of employment
• Review and update this policy periodically to address emerging threats and technology trends

Policies for Leave of Absence in California

The Policies for Leave of Absence in California outline the rights and responsibilities of employees regarding time off from work for various reasons, including medical leave, family leave, and other personal reasons. These policies are designed to ensure compliance with California state laws and provide support to employees during periods of absence.

Types of Leave

Employees in California may be eligible for the following types of leave dependent upon the number of employees in the company:

• Family and Medical Leave Act (FMLA) leave for eligible employees to address serious health conditions or care for family members
• California Family Rights Act (CFRA) leave for eligible employees to bond with a new child or care for a family member with a serious health condition
• California Paid Family Leave (PFL) for eligible employees to bond with a new child or care for a seriously ill family member
• Sick leave for eligible employees to address their own or a family member's illness, injury, or medical appointments
• Domestic violence leave for eligible employees who are victims of domestic violence, sexual assault, or stalking
• Military leave for eligible employees who are members of the military or National Guard

Eligibility

Employees may be eligible for leave of absence under state and federal laws if they meet certain criteria, including:

• Having worked for the company for a specified period of time
• Working a minimum number of hours per week or per year
• Providing advance notice and medical certification, where applicable

Requesting Leave

Employees must follow company procedures for requesting leave, which may include:

• Submitting a written request for leave to their supervisor or HR department
• Providing supporting documentation, such as medical certificates or court orders, if required
• Notifying their employer as soon as possible in case of unforeseen circumstances or emergencies

Benefits and Protections

Employees on leave of absence may be entitled to:

• Continuation of health benefits during their absence, as required by law
• Job protection and reinstatement to the same or equivalent position upon return from leave
• Accrual of vacation time and other benefits, where applicable

Compliance

The organization is committed to complying with all applicable state and federal laws regarding leave of absence and providing support to employees during times of need.

Employee Leave Entitlement for Reproductive Loss

The Employee Leave Entitlement for Reproductive Loss policy at aims to provide compassionate support to employees who experience the loss of a pregnancy, stillbirth, or miscarriage. This policy recognizes the emotional and physical impact of reproductive loss and outlines leave entitlements and support resources available to affected employees.

Leave Entitlement

Employees who experience reproductive loss are entitled to:

• Up to [number] days of paid leave to grieve and recover from the loss
• Flexible scheduling and accommodations upon return to work, as needed
• Access to counseling services or support groups to address emotional needs

Requesting Leave

Employees must notify their supervisor or HR department as soon as possible following a reproductive loss. They may be required to provide documentation, such as a doctor's note or medical certificate, to support their request for leave.

Confidentiality and Support

The organization is committed to maintaining the confidentiality of employees' reproductive loss and providing a supportive work environment. Employees may request privacy regarding their situation, and their request will be respected by supervisors and colleagues.

Return to Work

Upon returning to work after a reproductive loss, employees will be supported in their transition and provided with any necessary accommodations to ease their reintegration into the workplace. Supervisors and colleagues are encouraged to offer empathy and understanding during this challenging time.

Additional Resources

Employees are encouraged to utilize available resources for support, including:

• Employee assistance programs (EAPs) offering counseling and mental health services
• Support groups or online forums for individuals who have experienced reproductive loss
• Educational materials and articles on coping strategies and self-care practices

Short–Term Disability Leave

The Short-Term Disability Leave Policy at provides support to employees who are unable to work due to a temporary disability or medical condition. This policy outlines eligibility criteria, benefits, and procedures for requesting and managing short-term disability leave.

Eligibility

Employees may be eligible for short-term disability leave if they:

• Have worked for the company for a minimum period of [number] months
• Are unable to perform their job duties due to a non-work-related illness, injury, or medical condition
• Submit appropriate medical documentation to support their leave request

Duration and Benefits

Short-term disability leave typically provides:

• Up to [number] weeks of paid leave, depending on the severity of the disability and company policy
• Continuation of health insurance benefits during the leave period
• Partial replacement of lost income, typically a percentage of the employee's regular salary

Requesting Leave

Employees must follow company procedures for requesting short-term disability leave, which may include:

• Notifying their supervisor or HR department as soon as possible of their need for leave
• Completing and submitting any required forms, including medical certification from a healthcare provider
• Providing updates on their condition and expected return-to-work date as needed

Return to Work

Employees must obtain clearance from their healthcare provider before returning to work from short-term disability leave. The organization may require documentation of the employee's fitness for duty to ensure a safe return to the workplace.

Compliance

The organization is committed to complying with all applicable state and federal laws regarding short-term disability leave and providing support to employees during times of medical need.

The California Family Rights Act (CFRA)

The California Family Rights Act (CFRA) is a state law that provides eligible employees in California with up to 12 workweeks of unpaid leave during a 12-month period for specific family and medical reasons. CFRA is similar to the federal Family and Medical Leave Act (FMLA) but applies specifically to California employees.

Here's an overview of the key aspects of CFRA:

Eligibility: To be eligible for CFRA leave, an employee must work for a covered employer (with 5 or more employees) and have worked for the employer for at least 12 months (not necessarily consecutively) and for at least 1,250 hours during the previous 12-month period.

