Laura Ruby

[LOGO] Employee Manual [Company] © 2010 Table of Contents Introduction .......................................................................................................................................... 5 Conflict of Interest and Confidentiality................................................................................................... 5 Employment At Will .............................................................................................................................. 6 Reporting Illegal or Unethical Activity.................................................................................................... 6 Open Door Policy ................................................................................................................................. 6 Equal Employment Opportunity ............................................................................................................ 7 Respectful Workplace, Anti-Discrimination, Anti-Harassment and Anti-Bullying ..................................... 7 Americans with Disabilities Act (ADA)................................................................................................... 9 No Retaliation .................................................................................................................................... 10 Health Information Privacy ................................................................................................................. 10 I—9 Immigration Reform Policy .......................................................................................................... 10 Company Policies .............................................................................................................................. 11 Attendance and Punctuality ................................................................................................................. 11 Personal Use of Company Equipment................................................................................................. 11 Systems & Internet Usage Policy ........................................................................................................ 11 Cell Phone Use ...................................................................................... Error! Bookmark not defined. Weapons-Free Workplace Policy .......................................................... Error! Bookmark not defined. Drug- and Alcohol-Free Workplace Policy ............................................. Error! Bookmark not defined. Drug Testing Policy ................................................................................ Error! Bookmark not defined. Outside Work (Moonlighting) ................................................................. Error! Bookmark not defined. No Smoking ........................................................................................... Error! Bookmark not defined. Personal Property .................................................................................. Error! Bookmark not defined. Visitors in the Workplace ....................................................................... Error! Bookmark not defined. Prohibition Against Gambling ................................................................ Error! Bookmark not defined. Solicitation & Distribution of Literature ................................................... Error! Bookmark not defined. Performance Expectations ..................................................................... Error! Bookmark not defined. Performance Evaluation......................................................................... Error! Bookmark not defined. Personnel Records ................................................................................ Error! Bookmark not defined. Resignation ............................................................................................ Error! Bookmark not defined. Vendor Outings/Gift Acceptance Policies .............................................. Error! Bookmark not defined. Compensation and Work Hours............................................................. Error! Bookmark not defined. Paydays ................................................................................................. Error! Bookmark not defined. Work Hours ............................................................................................ Error! Bookmark not defined. Employee Classifications ....................................................................... Error! Bookmark not defined. Payroll Deductions ................................................................................. Error! Bookmark not defined. Travel and Expense Reimbursement .................................................... Error! Bookmark not defined. Recording Time Worked ........................................................................ Error! Bookmark not defined. Overtime Pay ......................................................................................... Error! Bookmark not defined. Separation of Employment .................................................................... Error! Bookmark not defined. Reference Policy .................................................................................... Error! Bookmark not defined. Benefit Policies ..................................................................................... Error! Bookmark not defined. Eligibility for Benefits .............................................................................. Error! Bookmark not defined. Leave Policies ........................................................................................ Error! Bookmark not defined. Family and Medical Leave ........................................................... Error! Bookmark not defined. Personal Leave of Absence ......................................................... Error! Bookmark not defined. Military Leave (USERRA) ............................................................ Error! Bookmark not defined. Illinois Family and Military Leave ................................................. Error! Bookmark not defined. Paid Military Leave ...................................................................... Error! Bookmark not defined. School Visitation Leave ............................................................... Error! Bookmark not defined. Voting ........................................................................................... Error! Bookmark not defined. Funeral Leave .............................................................................. Error! Bookmark not defined. Jury Duty or Subpoenaed Witnesses .......................................... Error! Bookmark not defined. [Company] 3 Employee Handbook – 5-1-2010 (revised) Blood Donation Leave ................................................................. Error! Bookmark not defined. Victims' Economic Security and Safety Act ................................. Error! Bookmark not defined. Referral Program ................................................................................... Error! Bookmark not defined. 