The Leadership2 Model Employee Handbook - Policies

The Leadership 2 Model Employee Handbook - Policies

1.1.1 Welcome Statement (General)

It is with great pleasure that [Employer] introduces this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] to you.

We consider employees to be one of [Employer]’s most valuable resources, and every employee plays an important part on our winning team. Whether you have just joined our workforce or have been here for a while, we look forward to a productive and successful association.

Like any great team, we are comprised of different people from different backgrounds fulfilling different roles. These differences have made us stronger, and our strength has made us [one of] the best [e.g., auto manufacturer, insurance agency, physician’s office] in [e.g., the world, our state, our city].

The messages in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] are also part of our winning formula. One important message embodied in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is that to succeed, we must respect the laws, regulations, and policies that govern workplace practices and our personal conduct. To the extent that any policy may conflict with federal, state, or local laws, [Employer] will follow the applicable federal, state, or local law.

This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] contains many of [Employer]’s internal policies. It is impossible for us to have a policy to address every conceivable issue that may occur at work. If an issue is not addressed in this [e.g., employee handbook, manual, policy manual, policy guidelines], please bring this issue to the attention of your [e.g., manager, supervisor, Human Resources Department, Personnel Department] or to the [e.g., Human Resources, Personnel Department, or President, CEO, owner]. We want to resolve our issues and promote a workplace that works for everyone.

Finally, all great teams are built on respect for the organization they represent and their teammates. [Employer] is built on that same respect. By respecting what each person brings to [Employer], we can achieve great things together. The Leadership 2 Model Employee Handbook - Policies

1.1.2 Welcome Statement (Personal)

It is with great pleasure that I introduce [Employer]’s [e.g., employee handbook, handbook, manual, policy manual, policy guideline] to you.

We consider employees to be one of [Employer]’s most valuable resources, and every employee plays an important part on our winning team. Whether you have just joined our workforce or have been with us for a while, we look forward to a productive and successful association.

Like any great team, we are comprised of different people from different backgrounds fulfilling different roles. These differences have made us stronger, and our strength has made us [one of] the best [e.g., auto manufacturer, insurance agency, physician’s office] in [e.g., the world, our state, our city].

The messages in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] are also part of our winning formula. One important message embodied in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is that to succeed, we must respect the laws, regulations, and policies that govern workplace practices and our personal conduct. To the extent that any policy may conflict with federal, state, or local laws, [Employer] will follow the applicable federal, state, or local law.

This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] contains many of [Employer]’s internal policies. It is impossible for us to have a policy to address every conceivable issue that may occur at work. If an issue is not addressed in this [e.g., employee handbook, manual, policy manual, policy guidelines], please bring this issue to the attention of your [e.g., manager, supervisor, Human Resources Department, Personnel Department] or to the [e.g., Human Resources, Personnel Department, or President, CEO, owner]. We want to resolve our issues and promote a workplace that works for everyone.

Finally, all great teams are built on respect for the organization they represent and their teammates. [Employer] is built on that same respect. By respecting what each person brings to [Employer], we can achieve great things together.

Thank you,

[e.g., President, CEO, founder, Chairman of the Board] The Leadership 2 Model Employee Handbook - Policies

1.2.1 About This [Name of this Document] and Your At-Will Employment

This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is intended to accomplish several goals.

It describes your relationship with us, your employer.

It lists our benefits, your eligibility for those benefits, and the procedures for accessing those benefits. Some benefits are governed by insurance policies and are subject to the terms contained in those written insurance policies. The benefits are included in summary fashion in this document.

[Name of Document] lists contacts for you to speak to if you have questions or concerns.

It contains our policies and procedures regarding your responsibilities as an employee.

[It replaces our previous [e.g., employee handbook, handbook, manual, policy manual, policy guideline] titled [name of previous document and the edition].

Finally, we hope it can answer many of the questions you may have as an employee.

[Name of Document]’s Limitations

Please note there are also some things that this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not do.

First, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not create a contract of employment between you and [Employer]. At all times during your employment, you are an at-will employee. That means that you are free to end your employment at your will at any time and [Employer] is free to do the same. Your employment is not for any specific length of time. Nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is meant to alter that at-will employment relationship in any manner.

Additionally, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] cannot address every circumstance that may occur while you are performing your duties. It cannot list every act you are permitted or not permitted to do while employed or answer every question you may have. The guidelines presented in it are not intended to be a substitute for sound decision-making, management, judgment, and discretion.

Consequently, we ask that you inquire with your [e.g., manager, supervisor, Human Resources Department, Personnel Department] before acting on matters that are in question or that this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not address. If something is not addressed in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], [Employer] will act in its discretion as the law permits. The Leadership 2 Model Employee Handbook - Policies

[Employer] also reserves the right, without notice, to modify, supplement, and/or rescind any policy or portion of a policy, procedure or benefit (in whole or in part) in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], as well as any other policy, procedure or benefit of [Employer], whether or not physically appended to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline].

Finally, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] and the information in it should be treated as confidential. No portion of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] should be disclosed to others, except [Employer]’s employees and others affiliated with [Employer] whose knowledge of the information is required in the normal course of business.

Please note that no manager, supervisor, or other [Employer] representative can make changes to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Only the [e.g., President, CEO, owner] can make changes and those changes, if made, must be in writing and signed by the [e.g., President, CEO, owner]. No person, no matter his or her title or position, can change the substantive terms or conditions of your employment, including what is written in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] unless such changes are performed as described in this paragraph. Furthermore, nothing contained in any policy or procedure, whether or not physically appended to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], any job description, application for employment, or any other [Employer]- created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee.

Questions About This Policy

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

1.2.2 About This [Name of this Document] and Your Employment Status (Mixed)

This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is meant to accomplish several goals.

It describes your relationship with us, your employer.

It lists our benefits, your eligibility for those benefits, and the procedures for accessing those benefits. Some benefits are governed by insurance policies and are subject to the terms contained in those written insurance policies. These benefits are included in summary fashion in this document.

[Name of this Document] lists contacts for you to speak to if you have questions or concerns.

It contains our policies and procedures regarding your responsibilities as an employee.

[It replaces our previous [e.g., employee handbook, handbook, manual, policy manual, policy guideline] titled [name of previous document and the edition]].

Finally, we hope it can answer many of the questions you may have as an employee.

[Name of this Document]’s Limitations

Please note there are also some things that this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not do.

First, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not create any type of contract of employment between you and [Employer]. You are an at-will employee unless you have a written and duly authorized contract or agreement with [Employer] that expressly states otherwise. Being an at-will employee means that you are free to end your employment at your will at any time and [Employer] is free to do the same. Your employment is not for any specific length of time. Nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is meant to alter that at-will employment relationship in any manner.

Please note that not all employees of [Employer] are at-will employees. This fact does not alter your status as an at-will employee, unless the requirements for an agreement described in this policy are fully met.

Additionally, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] cannot address every circumstance that may occur while you are performing your duties. It cannot list every act you are permitted or not permitted to do while employed or The Leadership 2 Model Employee Handbook - Policies answer every question you may have. The guidelines presented in it are not intended to be a substitute for sound decision-making, management, judgment, and discretion.

Finally, this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] and the information in it is the property of [Employer]. No part of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or by an information storage and retrieval system or otherwise, for any business or commercial venture without the express written prior permission of [Employer]. The information contained in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is strictly limited to use by [Employer] and its employees. The disclosure of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] to competitors is prohibited. Making an unauthorized disclosure is a serious breach of our standards of conduct and ethics and shall expose the disclosing party to disciplinary action and other liabilities as permitted by law.

Consequently, we ask that you inquire with your [e.g., manager, supervisor, Human Resources Department, Personnel Department] before acting on matters that are in question or that this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] does not address. If something is not addressed in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], [Employer] will act in its discretion as the law permits.

[Employer] also reserves the right, without notice, to modify, supplement, and/or rescind any policy or portion of a policy, procedure or benefit (in whole or in part) in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], as well as any other policy, procedure or benefit of [Employer] whether or not physically appended to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline].

Please note that no manager, supervisor, or other [Employer] representative can make changes to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Only the [e.g., President, CEO, owner] can make changes and those changes, if made, must be in writing and signed by the [e.g., President, CEO, owner]. No person, no matter his or her title or position, can change the substantive terms or conditions of your employment, including what is written in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] unless such changes are performed as described in this paragraph. Furthermore, nothing contained in any policy or procedure, whether or not physically appended to this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], any job description, application for employment, or any other [Employer]- created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee.

Questions About This Policy If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

1.3.1 How to Use This Handbook

You should use this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] as a reference source regarding [Employer]’s [e.g., policies, guidelines, rules].

This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] has several sections. [You can find a list of those sections in the Table of Contents on page [e.g., 1, ii]]. Each section contains [e.g., policies, guidelines, rules].

[This [e.g., employee handbook, handbook, manual, policy manual, policy guideline] also has an index of important terms. You can find a list of those terms near the end of the [e.g., employee handbook, handbook, manual, policy manual, policy guideline] on page [e.g., 1, ii]].

Please note that this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] is not written to address every issue that may occur in the workplace or answer all of your questions.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

2.1.1 At-Will Employment Notice (Standard)

You are an at-will employee, and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] shall constitute any type of contract that guarantees employment or compensation for any specific period of time.

At-Will Employment Notice

As an at-will employee, you or [Employer] can terminate your employment at any time with or without cause, reason, and/or notice. Nothing contained in any [e.g., employee handbook, handbook, manual, policy manual, policy guideline], or any workplace policy or rule of [Employer], whether appended to this document or not, and no verbal statements or promises made by employees or agents of [Employer] shall alter the at-will employment relationship between you and [Employer] or restrict the option both you and [Employer] have to terminate the employment relationship. Nothing contained in any job description, application for employment, or any other [Employer]-created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee.

Other Agreements Restricted

Furthermore, no manager, supervisor, or other organization representative or agent, including any representative or agent with hiring authority, other than the [e.g., President, CEO, owner], has the authority to enter into any agreement or contract for employment for any specified duration, or to make any agreement, promise, guarantee or commitment that contradicts the above or is inconsistent with your at-will employment status.

Any agreement that alters, or is inconsistent with, your at-will employment status must be entered into by the [e.g., President, CEO, owner] and will not be enforceable unless it is in writing and signed by you and by [e.g., President, CEO, owner]. The agreement must specifically state that the at-will relationship between you and [Employer] has changed and a new employment relationship is in effect.

Questions About This Notice

If you have questions, suggestions or concerns about this at-will employment notice, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this at- will employment notice with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

2.1.2 At-Will Employment Notice (Standard-Mixed)

You are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] shall constitute any type of contract that guarantees employment or compensation for any specific period of time.

As an at-will employee, you or [Employer] can terminate your employment at any time with or without cause, reason, and/or notice. Nothing contained in any [e.g., employee handbook, handbook, manual, policy manual, policy guideline], or any workplace policy or rule of [Employer], whether appended to this document or not, and no verbal statements or promises made by employees or agents of [Employer] shall alter the at-will employment relationship between you and [Employer] or restrict the option both you and [Employer] have to terminate the employment relationship. Nothing contained in any job description, application for employment, or any other [Employer]-created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee.

Furthermore, no manager, supervisor, or other organization representative or agent, including any representative or agent with hiring authority, other than the [e.g., President, CEO, owner], has the authority to enter into any agreement or contract for employment for any specified duration, or to make any agreement, promise, guarantee or commitment that contradicts the above or is inconsistent with your at-will employment status.

Any agreement that alters, or is inconsistent with, your at-will employment status must be entered into by the [e.g., President, CEO, owner] and will not be enforceable unless it is in writing and signed by you and by [e.g., President, CEO, owner]. The agreement must specifically state that the at-will relationship between you and [Employer] has changed and a new employment relationship is in effect.

Finally, please note that not all employees of [Employer] are at-will employees. This fact does not alter your status as an at-will employee unless the conditions for an agreement described in this policy are fully met.

If you have questions, suggestions or concerns about this notice, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this notice with those listed above, you can direct them to the [e.g., Human Resources The Leadership 2 Model Employee Handbook - Policies

Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

2.1.3 At-Will Employment Notice (Conversational)

[Employer] expects your time with us is meaningful and fulfilling. However, situations may occur or circumstances may exist that make your employment at [Employer] no longer desirable or feasible for you or [Employer].

You or [Employer] can terminate your employment at any time with or without cause, reason and/or notice. This is known as an at-will employment relationship and means that you can leave [Employer] at your will and [Employer] can terminate your employment at its will.

The at-will employment relationship cannot be altered unless there is a formal contractual agreement. Any agreement that contradicts your at-will employment status must be entered into by the [e.g., President, CEO, owner] and will not be enforceable unless it is in writing and signed by you and by [e.g., President, CEO, owner]. The agreement must specifically state that the at-will employment relationship between you and [Employer] has changed and a new employment relationship is in effect.

No statements in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or any verbal or written statement by employees or agents associated with [Employer] can alter the at-will employment relationship in any manner, including any statements or guarantees from any supervisor, manager or executive of [Employer], or any agent or [Employer]. Nothing contained in any job description, application for employment, or any other [Employer]-created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee.

If you feel uncomfortable discussing your questions, suggestions or concerns about this notice with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

2.1.4 At-Will Employment Notice (Conversational-Mixed)

[Employer] expects your time with us is meaningful and fulfilling. However, situations may occur or circumstances may exist that make your employment at [Employer] no longer desirable or feasible for you or [Employer].

You or [Employer] can terminate your employment at any time with or without cause, reason and/or notice. This is known as an at-will employment relationship and means that you can leave [Employer] at your will and [Employer] can terminate your employment at its will.

The at-will employment relationship cannot be altered unless there is a formal contractual agreement. Any agreement that contradicts your at-will employment status must be entered into by the [e.g., President, CEO, owner] and will not be enforceable unless it is in writing and signed by you and by [e.g., President, CEO, owner]. The agreement must specifically state that the at-will employment relationship between you and [Employer] has changed and a new employment relationship is in effect.

No statements in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or any verbal or written statement by employees or agents associated with [Employer] can alter the at-will employment relationship in any manner, including any statements or guarantees from any supervisor, manager or executive of [Employer], or any agent or [Employer]. Nothing contained in any job description, application for employment, or any other [Employer]-created document shall in any way alter your at-will employment status or create any contract of employment whatsoever. You are, at all times, an at-will employee. Finally, please note that not all employees of [Employer] are at-will employees. This fact does not alter your status as an at-will employee unless the conditions for an agreement described in this policy are fully met.

If you feel uncomfortable discussing your questions, suggestions or concerns about this notice with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

3.1.1 Worker Classifications

[Employer] respects the value each employee brings to the team. Our employees make us better because of their remarkable attributes, skills and experiences.

Employee/Worker Classifications

It is important that our employees understand how other workplace participants contribute to [Employer]. For that reason, [Employer] has listed and provided a limited definition regarding several types of participants in our workplace.

There are some points we would like you to remember when reviewing these classifications:

All participants in our workplace contribute differently. We have different job duties, skills, experiences, and even the amount of time we spend at work is different.

Despite our differences, our workplace will provide equal opportunity to each employee, no matter his or her classification.

[Please know that workplace participants not employed by [Employer] also contribute to our success including [e.g., volunteers, temporary employees, leased employees, vendors, independent contractors, agents].

Today’s workplace is dynamic. [Employer] must address changes and circumstances to stay competitive and operate properly. Therefore, [Employer] reserves the right to change this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], including the employee classifications listed below, as it sees fit and without notice.

Please also note that none of the classifications alter or diminish the at-will employment relationship you have with [Employer].

Classifications

There are [e.g., one, two, three, four, six, eight] employee classifications at [Employer]. One employee may have more than one classification.

[Unless notified [in writing], you should assume that your classification is [e.g., full time, non- exempt].

The classifications are:

[Full-Time Employees—Full-time employees work a minimum of [e.g., 40, 35, 30] hours a week. Full-time employees report to a [e.g., manager, supervisor]]. The Leadership 2 Model Employee Handbook - Policies

[Part-Time Employees—Part-time employees work no more than [e.g., 35, 30, 25, 20] hours per week. Part-time employees report to a [e.g., manager, supervisor]].

[Seasonal Employees—Seasonal employees work no more than [e.g., 30, 60, 90, 120] days a year. Seasonal employees report to a [e.g., manager, supervisor]].