Reasons for Leave: CFRA allows eligible employees to take leave for the following reasons:

• To bond with a new child through birth, adoption, or foster care placement.
• To care for their own serious health condition.
• To care for a child, parent, spouse, domestic partner, or registered partner with a serious health condition.

Intermittent and Reduced Schedule Leave: CFRA allows employees to take leave intermittently (in separate blocks of time) or on a reduced work schedule if medically necessary for their own or a family member's serious health condition or for bonding with a new child.

Notice and Certification: Employees are generally required to provide their employer with at least 30 days' advance notice of the need for CFRA leave when the need is foreseeable. Employers may also require certification of the need for leave, such as medical documentation for a serious health condition.

Job Protection and Benefits: CFRA provides job protection to eligible employees who take leave, meaning they have the right to return to the same or a comparable position after their leave ends. During CFRA leave, employers must maintain the employee's group health insurance benefits on the same terms as if the employee had continued working.

Interaction with Other Laws: CFRA may interact with other leave laws, such as the federal FMLA, the California Pregnancy Disability Leave (PDL) law, and the California Paid Family Leave (PFL) program. In some cases, employees may be eligible for leave under multiple laws, but the leave may run concurrently.

ALSO: CALIFORNIA WITH AT LEAST FIVE EMPLOYEES

provides a higher level of maternity leave than that offered by the federal Family Medical Leave Act. Female employees of will receive maternity leave regardless of the number of months or hours worked for the period of time during which you’re disabled due to pregnancy and childbirth, up to a maximum of four months. During this period, you may collect state temporary disability payments of about two–thirds of your wages--up to $490 a week--for the time during which you are physically disabled due to pregnancy and childbirth (usually six to eight weeks).

will authorize a request for a leave of absence on account of a pregnancy–related disability. An eligible, pregnant employee has the right to take pregnancy disability leave without pay for a reasonable period of time not to exceed four months. will grant you this right immediately upon hire, meaning there is no length of service requirement before you are entitled to pregnancy disability leave. A woman is eligible for such leave if, in the opinion of her health care provider, her pregnancy renders her unable to work, unable to perform one or more of the essential functions of her job, or unable to perform these functions without undue risk.

When you return from pregnancy disability leave, will return you to your original job. There are two exceptions to this rule, however. The first exception applies when your job has ceased to exist because of a legitimate business reason unrelated to your pregnancy disability leave, such as a layoff or closure. The second exception applies if preserving the job for the employee, such as leaving it unfilled or filling it with a temporary employee, would substantially undermine the Company’s ability to operate the business safely and efficiently. If either of these exceptions exists, will still attempt to provide you with a comparable position if one is available.

California law provides for a program of State Disability Insurance. To be eligible for benefits under this program, you must meet the following requirements:

– You must be unable to do your regular or customary work for at least eight consecutive days.

– You must be employed or actively looking for work at the time you become disabled. You must have lost wages because of your disability or, if unemployed, have been actively looking for work.

– You must have earned at least $300 from which SDI deductions were withheld during a previous period

– You must be under the care and treatment of a licensed doctor or accredited religious practitioner during the first eight days of your disability. (The beginning date of a claim can be adjusted to meet this requirement.) You must remain under care and treatment to continue receiving benefits.

– You must complete and mail a claim form within 49 days of the date you became disabled or you may lose benefits.

– Your doctor must complete a medical certification of your disability. A licensed midwife, nurse–midwife, or nurse practitioner may complete the medical certification for disabilities related to normal pregnancy or childbirth. Note: If you are under the care of a religious practitioner, request a ”Practitioner’s Certificate," DE 2502, from the SDI office. Certification by a religious practitioner is acceptable only if the practitioner has been accredited by Employment Development Department.

is required by law to make SDI deductions from your check. SDI may pay up to 52 weeks of benefits with a waiting period of only seven days.

Effective July 1, 2004, California law provides for Paid Family Leave. Paid Family Leave is unemployment compensation disability insurance paid to workers who suffer a wage loss when they take time off work to care for a seriously ill family member or bond with a new child. You may receive up to six (6) weeks of benefits that may be paid over a 12–month period.

The Paid Family Leave insurance program is fully funded by employees’ contributions, similar to the State Disability Insurance program. Effective January 1, 2004 the Paid Family Leave insurance contribution rate will be approximately .08 percent. Your weekly benefit amount will be approximately 55 percent of your earnings up to the maximum weekly benefit amount.

ALSO: CALIFORNIA WITH AT LEAST TWENTY EMPLOYEES

As of January 1, 2018, eligible employees which are working parents may take twelve weeks of unpaid, job–protected leave to bond with their newborns. This includes mothers and fathers and biological, adopted, and fostered children. The law does allow an employee to use vacation time, sick leave, or other paid or unpaid time off benefit programs. While an employee is out on leave, will maintain their benefit coverage. Upon return from leave, will have a guaranteed job that is comparable or the same position the employee held prior to the leave.

Family Medical Leave Policy in California

The Unpaid Family & Medical Leave Policy at provides employees with job-protected leave for family and medical reasons as required by California state law. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing unpaid family and medical leave.