401(k) Plan and Profit-Sharing .............................................................. Error! Bookmark not defined. Group Insurance .................................................................................... Error! Bookmark not defined. Holiday Observance............................................................................... Error! Bookmark not defined. Religious Observance ............................................................................ Error! Bookmark not defined. Direct Deposit ........................................................................................ Error! Bookmark not defined. Continuation of Health Benefits (COBRA): ............................................ Error! Bookmark not defined. Safety ................................................................................................... Error! Bookmark not defined. Inclement Weather ................................................................................. Error! Bookmark not defined. Emergency Closure ............................................................................... Error! Bookmark not defined. Tornado Warnings ................................................................................. Error! Bookmark not defined. Fire/Building Evacuation ........................................................................ Error! Bookmark not defined. Right to Inspect Premises ...................................................................... Error! Bookmark not defined. Injury at Work ......................................................................................... Error! Bookmark not defined. Workers’ Compensation......................................................................... Error! Bookmark not defined. Driver Safety Policy................................................................................ Error! Bookmark not defined. OSHA ..................................................................................................... Error! Bookmark not defined. Job Safety .............................................................................................. Error! Bookmark not defined. Receipt & Acknowledgement of the Company Employee Manual .......... Error! Bookmark not defined. [Company] 4 Employee Handbook – 5-1-2010 (revised) Introduction [Company] and its affiliated companies [(companies], collectively “the Company”) [company description and history] The Executive team of the Company approved the following personnel policies, procedures, and benefit programs to give guidance to employees and to inform you of the Company’s expectations for your performance and the procedures for the fair and consistent treatment of all those who work for the Company. This Manual, revised on [revision date], shall supersede all prior handbooks of the Company in existence prior to the date hereof. There are several things that are important to keep in mind about this handbook. The handbook holds only general information and summary guidelines. The handbook is not intended to be comprehensive or to address all the applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a benefit, or the applicability of a policy or practice, you should address your specific questions to the Human Resources Department. Neither this handbook, nor any other Company document confers any contractual right; either express or implied, to remain in the Company’s employ, nor does it guarantee any fixed terms or conditions of your employment. Your employment is not for a specific time and may be ended by the Company at will, with or without cause and without prior notice, or you may resign for any reason at any time. No supervisor or other representative of the company (except the CEO) has the authority to enter into any Agreement of Employment for any specified period, or to make any Agreement contrary to the above and any Agreement contrary to the above must be in writing. This handbook and the information in it should be treated confidentially. No part of this handbook should be disclosed to others, except Company employees and others affiliated with the company whose knowledge of the information is required in the normal course of business. Some of the subjects described here are covered in detail in official policy documents. You should refer to these documents for specific information since this handbook only briefly summarizes those benefits. Please note that the terms of written insurance policies and benefit plans are controlling. If any policy is inconsistent with federal, state, or local statute or ordinance, the statute or ordinance shall apply. Violation of any Company policy or guideline will be addressed through disciplinary procedures up to and including termination of employment based on the seriousness of the violation. The Company reserves the right to revise, discontinue, suspend, or modify the policies contained in this handbook at any time and at its sole discretion, with or without prior notice. Conflict of Interest and Confidentiality The Company expects its employees to always exercise the utmost good faith in the performance of their duties. Moreover, employees must avoid any business interest or relationship, financial or otherwise, which might adversely affect or influence their judgment in the performance of any service or duties on behalf of the Company or our clients or which may lead to the appearance of or potential for such influence. Accordingly, in the event you, a close family member, or a business entity in which you have an ownership or financial interest becomes involved in any conflict with the Company or any of its clients, you are to immediately inform a member of the Executive team of the Company in writing. Employees will, to the best of their ability, ensure confidentiality and privacy of the Company’s clients, our records, and any discussions about people or organizations we serve as clients. Because disclosure of [Company] 5 Employee Handbook – 5-1-2010 (revised) confidential or sensitive information may prejudice their interests, employees shall not disclose any information, to anyone, about a person, organization or entity or any matter