[Project Employees—Project employees work according to the requirements of, and time required, to perform a project. Project employees report to the [e.g., manager, supervisor] of the project.]]

[Contract Employees—Contract employees work according to the requirements of a written agreement between [Employer] and the contract employee(s) or the contract employee’s employer. Contract employees report to the [e.g., manager of the project, their employer]].

[Temporary Workers—Temporary workers, third party participants in our workplace, perform a job duty or occupy a position for a limited period of time. Temporary workers work with a [e.g., manager, supervisor], but are the employees of a [e.g., temporary contractor, agency, employer]. Temporary employees [e.g., work no more than, work approximately] [e.g., 40, 35, 30] hours a week.]].

[Leased Employees—Leased workers, third party participants in our workplace, work with a [e.g., manager, supervisor], but are employees of a leasing [e.g., contractor, agency, employer]. Leased workers [e.g., work no more than, work approximately] [e.g., 40, 35, 30] hours a week.]].

[Volunteers—Volunteers are third party participants in our workplace who donate their time and skill. They receive no wages. Volunteers report to a [e.g., manager, supervisor]].

Non-Exempt or Exempt

In addition to [Employer’s] working relationship with its employees, all [Employer’s] employees are classified, based on how they are paid and what job duties they perform, as either “Non-Exempt” or “Exempt” from overtime compensation. The following are the pay classifications for [Employer]’s employees:

[Non-exempt, Hourly] employees—[Non-exempt, Hourly] employees are [e.g., full-time, part- time, seasonal] employees who are paid a wage based on the amount of time spent working. [Non-exempt, Hourly] employees [are required to “clock in” when beginning work and “clock out” when their shift ends]. [Non-exempt, Hourly] employees are due overtime wages should they exceed 40 hours per week.]

[Exempt, Salaried] employees—[Exempt, Salaried] employees are [e.g., full-time, part-time, seasonal] employees who are paid a pre-determined wage [and are not required to either “clock in” or “clock out”]. [Exempt, Salaried] employees are not due overtime wages.] The Leadership 2 Model Employee Handbook - Policies

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

4.1.1 Equal Employment Opportunity Teamwork and success are built on a foundation of [diversity and] equality. For these reasons and in compliance with the law, [Employer] strives to provide equal employment opportunity for all applicants and employees. We are committed to providing a work environment free of unlawful discrimination. Applicability This policy applies to every employee and all workplace participants – those persons such as [e.g., applicants, volunteers, interns, associates, contractors, vendors] who interact with the workplace or who participate in work-sponsored activities, no matter his or her authority, position, or classification. Conduct prohibited by this policy is not only unacceptable in the workplace setting, but also applies to work-related settings such as business trips, business meetings, and business-related social events, for example. Discrimination Prohibited – Protected Classes Preventing discrimination begins with respect for, and adherence to, the law. Therefore, discrimination is strictly prohibited against individuals on the basis of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert status] or any other status or condition protected by applicable federal, state or local laws, except where a bona fide occupational qualification applies. Discrimination can take many forms, including harassment, which is addressed in detail in separate policies. As an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard to race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert status] or any other status or condition protected by applicable federal, state or local laws, except where a bona fide occupational qualification applies. Harassment, a Form of Discrimination, is Prohibited Verbal, physical, sexual, written, digital, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert status] or any other status or condition protected by applicable federal, state or local laws is also strictly prohibited. Prohibited harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Sexual advances; requests or demands for sexual favors; physical conduct of a sexual or harassing nature; jokes based on a person’s race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert status] or any other status or condition protected by The Leadership 2 Model Employee Handbook - Policies applicable federal, state or local laws; sexual, racial, ethnic, national origin, disability or religious slurs; bullying; and other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts an employee’s work environment is strictly prohibited. Reporting Discrimination or Harassment If you believe you have been subjected to any form of discrimination, including harassment, or if you know of, or suspect, discrimination or harassment against another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department], regardless of the accused’s identity or position.

If you do not feel comfortable reporting to those listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or to the President, CEO, owner].

Please note that you are not required to confront the person or persons that have given you reason to report. However, if you experience discrimination or harassment, you must make a reasonable effort to make the discrimination known as soon as you experience or discover it. Discussing or reporting acts of discrimination to any person not listed above does not constitute a report.

Retaliation Prohibited

Retaliation can include, but is not limited to, discrimination, harassment, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination or who assist in the investigation of a report of discrimination.

Any employee or workplace participant who retaliates against for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

If you believe you are being subjected to retaliation, or if you know of, or suspect, retaliation against another for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting discrimination or harassment, or a report of discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees The Leadership 2 Model Employee Handbook - Policies and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated, harassed, or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior unlawful discrimination, harassment and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of discrimination, harassment, or retaliation, will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.]

4.2.1 Harassment Free Workplace

[Employer] is committed to providing a work environment based on mutual respect and teamwork. That means a work environment free of harassment.

Harassment is Prohibited

[Employer] defines harassment as behavior or comments that create a hostile work environment for another person because of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert other protected class here] or any other status or The Leadership 2 Model Employee Handbook - Policies condition protected by applicable federal, state or local laws. Verbal, physical, sexual, written, digital, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert other class here] or any other status or condition protected by applicable federal, state or local laws is also strictly prohibited. Prohibited harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Sexual advances; requests or demands for sexual favors; physical conduct of a sexual or harassing nature; jokes based on a person’s race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert other class here] or any other status or condition protected by applicable federal, state or local laws; and other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts a person’s work environment is strictly prohibited. Harassment-Free Workplace [Employer] does not tolerate and expressly prohibits harassment by any means (verbal, physical, sexual, written, electronically-delivered or otherwise) that creates a hostile or intolerable working environment for any employee or [e.g., applicant, volunteer, intern, associate, contractor, vendor, customer, client] because of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity [insert other status] or any other status or condition protected by applicable federal, state or local laws.

This policy applies to every person in the workplace and everyone who participates in work- sponsored activities no matter his or her authority, position or classification.

Reporting Harassment

If you believe you have been harassed or if you know of, or suspect, harassment of another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department], regardless of the accused’s identity or position.

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like harassment, you must make a reasonable effort to make the wrongdoing known to those listed above as soon as you The Leadership 2 Model Employee Handbook - Policies experience or discover it. Discussing or reporting acts of harassment to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report harassment or who assist in the investigation of a report of harassment.

Any employee or workplace participant who retaliates against another for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

If you believe you have been subjected to retaliation, or if you know of, or suspect, retaliation against another, for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting harassment or discrimination, or a report of discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have harassed, discriminated or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior harassment, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of harassment, discrimination or retaliation, will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

4.2.2 Sexual Harassment Free Workplace

The best work environments are built on a foundation of respect for all those who contribute. For that and many other reasons, [Employer] is committed to providing a work environment free of sexual harassment.

Sexual Harassment is Prohibited

[Employer] defines sexual harassment as behavior or comments that create a hostile work environment for another person because of his or her gender. This includes male-to-female, female-to-male, male-to-male, and female-to-female sexual harassment. Sexually-charged, verbal, physical, written, digital, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of sex is strictly prohibited. Prohibited sexual harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Sexual advances; requests or demands for sexual favors; physical conduct of a sexual nature; sexual jokes; sexual slurs; or other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts a person’s work environment is strictly prohibited. Sexual Harassment-Free Workplace [Employer] does not tolerate and expressly prohibits sexual harassment by any means that creates a hostile or intolerable working environment for any employee or [e.g., applicant, volunteer, intern, associate, contractor, vendor, customer, client] because of his or her gender.

This policy applies to every person in the workplace and everyone who participates in work- sponsored activities, no matter his or her authority, position or classification.

Reporting Sexual Harassment

If you believe you have been sexually harassed or if you know of, or suspect, sexual harassment of another, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department], regardless of the accused’s identity or position.

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like sexual harassment, you must make a reasonable effort to make the wrongdoing known to those listed above as soon as you experience or discover it. Discussing or reporting acts of sexual harassment to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, sexual harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report sexual harassment or who assist in the investigation of a report of sexual harassment.

If you believe you have been retaliated against, or if you know of, or suspect, retaliation against another, for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting sexual harassment, or a report of sexual harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have sexually harassed or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior sexual harassment and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of sexual harassment or retaliation, will be subject to discipline, including termination.

Questions About This Policy The Leadership 2 Model Employee Handbook - Policies

4.2.3 Third Party Harassment-Free Workplace

The best work environments are built on a foundation of respect for all those who interact within the workplace. For that and many other reasons, [Employer] is committed to providing a work environment free of harassment.

Harassment is Prohibited

[Employer] defines harassment as behavior or comments that create a hostile work environment for another person because of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, [other protected class status] or any other status or condition protected by applicable federal, state or local laws. Verbal, physical, sexual, written, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, [other protected class status] or any other status or condition protected by applicable federal, state or local laws is also strictly prohibited. Prohibited harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Sexual advances; requests or demands for sexual favors; physical conduct of a sexual or harassing nature; jokes based on a person’s race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, [other protected class status] or any other status or condition protected by applicable federal, state or local laws; bullying; and other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts a person’s work environment is strictly prohibited. Harassment-Free Workplace [Employer] does not tolerate and expressly prohibits harassment by any means (verbal, physical, sexual, written, electronically-delivered or otherwise) that creates a hostile or intolerable working environment for any employee or [e.g., applicant, volunteer, intern, associate, contractor, vendor, customer, client] because of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, [other protected class status] or any other status or condition protected by applicable federal, state or local laws.

This policy applies to every person in the workplace, including those who interact with the workplace, and to everyone who participates in work-sponsored activities no matter his or her authority, position or classification.

Reporting Harassment The Leadership 2 Model Employee Handbook - Policies

If you believe you have been harassed or if you know of, or suspect, harassment of or by another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department], regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience harassment, you must make a reasonable effort to make it known to those listed above as soon as you experience or discover it. Discussing or reporting acts of harassment to any person not listed above does not constitute a report.

Any employee or workplace participant who harasses another in violation of this policy is subject to discipline, termination, or other appropriate consequences.

Retaliation can include, but is not limited to, harassment, discrimination, bullying or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report harassment or who assist in the investigation of a report of harassment.

Any employee or workplace participant who retaliates against another for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline, termination, or other appropriate consequences.

If you believe you have been subjected to retaliation, or if you know of, or suspect, retaliation against another, for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting harassment or discrimination, or a report of discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable The Leadership 2 Model Employee Handbook - Policies refusal to participate in an investigation may lead to discipline, including termination or other appropriate consequences. Those found to have harassed, discriminated or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior harassment, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of harassment, discrimination or retaliation, will be subject to discipline, termination, or other appropriate consequences.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g. your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g. Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

4.3.1 Equal Employment Opportunities for People With Disabilities

[Employer] strives to provide equal employment opportunity for applicants and employees with disabilities and is committed to providing an environment free of discrimination. Disability Discrimination Prohibited [Employer] prohibits all unlawful discrimination against qualified individuals with disabilities. A qualified individual with a disability is an employee or applicant who can perform the essential functions of a job or position with or without reasonable accommodation. Disability means, with respect to an individual: a physical or mental impairment that [substantially] limits one or more major life activities; a record of such an impairment; or being regarded as having such an impairment that is not both transitory and minor. Major life activities can include caring for one’s self, walking, seeing, speaking, working, breathing, learning, concentrating, standing, lifting, bending. Major life activities also include major bodily functions such as functions of the immune system, normal cell growth, digestive, bowel, bladder, brain, respiratory, circulatory, endocrine, and reproductive functions. Workplace Equality As an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard to an employee or applicant’s disability, except when a reasonable accommodation of a disability will create an undue hardship. This policy applies to every person in the workplace and everyone who participates in work- sponsored activities, no matter his or her authority, position or classification. Violators of this policy are subject to investigation and discipline including, but not limited to, termination. Harassment Prohibited — Disability Unlawful discrimination includes harassment in any form (verbal, physical, written, digital, electronically-delivered or otherwise) that belittles or demeans any individual on the basis of disability. Harassment includes conduct that has the purpose or effect of unreasonably interfering with a person with a disability’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Harassment on the basis of disability is strictly prohibited. Reasonable Accommodation Requests

[Employer] will provide reasonable accommodation to any qualified individual with a disability as required under federal, state or local law. What is considered a reasonable accommodation varies and is determined by a number of factors, including undue hardship, health, and/or safety concerns. All requests for accommodation will be evaluated in an interactive process on a case-by-case basis taking into consideration all known facts and circumstances. The Leadership 2 Model Employee Handbook - Policies

Direct your accommodation request in person or in writing to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you feel uncomfortable making the request to the aforementioned, you may also make an accommodation request to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner].

Reporting Disability Discrimination

If you believe you have been discriminated against or harassed because of a disability or if you know of or suspect discrimination or harassment of another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner.]

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like disability discrimination, you must make a reasonable effort to make it known as soon as you experience or discover it. Discussing or reporting acts of disability discrimination or harassment to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report disability discrimination or harassment or who assist in the investigation of a report of disability discrimination or harassment.

Any employee or workplace participant who retaliates against another employee or workplace participant, for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

If you believe you have been retaliated against, or if you know of or suspect another employee or workplace participant is being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience The Leadership 2 Model Employee Handbook - Policies or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting disability discrimination or harassment, or a report of disability discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have harassed, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior unlawful discrimination, harassment and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of disability discrimination, harassment, or retaliation, will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.]

4.4.1 Equal Employment Opportunity – Discrimination on the Basis of Religion The Leadership 2 Model Employee Handbook - Policies

[Employer] strives to provide equal employment opportunity and is committed to providing a work environment free of discrimination on the basis of religion. Discrimination Based on Religion is Prohibited [Employer] prohibits all unlawful discrimination and harassment on the basis of religion against applicants, employees and other people who participate in our workplace. Workplace Equality As an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard to an employee or applicant’s religious beliefs or practices, except when a bona fide occupational qualification applies or when a reasonable accommodation of a religious belief or practice will create an undue hardship. Harassment on the Basis of Religion is Prohibited Unlawful discrimination includes harassment in any form (verbal, physical, written, digital, electronically-delivered or otherwise) that belittles or demeans any individual on the basis of religion. Harassment includes conduct that has the purpose or effect of unreasonably interfering with a person with a disability’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Harassment on the basis of religion is strictly prohibited. This policy applies to every person in the workplace and everyone who participates in work- sponsored activities, no matter his or her authority, position or classification. Violators of this policy are subject to investigation and discipline including, but not limited to, termination.

Reasonable Accommodation - Religious Beliefs and Practices

[Employer] will provide reasonable accommodation for sincerely-held religious beliefs and practices as required under federal, state or local law. Direct your accommodation request in person or in writing to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

What is considered a reasonable accommodation for a sincerely-held religious belief or practice varies and is determined by a number of factors, including undue hardship, health, and/or safety concerns. All requests for accommodation will be evaluated on a case-by- case basis taking into consideration all known circumstances. Employees seeking to observe their religious beliefs and practices have a responsibility to tell [Employer] about this at the time the job is accepted or immediately upon becoming aware of the need for an accommodation.