Eligibility

Employees may be eligible for unpaid family and medical leave if they:

• Have worked for the company for at least [number] months
• Work at a location with [number] or more employees within a 75-mile radius
• Need to take leave for qualifying reasons, including the birth, adoption, or foster care placement of a child; to care for a seriously ill family member; or for their own serious health condition

Leave Entitlement

Eligible employees are entitled to up to 12 weeks of unpaid family and medical leave within a 12-month period. Leave may be taken intermittently or on a reduced schedule basis, as medically necessary, for reasons related to the employee's own serious health condition or that of a family member.

Requesting Leave

Employees must provide advance notice of their need for unpaid family and medical leave, except in cases of medical emergency or other unforeseen circumstances. They may be required to submit medical certification or other documentation to support their leave request.

Job Protection

Employees who take unpaid family and medical leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under California state law.

Compliance

The organization is committed to complying with all provisions of California state law regarding unpaid family and medical leave and providing support to employees who need to take leave for family or medical reasons.

Organ Donor Leave Policy in California

The Organ Donor Leave Policy at provides eligible employees with job-protected leave to serve as an organ donor. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing organ donor leave in accordance with California state law.

Eligibility

Employees may be eligible for organ donor leave if they:

• Have worked for the company for at least [number] months
• Are serving as an organ donor for the purpose of donating an organ or bone marrow
• Provide advance notice to their supervisor or HR department of their intent to serve as an organ donor

Leave Entitlement

Eligible employees are entitled to a leave of absence for the time necessary to undergo organ donation surgery and recover from the procedure. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to serve as an organ donor and request organ donor leave. They may be required to provide medical documentation or proof of organ donation surgery to support their leave request.

Job Protection

Employees who take organ donor leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under California state law.

Compliance

The organization is committed to complying with all provisions of California state law regarding organ donor leave and supporting employees who choose to serve as organ donors.

Bone Marrow Donation Leave Policy

The Bone Marrow Donation Leave Policy at provides eligible employees with job-protected leave to donate bone marrow. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing bone marrow donation leave.

Eligibility

Employees may be eligible for bone marrow donation leave if they:

• Have worked for the company for at least [number] months
• Are donating bone marrow to save the life of another person
• Provide advance notice to their supervisor or HR department of their intent to donate bone marrow

Leave Entitlement

Eligible employees are entitled to a leave of absence for the time necessary to undergo bone marrow donation surgery and recover from the procedure. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to donate bone marrow and request bone marrow donation leave. They may be required to provide medical documentation or proof of bone marrow donation surgery to support their leave request.

Job Protection

Employees who take bone marrow donation leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under company policy.

Compliance

The organization is committed to complying with all applicable laws and regulations regarding bone marrow donation leave and supporting employees who choose to donate bone marrow.

School Leave for Activity Attendance Policy

The School Leave for Activity Attendance Policy at allows employees to take time off to attend their children's school activities. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing school leave.

Eligibility

Employees may be eligible for school leave if they:

• Have worked for the company for at least [number] months
• Have children attending school or participating in school-related activities

Leave Entitlement

Eligible employees are entitled to a reasonable amount of time off to attend their children's school activities, such as parent-teacher conferences, school performances, or other events. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to take school leave and request approval from their supervisor or HR department. They may be required to provide documentation from the school or event organizer to support their leave request.

Job Protection

Employees who take school leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under company policy.

Compliance

The organization is committed to complying with all applicable laws and regulations regarding school leave for activity attendance and supporting employees in their parental responsibilities.

Civil Air Patrol Leave Policy

The Civil Air Patrol Leave Policy of outlines the guidelines and procedures for providing leave to employees who are members of the Civil Air Patrol, in accordance with applicable laws and regulations. This policy aims to support employees in fulfilling their duties with the Civil Air Patrol while balancing their work responsibilities.

This policy applies to all employees of who are active members of the Civil Air Patrol.

Employees who are active members of the Civil Air Patrol and have completed at least 90 days of employment with are eligible for Civil Air Patrol leave.

Eligible employees are entitled to take up to 10 days of unpaid leave per calendar year to participate in Civil Air Patrol emergency service missions or training. Employees may request additional leave beyond the 10-day entitlement subject to the approval of their supervisor and the needs of the business.

Employees must provide reasonable advance notice to their supervisor or HR department before taking Civil Air Patrol leave. Notification should include the dates and duration of the leave requested, as well as any supporting documentation from the Civil Air Patrol. In emergency situations where advance notice is not possible, employees should notify their supervisor as soon as practicable.

Employees may be required to provide written verification from the Civil Air Patrol confirming their participation in emergency service missions or training, including the dates and times of the service.

Employees may use any available accrued vacation time, personal leave, or compensatory time off for Civil Air Patrol leave. If no such paid leave is available, the leave will be unpaid.

Upon returning from Civil Air Patrol leave, employees will be reinstated to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment, in accordance with applicable laws.

prohibits any form of retaliation against employees who take Civil Air Patrol leave in accordance with this policy. Employees will not be subject to adverse employment actions for exercising their rights under this policy.

Jury Duty Policy

The purpose of this policy is to outline the procedures and entitlements for employees of who are called to serve jury duty in accordance with California state laws. This policy aims to support employees in fulfilling their civic obligations while ensuring minimal disruption to company operations and maintaining fairness and consistency in leave management.