concerning the clients or the Company unless explicitly authorized to do so by a shareholder or director of the Company. This principle of confidentiality must be maintained throughout the Company. This is in accordance with the confidentiality agreement you signed upon employment. Violation of the Company’s conflict of interest or confidentiality provisions above is a serious breach of our policies and may result in immediate termination. Employment at Will The Company does not offer guaranteed employment. Thus, either the Company or the employee can end the employment relationship at any time, with or without cause, with or without notice. This is called Employment at Will. This employment at will relationship exists regardless of any other written statements or policies contained in this Handbook or any other Company documents or any verbal statement to the contrary. While the Company may choose to follow its progressive discipline procedure, the Company is in no way bound to do so. Using progressive discipline is at the sole discretion of the company in an employment at will workplace. No one except the Company’s CEO/President can enter into any kind of employment relationship or agreement that is contrary to the previous statement. To be enforceable, such relationship or agreement must be in writing and signed by the CEO/President. Reporting Illegal or Unethical Activity If, during the course of your employment with the Company, you believe that you have been requested or required to engage in an illegal or unethical act, or to engage in an improper activity, or observe an illegal, unethical or improper activity, immediately report that fact to Corporate Resolutions, Inc., the third party administrator for the Company’s Ethics Hotline. Representatives may be reached by calling- or by email to- You may request that your identity remain annonymous. Reports made are handled confidentially, to the extent permitted by law, and consistent with the Company’s requirements to investigate and address the reported conduct. Investigations will be performed by the Company’s Human Resources department or an independent member of the Company’s Board of Directors. No retaliation or impact upon employment will be made for reporting unethical or illegal activity. Open Door Policy We strive to create a work environment that is free of any strife or disagreements; misunderstandings may, however, occasionally arise or unhappiness may occur. We encourage all employees to immediately bring these matters to light for quick resolution. Talking face-to-face is the best way to achieve what we all want – an enjoyable workplace in which all individuals work in a spirit of cooperation and respect. We firmly believe that the best interests of all employees can be served from within and that we are each individually responsible for contributing to the strong team spirit that is necessary for all to prosper. [Company] 6 Employee Handbook – 5-1-2010 (revised) In our spirit of open communication, we believe in the open-door policy. This means that every employee has the right to speak out on issues, raise questions, or voice complaints to their supervisor or other members of management. We believe that if an employee has a work-related problem or suggestion, the matter should receive the prompt consideration by those who are in management positions. Any questions or complaints should be discussed directly with the employee’s supervisor. If the supervisor is not available or the question or complaint relates to him or her or if the employee is not satisfied with the supervisor’s response, the employee should then direct the matter to Human Resources, then to the CFO and, finally, to the CEO of the Company. All discussions should occur as soon as possible. Equal Employment Opportunity The Company reaffirms its commitment as an Equal Opportunity Employer. We are committed to assuring that all recruiting, hiring, training, promotion, compensation, and other employment related programs are provided to all persons without regard to race, national origin/ethnicity, gender, religion, sexual orientation, age, marital status, physical or mental disability or any other basis protected by state, federal or local law. The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. All company employees will be evaluated on their compliance with this policy. Employees’ questions or concerns should be referred to the Human Resources Department. Appropriate disciplinary actions may be taken against any employee willfully violating any part of this policy. Respectful Workplace, Anti-Discrimination, Anti-Harassment and AntiBullying It is our desire to provide a work environment where employees are treated with dignity and respect. Therefore, we will not tolerate discrimination or harassment based on any characteristics protected under state, federal, or local law, or the bullying of any employee. Such conduct is prohibited in any form at the workplace, at work related functions, or outside of work if it affects the workplace. This policy applies to all employees, clients, guests, vendors, and persons doing business with the Company. Harassment based on any protected characteristic is strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, national origin, age, disability, lineage or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation or any other characteristic protected by law or any protected characteristic of his/her relatives, friends or associates, which:    Has the purpose or effect of creating an intimidating, hostile, or offensive work environment; Has the purpose or effect of unreasonably interfering with an individual’s work performance; or Otherwise adversely affects an individual’s employment opportunities. Harassing conduct includes, but is not limited to, epithets, slurs, or negative stereotyping; threatening, intimidating or hostile acts; or denigrating jokes or the display or circulation in the workplace including written or graphic material (including email) that denigrates or shows hostility or aversion toward an individual or group. Sexual harassment, one type of prohibited harassment, calls for special mention. Sexual harassment has been defined according to the Company guidelines as offensive physical, verbal, or visual conduct, including unwelcome touching or gesturing; requests for a date, sexual favors or lewd remarks or sounds; or exposure to sexual photos, cartoons, or drawings, where:    Submission to such conduct is made a term or condition, either explicitly or implicitly, of an individual’s employment; Submission to or rejection of such conduct by an individual is used as a factor in decisions affecting