Reporting Discrimination on the Basis of Religion The Leadership 2 Model Employee Handbook - Policies

If you believe you have been discriminated against or harassed because of a religious belief or practice or if you know or suspect discrimination or harassment on the basis of religion against another, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience discrimination or harassment on the basis of religion, you must make a reasonable effort to make the discrimination or harassment known as soon as you experience or discover it. Discussing or reporting acts of discrimination or harassment on the basis of religion to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination or harassment on the basis of religion or who assist in the investigation of a report of discrimination or harassment on the basis of religion.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting discrimination or harassment, or a report of discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. The Leadership 2 Model Employee Handbook - Policies

Those found to have harassed, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior unlawful harassment, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of retaliation, discrimination, harassment on the basis of religion, will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, or owner.] The Leadership 2 Model Employee Handbook - Policies

4.5.1 Discrimination on the Basis of Genetic Information is Prohibited [Employer] strives to provide equal employment opportunity for all applicants and employees. We are committed to providing a work environment free of unlawful discrimination based on genetic information. Applicability This policy applies to every employee and all workplace participants – those persons such as [e.g., applicants, volunteers, interns, associates, contractors, vendors] who interact with the workplace or who participate in work-sponsored activities, no matter his or her authority, position, or classification. Discrimination on the Basis of Genetic Information is Prohibited Preventing discrimination begins with respect for and adherence to the law. Therefore, the use of genetic information in making employment decisions is strictly prohibited. As an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard to genetic information. Genetic Information — Defined Genetic information refers to information about an individual’s genetic tests and the genetic tests of an individual’s family members. This includes information about any disease, disorder, or condition of an individual’s family members (i.e., family medical history). Genetic information also includes an individual's request for, or receipt of, genetic services, or participation in clinical research that includes genetic services by the individual or a family member of the individual, and the genetic information of a fetus carried by an individual or by a pregnant woman who is a family member of the individual and the genetic information of any embryo legally held by the individual or family member using an assisted reproductive technology. Harassment, a Form of Discrimination, is Prohibited Verbal, physical, written, digital, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of genetic information is prohibited. Prohibited harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Harassment can include jokes about family medical history, slurs, and other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts the work environment. Prohibitions on Acquiring Genetic Information Generally, it is unlawful for [Employer] to acquire genetic information, unless one of these exceptions applies:  Inadvertent acquisitions of genetic information — when, for example, a manager or supervisor overhears someone discussing a family member’s illness or reads a commercially and publicly available document such as a newspaper. The Leadership 2 Model Employee Handbook - Policies

 Acquisition of genetic information (such as medical history) as part of health or genetic services, [including wellness programs, offered by [Employer] on a voluntary basis], if certain specific requirements are met.  Acquisition of family medical history as part of the certification process for FMLA leave, leave under similar state or local laws, or leave pursuant to an employer policy, when an employee is requesting leave to care for a family member with a serious health condition.  Genetic information acquired through a genetic monitoring program that monitors the biological effects of toxic substances in the workplace if the monitoring is required by law or, under certain conditions, where the monitoring program is voluntary.  [Law enforcement purposes: acquisition of genetic information for certain uses by employees of employers who perform forensic DNA testing.] Disclosure of Genetic Information is Prohibited [Employer] will not disclose genetic information concerning an employee unless one of these exceptions applies: (1) disclosure to an employee upon the employee’s written request; (2) disclosure to an occupational or other health researcher for research; (3) disclosure to public health agencies, if related to a contagious disease; (4) disclosure to government officials investigating GINA compliance; (5) disclosure in connection with the employee’s compliance with FMLA (or similar state law) certification requirements; or (6) disclosure in response to a court order. Reporting Discrimination or Harassment If you believe you have been subjected to any violation of this policy, including discrimination or harassment on the basis of genetic information, or if you know of, or suspect a violation of this policy, discrimination or harassment on the basis of genetic information against another, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department], regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience a violation of this policy, discrimination or harassment, you must make a reasonable effort to make the violation, discrimination, or harassment known as soon as you experience or discover it. Discussing or reporting acts of policy violation, discrimination or harassment to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, discrimination, harassment, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, The Leadership 2 Model Employee Handbook - Policies in good faith, report a violation of this policy or who assist in the investigation of a report of a violation of this policy.

If you believe you are being subjected to retaliation, or if you know of, or suspect, retaliation against another for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a violation of this policy, discrimination or harassment, or a report of a violation of this policy, discrimination or harassment, made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy, discriminated, harassed or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior policy violation, unlawful discrimination, harassment, and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy, discrimination, harassment or retaliation, will be subject to discipline, including termination.

4.6.1. Retaliation is Prohibited

[Employer] wants to know when wrongdoing is occurring in the workplace. For that reason, [Employer] prohibits retaliation against anyone who reports wrongdoing in good faith. Retaliation occurs when an adverse action is taken against an employee for engaging in “legally protected activity;” i.e., making a report to [Employer], for filing a complaint with an outside agency, supporting another employee’s report or complaint of an illegal employment practice, such as harassment or discrimination, made under a variety of laws, exercising The Leadership 2 Model Employee Handbook - Policies your rights under wage and hour laws, medical or family leave laws, employee benefit, workers’ compensation, or other employment-related laws.

[Employer] encourages and enables employees and others to raise serious concerns about workplace wrongdoing internally so that [Employer] can address and correct inappropriate conduct and actions. It is the responsibility of employees and workplace participants to report concerns about violations or suspected violations of [Employer]’s policies, state or federal laws, or regulations.

Legally protected activity can include reporting (or assisting in the investigation of) many types of workplace wrongdoing such as safety violations, allegations of fraud, a violation of a workplace policy, discrimination or harassment on the basis of race, color, national origin, religion, sex, age, pregnancy, disability, marital status, military status, genetic information, sexual orientation, gender expression or identity, [insert other status] or any other status or condition protected by applicable federal, state or local laws, except where a bona fide occupational qualification applies.

Retaliation can take the form of any negative job action, such as demotion, discipline, firing, salary reduction, or job or shift reassignment, that would deter a reasonable person in the situation from making a report or complaint of workplace wrongdoing. Retaliation can also take the form of discrimination, harassment, or any other unfair treatment or abuse of power.

[Employer] prohibits retaliation of any kind against those who, in good faith, report or file a complaint of allegations of workplace wrongdoing or who assist in the investigation of another’s report or complaint.

Any employee or workplace participant who retaliates against another for making a good faith report or complaint of workplace wrongdoing is subject to discipline or termination.

If you believe you are being subjected to retaliation, or if you know of, or suspect, retaliation against another for reporting or complaining about workplace wrongdoing or for participating in an investigation of a report or complaint of workplace wrongdoing, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of a violation of this policy made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. The Leadership 2 Model Employee Handbook - Policies

Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of retaliation, will be subject to discipline, including termination.

4.7.1 Discrimination on the Basis of Pregnancy is Prohibited

[Employer] strives to provide equal employment opportunity for all applicants and employees. We are committed to providing a work environment free of unlawful discrimination based on pregnancy and pregnancy-related conditions. Applicability This policy applies to every employee and all workplace participants – those persons such as [e.g., applicants, volunteers, interns, associates, contractors, vendors] who interact with the workplace or who participate in work-sponsored activities, no matter his or her authority, position, or classification. Discrimination on the Basis of Pregnancy is Prohibited Preventing discrimination begins with respect for and adherence to the law. Therefore, the making of employment decisions based on pregnancy is strictly prohibited. As an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard to pregnancy or pregnancy-related conditions or issues. Accommodations [Employer] is committed to making reasonable efforts to accommodate an employee’s temporary disability, provided the employee can perform the essential job duties with or without a reasonable accommodation. Pregnancy accommodations will be evaluated on a case-by-case basis in like manner as other non-pregnancy related temporary disabilities. You will be given every reasonable opportunity to continue working in your current position or in another available position; however, [Employer] is not required to displace other employees or create a new position to accommodate you. Direct your accommodation request in person or in writing to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

Breastfeeding

A breastfeeding mother may take reasonable break times to express breast milk for her baby for up to one year after the child’s birth. Use the designated room, located [insert location] for this purpose. The designated room is for breastfeeding mothers only. A small refrigerator is reserved for the specific storage of breast milk. All breast milk stored in the refrigerator must be labeled with the mother’s name and the date of expression. Items other than properly-labeled breast milk in this refrigerator will be thrown away. The Leadership 2 Model Employee Handbook - Policies

Mothers storing breast milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering with the breast milk or any pumping equipment. Breastfeeding mothers wishing to use the room must request the room by contacting [insert name] and setting up a schedule. Those working offsite will be accommodated with a private area as necessary. Breaks of more than 20 minutes in length will be unpaid. Indicate break times on your time records. Harassment, a Form of Discrimination, is Prohibited Verbal, physical, written, digital, electronically-delivered, or any other form of harassment that belittles or demeans any individual on the basis of pregnancy or pregnancy-related conditions or issues is prohibited. Prohibited harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Harassment can include jokes about family medical history, slurs, and other abusive or harassing language or conduct that is meant to intimidate or that negatively impacts the work environment. Reporting Discrimination or Harassment If you believe you have been subjected to any violation of this policy, including discrimination or harassment on the basis of pregnancy or pregnancy-related conditions, or if you know of, or suspect a violation of this policy, discrimination or harassment on the basis of pregnancy or pregnancy-related conditions against another, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department], regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience a violation of this policy, discrimination or harassment, you must make a reasonable effort to make the violation, discrimination, or harassment known as soon as you experience or discover it. Discussing or reporting acts of policy violation, discrimination or harassment to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, discrimination, harassment, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report a violation of this policy or who assist in the investigation of a report of a violation of this policy. The Leadership 2 Model Employee Handbook - Policies

If you believe you are being subjected to retaliation, or if you know of, or suspect, retaliation against another for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report retaliation. However, if you experience retaliation, you must make a reasonable effort to make that known as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a violation of this policy, discrimination or harassment, or a report of a violation of this policy, discrimination or harassment, made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy, discriminated, harassed or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior policy violation, unlawful discrimination, harassment, and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy, discrimination, harassment or retaliation, will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies The Leadership 2 Model Employee Handbook - Policies

4.7.1 Breastfeeding Policy A breastfeeding mother may take reasonable break times to express breast milk for her baby for up to one year after the child’s birth. Use the designated room, located [insert location] for this purpose. The designated room is for breastfeeding mothers only. A small refrigerator is reserved for the specific storage of breast milk. All breast milk stored in the refrigerator must be labeled with the mother’s name and the date of expression. Items other than properly-labeled breast milk in this refrigerator will be thrown away. Mothers storing breast milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration, and tampering with the breast milk or any pumping equipment. Breastfeeding mothers wishing to use the room must request the room by contacting [insert name] and setting up a schedule. Those working offsite will be accommodated with a private area as necessary. Breaks of more than 20 minutes in length will be unpaid. Indicate break times on your time records. Reporting a Violation of this Policy If you know of, or suspect, a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department], regardless of the accused’s identity or position.

You must make a reasonable effort to make the violation known as soon as you experience or discover it. Discussing or reporting acts of policy violation to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, discrimination, harassment, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report a violation of this policy or who assist in the investigation of a report of a violation of this policy.

If you believe you are being subjected to retaliation, or if you know of, or suspect, retaliation against another for reporting a violation of this policy or for participating in an investigation The Leadership 2 Model Employee Handbook - Policies of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report retaliation. However, if you experience retaliation, you must make a reasonable effort to make that known as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a violation of this policy, or a report of a violation of this policy, made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy, or retaliated against another in violation of this policy, are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior policy violation or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation, will be subject to discipline, including termination.

4.8.1 Discrimination Prohibited – Military Status [Employer] strives to provide equal employment opportunities for applicants and employees without regard to their military status and is committed to providing an environment free of discrimination. Discrimination is Prohibited

[Employer] prohibits any form of discrimination against an applicant or employee on the basis of that person’s membership, at any time in, or obligation to perform service for, any of the uniformed services of the United States. Specifically, as an equal opportunity employer, [Employer] will strive to conduct all personnel practices and procedures including recruitment, selection, employment, compensation, benefits, evaluations, promotions, demotions, assignments, transfers, layoffs, terminations, training, education, recreational and social activities, and safety and health programs, without regard military status, except where a bona fide occupational qualification applies. Harassment Prohibited — Military Status Unlawful discrimination includes harassment in any form (verbal, physical, sexual, written, electronically-delivered or otherwise) that belittles or demeans any individual on the basis of military status. Harassment includes conduct that has the purpose or effect of unreasonably interfering with a person’s work performance or experience or creating an environment that is hostile, intimidating or offensive. Harassment on the basis of military status is strictly prohibited. Reporting Discrimination If you believe you have been subjected to any form of discrimination or harassment on the basis of your military status, or if you know of, or suspect discrimination or harassment against another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department], regardless of the accused’s identity or position.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience discrimination or harassment, you must make a reasonable effort to make the discrimination or harassment known as soon as you experience or discover it. Discussing or reporting acts of discrimination or harassment to any person not listed above does not constitute a report.

Retaliation Prohibited The Leadership 2 Model Employee Handbook - Policies

Retaliation can include, but is not limited to, discrimination, harassment, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination or who assist in the investigation of a report of discrimination.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report retaliation as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting discrimination or harassment, or a report of discrimination or harassment, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated, harassed or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior unlawful discrimination, harassment and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of discrimination, harassment or retaliation will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources The Leadership 2 Model Employee Handbook - Policies

Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

5.1.1 Illness, Injury and Recovery Leave (Accrued)

When the unexpected occurs, such as an illness or injury, [Employer] wants all employees to take the time reasonably necessary to recover. [Employer] also understands that there are times when employees may need time away from work to recover from elective medical procedures and other health conditions.

For this and other reasons, [Employer] provides paid illness, injury and recovery days to eligible employees.

Eligibility

Illness, injury, and recovery leave is available to:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer].]

Employee classifications not eligible for illness, injury, and recovery leave include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.

Please consult the [e.g., employee handbook, handbook, manual, policy manual, policy guideline, your offer of employment] to determine your employee classification.

The number of days of leave is determined by the following:

Years of Employment Eligible Days of Leave

[0-1 year] [e.g., 4 days] [1-3 years] [e.g., 8 days] [3-5 years] [e.g.,12 days] [5-7 years] [e.g.,16 days] [Requesting Leave The Leadership 2 Model Employee Handbook - Policies

As soon as possible after an illness or injury occurs, employees, who are ill or injured and whether eligible for leave or not, are required to provide notice to [e.g., their manager, their supervisor, Human Resources Department, Personnel Department] preferably before [e.g., 10:00 a.m., 12:00 noon] on the first day you are absent].

[Short Term Disability

[If your illness or injury will require you to miss more than [e.g., three, four, five, six] consecutive days of employment, you will need to [e.g., complete a Short Term Disability Form; notify Human Resources] after [e.g., two, three, four] consecutive days of work missed. Your healthcare professional will need to provide proof of your disability].

[Medical Certification

[[Employer] reserves the right to require a signed, written statement from the employee’s healthcare professional, verifying the existence of illness or injury]].

[[Employer] requires that an ill or injured employee provide proof of illness or injury, such as a signed note from your healthcare professional, within [e.g., 24, 48] hours of the absence.]]

Illness, Injury and Recovery Leave Not Used

[Illness, injury and recovery leave not used during the [e.g., calendar, fiscal] year does not carry forward to the next year.]

[[Employer] permits eligible employees to carry over [e.g., 3, 5, 7 days; 50 percent of eligible time; 100 percent of leftover time] to the next year.]

When employees fraudulently invoke their benefits, they hurt everyone. For this reason, benefits fraud is prohibited.

If you suspect that someone is committing fraud, please report your good faith suspicions to [e.g., Human Resources Department, Personnel Department, Benefits Department, Compliance Department, your plan administrator].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you discover it. Discussing, or reporting acts of, benefit fraud to any person not listed above does not constitute a report. The Leadership 2 Model Employee Handbook - Policies

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report benefit fraud or who assist in the investigation of a report of benefit fraud.

Any employee or workplace participant, who retaliates against another employee or workplace participant for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

Workplace Investigations A report of retaliation for reporting benefit fraud or a report of benefit fraud made to those listed above will result in an appropriate investigation. [Employer] may use third parties to investigate allegations of benefit fraud. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy or violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of benefit fraud or retaliation will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Benefits Department, or Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

5.1.2 Illness, Injury and Recovery Leave (Standard)

When the unexpected occurs, like an illness or injury, [Employer] wants all employees to take the time reasonably necessary to recover. [Employer] also understands that there are times when employees may need time away from work to recover from elective medical procedures and other health conditions.

For this and other reasons, [Employer] provides paid illness, injury and recovery days to eligible employees.

Eligibility

Illness, injury and recovery leave is available to following employees:

 [Full-time employees who have worked more than [30 days, 90 days, six (6) months, one (1) year e.g.] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked more than [six (6) months, one (1) year, two (2) years e.g.] [consecutively] [cumulatively] for [Employer].]

Employee classifications not eligible for illness, injury and recovery leave include:

 [Full-time employees who have worked less than [30 days, 90 days, six (6) months, one (1) year e.g.] [consecutively] [cumulatively] for [Employer];  [Part-time employees who have worked less than [six (6) months, one (1) year, two (2) years e.g.] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.

Please consult [this handbook, guide, your offer of employment e.g.] to determine your employee classification.

If eligible for illness, injury and recovery leave, [Employer] will provide information to you regarding the amount of illness, injury and recovery leave to which you are eligible.