This policy applies to all employees of who are summoned for jury duty in California.

All employees of who are summoned for jury duty in California are eligible for leave under this policy, regardless of their length of service or employment status.

Employees are required to notify their supervisor or HR department promptly upon receiving a jury duty summons. Employees must provide a copy of the jury duty summons to their supervisor or HR department as soon as possible.

Employees are entitled to take time off from work to serve jury duty for the duration specified in the jury duty summons. will grant leave for the entire period of jury duty service, including any required attendance for voir dire (jury selection) and the trial itself.

Employees serving jury duty will receive their regular base pay for the duration of their jury duty service, up to a maximum of [insert number] days per calendar year. will continue to provide health insurance coverage for employees on jury duty leave, subject to the terms and conditions of the company's group health insurance plan. Employees may be required to remit any jury duty fees or compensation received from the court to , in accordance with company policy.

Employees are required to provide proof of jury duty service to their supervisor or HR department upon completion of their jury duty obligation. Proof of service may include a certificate of attendance or a letter from the court confirming the employee's participation in jury duty.

Employees serving jury duty are entitled to job protection, and will not retaliate against employees for fulfilling their civic obligations. Upon completion of jury duty service, employees will be reinstated to their regular position or an equivalent position with the same pay and benefits.

Military Duty Policy

The purpose of this policy is to outline the procedures and entitlements for employees of who are called to perform military duty in accordance with California state laws and the Uniformed Services Employment and Reemployment Rights Act (USERRA). This policy aims to support employees who serve in the military reserves or National Guard by ensuring their rights to reemployment and protecting their employment status and benefits while they fulfill their military obligations.

This policy applies to all employees of who are members of the military reserves or National Guard and are called to perform military duty in California.

All employees of who are members of the military reserves or National Guard are eligible for leave under this policy when called to perform military duty.

Employees are required to notify their supervisor or HR department promptly upon receiving military orders. Employees must provide a copy of their military orders to their supervisor or HR department as soon as possible.

Employees called to perform military duty are entitled to take a leave of absence for the duration specified in their military orders. will grant military leave for the entire period of military service, including training, drills, and active duty deployments.

Employees on military duty leave will receive their regular base pay for up to [insert number] days per calendar year, as required by California state law. will continue to provide health insurance coverage for employees on military duty leave, subject to the terms and conditions of the company's group health insurance plan. Employees may be eligible for additional compensation or benefits under USERRA, including differential pay to offset any difference between their military pay and their civilian pay.

Upon completion of military duty, employees are entitled to prompt reinstatement to their previous position or an equivalent position with the same pay, benefits, and seniority. will make reasonable efforts to accommodate employees' schedules and job duties to facilitate their reintegration into the workforce.

supports employees' participation in military training and skills enhancement programs and will make reasonable accommodations to allow employees to attend training sessions or courses required for their military service.

Employees are required to provide proof of military duty service to their supervisor or HR department upon completion of their military obligations. Proof of service may include a copy of military orders, a certificate of completion, or other documentation provided by the military.

Bereavement Leave Policy

The purpose of this policy is to provide employees with time off to grieve and attend to matters related to the death of an immediate family member in accordance with California law.

All regular full-time and part-time employees are eligible for bereavement leave.

Definition of Immediate Family Member: Immediate family member is defined as the employee's spouse, domestic partner, child, parent, sibling, grandparent, grandchild, or the spouse/domestic partner's parent, sibling, grandparent, or child.

This company does not offer paid bereavement leave. However, employees may request [insert number] of unpaid bereavement leave as needed.

Employees must notify their supervisor or manager as soon as possible about the need for bereavement leave. Employees should provide reasonable advance notice when possible, including the expected duration of the leave.

Employees may be required to provide documentation, such as a death certificate or obituary, to verify the need for bereavement leave.

Employees may request flexibility in their work schedule or remote work arrangements during their bereavement leave period, subject to approval by their supervisor or manager.

Employees are expected to return to work promptly following the conclusion of their bereavement leave, unless an extension has been approved.

Bereavement leave is not considered as time worked for purposes of calculating overtime, nor does it accrue any additional benefits during the leave period.

All information related to an employee's bereavement leave will be kept confidential to the extent permitted by law.

Failure to comply with this policy may result in disciplinary action in accordance with company policies.

Whistleblower Policy

The Whistleblower Policy of establishes guidelines and procedures for employees to report any illegal, unethical, or improper conduct within the company without fear of retaliation. This policy aims to promote transparency, accountability, and integrity within the organization by encouraging employees to come forward with information about potential misconduct.

This policy applies to all employees, officers, directors, contractors, and agents of .

Whistleblowing refers to the act of reporting suspected or actual illegal, unethical, or improper conduct within the company. This includes, but is not limited to, violations of laws or regulations, fraud, corruption, financial misconduct, harassment, discrimination, and safety violations.

Employees who have reasonable grounds to believe that misconduct has occurred or is occurring should report their concerns promptly. Reports can be made through the following channels:

• Directly to a supervisor or manager.
• To the HR department.
• To the company's designated Whistleblower Officer or Ethics Committee.
• Through the confidential whistleblower hotline or email address.

