EMPLOYMENT

EQUAL EMPLOYMENT

The Company provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.  The Company takes allegations of discrimination, intimidation, harassment and retaliation very seriously and will promptly conduct an investigation when warranted. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. All supervisors and managers are expected to actively enforce the Company’s policies of equal opportunity, affirmative action, and non-discrimination and are responsible for the prevention and immediate correction ofany acts of unlawful harassment within their assigned areas of management.  All employees are likewise obligated to report incidents of harassment or discrimination without delay. Retaliation or attempted retaliation is violation of Company policy, and anyone who does so will be subject to disciplinary action, up to and including termination. Please contact your supervisor, manager, or Human Resources if you have questions or need additional information concerning this policy or its application in any particular situation.

BACKGROUND CHECKS

Prior to making an offer of employment, The Company reserves the right to conduct a job-related background check. A comprehensive background check may consist of prior employment verification, professional reference checks, education confirmation and / or criminal record and credit checks. Third- party services may be hired to perform these checks.

EMPLOYMENT AT-WILL NOTICE

All employees are “at-will” and not hired for any definite or specified period of time. This means that you may terminate your employment at any time for any reason, and that The Company may terminate your employment at any time for any reason not prohibited by law, with or without notice. There is no implied employment contract created by this Handbook or any other Company document or written or verbal statement or policy.

EMPLOYMENT CLASSIFICATIONS

The Company has established the following Employee Classifications for compensation and benefit purposes only. An employee’s supervisor or manager will inform the employee of their classification, status, and responsibilities at the time of hire, rehire, promotion or at any time a change in status occurs. These classifications do not alter the employment at-will status.

Regular/Temporary

• Regular Employee: An employee who is hired to work on a full-time or part-time basis on regularly scheduled shifts of a continuing nature.
• Temporary Employee: An employee who is hired on a temporary basis for a full-time or part-time position, typically with a defined employment end date or total work hour expectation to complete their assignment. These employees will not receive benefits unless specifically authorized in writing.

Full-Time/Part-Time

• Full-Time Employee: An employee who is scheduled to work no less than 40 hours each week. Eligible for employee benefits.
• Part-Time Employee: An employee who is scheduled to work less than 40 in a workweek. Part time employees working at least 30 hours per week are eligible for Company benefits.

Exempt/Non-Exempt

• Exempt: Employees whose positions meet specific tests established by the Fair Labor Standards Act (FLSA) and applicable state law and who are exempt from overtime pay requirements.
• Non-Exempt: Employees whose positions do not meet FLSA and state exemption tests and who are paid a multiple of their regular rate of pay (at least one-and-one-half (1.5) times) for overtime hours worked. Non-exempt employees must accurately record all time worked, regardless of when and where the work is performed. Off-the-clock work (engaging in work assignments or duties that are not reported as time worked) is prohibited. No member of management may request, require or authorize non-exempt employees to perform work without compensation. Any possible violations should be reported promptly to a supervisor or member of management. Failure to record all time worked is grounds for discipline up to and including termination.

PAY PERIODS / PAY DAYS

The standard workweek for the Company will begin at 12:00 a.m. Sunday and end at 11:59 p.m. the following Saturday. The designated pay period for all non-hourly employees is monthly and hourly employees is semi-monthly. Generally, the first pay period extends from the first day of employment until end of Company’s current pay period. Paychecks are distributed on the first of the month. Except as otherwise provided, if any date of paycheck distribution falls on a holiday or a weekend, employees will be paid on the preceding scheduled workday.

OVERTIME

The Company complies with all applicable federal and state laws regarding payment of overtime work. Non-exempt employees are paid overtime at the rate of one and one-half times the regular rate of pay for all hours worked over forty (40) in a workweek. Employees are required to work overtime when assigned. Any overtime worked must be authorized by a supervisor or manager, in advance. Working unauthorized overtime or the refusal or unavailability to work overtime is not acceptable work performance, and is subject to discipline, including but not limited to termination.

PAY DEDUCTIONS

The Company is required by law to make certain deductions from your paycheck each time one is prepared. Among these are federal and state income taxes and employee contributions to Social Security and Medicare, as required by law. These deductions will be itemized on your check stub. The amount of the deductions depends on your earnings and the information you furnish on your W4 form.

Other voluntary deductions from employee paychecks may be made upon the written request / agreement of the employee and the Company. Any change in name, address, telephone number, marital status, or number of exemptions should be reported to Human Resources immediately.

Any other mandatory deductions to be made from your paycheck, such as court-ordered garnishments, will be explained whenever the Company is ordered to make such deductions. The Company’s actions concerning garnishments or other court-ordered deductions from your paycheck will be governed by federal and state law.

The Company does not assist creditors in collecting personal debts from employees except when required by law through garnishment or bankruptcy proceedings. Employees should be aware, however, that a court can order the Company to deduct amounts directly from an employee’s pay when that employee has failed to pay his or her personal debts.

Any court-ordered garnishment for child support, family support, bankruptcies, or other judgments rendered against an employee must be forwarded immediately to Human Resources for processing. The Company will respond to such court orders as required by state and federal law.

Any employee who fails to satisfy a personal debt to the Company is subject to those amounts being deducted from his or her payroll earnings. Such deductions will be handled in accordance with applicable federal and state

laws. The employee will generally be provided the opportunity to settle such debts before any amounts are deducted from his / her wages.

EMPLOYEE REFERENCES

On occasion, employees may be contacted by a third party to request information concerning a current or former employee. Do not respond to a request for information concerning another employee or former employee unless it is part of your assigned job responsibilities to do so. Please forward all such requests to your supervisor, manager, or Human Resources for review.

EMPLOYMENT OF RELATIVES

The Company does not have a general prohibition against hiring relatives. However, a few restrictions have been established to help prevent problems of harassment, safety, security, supervision and morale.

Close family members generally may not be hired or transferred into positions where they have access to sensitive information regarding a close family member, or if there is an actual or perceived conflict of interest (including but not limited to establishing an immediate supervisor / employee relationship).

The failure to disclose a violation of this policy constitutes grounds for disciplinary action, up to and including termination.

EMPLOYMENT SEPARATION

All employment with the Company is “at will” employment. Employees are requested to provide a minimum of two (2) weeks’ written notice of their intent to resign. An employee’s notice of resignation to voluntarily terminate employment with the Company should be submitted to his / her supervisor or manager. An exit interview may be requested. Any Company property issued to employees, such as computer equipment, cell phone, keys, tools, parking passes or Company credit cards, must be returned to the Company at the time of termination. Employees will be responsible for any lost or damaged items. Upon separation of employment, employees are to remove their personal possessions.

ADA - AMERICANS WITH DISABILITIES ACT

The Company is committed to providing reasonable accommodations to qualified employees and applicants with disabilities, unless doing so would create an undue hardship on the Company. Employees are encouraged to notify their supervisor or the Human Resources department if they require an accommodation.

When an applicant or an employee with a disability requests accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, the employee will be given the same consideration for employment as any other applicant or employee. Applicants or employees who pose a direct threat to the health, safety and well-being of themselves or others in the workplace when the threat cannot be eliminated by reasonable accommodation will not be accommodated.

Individuals who are currently using illegal drugs are excluded from coverage under the Company ADA policy.