[Requesting Leave

Knowing when illness or injury may strike is difficult. Even so, employees who are ill or injured, whether eligible for leave or not, are required to provide notice to [their manager, their supervisor, the Human Resources Department, the Personnel Department e.g.] as soon as possible, preferably before [10:00 am, 12:00 noon e.g.] of the first day absent.] The Leadership 2 Model Employee Handbook - Policies

[Short-Term Disability

If your illness or injury will require you to miss more than [three, four, five, six e.g.] consecutive days of employment, you will need to [complete a Short-Term Disability Form; notify Human Resources e.g.] after [two, three, four e.g.] consecutive days of work missed. [Your physician will need to provide proof of your disability.]]

[Medical Certification

[[Employer] reserves the right to have a signed, written statement from the employee’s physician to verify your illness or injury.]

[[Employer] requires that the ill or injured employee provide proof of illness or injury, such as a signed doctor’s note, within [24, 48 e.g.] hours of the absence.]]

Illness, Injury and Recovery Leave Not Used

[Illness, injury and recovery leave not used during the year does not carry forward to the next year.]

[[Employer] permits eligible employees to carry over [3, 5, 7 days; 50 percent of eligible time; 100 percent of leftover time e.g.] to the next year.]

If you suspect that someone is committing fraud, please report your suspicions to [the Human Resources Department, the Personnel Department, the Benefits Department, the Compliance Department, your plan administrator, the CFO, the CEO e.g.].

If you have questions, suggestions or concerns about this policy, you should direct them to [your manager, your supervisor, the Human Resources Department, the Personnel Department, the EEO Department, the Benefits Department e.g.].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with [the person, the persons, the department e.g.] listed above, you can direct them to the [Human Resources Department, Personnel Department, EEO Department, Benefits Department e.g.] [or the President, CEO e.g.].] The Leadership 2 Model Employee Handbook - Policies The Leadership 2 Model Employee Handbook - Policies

5.2.1 Short-Term Disability Leave (Standard)

For those eligible employees who become temporarily disabled because of illness, injury, or a medical condition such as pregnancy, [Employer] provides short-term disability leave.

Eligibility

Short-term disability leave is available to the following employees:

Employee classifications not eligible for short-term leave include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer];  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.

If eligible for short-term disability leave, [Employer] will provide information to you regarding the amount of short-term disability leave to which you are eligible.

Qualifying Conditions

Qualifying conditions before leave is granted include:

 Hospitalization for more than [e.g., five days, one, two weeks] or a written statement from an attending physician or other healthcare professional stating that you will be incapacitated, disabled or unable to perform your job functions for a period to exceed [e.g., five days, one, two weeks]; [and]  [The illness, injury or condition is the result of [e.g., a non-occupational accident or condition]]; [and]  [[Your injury, illness and recovery leave] is exhausted]. The Leadership 2 Model Employee Handbook - Policies

[Family and Medical Leave (FMLA)

[Author’s note: Consider including the following language only if you have a Family and Medical Leave Act (FMLA) policy.]

[Employer has the right to run short-term disability leave concurrently with FMLA leave if an employee is eligible for FMLA medical leave and is also eligible for short-term disability leave.]

[Short-term disability leave does not run concurrent with FMLA medical leave. If you are eligible for both FMLA medical leave and short-term disability leave, after exhausting short- term disability leave, you may be eligible for FMLA leave and continue under the conditions required under that policy].]

Short-Term Disability Leave Not Used

[Short-term disability leave not used during the [e.g., calendar, fiscal] year does not carry forward to the next year.]

[[Employer] permits eligible employees to carry over [e.g., 3, 5, 7 days; 50 percent of eligible time; 100 percent of leftover time] to the next year.]]

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you discover it. Discussing, or reporting, acts of benefit fraud to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, The Leadership 2 Model Employee Handbook - Policies in good faith, report benefit fraud or who assist in the investigation of a report of benefit fraud.

Workplace Investigations A report of retaliation for reporting benefit fraud or a report of benefit fraud, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations of benefit fraud. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation of a report of benefit fraud may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy or violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of retaliation or benefit fraud will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Benefits Department, or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, the Benefits Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies The Leadership 2 Model Employee Handbook - Policies

5.2.2 Short-Term Disability Leave (Accrued)

For those eligible employees who become temporarily disabled because of illness, injury, or a medical condition such as pregnancy, [Employer] provides short- term disability leave.

Eligibility

Short-term disability leave is available to the following employees:

Employee classifications not eligible for short-term leave include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.

The number of days of short-term disability paid leave is determined by the following:

Years of Employment Paid Leave

[0-1 year] [e.g., 4 ] days [1-3 years] [e.g., 8 ] days [3-5 years] [e.g.,12] days [5-7 years] [e.g.,16 ] days

[In addition to paid leave, [Employer] provides unpaid leave. The total number of days of short-term disability leave (paid and unpaid) is determined by the following:

Years of Employment Total Short-Term Leave

[0-1 year] [e.g., 07 ] days The Leadership 2 Model Employee Handbook - Policies

[1-3 years] [e.g., 14 ] days [3-5 years] [e.g., 21 ] days [5-7 years] [e.g., 28 ] days

Qualifying Conditions

Qualifying conditions before leave is granted include:

 Hospitalization for more than [e.g., five days, one, two weeks] or a written statement from an attending physician or other healthcare professional stating that you will be incapacitated, disabled or unable to perform your job functions for a period to exceed [e.g., five days, one, two weeks]; [and]  [The illness, injury, or condition is the result of [e.g., a non-occupational accident or condition]]; [and]  [[Your injury, illness, and recovery leave] is exhausted].

[Family and Medical Leave (FMLA)

[Author’s note: Consider including the following language only if you have a family and medical leave (FMLA) policy.]

[Employer has the right to run short-term disability leave concurrently with FMLA leave if an employee is eligible for FMLA medical leave and is also eligible for short-term disability leave.]

[Short-term disability leave does not run concurrent with FMLA medical leave. If you are eligible for both FMLA medical leave and short-term disability leave, after exhausting short- term disability leave, you may be eligible for FMLA leave and continue under the conditions required under that policy].]

Short-Term Disability Leave Not Used

[Short-term disability leave not used during the [e.g., calendar, fiscal] year does not carry forward to the next year.]

[[Employer] permits eligible employees to carry over [e.g., 3, 5, 7 days; 50 percent of eligible time; 100 percent of leftover time] to the next year.]]

If you suspect that someone is committing fraud, please report your good faith suspicions to [e.g., Human Resources Department, Personnel Department, Benefits Department, Compliance Department, your plan administrator]. The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you discover it. Discussing or reporting acts of benefit fraud to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report benefit fraud or who assist in the investigation of a report of benefit fraud.

Workplace Investigations A report of retaliation for reporting benefit fraud or a report of benefit fraud that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations of benefit fraud. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior and/or retaliation. Knowingly False Reports Prohibited The Leadership 2 Model Employee Handbook - Policies

Any employee or workplace participant, who makes a knowingly false report of retaliation or benefit fraud, will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

5.3.1 Vacation Leave (Standard)

Rest and recreation outside of work are important for lowering stress and making our workplace more pleasant and productive. For this and other reasons, [Employer] provides [paid] vacation days to eligible employees in recognition of their service.

Eligibility

Vacation leave is available to the following employees:

Employee classifications not eligible for vacation leave include:

If eligible for vacation leave, [Employer] will provide information to you regarding the amount of vacation leave to which you are eligible.

[Requesting Vacation

[To request vacation, you will need to [e.g., complete a Vacation Request Form, provide notice to your manager, supervisor, Human Resources Department, Personnel Department] [e.g., two, three, four] weeks from your first requested day from work.]

[To request more than [e.g., three, four, five, six] consecutive days of vacation, you will need to [e.g., complete a Vacation Request Form; provide notice to your manager, supervisor, Human Resources Department, Personnel Department] [e.g., two, three, four, five or six] [e.g., weeks, months] from your first requested vacation day.] The Leadership 2 Model Employee Handbook - Policies

[To request more than [e.g., three, four, five, six] days of vacation, consecutive or not, you will need to [e.g., complete a Vacation Request Form; provide notice to your manager, supervisor, Human Resources Department, Personnel Department] [e.g., two, three, four] [e.g., weeks, months] from your first requested day from work.]

[Employer] wants eligible employees to take their vacation, and an effort will be made to accommodate vacation requests. Requests for accommodation will be made on a case-by- case basis. [[Employer] reserves the right to deny specific vacation dates or times requested [e.g., for business purposes, scheduling conflicts, burden on the organization].]

[Vacation Leave Not Used

[Vacation leave not used during the [e.g., calendar, fiscal] year does not carry forward to the next year. Employees must take their vacation during the year it accrues.]

[[Employer] encourages employees to take their vacation during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her vacation during the year it accrues, the leave untaken will carry forward [e.g., into the following year, into the first 90 days of the following year].]

[[Employer] encourages employees to take their vacation during the year it accrues. If an eligible employee is unable to take his or her vacation during the year it accrues, [Employer] will compensate the employee for each day not taken at his or her rate of pay at the end of the year.]]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department or the President, CEO, owner.]]

5.3.2 Vacation Leave (Accrued)

Rest and recreation outside of work are important for lowering stress and making our workplace more pleasant and productive. For this and other reasons, [Employer] provides [paid] vacation days to eligible employees in recognition of their service.

Eligibility for Vacation Leave

Vacation leave is available to the following employees:

Employee classifications not eligible for vacation leave include:

If eligible for vacation leave, [Employer] will provide information to you regarding the amount of vacation leave to which you are eligible.

Amount of Vacation Available

The number of vacation days available to eligible employees is determined by the following:

Years of Employment Eligible Days of Vacation

[0-1 year] [e.g., 4] days [1-3 years] [e.g., 8] days [3-5 years] [e.g., 12] days [5-7 years] [e.g., 16] days

Requesting Vacation The Leadership 2 Model Employee Handbook - Policies

[To request vacation, you will need to [e.g., complete a Vacation Request Form, provide notice to your manager, supervisor, Human Resources Department, Personnel Department] [e.g., two, three, four] [weeks, months] from your first requested day from work.]

[To request more than [e.g., three, four, five, six] days of vacation, consecutive or not, you will need to [e.g., complete a Vacation Request Form, provide notice to your manager, supervisor, Human Resources Department, Personnel Department] [e.g., two, three, four five, six] [weeks, months] from your first requested vacation day.]

[Employer] encourages eligible employees to take their vacation, and an effort will be made to accommodate vacation requests. Requests for accommodation will be made on a case- by-case basis. [[Employer] reserves the right to deny specific vacation dates or times requested for [e.g., business purposes, scheduling conflicts, burden on the organization].]

[Vacation Leave Not Used

[Vacation leave not used during the [calendar, fiscal] year does not carry forward to the next year. Employees must take their vacation during the year it accrues.]

[[Employer] encourages employees to take their vacation during the [calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her vacation during the year it accrues, the leave untaken will carry forward [e.g., into the following year, into the first 90 days of the following year].]

[[Employer] encourages employees to take their vacation during the [calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her vacation during the year it accrues, [Employer] will compensate the employee for each day not taken at his or her rate of pay at the end of the year.]]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Benefits Department, Compliance Department or the President, CEO, owner].] The Leadership 2 Model Employee Handbook - Policies

5.4.1 Personal Leave (Standard)

[Employer] understands that you have a life away from work [or that situations outside your control, like illness or injury, may require you to miss work]. For this and other reasons, [Employer] provides [paid] personal leave to eligible employees in recognition of their service.

Eligibility

Personal leave is available to the following employees:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years ] [consecutively] [cumulatively] for [Employer].]

Employee classifications not eligible for personal leave include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer];  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years ] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.

If eligible for personal leave, [Employer] will provide information to you regarding the amount of personal leave to which you are eligible.

Requesting Personal Leave

To request leave, you should provide [e.g., 3, 12, 24, 48, 72 ] hours notice to [e.g., your manager, supervisor, Human Resources Department, Personnel Department, Benefits Department]. Failure to provide proper notice may result in denial of personal leave requests.

[To request more than [e.g., three, four, five, six ] consecutive days of personal leave, you will need to [provide notice to your manager, supervisor, Human Resources Department, Personnel Department, Benefits Department ] within [e.g., two, three, four, five, six ] months of your first requested day from work.] The Leadership 2 Model Employee Handbook - Policies

[Employer] wants eligible employees to take their personal leave, and an effort will be made to accommodate personal leave requests. Requests for accommodation will be made on a case-by-case basis. [Employer] reserves the right to deny specific requests of certain dates or times for [e.g., business purposes, scheduling conflicts, burden on the organization].

[Personal Leave Not Used

[Personal leave not used during the time period provided does not carry forward to the next year.]

[[Employer] permits eligible employees to carry over [e.g., 3, 5, 7 days; 50 percent of eligible time; 100 percent of leftover time ] to the next year.]

[[Employer] encourages employees to take their personal leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her personal leave during the year it accrues, the leave untaken will carry forward [e.g., into the following year, into the first 90 days of the following year].]

[[Employer] encourages employees to take their personal leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her personal leave during the year it accrues, [Employer] will compensate the employee for each day not taken at his or her rate of pay at the end of the year.]]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department, Benefits Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, Benefits Department or the President, CEO, owner].] The Leadership 2 Model Employee Handbook - Policies

5.4.2 Personal Leave (Accrued)

[Employer] understands that you have a life away from work [or that situations outside your control, like illness or injury, may require you to miss work]. For this and other reasons, [Employer] provides [paid] personal leave to eligible employees in recognition of their service.

Eligibility

Personal leave is available to the following employees:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer]; and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years ] [consecutively] [cumulatively] for [Employer].]

Employee classifications not eligible for personal leave include:

Please consult the e.g., employee handbook, handbook, manual, policy manual, policy guideline, your offer of employment] to determine your employee classification.

If eligible for personal leave, [Employer] will provide information to you regarding the amount of personal leave to which you are eligible.

The number of days of personal leave is determined by the following:

Years of Employment Eligible Days of Leave

[0-1 year] [e.g., 4 days] [1-3 years] [e.g., 8 days] [3-5 years] [e.g., 12 days] [5-7 years] [e.g., 16 days]

Requesting Leave The Leadership 2 Model Employee Handbook - Policies

To request leave, you should provide a minimum of [e.g., three, 12, 24, 48, 72] hours notice to [e.g., your manager, supervisor, Human Resources Department, Personnel Department, Benefits Department]. Failure to provide proper notice may result in denial of personal leave requests.

[To request more than [e.g., three, four, five, six ] consecutive days of personal leave, you will need to provide notice to [e.g., your manager, supervisor, Human Resources Department, Personnel Department] within [e.g., two, three, four five six] months of your first requested day from work.]

[Employer] wants eligible employees to take their personal leave and an effort will be made to accommodate personal leave requests. Requests for accommodation will be made on a case-by-case basis. [Employer] reserves the right to deny specific requests for certain dates or times [e.g., business purposes, scheduling conflicts, burden on the organization].

[Personal Leave Not Used

[Personal leave not used during the time period provided does not carry forward to the next year.]

[[Employer] encourages employees to take their personal leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her personal leave during the year it accrues, the leave untaken will carry forward [e.g., into the following year, into the first 90 days of the following year].]

[[Employer] encourages employees to take their personal leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her personal leave during the year it accrues, [Employer] will compensate the employee for each day not taken at his or her rate of pay at the end of the year.]]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department, Benefits Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department ] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, Benefits Department or the President, CEO, owner].] The Leadership 2 Model Employee Handbook - Policies

5.5.1 Voting Leave

One of the great gifts and responsibilities of democracy is the right to vote. [Employer] encourages every employee who is eligible to vote to do so.

[Employees are encouraged to vote before or after work if polling hours permit.] [However, if polls are open only during work hours [or you are unable to vote before or after work] [registered] voters may take time to vote during work so long as the time taken does not exceed [e.g., two, three] hours.]

Notice

If you wish time off from work to vote, you must provide notice to your [e.g., manager, supervisor, Human Resources Department, the Personnel Department ] [You [should, must] provide [e.g., the address of your polling place, the hours that your polling place is open, the time you expect to return to work, and a copy of your voter registration card].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department ] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].] The Leadership 2 Model Employee Handbook - Policies

5.6.1 Jury and Witness Leave

[Employer] encourages all employees to perform their civic duty and participate when summoned to jury duty or when they receive a subpoena to appear as a witness in a judicial proceeding.

Eligibility

All employees are granted leave to perform jury duty or respond to a witness subpoena.