Confidentiality: will make every effort to protect the confidentiality of the whistleblower, consistent with the need to conduct a thorough investigation and comply with applicable laws. Anonymous reports will also be accepted and investigated to the extent possible.

strictly prohibits any form of retaliation against employees who report misconduct in good faith. Retaliation includes, but is not limited to, termination, demotion, harassment, and any other adverse employment action. Any employee found to have engaged in retaliation will be subject to disciplinary action, up to and including termination.

All reports of misconduct will be taken seriously and investigated promptly, thoroughly, and impartially. The investigation will be conducted by the Whistleblower Officer, Ethics Committee, or an appointed independent investigator, as appropriate. Employees are expected to cooperate fully with any investigation. The findings of the investigation will be reported to senior management and, if necessary, to the appropriate authorities.

If the investigation substantiates the reported misconduct, will take appropriate corrective actions to address the issue and prevent its recurrence. This may include disciplinary action against the offending party, policy changes, training, or other remedial measures.

While encourages the reporting of genuine concerns, employees who knowingly make false or malicious reports will be subject to disciplinary action, up to and including termination.

Rehabilitation Leave Policy

The Rehabilitation Leave Policy of outlines the guidelines and procedures for providing leave to employees who need time off to attend rehabilitation programs for substance abuse or other medical conditions. This policy aims to support employees in their recovery and promote a healthy, productive workplace environment.

This policy applies to all employees of who require leave to attend a rehabilitation program for substance abuse or other medical conditions that impair their ability to perform their job duties.

Employees who are enrolled in a recognized rehabilitation program for substance abuse or other medical conditions are eligible for rehabilitation leave. Employees must provide medical documentation or proof of enrollment in the rehabilitation program to qualify for leave.

Eligible employees are entitled to take unpaid leave to attend rehabilitation programs as required for their treatment. The duration of the leave will be determined based on the recommendation of the healthcare provider or rehabilitation facility. Employees may use any available accrued sick leave, vacation time, or personal leave for rehabilitation leave, subject to company policies and applicable laws.

Employees must provide reasonable advance notice to their supervisor or HR department before taking rehabilitation leave. Notification should include the anticipated start and end dates of the leave and any supporting medical documentation. In emergency situations where advance notice is not possible, employees should notify their supervisor as soon as practicable.

will maintain the confidentiality of all information related to an employee's rehabilitation leave, in accordance with applicable privacy laws and company policies. Information will be shared only with individuals who need to know for purposes of managing the leave and ensuring workplace safety.

Employees on rehabilitation leave will be reinstated to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment upon their return, in accordance with applicable laws. Employees are expected to comply with any fitness-for-duty certification requirements upon returning from rehabilitation leave.

encourages employees to seek assistance for substance abuse or other medical conditions and provides access to resources such as the Employee Assistance Program (EAP), counseling services, and healthcare benefits. Employees are encouraged to take advantage of these resources to support their recovery and well-being.

This policy will be administered in compliance with all applicable federal, state, and local laws, including the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and relevant state leave laws.

Pay Transparency Policy

The Pay Transparency Policy of establishes guidelines for ensuring open communication regarding compensation practices and protecting employees' rights to discuss their pay. This policy aims to promote fairness, equity, and transparency in compensation, fostering a culture of trust and accountability within the organization.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

is committed to maintaining transparent compensation practices, ensuring that employees understand how their pay is determined and the factors that influence compensation decisions. The company will provide employees with information about their pay structure, including salary ranges, job grades, and criteria for pay increases and bonuses.

Employees have the right to discuss their own pay with other employees, including wages, salaries, bonuses, and other compensation without fear of retaliation or discrimination. prohibits any form of retaliation or discrimination against employees who exercise their right to discuss their pay or inquire about the pay of others, as protected under the National Labor Relations Act (NLRA) and other applicable laws.

While employees have the right to discuss their pay, they are encouraged to respect the privacy of their colleagues and handle pay information with sensitivity. Managers and HR personnel must maintain the confidentiality of pay information and only share it on a need-to-know basis as part of their job responsibilities.

Compensation decisions at are based on various factors, including but not limited to job responsibilities, experience, education, skills, performance, and market conditions. The company is committed to ensuring that compensation practices are free from discrimination based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected status.

Employees can access information about their pay and compensation structure through the HR department or employee self-service portal. will provide regular training and resources to help employees understand compensation policies and practices.

Employees who have concerns or questions about their pay or believe there has been a mistake in their compensation should contact their supervisor or the HR department for clarification and resolution. The company encourages open and honest communication to address any pay-related issues promptly and fairly.

This policy will be administered in compliance with all applicable federal, state, and local laws, including the Equal Pay Act, Fair Labor Standards Act (FLSA), and relevant state pay transparency laws.

Witness Duty Leave Policy

The Witness Duty Leave Policy of establishes guidelines for providing leave to employees who are required to appear as witnesses in legal proceedings. This policy aims to support employees in fulfilling their civic responsibilities while balancing their work commitments.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

Employees who are required to appear as witnesses in legal proceedings, such as court trials, depositions, or administrative hearings, are eligible for witness duty leave.

Employees will be granted unpaid leave for the duration of their required witness duty. However, employees may use any available accrued vacation time, personal leave, or compensatory time off during their absence. The company will not penalize employees for taking witness duty leave and will allow them to return to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment.