that individual’s employment; or Such conduct has the purpose or effect of interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment. [Company] 7 Employee Handbook – 5-1-2010 (revised) Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same gender. Depending on the circumstances, these behaviors may include, but are not limited to:        Unwelcome sexual flirtation, advances, or propositions; Verbal comments related to an individual’s age, race, gender, color, religion, national origin, disability, or sexual orientation; Explicit or degrading verbal comments about another individual or his/her appearance; The display of sexually suggestive pictures or objects in any workplace location including transmission or display via computer; Any sexually offensive or abusive physical conduct; The taking of or the refusal to take any personnel action based on an employee’s submission to or rejection of sexual overtures; or Displaying cartoons or telling jokes that relate to an individual’s age, race, gender, color, religion, national origin, disability, or sexual orientation. Bullying is defined as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical, or otherwise; conducted by one or more persons against another or others; at the place of work and/or in the course of employment.” Examples of bullying behaviors that the Company will not tolerate include:     Verbal Bullying: slandering, ridiculing, or maligning a person or his/her family; persistent name calling which is hurtful, insulting or humiliating; using a person as the subject of jokes; abusive, or offensive remarks. Physical Bullying: pushing; shoving; kicking; poking; tripping; assault, or threat of physical assault; damage to a person’s work area or personal property. Gesture Bullying: Non-verbal threatening or obscene gestures, glances that convey threatening messages. Exclusion: socially or physically excluding or disregarding a person in work related activities. Or any of the following examples: persistent singling out of one person; shouting, raising your voice at an individual in public and/or in private; not allowing a person to speak or express themselves (i.e., ignoring or interrupting); personal insults and use of offensive nicknames; public humiliation of any form; constant criticism on matters unrelated or minimally related to the person’s job performance or description; ignoring/interrupting an individual at a meeting; public reprimands; repeatedly accusing someone of errors which cannot be documented; deliberately interfering with mail and others communications; spreading rumors and gossip regarding individuals; encouraging others to disregard a supervisor or supervisor’s instructions; deliberately excluding an individual or isolating them from work related activities (meetings, etc.); or unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s property (defacing or marking up property). If you believe that you are being subjected to discrimination, harassment, or bullying, you should:    Tell the individual/individuals that their actions are not welcome, and they must stop, if you feel comfortable enough to do so. Report the incident immediately to your supervisor or Human Resources. Report any additional incidents or retaliation that may occur to one of the above resources. If your concerns are of such a nature that your immediate supervisor is the alleged harasser or reporting such conduct to your supervisor is otherwise not appropriate, you should, within five calendar days of the incident, report the matter to either the Ethics Hotline or the Human Resources Department. If an individual brings any allegations or complaints to any manager or supervisor, the manager or supervisor must promptly bring the allegations to the attention of the Human Resources Department, who is responsible for initiating and conducting a thorough and timely investigation of the allegations. In situations where it is impractical to bring the allegations to the Human Resources Department’s attention, [Company] 8 Employee Handbook – 5-1-2010 (revised) the allegations must be brought to the immediate attention of the Ethics Hotline, who shall then be responsible for the initiation of the investigation. All supervisors and managers have the responsibility of understanding the above explained definition of harassment and bringing to the attention of the Ethics Hotline or the Human Resources Department any incidents of harassment and/or inappropriate or offensive sexual conduct in the workplace whether or not an employee (a) has made a report of harassment; (b) does not want the harassment to be reported; (c) wants the harassment to be "kept secret"; or (d) does not think it is a "big deal." The failure to make such a report will subject the supervisor or manager to discipline up to and including termination. Reports concerning a discriminatory working environment, sexual advances, or other discriminatory practices will be investigated. Reasonable measures will be undertaken to preserve the confidentiality of information that is reported during the investigation. Information necessary to complete the investigation of harassment allegations, including the identity of the complaining witness and the identity of the alleged harasser, however, will be disclosed as necessary to foster the investigation. You should recognize that the consequences of unfounded allegations can have serious effects on innocent men and women. You should, accordingly, act responsibly. The results of the investigation shall be promptly reported by the appointed Investigator or the Human Resources Department to both the alleged victim and the alleged harasser, and to other members of management who need to know such results. When the results of the investigation are inconclusive, every effort will be made to restore a positive working relationship between the alleged victim and the alleged harasser. Where the results of the investigation indicate that it is more probable than not that the alleged harasser engaged in inappropriate or offensive conduct in violation of this policy, prompt disciplinary action commensurate with the nature of the offense will be taken. Depending on the nature of the offense, and the relationship between the harasser and the victim, such disciplinary action may include verbal or written reprimands, suspension, and any other disciplinary action up to and including termination. The victim shall be advised of the discipline, if any, imposed on the harasser. Employees making complaints will not be retaliated against or punished in any way. Any employee who retaliates against another employee for filing a sexual harassment claim will be subject to discipline up to and including discharge. If an investigation results in a finding that the complainant falsely accused another of sexual harassment knowingly or in a malicious manner, the complainant will be subject to appropriate sanctions, including the possibility of termination. Americans with Disabilities Act (ADA) The Company is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA) as amended. It is the Company's policy not to discriminate against any qualified employee or applicant with regard to any term or condition of employment because of the individual's physical or mental disability or perceived disability, so long as the employee can perform the essential functions of the job with or without accommodation. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of his or her disability, provided that such accommodation does not constitute an undue hardship on the Company. The Company encourages individuals with disabilities to come forward and request reasonable accommodation. If you have a disability and feel that reasonable accommodation is necessary to perform your essential job functions, contact Human Resources. [Company] 9 Employee Handbook – 5-1-2010 (revised) No Retaliation The Company prohibits all forms of retaliation. If you become aware of any conduct or activity that may violate the Company’s conduct guidelines or an applicable law or regulation, it is your responsibility to promptly report the matter to your supervisor and/or Human Resources. While you may make this report anonymously, enough information must be given to enable the Company to investigate and address the matter as appropriate. No individual will be threatened with or subject to retaliation of any kind for a good faith report of any ethical concerns or other misconduct. Any individual who believes that he or she has been retaliated against (or threatened with retaliation) in violation of this policy should immediately report this to his or her supervisor and/or the Human Resources Department. Health Information Privacy The Company provides health care for its employees and their family members. It is our policy that the confidentiality of health care related information and the privacy of these individuals should be protected to the greatest extent possible. This protection shall be provided in accordance and consistent with the Federal Health Insurance Portability and Accessibility Act of 1996 (HIPAA), as well as applicable state law and the general responsibility of the Company to support the privacy rights and concerns of its health plan participants. I—9 Immigration Reform Policy The Company complies with the Immigration Reform and Control Act, employing only those persons who are legally eligible to work, or non-citizens who are authorized to work, in the United States. All employees are asked on their first day of employment to provide original documents verifying the right to work in the United States and to sign a verification form required by federal law (INS Form I-9). If an individual cannot verify their right to work within three days of hire, the Company must terminate their employment. [Company] 10 Employee Handbook – 5-1-2010 (revised) Company Policies Attendance and Punctuality Every employee is an important contributor to the Company’s growth and progress and is depended upon every day. Regular attendance is an essential element of job performance and everyone is expected to work their entire scheduled shift. A poor attendance record, absences without call, excessive emergency absenteeism, or repeated instances of tardiness affects job performance and may lead to disciplinary action. If you know in advance that you will be absent, advise your supervisor using the appropriate forms. If advance notice is not possible, the absence must be reported to your supervisor prior to your expected start time, preferably by telephone or email. Absence of three (3) or more consecutive workdays without reporting such absence to your supervisor will result in termination of employment. Personal Use of Company Equipment The personal use of Company equipment or property should be kept to an absolute minimum. This includes personal telephone calls during working time (except for emergencies), the use of computers, duplicating equipment, tools, etc. Any personal or other information placed on Company E-mail, voice mail, telephones, or any computer system shall be the property of the Company and shall not be considered the private or confidential property of the employee. Indeed, the Company has the ability and right to review E-mail, voice mail, and telephone messages. Systems & Internet Usage Policy The following is a summary of the Company’s Systems and Internet Usage Policy. Please refer to the official policy for detailed information and specific guidelines. Users are granted access to the Company’s computing systems for purposes of aiding them in the performance of their jobs. Occasional, limited, appropriate personal use of the firms systems is permitted, provided the use does not (1) interfere with or otherwise adversely affect the user’s work performance; (2) interfere with or otherwise adversely affect any other user’s work performance; (3) have a negative impact on the operation of the computer system; or (4) violate any other provision of this policy or any other policy guideline or procedure of the Company. At all times, users must use the Company’s systems in a professional, ethical, and lawful manner. Personal use of the Company’s systems is a privilege and may be revoked at any time without notice. All Systems are the property of the Company and may be used only for legitimate business purposes. Users are allowed access to the Company’s systems to aid them in the performance of their jobs. Use of the Company’s systems is a privilege and may be revoked at any time, in part or in whole. All computers and computer accounts given to users are to aid them in the performance of their jobs. Moreover, users should not have an expectation of privacy in anything they create, store, send, or receive on the Company’s systems. The systems belong to the Company and may be used only for business purposes. Users expressly waive any right of privacy in anything they create, store, send, or receive on the computer or through the internet or any other computer network. Users consent to allowing personnel of the Company to access and review all materials users create, store, send, or receive on the computer or through the internet or any other computer network. Users understand that the Company may use human or automated means to monitor systems use. [Company] 11 Employee Handbook – 5-1-2010 (revised)