[Paid jury and witness leave is available up to [e.g., 15, 30, 45 ] days for:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year ] [consecutively] [cumulatively]; [and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years ] [consecutively] [cumulatively].]  After [e.g., 15, 30, 45 ] days, jury or witness leave is unpaid.

[Employees may keep any jury fee provided to an employee for sitting on a jury or providing testimony.]

[Any fee provided to an employee for serving on a jury or providing testimony will be deducted from the employee’s wages, if permitted by state law.]

Requesting Leave

To request jury or witness leave, eligible employees must present their official court jury summons or witness subpoena, notifying them of their duty to serve as a juror or witness to provide testimony, to their [e.g., manager, supervisor, Human Resources Department, Personnel Department] within 24 hours of receipt of the summons or subpoena.

Reporting to Work

While serving on jury duty, all employees are required to report to their [e.g., manager, supervisor] about their availability for work each day. Importantly, all employees are required to report immediately to work if the court releases them from their duty during a workday.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department,].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].] The Leadership 2 Model Employee Handbook - Policies

5.7.1 Military Leave-Rights and Obligations [Detailed]

[Employer] understands the sacrifices that the men and women of the uniformed services of the United States make to preserve our freedoms and strongly supports the laws that protect the job rights of employees absent on military leave, whether voluntary or involuntary.

[Employer] will comply with the Uniform Services Employment and Reemployment Rights Act of 1994 (USERRA) and applicable state law pertaining to military leave. As military leave situations arise, employees should consult with their [e.g., manager, supervisor, Human Resources] for current and complete details regarding their military leave rights and obligations and contact [e.g., Human Resource, Benefits Department] regarding any continuation of insurance or other benefit issues.

Uniformed Services The uniformed services of the United States are the Army, Navy, Marine Corps, Air Force, Coast Guard, and the commissioned corps of the Public Health Service. This includes the Reserve components of these services and the Army National Guard and Air National Guard. In addition, under the Public Health Security and Bioterrorism Response Act of 2002, certain disaster response work (and authorized training for such work) is included. Uniformed service includes active duty, active duty for training, inactive duty training (such as drills), initial active duty training, and funeral honors duty performed by National Guard and reserve members, as well as the period for which an employee is absent for the purpose of an examination to determine fitness to perform any such duty. Notice of Upcoming Service

Employees will provide to his or her [e.g., manager, supervisor, Human Resources Department, Personnel Department] either verbal or written notice that the employee will be participating in military service as soon as the employee has knowledge of upcoming service.

Military Leave is Unpaid

Employees who leave their job for voluntary or involuntary service will be granted an unpaid military leave of absence.

There are exceptions regarding payment:

First, an employee may, but is not required to, use and be paid for any vacation/paid personal leave that the employee has accrued and not used prior to the military service period.

A second exception applies to those salaried managerial and executive employees who are exempt from overtime under the Fair Labor Standards Act. If such an employee misses just part of a week performing military service, [Employer] is permitted to consider what the The Leadership 2 Model Employee Handbook - Policies employee earns from the military and pay the employee the difference. If the employee is away an entire week, [Employer] is not required to pay anything for that week.

Eligibility for Reemployment

Upon returning from military service, an employee will be reemployed, depending upon the period of service, if:

 Employee gave notice prior to leaving for military service, as described above;  Employee’s cumulative period(s) of service with [Employer] has not exceeded five (5) years. (There are some exemptions to the five-year period and an employee should check with his or her [e.g., manager, supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department] as to those exemptions);  Employee completed the period of service with an honorable discharge;  Employee made a timely application for reemployment or timely reported back to work with military discharge documentation;  [Employer]’s circumstances have not changed such that reemployment is impossible or unreasonable; and  Employee’s pre-service employment was not for a non-recurrent period with no reasonable expectation of continuing indefinitely or for a significant period.

Reemployment

An employee who has engaged in military service and is eligible for reemployment will be reemployed as follows:

1. Service for a period of 1 to 90 days:

(A) Reemployment in the job position in which the employee would have been employed if his or her continuous employment with [Employer] had not been interrupted by such service, the duties of which the employee is qualified to perform; or

(B) Reemployment in the job position in which the employee was employed on the date of the commencement of the service, only if the employee is not qualified to perform the duties of the position referred to in subparagraph (A) after reasonable efforts by [Employer] to qualify the employee.

2. Service for a period of 91 or more days:

(A) Reemployment in the job position in which the employee would have been employed if the continuous employment with [Employer] had not been interrupted by such service, or a position of like seniority, status and pay, the duties of which the employee is qualified to perform; or The Leadership 2 Model Employee Handbook - Policies

(B) Reemployment in the job position in which the employee was employed on the date of the commencement of the service, or a position of like seniority, status and pay, the duties of which the employee is qualified to perform, only if the employee is not qualified to perform the duties of a position referred to in subparagraph (A) after reasonable efforts by [Employer] to qualify the employee.

3. Service-connected disability:

If, after reasonable accommodation efforts, an employee with a service-connected disability is not qualified for reemployment in the job position in which the employee was employed on the date of the commencement of the service, the employee will be reemployed in another position of similar seniority, status and pay for which the employee is qualified or could become qualified – a job that is as close as possible to the employee’s former position, considering all the fact and circumstances regarding the employee’s disability.

4. Reemployment – Good Cause Retention:

Employees who served on active duty for 181 days or more will not be terminated for one full year after reemployment except for good cause. If the period of service was 31-180 days, the period of good cause protection is 180 days.

Timely Reemployment Request is Required

An employee who has engaged in military service must, in order to be entitled to reemployment, make a timely request according to the following schedule:

1. Service for 1 to 30 days (including fitness for service exam):

Employee must report to work for reemployment at the beginning of the first full regularly- scheduled work period on the first calendar day after (a) completion of military service, (b) the expiration of eight (8) hours of rest, and (c) transportation time back to the employee’s residence. If reporting that next day is impossible or unreasonable because of factors beyond the employee’s control (e.g., accident on return trip), the employee is required to report for work as soon as reasonably possible.

2. Service for 31 days but less than 180 days:

Employee must apply for reemployment with the [e.g., Human Resources] within 14 days of completion of military service.

3. Service for 181 days or more:

Employee must apply for reemployment with the [e.g., Human Resources] within 90 days of completion of military service. The Leadership 2 Model Employee Handbook - Policies

If the employee is hospitalized for, or convalescing from, an illness or injury incurred in, or aggravated during, the performance of service, the employee must apply for reemployment with the [e.g., Human Resources] within two (2) years of completion of military service.

Benefits and Other Accruals

[Vacation, Personal, Sick Leave: Employees do not accrue vacation, personal or sick leave while serving on military duty.]

[Benefits based on Seniority: Upon reemployment, any benefits determined by seniority that the employee had before military service and any that the employee would have attained, with reasonable certainty, had he or she remained continuously employed, will be received.]

[FMLA: The time an employee spent on active military duty will be counted toward FMLA eligibility upon reemployment.]

[[Employer]’s Retirement Plan: Upon reemployment, an employee will be credited with time spent in military service for purposes of vesting as if the employee had not been absent from the workplace on military duty.

The employee may elect to make any or all employee contributions the employee would have been eligible to make had the employee not been absent on military duty. If the employee elects to contribute, the employee must do so within a period of time that begins with the employee's reemployment and that does not exceed in duration more than three (3) times the length of the employee's military service, in any event not to exceed five (5) years. Employees will receive any/all associated [Employer]’s matching contributions for such elected contributions.]

[Health Insurance: If the military service was for over 31 days, the employee and covered dependents will be offered “COBRA”-like coverage and should check with [e.g., Human Resources] for the details.

After the first 31 days of service, group health insurance coverage will run concurrently with applicable health insurance under COBRA.]

An employee returning from service, and who meets the eligibility criteria, will be immediately reinstated in [Employer]’s health insurance coverage upon reemployment. This applies to coverage for the employee and for family members who would have been covered if the employee had been continuously employed and to children born or adopted during the employee’s military-related absence from work. The Leadership 2 Model Employee Handbook - Policies

[Other Insurance: [Employer]-provided group term life, group long-term disability, and accidental death/dismemberment insurance will be suspended during military service. An employee may convert to an individual life/AD&D policy to continue coverage, upon written application and payment of the first premium within 31 days of the suspension of the group coverage.]

5.7.2 Military Leave-Rights and Obligations [Short Form]

[Employer] understands the sacrifices that the men and women of the uniformed services of the United States make to preserve our freedoms and strongly supports the laws that protect the job rights of employees absent on military leave, whether voluntary or involuntary.

[Employer] will comply with the Uniform Services Employment and Reemployment Rights Act of 1994 (USERRA) and applicable state law pertaining to military leave. As military leave situations arise, employees should consult with their [e.g., manager, supervisor, Human Resources] for current and complete details regarding their military leave rights and obligations and contact [e.g., Human Resource, Benefits Department] regarding any continuation of insurance or other benefit issues.

Uniformed Services The uniformed services of the United States are the Army, Navy, Marine Corps, Air Force, Coast Guard, and the commissioned corps of the Public Health Service. This includes the Reserve components of these services and the Army National Guard and Air National Guard. In addition, under the Public Health Security and Bioterrorism Response Act of 2002, certain disaster response work (and authorized training for such work) is included. Uniformed service includes active duty, active duty for training, inactive duty training (such as drills), initial active duty training, and funeral honors duty performed by National Guard and reserve members, as well as the period for which an employee is absent for the purpose of an examination to determine fitness to perform any such duty. Notice of Upcoming Service

Employees will provide to his or her [e.g., manager, supervisor, Human Resources Department, Personnel Department] either verbal or written notice that the employee will be participating in military service as soon as the employee has knowledge of upcoming service.

Military Leave is Unpaid

Employees who leave their job for voluntary or involuntary service will be granted an unpaid military leave of absence.

There are exceptions regarding payment:

First, an employee may, but is not required to, use and be paid for any vacation/paid personal leave that the employee has accrued and not used prior to the military service period.

A second exception applies to those salaried managerial and executive employees who are exempt from overtime under the Fair Labor Standards Act. If such an employee misses just The Leadership 2 Model Employee Handbook - Policies part of a week performing military service, [Employer] is permitted to consider what the employee earns from the military and pay the employee the difference. If the employee is away an entire week, [Employer] is not required to pay anything for that week.

Eligibility for Reemployment

Upon returning from military service, an employee will be reemployed, depending upon the period of service, if:

 Employee gave notice prior to leaving for military service, as described above;  Employee’s cumulative period(s) of service with [Employer] has not exceeded five (5) years. (There are some exemptions to the five-year period and an employee should check with his or her [e.g., manager, supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department] as to those exemptions);  Employee completed the period of service with an honorable discharge;  Employee made a timely application for reemployment or timely reported back to work with military discharge documentation;  [Employer]’s circumstances have not changed such that reemployment is impossible or unreasonable; and  Employee’s pre-service employment was not for a non-recurrent period with no reasonable expectation of continuing indefinitely or for a significant period.

Reemployment

An employee who has engaged in military service and is eligible for reemployment will be reemployed as follows:

1. Service for a period of 1 to 90 days:

(A) Reemployment in the job position in which the employee would have been employed if his or her continuous employment with [Employer] had not been interrupted by such service, the duties of which the employee is qualified to perform; or

(B) Reemployment in the job position in which the employee was employed on the date of the commencement of the service, only if the employee is not qualified to perform the duties of the position referred to in subparagraph (A) after reasonable efforts by [Employer] to qualify the employee.

2. Service for a period of 91 or more days:

(A) Reemployment in the job position in which the employee would have been employed if the continuous employment with [Employer] had not been interrupted by such service, or a The Leadership 2 Model Employee Handbook - Policies position of like seniority, status and pay, the duties of which the employee is qualified to perform; or

(B) Reemployment in the job position in which the employee was employed on the date of the commencement of the service, or a position of like seniority, status and pay, the duties of which the employee is qualified to perform, only if the employee is not qualified to perform the duties of a position referred to in subparagraph (A) after reasonable efforts by [Employer] to qualify the employee.

If, after reasonable accommodation efforts, an employee with a service-connected disability is not qualified for reemployment in the job position in which the employee was employed on the date of the commencement of the service, the employee will be reemployed in another position of similar seniority, status and pay for which the employee is qualified or could become qualified – a job that is as close as possible to the employee’s former position, considering all the fact and circumstances regarding the employee’s disability.

4. Reemployment – Good Cause Retention:

Employees who served on active duty for 181 days or more will not be terminated for one full year after reemployment except for good cause. If the period of service was 31-180 days, the period of good cause protection is 180 days.

Timely Reemployment Request is Required

An employee who has engaged in military service must, in order to be entitled to reemployment, comply with the current provisions of the law in regards to proper notification of, and time frame in, which they must return to work. These limits vary and depend on the length of military service and can be explained by [e.g., Human Resources].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

5.9.1 Holiday Leave

Holidays are special times. For that reason, [Employer] provides holiday leave for eligible employees.

Eligibility for Paid Holiday Leave

Paid holiday leave is available to the following employees:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively]; [and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively].]

Employee classifications not eligible for paid holiday leave include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer];  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees]; and  All other employee classifications and third party workplace participants not listed as eligible for leave.

Holidays

[[Employer] will be closed and holiday leave permitted, [e.g., paid, unpaid] for the following holidays:

 [New Year’s Eve Day]  [New Year’s Day];  [Martin Luther King, Jr. Day];  [Presidents’ Day];  [Good Friday];  [Easter];  [Memorial Day];  [Independence Day];  [Labor Day]; The Leadership 2 Model Employee Handbook - Policies

 [Thanksgiving Day];  [Friday after Thanksgiving Day];  [Hanukkah];  [Christmas Eve Day];  [Christmas Eve]; and  [Christmas Day].]

[[Employer] [also] excuses employees from working certain holidays or for religious observance. Employees may choose [e.g., one, two, three, four, five] leave days (paid or unpaid depending upon eligibility), during the following holidays and religious observances:

 [New Year’s Eve Day]  [New Year’s Day];  [Martin Luther King, Jr., Day];  [Presidents’ Day];  [Good Friday];  [Easter];  [Memorial Day];  [Independence Day];  [Labor Day];  [Thanksgiving Day];  [Friday after Thanksgiving Day];  [Hanukkah];  [Christmas Eve Day];  [Christmas Eve];  [Christmas Day]; and  [Other religious or special observance not listed above].]

[Approval for leave will be provided by [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] and is decided on a case-by-case basis and is subject to change without notice.]

[If you would like to take a day for a special observance not listed above, please submit your request [in writing] to the [e.g., Human Resources Department, Personnel Department, Benefits Department]. All requests will be reviewed and considered on a case-by-case basis. Approval is at the discretion of the [e.g., Human Resources Department, Personnel Department, Benefits Department, management].] If you require a reasonable accommodation of a religious belief or practice, see [Employer]’s policy regarding accommodations based on religion.

[Working During the Holiday The Leadership 2 Model Employee Handbook - Policies

[Eligible] employees who work on a recognized holiday [e.g., will be paid an overtime rate of time and half; will be allowed to substitute a floating holiday listed above; will be allowed to substitute a day of their choosing] upon approval by [e.g., management, Human Resources].]

Holiday Leave Not Used

[Holiday leave not used during the year does carry forward to the next year.]

[[Employer] permits eligible employees to carry over [e.g., 3 ,5, 7 days; 50 percent of eligible time; 100 percent of leftover time] to the next year.]

[[Employer] encourages employees to take their holiday leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her holiday leave during the year it accrues, the leave untaken will carry forward [e.g., into the following year, into the first 90 days of the following year].]

[[Employer] encourages employees to take their holiday leave during the [e.g., calendar, fiscal] year it accrues. If an eligible employee is unable to take his or her holiday leave during the year it accrues, [Employer] will compensate the employee for each day not taken at his or her rate of pay at the end of the year.]

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with the [e.g., person, persons, department] listed above, you can direct them to the [Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

5.10.1 Health Care Benefits

Your health and the health of your family are important. Toward that end, [Employer] offers the following types of insurance coverage to eligible employees:

 [[Group health care coverage];  [Dental];  [Group dental];  [Vision]; and  [Group vision.]]

[A third-party administrator administers our health care offerings.] The specific benefits are contained in the insurance plan documents. To review them, see the [e.g., Human Resources Department, Benefits Department].