Employees must provide reasonable advance notice to their supervisor or HR department as soon as they are aware of the need for witness duty leave. Notification should include the date(s) and expected duration of the leave. Employees must provide documentation, such as a subpoena or court order, verifying their requirement to appear as a witness.

Employees may choose to use any available accrued vacation time, personal leave, or compensatory time off during their witness duty leave. If no such paid leave is available, the leave will be unpaid.

During witness duty leave, employees will continue to receive benefits in accordance with the company's policies and applicable laws. Employees are responsible for paying their portion of any benefit premiums during their leave.

prohibits any form of retaliation against employees who take witness duty leave. Employees will not be subject to adverse employment actions for fulfilling their civic responsibilities.

Upon completion of their witness duty, employees are expected to return to work on the next scheduled workday. Employees should notify their supervisor or HR department of their return to work status.

Voting Leave Policy

The Voting Leave Policy of outlines the guidelines and procedures for providing employees with time off to vote in federal, state, and local elections. This policy aims to support employees in fulfilling their civic duty to vote while ensuring minimal disruption to business operations.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

All employees of are eligible for voting leave in accordance with this policy.

Employees are entitled to take up to two hours of paid leave to vote in federal, state, and local elections if they do not have sufficient time outside of working hours to do so. If more than two hours are needed, additional time off may be granted, but only the first two hours will be paid.

Employees must provide reasonable advance notice to their supervisor or HR department of their intention to take voting leave. Notification should include the date and time the employee plans to vote. Employees are encouraged to schedule their voting leave at the beginning or end of their work shift to minimize disruption to business operations.

Employees are encouraged to vote during non-working hours whenever possible. However, if voting hours conflict with work schedules, employees will be allowed to take voting leave as described above.

prohibits any form of retaliation against employees who take voting leave in accordance with this policy. Employees will not be subject to adverse employment actions for exercising their right to vote.

This policy will be administered in compliance with all applicable federal, state, and local laws governing voting leave. In cases where state or local laws provide greater benefits than those outlined in this policy, will comply with those laws.

Severe Weather Closings

The purpose of this policy is to establish guidelines for severe weather closings and the continuation of essential operations during adverse weather conditions. This policy aims to ensure the safety and well-being of employees while maintaining business continuity and minimizing disruptions to operations.

This policy applies to all employees and departments of and outlines procedures for severe weather closings, delayed openings, and remote work arrangements.

1. Notification Process:

   In the event of severe weather conditions, the management team will monitor weather forecasts and advisories to determine whether to close the office, delay opening hours, or implement remote work arrangements.

2. Communication Channels:

   Employees will be notified of severe weather closings or operational changes through official communication channels, including email, text message, phone call, or company intranet. Employees are responsible for ensuring that their contact information is up to date and accessible.

3. Remote Work:

   In the event of severe weather, employees may be authorized to work remotely if feasible and appropriate for their job roles. Employees should follow established remote work procedures and maintain regular communication with their supervisors and colleagues.

Some departments or functions of may be designated as essential operations that must continue despite severe weather conditions. Employees in essential roles should follow instructions from their supervisors and adhere to designated work schedules or emergency response procedures.

The safety and well-being of employees are paramount during severe weather events. Employees should exercise caution when traveling to and from work and follow local authorities' guidance regarding road conditions and travel advisories.

Health Benefits

Overview

Benefits to employees are provided at the will of and reserves the right to modify or eliminate benefits without notice under conditions of law. The benefits listed herein are intended to be a general description only. Details of specific benefits are outlined in the documentation for the benefit program.

Eligibility

To qualify for benefits an employee must be considered full time and have completed a minimum of ninety (90) days continuous employment with . To qualify for vacation benefits a full–time employee must have completed one full year continuous employment. Full time employees are employees who have been assigned a regular 40 hours per week work shift. Employees scheduled for less than 40 hours weekly are not eligible. reserves the right to, without notice, revise these eligibility requirements.

If you have questions contact the Human Resources department.

401K Plan

The 401(k) Plan is a retirement savings plan offered to employees of . This plan allows employees to contribute a portion of their pre-tax earnings to a retirement account, which can then be invested in a variety of investment options. The purpose of the 401(k) Plan is to help employees save for retirement and build long-term financial security.

All employees of are eligible to participate in the 401(k) Plan, subject to plan enrollment and eligibility requirements.

Employees may elect to contribute a percentage of their eligible earnings to the 401(k) Plan, up to the annual contribution limit set by the Internal Revenue Service (IRS). may also provide matching contributions or profit-sharing contributions to eligible employees' accounts, subject to plan terms and conditions.

The 401(k) Plan offers a range of investment options, including mutual funds, index funds, target-date funds, and company stock. Employees can choose how to allocate their contributions among these investment options based on their risk tolerance, investment goals, and time horizon.

Vesting refers to the ownership of employer contributions to the 401(k) Plan. Employees are always 100% vested in their own contributions and earnings. Vesting schedules may apply to employer contributions, with employees becoming fully vested over a specified period of service with .

Employees may be eligible to take withdrawals or distributions from their 401(k) accounts under certain circumstances, such as reaching retirement age, termination of employment, disability, or financial hardship. Withdrawals may be subject to income tax and, if taken before age 59½, may be subject to an additional 10% early withdrawal penalty.