Eligibility for Health Care Benefits

[Under the plan, health benefits are available to following employees:

 [Full-time employees who have worked more than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively]; and]  [Part-time employees who have worked more than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively].]

[Employee classifications not eligible for health benefits include:

 [Full-time employees who have worked less than [e.g., 30 days, 90 days, six (6) months, one (1) year] [consecutively] [cumulatively] for [Employer];  [Part-time employees who have worked less than [e.g., six (6) months, one (1) year, two (2) years] [consecutively] [cumulatively] for [Employer]];  [Seasonal employees];  [Temporary employees; and]  All other employee classifications and third party workplace participants not listed as eligible for leave.]

[If eligible, you will receive information from [Employer] or from the administrators of the benefit[s] plan[s] provided. If you choose to select from the above benefits, the premiums may be deducted from your wages.]

Discrimination Prohibited The Leadership 2 Model Employee Handbook - Policies

[Employer] prohibits all forms of illegal discrimination, including discrimination in regard to benefits. If you suspect discrimination regarding your benefits, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like discrimination regarding your benefits, you must make a reasonable effort to make the wrongdoing known as soon as you discover it. Discussing or reporting acts of discrimination to any person not listed above does not constitute a report.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of benefit fraud to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination or fraud regarding their benefits or who assist in the investigation of a report of discrimination or fraud regarding benefits.

Any employee or workplace participant who retaliates against another employee or workplace participant, for making a good faith report of a violation of this policy or for The Leadership 2 Model Employee Handbook - Policies assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

Workplace Investigations A report of retaliation for reporting discrimination or fraud regarding benefits or a report of discrimination or fraud, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have committed benefit fraud, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent activity, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of benefit fraud, discrimination regarding benefits, or retaliation, will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, the Benefits Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

5.10.2 Financial Benefits

The financial well-being of you and your family are important. Toward that end, [Employer] offers the following types of financial benefits to eligible employees:

 [401(k) plan];  [Employee Stock Option plan];  [Pension plan];  [Savings plan];  [Retirement plan]].

[A third-party administrator administers our benefit offerings.] To review the details, see the [e.g., Human Resources Department, Benefits Department].

Eligibility for Financial Benefits

[Under the plan, financial benefits are available to following employees:

[Employee classifications not eligible for financial benefits include:

[If eligible, you will receive information from [Employer] or from the administrators of the benefit[s] provided.]

Discrimination Prohibited

[Employer] prohibits all forms of illegal discrimination, including discrimination in regard to benefits. If you suspect discrimination regarding your benefits, you must report it The Leadership 2 Model Employee Handbook - Policies immediately to [e.g., your manager, your supervisor, Human Resources Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of benefit fraud to any person not listed above does not constitute a report.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as or soon after you experience or discover it. Discussing or reporting acts of fraud to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination regarding their benefits or who assist in the investigation of a report of discrimination regarding benefits.

Any employee or workplace participant who retaliates against another employee or workplace participant, for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of retaliation for reporting a violation of policy regarding benefits or a report of discrimination or fraud regarding benefits, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have committed benefit fraud, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of benefit fraud, discrimination regarding benefits, or retaliation will be subject to discipline, including termination.

5.10.3 Health Care and Financial Benefits

The health and well-being of you and your family are important. Toward that end, [Employer] offers the following types of health insurance and financial benefits to eligible employees:

 [[Group health care coverage];  [Dental];  [Group dental];  [Vision];  [Group vision];  [Medical Savings Account];  [401(k) plan]; and  [Employee Stock Option plan].]

Eligibility for Health Care and Financial Benefits

[Under the plan, health care and financial benefits are available to following employees:

[Employee classifications not eligible for health care and financial benefits include:

[If eligible, you will receive information from [Employer] or from the administrators of the benefit[s] provided. The cost of benefits may be deducted from your wages.

Discrimination Prohibited The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like a violation of the benefits policy or discrimination regarding your benefits, you must make a reasonable effort to make the wrongdoing known as soon as or soon after you experience or discover it. Discussing or reporting acts of wrongdoing to any person not listed above does not constitute a report.

Any employee or workplace participant who retaliates against another employee or workplace participant, for making a good faith report of a violation of this policy or for The Leadership 2 Model Employee Handbook - Policies assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination.

5.10.4 Employee Stock Option Plan

[Employer] wants to provide eligible employees with the opportunity to succeed when [Employer] succeeds. Toward that end, [Employer] offers an employee stock option plan (“ESOP”) to eligible employees.

Our ESOP allows eligible employees to acquire stock ownership shares in [Employer].

[A third-party administrator administers our employee stock option plan.]

Eligibility for the ESOP

[Under the plan, the ESOP is available to following employees:

[Employee classifications not eligible for the ESOP include:

[If eligible, you will receive information from [Employer] or from the administrators of the benefit[s] provided.

Vesting

Eligible employee participants will be vested in the ESOP plan after [e.g., one, three, five] years of [continuous] service.]

[Employer] prohibits all forms of illegal discrimination, including discrimination in regard to benefits. If you suspect discrimination regarding your benefits, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, EEO Department, Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like a violation of the benefits policy or discrimination regarding your benefits, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of wrongdoing to any person not listed above does not constitute a report.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should The Leadership 2 Model Employee Handbook - Policies report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

5.10.5 Education

[Employer] offers an employee education benefit to eligible employees.

Eligible employees may receive reimbursement for costs associated with furthering their education.

Eligibility for Education Benefits

[Under the plan, education benefits are available to following employees:

[Employee classifications not eligible for education benefits include:

[If eligible, you will receive information from [Employer] or the administrator[s] of the benefit[s] provided.]

Reimbursement

[[Employer] will pay [e.g., all, 50 percent, 25 percent] of [tuition] costs associated with [Employer]-required and approved education.] [Examples include continuing education courses for maintaining a professional license.]]

[[Employer] will pay [e.g., all, 50 percent, 25 percent] of [tuition] costs associated with education approved, but not required by [Employer];] [Reimbursement is only available if the participant employee [e.g., passes, makes a C average or better] in approved courses.] The Leadership 2 Model Employee Handbook - Policies

[Repayment

If [Employer] contributes to the payment of the educational benefits as outlined above, eligible participants are required to repay [e.g., 100 percent, 75 percent, 25 percent] of the amount paid on their behalf should they voluntarily resign or leave [Employer] within [e.g., one, two] years.]

Approval

Eligible employees must seek approval from [e.g., Human Resources Department, Personnel Department, Benefits Department] [and must show proof of attendance] before education benefits are distributed.

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like a violation of the benefits policy or discrimination regarding your benefits, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of wrongdoing to any person not listed above does not constitute a report.

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., The Leadership 2 Model Employee Handbook - Policies

Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of fraud to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a violation of policy regarding benefits or a report of discrimination or fraud regarding benefits, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have committed benefit fraud, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior, discrimination and/or retaliation. Knowingly False Reports Prohibited The Leadership 2 Model Employee Handbook - Policies

5.11.1 Family And Medical Leave

[Employer] recognizes the importance of family and medical responsibilities. Accordingly, [Employer] provides time away from work for eligible employees to recover from an injury, illness or condition or to care for a family member in accordance with the Family and Medical Leave Act of 1993 (“FMLA”) and the National Defense Authorization Act for FY 2008 (“NDAA”).

The NDAA amended the FMLA to provide two types of military-related family leave for employees who are otherwise FMLA-eligible — “Qualifying Exigency Leave” and “Military Caregiver Leave.”

Are You Eligible for FMLA Leave? To be eligible to apply for any FMLA leave under this policy: 1. You must have worked for [Employer]: a. for a total of at least 12 months; and b. for at least 1,250 hours during the 12 months immediately preceding the start of the leave; and

2. You must also work at a worksite: a. with 50 or more employees; or b. where 50 or more employees are located within 75 miles of your worksite. If you do not meet this eligibility test, you are not eligible for any type of FMLA leave. Qualifying Reasons for FMLA Leave

If you are eligible under the criteria set forth above, [Employer] will grant you FMLA leave if you follow the procedures in this policy set forth below and request the leave under any of the following six FMLA Qualifying Reasons for leave.

After you identify for which Qualifying Reason you seek FMLA leave, check the “Definitions” section of this policy below for the meaning of the specific terms in that Qualifying Reason. Here are the six Qualifying Reasons:

1. The birth of your child if the leave is completed within twelve (12) months of the date of birth of the child;

2. The placement for adoption or foster care of a child with you if the leave is completed within 12 months of the date of placement of the child; The Leadership 2 Model Employee Handbook - Policies

3. To care for an Eligible Family Member if that individual has a Serious Health Condition;

4. For your own Serious Health Condition that renders you unable to perform the essential functions of your job;

5. Qualifying Exigency Leave – this leave is taken because of a Qualifying Exigency arising out of the fact that a Military Member in your family is on Covered Active Duty Status (or has been notified of an impending call or order to such covered Active Duty) in the Armed Forces; or

6. Military Caregiver Leave – this leave is taken because a Covered Servicemember in your family has a Serious Illness or Injury and needs your care.

How Long is the Leave Benefit?

You are entitled to a maximum of 12 weeks of unpaid leave during a [e.g., rolling 12-month period or calendar year].

If you take Qualifying Exigency Leave, you are entitled to a maximum of 12 weeks of Qualifying Exigency Leave during a [e.g., rolling 12-month period or calendar year].

If you take Military Caregiver Leave, you are entitled to a maximum of 26 weeks within the 12 months following the first day of Military Caregiver Leave, regardless of the [e.g., rolling 12-month period or calendar year] used by [Employer] for other FMLA leave reasons. The 26 weeks is calculated on a per servicemember, per injury basis.

You [must, may] apply any accrued paid vacation; personal days; or illness, injury and recovery leave or short-term disability leave to FMLA leave. [FMLA leave will run concurrently with any other type of paid leave.] Any remaining FMLA leave time left after the exhaustion of other leaves will be unpaid leave.

Spouses’ Combined Leave

If you and your spouse are both eligible and employed by [Employer], you are jointly entitled to a combined total of 12 weeks of leave for the birth of your child or for placement for adoption or foster care of a child with you or for the care of a parent with a Serious Health Condition. Likewise, spouses who are both employed by [Employer] are jointly entitled to a combined total of 26 weeks of Military Caregiver Leave to care for a Covered Servicemember.

Definitions

To help you better understand if you have an FMLA Qualifying Reason for leave, the following definitions are provided: The Leadership 2 Model Employee Handbook - Policies

 Eligible Family Member: an Eligible Family Member is your spouse, Son, Daughter, or Parent (but not a parent “in-law”).

 Son or Daughter: any child under 18 who is your biological, adopted, stepchild, legal ward, or foster child; or a child whom you supervise on a day-to-day basis (in loco parentis) and for whom you are financially responsible. A Son or Daughter is also any child over 18 who is incapable of self-care because of a mental or physical disability. For purposes of Qualifying Exigency Leave or Military Caregiver Leave, the age of the Son or Daughter is not limited.

 Parent: your biological parent, or one who stood in the place of (in loco parentis) your biological parent when you were a child.

 Spouse: the other person with whom you entered into marriage as defined or recognized under state law for purposes of marriage in the State in which the marriage was entered into, or in the case of a marriage entered into outside of any State, if the marriage is valid in the place where entered into and could have been entered into in at least one State. This includes an individual in a same sex or common law marriage that either: (1) was entered into in a State that recognizes such marriages; or (2) if entered into outside on any State, is valid in the place where entered into and could have been entered into in at least one State.

 Serious Health Condition: a Serious Health Condition is an illness, injury, impairment or physical or mental condition that requires in-patient care in a hospital, hospice or residential medical care facility or that requires Continuing Treatment by a health care provider. It does not mean short-term conditions in which treatment and recovery are brief; routine physical exams; or voluntary or cosmetic treatments that are not medically necessary, unless in-patient hospital care is required.

Continuing Treatment means: (1) a period of incapacity of more than three consecutive, full calendar days plus treatment by a health care provider twice, or once with a continuing regimen of treatment; (2) any period of incapacity related to pregnancy or for prenatal care; (3) any period of incapacity or treatment for a Chronic Serious Health Condition; (4) a period of incapacity for permanent or long-term conditions for which treatment may not be effective; or (5) any period of incapacity to receive multiple treatments (including recovery from those treatments) for restorative surgery, or for a condition which would likely result in an incapacity of more than three consecutive, full calendar days absent medical treatment.

If the Serious Health Condition is under the period of incapacity of more than three consecutive, full calendar days and any subsequent treatment or period of incapacity relating to the same condition, your first treatment visit (or only visit, if coupled with a regimen of continuing treatment) must take place within seven days of the first day of incapacity. The Leadership 2 Model Employee Handbook - Policies

If the Serious Health Condition involves treatment of two or more times, the two visits to a health care provider must occur within 30 days of the first day of incapacity.

A Chronic Serious Health Condition is one that (1) requires Periodic Visits for treatment by a health care provider or nurse under the supervision of the health care provider, (2) continues over an extended period of time, and (3) may cause episodic rather than continuing periods of incapacity.

Periodic Visits for treatment of a Chronic Serious Health Condition means at least twice a year visits.

 Key Employee: You are key employee if you are a salaried employee who is among the highest paid ten percent of all employees employed by [Employer] within 75 miles of your worksite.

 Qualified Exigency Leave: This is leave that may be taken by you for any Qualifying Exigency arising out of the fact that a Military Member is on Active Duty Status or on call to that status.

 Qualifying Exigency: The most common types of events considered a Qualifying Exigency are: attending military-sponsored functions, making appropriate financial and legal arrangements, arranging for alternative childcare, and attending counseling. The child need not be the child of the employee requesting leave (ex. employee’s grandchild). This includes certain post-deployment exigencies, including reintegration activities for a period of 90 days following the termination of a Military Member’s Active Duty Status.

Qualifying Exigency also means eligible employees may take leave to care for a Military Member’s parent who is incapable of self-care when the care is necessitated by the member’s Covered Active Duty. Such care may include arranging for alternative care, providing care on an immediate need basis, admitting or transferring the parent to a care facility or attending meetings with staff at a care facility.

Qualifying Exigency also means Rest and Recuperation time an eligible employee can spend with a Military Member. This is available a maximum of 15 calendar days.

 Military Member: A Military Member for purposes of Qualifying Exigency Leave is your Spouse, Son, Daughter, or Parent who is on Active Duty Status or on call to that status in the National Guard, Reserves, and the Regular Armed Forces.

 Covered Active Duty Status: Covered Active Duty Status for purposes of Qualifying Exigency Leave means when a Military Member is under a call or order to active duty (or has been notified of an upcoming call or order) in support of a contingency operation and will be deployed to a foreign country. Family members of The Leadership 2 Model Employee Handbook - Policies

servicemembers in the Regular Armed Forces are not entitled to Qualified Exigency Leave.

 Military Caregiver Leave: This is leave that may be taken by you to care for a Covered Servicemember with a Serious Injury or Illness. This care means providing physical or psychological care, transportation for care, and/or time to make arrangements for care.

 Covered Servicemember: For purposes of Military Caregiver Leave, a Covered Servicemember is your Spouse, Son, Daughter, Parent, or next of kin (your nearest blood relative) who has a Serious Injury or Illness. This leave applies to those servicemembers, including Covered Veterans, of the Regular Armed Forces and the National Guard or Reserves, who are undergoing medical treatment, recuperation, or therapy, including outpatient status or being on the temporary disability retired list for a Serious Injury or Illness incurred in the line of duty on active duty.

 Covered Veteran: For purposes of Military Caregiver Leave, a Covered Veteran is an individual who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the Covered Veteran. (The period of time between October 28, 2009 and March 8, 2013 is excluded in the determination of the five-year period for Covered Veteran status.

 Serious Injury or Illness: For purposes of Military Caregiver Leave, Serious Injury or Illness means an injury or illness that was incurred by the servicemember in the line of duty on active duty in the Armed Forces (or that existed before the beginning of the servicemember’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that may render the servicemember medically unfit to perform the duties of the servicemember’s office, grade, rank, or rating; and

For Covered Veterans, it means an injury or illness that was incurred by the member in line of duty on Active Duty in the Armed Forces (or that existed before the beginning of the Active Duty and was aggravated by service in line of duty on Active Duty in the Armed Forces) and that manifested itself before or after the member became a Covered Veteran, and is:

(1) A continuation of a serious injury or illness that was incurred or aggravated when the Covered Veteran was a member of the Armed Forces and rendered the service member unable to perform the duties of the servicemember’s office, grade, rank, or ranking; OR

(2) A physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for The Leadership 2 Model Employee Handbook - Policies

caregiver leave; OR

(3) A physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would do so absent treatment; OR

(4) An injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.

Notice Requirements

When the need for leave is foreseeable, you must provide the [e.g., Human Resource Department, Personnel Department] with a written request for leave at least 30 days prior to the leave and must attempt to schedule the leave to minimize the effect on [Employer].

When the leave is not foreseeable, you must provide notice to the [e.g., Human Resource Department, Personnel Department] as soon as practicable after you determine you need the leave [and comply with [Employer’]s normal call-in procedures].

You may take leave intermittently (in periods of days or partial days) when medically necessary or occasioned by a Qualified Exigency. However, you must apply for and obtain approval from [Employer] to take intermittent leave for the birth or care of your child, except pregnancy-related leave that would qualify as leave for a Serious Health Condition. As with FMLA leave taken in one block of time, if requesting FMLA leave on an intermittent basis, you must provide at least 30 days’ notice when your need for FMLA leave is foreseeable. When it is not, you must notify [Employer] as soon as practicable.

[If you are absent due to illness or injury for more than [e.g., three, four, five] consecutive workdays, you are required to apply for FMLA leave under this policy.]

Certification

[Employer] will require you to provide certification for the need for family-related leave. To apply for leave, pick up the required documents/forms from [e.g., Human Resources Department, Personnel Department, Benefits Department]. You must provide the certification within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.

[Employer] also requires you to obtain a medical certification from the health care provider who is treating you or your family member. [You may obtain [certification forms or practitioner forms] from [e.g., Human Resource Department, Personnel Department, Benefits Department].

[Employer] may directly contact your health care provider for verification or clarification purposes using a health care professional, an HR professional, leave administrator or The Leadership 2 Model Employee Handbook - Policies management official. [[Employer] will not use your direct supervisor for this contact.] Before such direct contact with the health care provider, you will be given an opportunity to resolve any deficiencies in the medical certification. Failure to resolve any deficiencies may result in the delay or denial of leave.

To verify your Serious Health Condition, [Employer] may, at its discretion and expense, require you to obtain the opinion of a second health care provider designated or approved by [Employer]. If there is a conflict between the first and second opinions, [Employer] may, at its discretion and expense, require a third opinion from a different provider [chosen jointly by you and [Employer].] The third opinion will be binding. Within five business days after you have submitted the appropriate certification form, the [e.g., HR Director] will complete and provide you with a written response to your request for FMLA leave. Certification for Qualifying Exigency Leave [Employer] will require certification of Qualifying Exigency leave. As is required for other types of FMLA leave, you must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. Certification for Military Caregiver Leave [Employer] will require certification for the Serious Injury or Illness of the Covered Servicemember. As is required for other types of FMLA leave, you must respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. Failure to provide certification may result in a denial of continuation of leave.

Intermittent Leave Certification

After [Employer] requests certification, you will have at least 15 calendar days to submit the paperwork to [Employer]. If your medical certification is incomplete or insufficient, [Employer] will specify in writing what information is lacking and allow you seven days to cure the deficiency.

[Employer] can insist on a health care provider’s estimate of how often you will need time off. [Employer] may wait until that estimate is received to approve intermittent leave. [Employer] may temporarily transfer you to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when your or your family member’s leave is foreseeable and for planned medical treatment, including recovery from a Serious Health Condition or to care for your child after birth, or placement with you of a child for adoption or foster care. In the case of intermittent Military Caregiver Leave, [Employer] may transfer you, with equivalent pay and benefits, if you need leave on an intermittent or reduced leave schedule to care for a Covered Servicemember that is foreseeable based on planned medical treatment for the servicemember. Recertification The Leadership 2 Model Employee Handbook - Policies

[Employer] may request recertification for your or your family member’s Serious Health Condition no more frequently than every 30 days and only when circumstances have changed significantly, or if you receive information casting doubt on the reason given for the absence, or if you seek an extension of your leave. Otherwise, [Employer] may request recertification for your or your family member’s Serious Health Condition every six months in connection with an FMLA absence. [Employer] may provide your health care provider with your attendance records and ask whether the need for leave is consistent with your Serious Health Condition. Certification/recertification must be returned to [Employer] within 15 days. Failure to provide certification in the requested time period may result in the delay or denial of leave.

Fitness for Duty

[Employer] will require a “fitness for duty” certification upon your return to work, if leave was taken for your own Serious Health Condition. The “fitness for duty” certification must certify that you are able to return to work and perform the essential functions of your position. [A copy of your job description will be supplied with the designation notice.]

GINA Information

To comply with the Genetic Information Nondiscrimination Act of 2008 (GINA), [Employer] will ask your health care providers to not provide any genetic information as defined by GINA when responding to a request for your or your family member’s medical information, except as allowed by specific GINA exceptions.

While on Family and Medical Leave Periodic Reporting [Employer] [requires, may require] you to report periodically to your [e.g., manager, supervisor, Human Resource Department, Personnel Department, Benefits Department] as to your leave status and your return to work, once known.

No Employment While on Leave

You may not engage in gainful employment while on authorized leave under this policy unless permission to engage in such employment is granted in writing by [e.g., Human Resources Department, Personnel Department, Benefits Department, or the President, CEO, owner].

[Health Insurance Plans: During periods of unpaid leave, [Employer] will continue providing health care coverage at the same level of any health benefit plans you are enrolled in at the time you take leave, as long as you continue to pay the portion of the premium that you made before taking the leave. This payment must be received in the [e.g., Accounting Department] by the [___] day of each month. If the payment is more than 30 days late, your health care coverage may be The Leadership 2 Model Employee Handbook - Policies dropped for the duration of the leave. [Employer] will provide 15 days' notification prior to your loss of coverage. If you choose not to return to work for reasons other than because of your or your family member’s continued Serious Health Condition or a circumstance beyond your control, you must reimburse [Employer] the amount it paid for your premiums during the leave period.]

Paid Leave Benefits:

When you are on unpaid leave under this policy, you [will, will not] accrue benefits such as [e.g., vacation; illness, injury and recovery leave, personal leave]. Life or Disability Insurance: If you contribute to a life insurance or disability plan, while on leave under this policy, you may request continuation of such benefits and make your portion of the premium payments. If you do not continue these payments, [Employer] may discontinue coverage during the leave. [Employer], in the alternative, may choose to maintain such benefits during the leave and pay your share of the premiums. [Employer] may recover the premium costs incurred for paying your share, whether or not you return to work.] When You Return from Leave — Reinstatement

Generally, when you return from FMLA leave, you will be able to return to the same position or a position with equivalent status, pay, benefits and other employment terms unless business circumstances have affected the position. The position will be the same or one which is virtually identical in terms of pay, benefits and working conditions.

Key Employee Exception to Reinstatement

A key employee is a salaried employee who is among the highest paid ten percent of all employees employed by [Employer] within 75 miles of the employee’s worksite. [Employer] may refuse to reinstate certain key employees where restoration to employment will cause substantial and grievous economic injury to its operations. If you are a key employee, [Employer] will notify you in writing of your status as a key employee, the reasons for denying job restoration, and provide you a reasonable opportunity to return to work after notification.

Exhaustion of Leave

Your employment will be terminated when you have exhausted your FMLA leave unless you have additional leave as a reasonable accommodation under the Americans with Disabilities Act or pursuant to other policies of [Employer]. FMLA leave will not be counted as an absence under [Employer]’s attendance policy.

The protections afforded by USERRA extend to all Military Members (active duty and reserve), and all periods of absence from work due to or necessitated by USERRA-covered service is counted in determining an employee’s eligibility for FMLA leave. The Leadership 2 Model Employee Handbook - Policies

Reporting Violations of this Policy

If you are experiencing any violation of this policy, or if you know of or suspect violation of the policy by another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience any violation of this policy, or if you know of or suspect violation of the policy by another employee or workplace participant, you must make a reasonable effort to make the violation known as soon as you experience or discover it. Discussing or reporting policy violations to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to harassment, discrimination, bullying or any other unfair treatment or abuse of power.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith complaint of a violation of this policy, or for assisting in an investigation of a complaint of a violation of this policy, is subject to discipline or termination.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. The Leadership 2 Model Employee Handbook - Policies

Those found to have violated this policy or to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the person’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g. your manager, your supervisor, Human Resources Department, Personnel Department or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g. Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

5.11.2 Health Care Insurance Continuation (COBRA)

[Employer] supports laws that provide for your health and the health of your loved ones. The Consolidated Omnibus Budget Reconciliation Act (“COBRA”) is one of those laws.

Eligibility

COBRA allows eligible employees and their dependents to continue their group health coverage for a limited period of time after:

 Termination of employment for reasons other than gross misconduct;  Divorce or legal separation;  A spouse becomes eligible for Medicare;  Dependent children lose their dependent status under their health care coverage; and/or  Death of a spouse covered under health care coverage.

Requesting COBRA

If one of the above events occurs, or if you or one of your eligible dependents loses health care coverage, please contact the [e.g., Human Resources Department, Personnel Department, Benefits Department] or [your plan administrator] immediately.

Please note that when electing COBRA coverage an employee is required to pay the full monthly premium plus an administration fee.

COBRA coverage ends when an eligible employee becomes covered under another group plan because of employment, marriage, or other reasons or because the employee fails to make monthly COBRA payments in a timely manner.

5.11.3 Workers’ Compensation

Safety and health are priorities to [Employer]. Nevertheless, accidents can occur in even in the safest workplace environments.

When an accident happens and an employee is injured in his or her scope of employment, [Employer] has [e.g., workers’ compensation insurance benefits, benefits] to assist eligible employees with their medical treatment and recovery.

Reporting Injuries

You must report any and all injuries, no matter how slight you think they are, that occur or may have occurred while performing your job duties, as soon as the injury is known to you to [e.g., your manager, Human Resources Department, Personnel Department, Benefits Department, Safety Department].

[Employer] prohibits all forms of illegal discrimination, including discrimination in regard to workers’ compensation benefits. If you suspect discrimination regarding your benefits, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like workers’ compensation benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of worker’s compensation fraud to any person not listed above does not constitute a report.

When employees fraudulently invoke their benefits, they hurt everyone. For this reason, workers’ compensation fraud is prohibited.

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., The Leadership 2 Model Employee Handbook - Policies

Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like benefit fraud, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of workers’ compensation fraud to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report discrimination regarding their workers’ compensation benefits or who assist in the investigation of a report of discrimination regarding those benefits.

Workplace Investigations A report of retaliation for reporting a violation of policy regarding workers’ compensation benefits or a report of discrimination or workers’ compensation fraud, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have committed workers’ compensation fraud, discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior fraudulent behavior, discrimination and/or retaliation.

Knowingly False Reports Prohibited The Leadership 2 Model Employee Handbook - Policies

Any employee or workplace participant who makes a knowingly false report of workers’ compensation fraud, discrimination regarding workers’ compensation benefits, or retaliation will be subject to discipline, including termination.

5.11.4 Unemployment Insurance Benefits

[Employer] provides unemployment insurance benefits to eligible former employees as required by federal and state laws.

Administration

[Employer] does not administer this program. The [e.g., state, government] administers the program.

5.11.5 Social Security

The federal government provides social security benefits to eligible employees. Along with your contribution, [Employer] has also financially contributed to your social security benefits.

Administration

[Employer] does not administer this program. The [e.g., Social Security Administration, government] administers the program.

6.1.1 [Employer] and Ethics

[Employer] is committed to a foundation based on ethics, including the ethical principles of integrity and respecting the rights of others.

To be ethical means making the ethical choice, as well as asking for advice when the ethical choice is not clear.

We demand honesty, integrity, respect for others, and adherence to the law.

Ethical Violations Prohibited

[Employer] prohibits violations of ethical principles. If you suspect a violation, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like ethics violations, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of ethics violations to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report wrongdoing or who assist in the investigation of a report of wrongdoing.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of retaliation for reporting a violation of ethics that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have committed an ethics violation or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior ethics violations and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of an ethics violation or retaliation will be subject to discipline, including termination.

6.2.1 Upholding the [Employer] Mission

[Employer] [e.g., creates the best widgets in the world; provides quality dental care to the southwest region; is dedicated to helping foster children find homes].

Upholding the Mission

Our [e.g., employees, people, associates] are important in helping us achieve our mission. Meeting the standards set by our mission requires your participation as an individual and as a part of [Employer]’s team.

Teamwork demands that we show each other respect; treat each other with dignity; and exhibit goodwill toward anyone who interacts with us in our workplace.

To our [e.g., customers, clients, shareholders, the public, students] our [e.g., employees, people, associates] are the face of [Employer] at, and away from, work. Therefore, our employees must engage in conduct worthy of our mission at all times.

We welcome your involvement and look forward to working together as we strive to meet the high standards of [Employer].

Reporting a Violation of This Policy

If you know of, or suspect a violation of, this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you do not feel comfortable reporting as listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. Discussing or reporting acts that violate this policy to any person not listed above does not constitute a report.

Retaliation Prohibited Retaliation can include, but is not limited to harassment, discrimination, or any other unfair treatment or abuse of power.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy, that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy or who have violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of policy violations and/or retaliation. Knowingly False Reports Prohibited

6.3.1 Workplace Wrongdoing

Being ethical includes not only following the law, but also choosing the ethical path in your decisions and actions.

For that reason, [Employer] does not tolerate and prohibits wrongful, illegal, unethical or harmful behavior by its employees or any person who interacts with [Employer]. Prohibited wrongdoing includes, but is not limited to:

 Stealing, whether from [Employer], customers, vendors, suppliers, coworkers, or any other participant in [Employer]’s workplace;  Embezzlement, including embezzlement of [Employer]’s funds or the funds of coworkers, customers, clients, vendors, suppliers, or other workplace participants;  Fraud, including, but not limited to, providing false or misleading information on time sheets, account sheets, expense forms and making false claims under [Employer]’s insurance or benefits policies;  Pilfering of [Employer]’s property for personal gain [including theft of postage and copies];  Intentional destruction of [Employer]’s property;  [Improper use or expenditure of [Employer]’s resources [including, but not limited to, utilizing [Employer]’s personnel for projects, tasks or work outside the scope of [Employer]’s business]; [Employer]’s [computer, Internet and telephone resources and privileges for personal or financial gain]; or [using your affiliation with [Employer] for personal or financial gain]];  [Illegal gambling, including placing or taking illegal bets during work hours [on [Employer]’s property or by using [Employer]’s resources, including computer resources, for gambling]];  [Utilizing [Employer]’s resources or personnel to conduct a business separate and distinct from the mission of [Employer]];  [Illegal or unethical accounting or business practices [including, but not limited to, misleading statements or reports of [Employer]’s financial condition];  [Improper or unprofessional interaction with other employees, vendors, customers or workplace participants, including, but not limited to, sexual, racial and other forms of illegal harassment, and other abusive or disrespectful behavior meant to degrade others];  [Illegal billing practices, including submitting false statements or invoices, overcharging or undercharging for products or services; mischaracterization of products or services; or any other billing practice prohibited by local, state or federal law];  [Illegal practices that can harm the public; contravenes public policy or the public good; or harms [Employer] in any manner]; The Leadership 2 Model Employee Handbook - Policies

 [Improper or illegal disclosure of confidential information of the [Employer] or the medical or health information of employees and [e.g., patients]];  [Illegal or improper acts performed as part of your employment, including any breach of duties owed to [the public, shareholders, employees, the owners of [Employer]];  [Making knowingly false claims; bearing false witness; or knowingly or recklessly creating false light against other employees, management, customers or others that interact with [Employer]];  [Improper or illegal retaliation, including the denial of employment opportunities to employees for filing a complaint or making a report; reporting a violation of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]; filing a complaint of wrongdoing like discrimination or harassment; or blowing the whistle or acting as a witness to any illegal activity]; or  [Intentional violations of the policies in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline].