The 401(k) Plan is administered by [Third-Party Administrator], who is responsible for recordkeeping, compliance, and providing participant services. Employees can access their account information, make investment changes, and manage their contributions through the plan's online portal or by contacting the plan administrator.

Worker’s Compensation

Immediate Reporting: Employees must report any work-related injury or illness to their supervisor, manager, or HR department as soon as possible, regardless of the severity of the injury. Reporting Procedure: Employees should promptly complete an incident report form provided by the company, providing detailed information about the injury, how it occurred, and any witnesses present. Medical Attention: Employees requiring immediate medical attention should seek medical help promptly. If it is an emergency, they should call 911 or go to the nearest emergency room. Medical Treatment Authorization: Employees must authorize the company to obtain any necessary medical records related to the injury for workers' compensation purposes. Responsibilities of Employees:

Cooperation: Employees must fully cooperate with any investigations conducted by the company or its insurance provider regarding the reported injury or illness. Follow-Up: Employees are responsible for following any medical treatment plans prescribed by healthcare professionals for their injury or illness. Return-to-Work Clearance: Employees must provide the company with any necessary medical clearance to return to work after an injury or illness, as required by law. Responsibilities of Supervisors and Managers:

Support: Supervisors and managers must provide appropriate support to employees who report workplace injuries or illnesses and ensure they receive necessary medical attention. Documentation: Supervisors and managers are responsible for documenting and reporting all workplace injuries or illnesses promptly to the HR department. Prevention Measures: Supervisors and managers should review the circumstances leading to the injury or illness and take appropriate measures to prevent similar incidents from occurring in the future. Confidentiality: All medical and personal information related to workplace injuries or illnesses will be kept confidential, in accordance with applicable privacy laws.

Non-Retaliation: The company prohibits any form of retaliation against employees who report workplace injuries or illnesses in good faith.

Compliance: Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

No accrual unit selected.

COBRA

The California Consolidated Omnibus Budget Reconciliation Act (COBRA) Policy of outlines the requirements and procedures for providing continuation coverage to eligible employees and their dependents under the state's mini-COBRA provisions. This policy ensures compliance with California's extension of federal COBRA benefits to certain employees and their qualified beneficiaries upon qualifying events.

This policy applies to all eligible employees and their qualified beneficiaries who are entitled to continuation coverage under California's mini-COBRA provisions due to qualifying events, such as termination of employment, reduction of hours, or other qualifying events triggering COBRA coverage.

Eligible employees and their qualified beneficiaries may be entitled to continue their group health insurance coverage under California's mini-COBRA provisions if they experience a qualifying event that would result in the loss of coverage under the employer's group health plan. Qualifying events include, but are not limited to, termination of employment (other than for gross misconduct), reduction of hours, divorce or legal separation, death of the covered employee, or loss of dependent child status.

will provide qualified beneficiaries with written notice of their right to elect continuation coverage within the timeframe specified by California law. Qualified beneficiaries have 60 days from the date of the qualifying event or the date of receipt of the COBRA election notice, whichever is later, to elect continuation coverage.

Continuation coverage under California's mini-COBRA provisions may be available for up to 36 months from the date of the qualifying event, depending on the specific circumstances and qualifying event triggering COBRA coverage.

Qualified beneficiaries electing continuation coverage are responsible for paying the applicable premiums for the continued coverage, including any administrative fees allowed under California law. Premiums must be paid in a timely manner to avoid the termination of continuation coverage.

Continuation coverage may be terminated if premiums are not paid on time, if the individual becomes eligible for other group health coverage, or if the maximum coverage period expires.

will provide qualified beneficiaries with written notice of the termination of continuation coverage as required by California law.

Education – Tuition Reimbursement

The Education Tuition Reimbursement Policy outlines 's procedures for providing financial assistance to employees pursuing further education or professional development. This policy aims to support employees' career growth and skill enhancement while ensuring responsible use of company resources.

Eligibility Criteria

Employees may be eligible for tuition reimbursement if they:

• Have completed a minimum period of employment with , typically six months or one year
• Are in good standing with the company and have a satisfactory performance record
• Seek education or training relevant to their current job responsibilities or future career advancement within the company

Approved Programs

may provide tuition reimbursement for:

• College or university courses leading to a degree, certificate, or diploma
• Professional development programs, workshops, or seminars relevant to the employee's job role or career goals
• Job-related certifications, licenses, or credentials recognized by industry standards or regulatory bodies

Reimbursement Process

Employees must follow these steps to request tuition reimbursement:

• Submit a formal request for tuition reimbursement to their supervisor or HR department before enrolling in the education program
• Provide documentation of program costs, such as tuition fees, books, and materials, along with proof of enrollment and course completion
• Obtain approval from their supervisor or HR department before proceeding with the education program
• Submit reimbursement requests with supporting documentation within a specified timeframe, typically after completing the course or program

Reimbursement Limits

may impose limits on tuition reimbursement, including:

• Maximum annual or lifetime reimbursement amounts per employee
• Percentage of tuition costs reimbursed by the company, up to a certain limit
• Types of expenses eligible for reimbursement, such as tuition fees, books, and course materials

Contact Information

For questions or assistance regarding tuition reimbursement or educational opportunities, employees can contact the HR department or designated training coordinator for guidance and support.

Employee Discounts

Employee Discounts is a program offered by to provide eligible employees with discounts on various goods and services. The purpose of the Employee Discounts program is to enhance employee benefits, promote employee satisfaction, and strengthen the relationship between employees and external partners or vendors.

All active employees of are eligible to participate in the Employee Discounts program, subject to program terms and conditions.

partners with external vendors, retailers, and service providers to offer discounts and special offers exclusively to employees. These partners may include retailers, restaurants, travel agencies, entertainment venues, and more.

Discount offers may include but are not limited to:

• Percentage discounts on purchases
• Free or discounted services
• Special promotions or sales events
• Exclusive access to employee-only deals
• Discounted tickets or vouchers for attractions or events

Employees can access discount offers through the Employee Discounts portal or designated platform provided by . Each offer will include instructions on how to redeem the discount, which may include presenting a physical or digital coupon, entering a promo code at checkout, or showing proof of employment.

Employees are responsible for reviewing and adhering to the terms and conditions of each discount offer, including expiration dates, usage limits, and any restrictions or exclusions.

Termination of Employment

Employees of are not given tenure. Any employee of may choose to terminate employment at any time.

Employees choosing to terminate their employment with are required to return all company property to their immediate supervisor before leaving the premises on their final day of employment. Upon receipt of all company owned property, the employee will receive their final paycheck including any earned vacation pay, if applicable.

may terminate employment at any time for any reason. If an employee is terminated for a severe violation of policy, they will be escorted from the premises immediately. Any personal property, plus their final paycheck including any earned vacation pay, if applicable, will be given to the employee upon receipt of all company owned property.

The Human Resources department will provide opportunity to all employees leaving to have an exit interview. Request for exit interviews must be made with reasonable time for the Human Resources department for scheduling.

considers personnel files confidential. Any request for employment confirmation will be provided only with employment dates and positions held.

Severance

The Severance Policy outlines the terms and conditions under which severance benefits may be provided to eligible employees of in the event of involuntary termination of employment. The purpose of the Severance Policy is to provide financial assistance and support to employees during the transition period following their separation from the company.

Employees may be eligible for severance benefits under the following circumstances:

• Involuntary termination of employment due to layoffs, workforce reductions, or business restructuring
• Termination of employment without cause
• Participation in a voluntary separation or early retirement program, subject to program terms and conditions

Severance benefits may include:

• Severance pay based on length of service and/or salary level
• Continuation of health insurance coverage for a specified period
• Outplacement assistance, including career counseling and job search support
• Other benefits or assistance as determined by

Severance pay amounts may vary depending on factors such as length of service, salary level, and applicable state or local laws. Employees will receive written notification of their severance pay entitlement and any associated terms and conditions.

Employees receiving severance benefits may be required to sign a severance agreement, which outlines the terms and conditions of the severance package, including release of claims, confidentiality, and non-disparagement provisions.

Severance benefits will be paid to eligible employees in accordance with 's payroll schedule and applicable laws. Any required deductions, such as taxes and benefit contributions, will be withheld from severance payments.

Employee Arbitration Policy

The purpose of this policy is to provide a framework for resolving disputes between and its employees through arbitration, as an alternative to litigation in court.

This policy applies to all employees of , including full-time, part-time, temporary, and contract workers.

Voluntary Agreement: By accepting employment with , employees agree to resolve any disputes or claims arising out of or relating to their employment through arbitration, rather than through litigation in court.

Arbitration Process:

Selection of Arbitrator: The arbitration process will be administered by a neutral arbitrator selected by mutual agreement of both parties or through a reputable arbitration service. Arbitration Rules:

The arbitration proceedings will be conducted in accordance with the rules and procedures established by the selected arbitrator or arbitration service. The arbitrator will have the authority to hear evidence, make findings of fact, and render a final and binding decision on the dispute. Costs and Expenses:

will bear the costs and expenses associated with the arbitration process, including the arbitrator's fees and administrative costs. Each party will be responsible for their own attorney's fees and any other costs incurred in connection with the arbitration, unless otherwise required by law or agreed upon by the parties.

This arbitration policy does not apply to claims or disputes that are exempt from arbitration under applicable law, including claims for workers' compensation, unemployment benefits, and certain statutory rights that cannot be waived through arbitration agreements. Employees retain the right to file administrative charges with government agencies such as the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH) where applicable.

All employees are expected to comply with this arbitration policy as a condition of employment with . Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.

Employee Acknowledgement

I have read the policies outlined in this handbook. I understand that while this is not an employment contract, I am bound to abide by the policies set herein.

I further understand that may modify, revise and update policy and/or this manual at any time. I am also aware that this updating may include additions or deletions.

I also certify that I have had ample time to discuss this handbook and its contents with representatives and I fully understand the contents.

With this knowledge I accept the policies outlined herein as a condition of employment.

Employee signature _____________________________________

Date _________________________________________________

reserves the right to make changes to this handbook for the purpose of modifying, revising and updating company policy and this manual. Notice of changes will be posted on the bulletin boards and become a part of this manual. Violation of any company policy may result in immediate termination.