Reporting Wrongdoing

If you are experiencing any type of wrongdoing, or if you know of, or suspect, wrongdoing by another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of wrongdoing to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to harassment, discrimination, or any other unfair treatment or abuse of power.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy or who have violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of policy violations and/or retaliation. Knowingly False Reports Prohibited

6.4.1 Reporting Wrongdoing

Wrongdoing can occur in many types and forms. Whatever form wrongdoing takes, it should not be part of [Employer]’s workplace. To prevent wrongdoing, [Employer] must know about wrongdoing. Therefore, if you witness, hear of, or suspect wrongdoing has occurred in the workplace or at a workplace event, it is important that you report what you know immediately.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith complaint of a violation of this policy, or for assisting in an investigation of a complaint of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to harassment, discrimination, or any other unfair treatment or abuse of power.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy, that is made to those listed above, will result in an appropriate investigation of the allegations made in the report. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, The Leadership 2 Model Employee Handbook - Policies on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination.

Those found to have violated this policy, discriminated, or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations, discrimination and/or retaliation.

Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, the Benefits Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

6.4.2 Reporting Wrongdoing (Outside Option)

Wrongdoing can occur in many types and forms. Whatever form wrongdoing takes, it should not be part of [Employer]’s workplace.

To prevent wrongdoing, [Employer] must know about wrongdoing. Therefore, if you witness, hear of, or suspect wrongdoing has occurred in the workplace or at a workplace event, it is important that you report what you know immediately.

If reporting the wrongdoing internally is not an option [or makes you uncomfortable], [Employer] has [contracted with] a service to permit you to report [anonymously, if you prefer] to a [third party]. To report [give instructions on how to report to third party service].

Workplace Investigations The Leadership 2 Model Employee Handbook - Policies

A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations made in the report. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy, retaliated, or discriminated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations, discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy, discrimination or retaliation will be subject to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, the Benefits Department, Compliance Department, President, CEO, or owner]. The Leadership 2 Model Employee Handbook - Policies

6.5.1 Conflict of Interest (Financial)

Employees must not give, offer, or promise, directly or indirectly, anything of value to any representative of a third party business [i.e. any person, firm, corporation, or government agency that sells or provides a service to, purchases from, or competes with [Employer].]

Examples of violations include holding an ownership or financial interest in a third party business or accepting gifts, money, or services from a third party business.

Therefore, consistent with complying with all laws and the principles of honesty and integrity, you must refrain from activity or having any financial interest that is inconsistent with [Employer]’s best interest, including activities, investments, or associations that compete with [Employer], interferes with one’s judgment concerning [Employer]’s best interest, or exploits one’s position with [Employer] for personal gains.

Financial Conflicts of Interest

[Employer] prohibits you or your immediate family from having any financial or other interest (directly or indirectly) in any of [Employer]’s suppliers or other organizations with whom [Employer] has significant business dealings. [This requirement applies regardless of whether you have any direct business dealing with the supplier or vendor in question].

Ownership of stock in a publicly-owned company whose shares are traded through securities markets is permissible in most cases.

Disclosure

You are required to immediately disclose any financial holdings that may create a conflict of interest to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

Reporting Conflict of Interest

If you know of, or suspect, a conflict of interest or potential conflict of interest of another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you do not feel comfortable reporting as listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you suspect a conflict of interest, you must make a reasonable effort to make the conflict known as soon as you discover or suspect it.

Discussing or reporting a potential conflict of interest to any person not listed above does not constitute a report.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

6.5.2 Conflict of Interest (Financial/Acceptance of Gifts)

Consistent with complying with all laws and the principles of honesty and integrity, you must refrain from activity or having any financial interest that is inconsistent with [Employer]’s best interest, including activities, investments, or associations that compete with [Employer], interferes with one’s judgment concerning [Employer]’s best interest, or exploits one’s position with [Employer] for personal gains.

Therefore, you must avoid situations that create, potentially create, or give the appearance of creating a conflict with the mission of [Employer].

Financial Conflicts of Interest

[Employer] prohibits you or your immediate family from having any financial or other interest (directly or indirectly) in any of [Employer]’s suppliers or other organizations with whom [Employer] has significant business dealings. [This requirement applies regardless of whether you have any direct business dealing with the supplier or vendor in question].

Ownership of stock in a publicly-owned company whose shares are traded through securities markets is permissible in most cases.

Acceptance of Gifts

Acceptance of certain types or forms of gifts is viewed as a conflict of interest.

Employees and their immediate family shall not request, accept, or direct others to request or accept gifts, gift certificates, discounts, gratuities or any other item of significant value (including services of any nature) from any vendor, supplier or resource with whom [Employer] has an existing or potential business relationship.

Significant value is any gift with a market value of [e.g., $15, $25, $50, $100] or more.

Disclosure

You are required to immediately disclose any financial holdings that may create a conflict of interest to the [e.g., manager, supervisor, Human Resources Department, Personnel Department, Compliance Department].

[Any gifts or gratuities received, [including those not of significant value,] should be reported immediately to your [e.g., manager, supervisor, Human Resources Department, Personnel Department, Compliance Department].

Reporting Conflict of Interest

If you know of or suspect potential conflict of interest of another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human The Leadership 2 Model Employee Handbook - Policies

Resources Department, Personnel Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you know of or suspect potential conflict of interest of another employee or workplace participant, you must make a reasonable effort to make the potential conflict of interest known as soon as you experience or discover it. Discussing or reporting a potential conflict of interest to any person not listed above does not constitute a report.

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited The Leadership 2 Model Employee Handbook - Policies

6.6.1 Acceptance of Gifts

[Employer] expects to receive the best value from its [e.g., vendors, suppliers, customers] and to avoid any perception that your decisions are made for personal gain.

Consequently, [Employer] prohibits the acceptance of gifts of significant value from vendors or suppliers.

Employees and their immediate family shall not request, accept, or direct others to request or accept gifts, gift certificates, discounts, gratuities or any other item of significant value (including services of any nature) from any vendor, supplier or resource with whom [Employer] has an existing or potential business relationship.

Significant value is any gift with a market value of [e.g., $15, $25, $50, $100] or more. Any knowing acceptance of a gift of significant value is viewed as an impermissible conflict of interest.

Disclosure

Any unsolicited gifts or gratuities received [, including those not of significant value,] should be reported immediately to the [e.g., manager, supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you know of or suspect a violation of this policy by another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you know of or suspect a violation of this policy by another employee or workplace participant, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting acts of wrongdoing to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to harassment, discrimination, or any other unfair treatment or abuse of power. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, the Benefits Department, Compliance Department, or the President, CEO, owner].

6.7.1 Employment of Relatives (Restricted)

[Employer] allows the employment of relatives under limited circumstances. The Leadership 2 Model Employee Handbook - Policies

Relatives under this policy include:

 Spouse/Partner, which includes common law spouse, same sex spouse, or civil union partner;  Parent or Step-parent;  Sibling;  Child or Step-child;  Grandchild;  [In-laws including parent-, brother- and sister-in-laws];  [Uncle/Aunt];  [Nephews/Nieces];  [First cousins];  [Fiancé(e)];  [Other person with whom an employee has an [intimate] personal relationship].

[Employer] may employ a relative if the relative in question is qualified, will contribute to the betterment of the organization, does not create a conflict of interest, real or perceived, or create conflict with other employees.

[Under no circumstance will relatives be permitted to supervise each other or be in a position to influence the other’s employment, including evaluations regarding performance.]

[Under no circumstance are relatives allowed to work in the same department.]

[Under no circumstance are relatives allowed to work together in the [e.g., Accounting, Auditing, Finance, Payroll, Finance or Human Resources] departments.]

Authorization

The only [e.g., person, department] [e.g., who, that] can authorize the employment of relatives is [e.g., the Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

Disclosure

Employees are required to disclose to the [e.g., Human Resources Department, Personnel Department, Compliance Department, President, CEO, owner] if [Employer] employs a relative. Employees should also disclose if a known applicant for employment is a relative under this policy.

To knowingly withhold knowledge that an applicant is a relative can lead to discipline, including termination.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

6.7.2 Employment of Relatives (Prohibited)

[Employer] does not permit the employment of relatives under any circumstance.

Relatives under this policy include:

 Spouse/Partner, which includes common law spouse, same sex spouse, or civil union partner;  Parent or Step-parent;  Sibling;  Child or Step-child;  Grandchild;  [In-laws including parent-, brother- and sister-in-laws];  [Uncle/Aunt];  [Nephews/Nieces];  [First cousins];  [Fiancé(e)];  [Other person with whom an employee has an [intimate] personal relationship].

Disclosure

Employees are required to disclose to the [e.g., Human Resources Department, Personnel Department, Compliance Department, President, CEO, owner] if [Employer] employs a relative. Employees should also disclose if a known applicant for employment is a relative under this policy.

To knowingly withhold knowledge that an applicant is a relative can lead to discipline, including termination.

6.8.1 Personal Relationships With Other Employees (Restricted)

[Employer] understands that working relationships can turn into personal relationships. [Employer] also understands that personal relationships can create conflicts of interest and undermine the confidence of other employees.

Personal relationship includes marriage; dating; engagement to be married; cohabitation within the same household and living in a romantic partnership (does not include roommates sharing living expenses); having a romantic or sexual relationship; or [had a romantic or sexual relationship].

[Employees may not supervise, hire, or promote any employee with whom he or she is having [or has had] a personal relationship.]

[Under no circumstance are employees engaged in a personal relationship allowed to work in the same department.]

[Under no circumstance are employees engaged in a personal relationship allowed to work together in the [e.g., Accounting, Auditing, Finance, Payroll, or Human Resources] departments.

Disclosure

Employees who are having [or have had] a personal relationship are under no obligation to report the relationship unless the employees involved:

 Supervise, hire, promote, or have [any] influence as to the other employee’s job or career with [Employer];  [Work in the same department]; or  [Work in the [e.g., Accounting, Auditing, Finance, Payroll or Human Resources] departments.]

If the listed circumstances exist, employees who are having [or have had] a personal relationship are required to report the relationship immediately. Failure to report the relationship in a timely fashion can lead to discipline, including termination of both parties.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department]. The Leadership 2 Model Employee Handbook - Policies

6.8.2 Personal Relationships With Other Employees (Prohibited)

[Employer] understands that working relationships can turn into personal relationships. Unfortunately, personal relationships can create conflicts of interest and undermine the confidence of other employees.

Personal relationship includes marriage; dating; engagement to be married; cohabitation within the same household, in a romantic partnership (does not include roommates sharing living expenses); having a romantic or sexual relationship; or [had a romantic or sexual relationship].

Disclosure

Employees are required to immediately report any [e.g., past or present] personal relationship. Failure to report a personal relationship in a timely fashion can lead to discipline of both parties, including termination. [At the discretion of [Employer] and if employees have complied with this policy, an effort will be made to come to a workable solution to avoid a conflict of interest.]

6.9.1 Business with Relatives (Restricted)

[Employer] permits an employee to engage in business with relatives so long as the business relationship is fully disclosed and the dealings are in the best interest of [Employer].

Relatives, as defined in this policy, include:

 Spouse/Partner, which includes common law spouse, same sex spouse, or civil union partner;  Parent or Step-Parent;  Sibling;  Child or Step-child;  Grandchild;  [In-laws; including parent-, brother- and sister-in-laws];  [Uncle/Aunt];  [Nephews/Nieces];  [First cousins];  [Fiancé(e)];  [Other persons with whom an employee has a family relationship].

Disclosure

Employees are required to immediately report any business relationship that may exist with relatives or organizations that employ or are owned by relatives. Failure to report a relative relationship (as defined in this policy) in a timely fashion can lead to discipline, including termination. [At the discretion of [Employer] and if employees have complied with this policy, an effort will be made to come to a workable solution.]

Authorization

The only [e.g., person, department] [e.g., who, that] can authorize a business relationship with relatives is [e.g., the Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources The Leadership 2 Model Employee Handbook - Policies

Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

6.9.2 Business with Relatives (Prohibited)

[Employer] does not permit an employee to engage in business with relatives.

Relatives, as defined in this policy, include:

 Spouse/Partner, which includes common law spouse, same sex spouse or civil union partner;  Parent or Step-Parent;  Sibling;  Child or Step-child;  Grandchild;  [In-laws, including parent-, brother- and sister-in-laws];  [Uncle/Aunt];  [Nephews/Nieces];  [First cousins];  [Fiancé(e)];  [Other persons with whom an employee has family relationship].

Disclosure

Employees are required to immediately report any business relationship that may exist with relatives or organizations that employ or are owned by relatives. Failure to report a relative relationship (as defined in this policy) in a timely fashion can lead to discipline, including termination. [At the discretion of [Employer] and if employees have complied with this policy, an effort will be made to come to a workable solution.]

Authorization

The only [e.g., person, department] [e.g., who, that] can authorize a business relationship with relatives is [e.g., the Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

6.10.1 Outside Employment or Work (Restricted)

A conflict of interest may arise if an employee works for [another employer] or volunteers to work or serve one of its [e.g., competitors, customers, vendors, suppliers, clients].

Disclosure

Employees are required to disclose if they receive a wage or any compensation from another employer or act as a director, officer, consultant or volunteer for one of its [e.g., competitors, customers, vendors, suppliers, clients]. Failure to report the relationship in a timely fashion can lead to discipline, including termination. [At the discretion of [Employer] and if employees have complied with this policy, an effort will be made to come to a workable solution.]

Authorization

The only [e.g., person, department] [e.g., who, that] can authorize employees to work, volunteer or otherwise serve other organizations in any capacity is [e.g., the Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

6.10.2 Outside Employment or Work (Prohibited)

A conflict of interest arises if an employee works for [another employer] or volunteers to work or serve one of its [e.g., competitors, customers, vendors, suppliers, clients]. Therefore, such work is prohibited.

Disclosure

Employees are required to disclose if they receive a wage or any compensation from another employer or act as a director, officer, consultant or volunteer for one of its [e.g., competitors, customers, vendors, suppliers, clients]. Failure to report the relationship in a timely fashion can lead to discipline including termination. [At the discretion of [Employer] and if employees have complied with this policy, an effort will be made to come to a workable solution.]

Authorization

The only [e.g., person, department] [e.g., who, that] can authorize employees to work, volunteer or otherwise serve other organizations in any capacity is [e.g., the Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

6.11.1 Disclosure of Confidential Information

In the course of performing work for [Employer], you will have access to Employer’s tangible property and intangible property. Intangible property is property that has value but cannot be seen or touched. It includes, for example, information, a trade secret, an option to buy, or goodwill of an organization.

Proprietary Information:

“Proprietary Information” is information in all forms that is not public knowledge, such as certain financial data, test results, processes, or trade secrets, which is viewed as the property of the organization. All Proprietary Information, in any form, that is communicated, or provided, to you during your employment or engagement with [Employer] is considered to be, for purposes of this policy, Confidential Information.

Confidential Information:

You will also have access to, or receive, information that is confidential in nature to Employer or its [e.g., customers, clients, vendors]. This “Confidential information” in all forms, whether written, oral, electronic, digital, magnetic, photographic, optical, or any other form now existing or created or developed, includes, but is not limited to, the following:

[(a) Information relating to [Employer]’s planned or existing computer systems, system architecture, computer hardware, computer software, source code, object code, documentation, program libraries, program listings, processing methods, technical processes and operational methods]; [(b) [Employer]’s sales, profits, pricing, and other financial information about [Employer]]; [(c) [Employer]’s [e.g., customer, client, vendor] data or lists; existing or planned sales and marketing activities or strategies]; [(d) Information regarding [Employer]’s existing or planned organizational restructuring, business affairs, and business initiatives]; [(e) Confidential financial data regarding [Employer]’s customers, subcontractors, employees, workplace participants, directors and officers, shareholders or contractors]; [(f) A third party’s confidential information licensed to, possessed by, or in the control of [Employer]]; [(g) Information regarding employees and workplace participants, including, but not limited to health, genetic, and social security information;] [(h) Trade secrets including any inventions, innovations, processes, techniques, works of authorship, developments, derivations, contributions, supplements, enhancements, copyrights, patents, trademarks, trade dress, service mark, and any other intellectual property right and modifications as well as any copies, adaptations, documentation, algorithms, notes, or records thereof, including, but not limited to, computer programs, including both source and object versions thereof, and attendant specifications and source code listings, authored, made, developed, or conceived of and reduced to The Leadership 2 Model Employee Handbook - Policies

practice by or under the direction of [Employer] during your employment or engagement for [Employer] and is not generally known to the public]; and, [(i) Any other information relating to the [Employer] which is not generally known to the public or within the industries and trades in which [Employer] competes or which may otherwise be protected by trade secret law].

Other Information:

Confidential Information shall not include information that is, at the time of the disclosure:

(a) Generally known to the public and not as a result of an act, omission, or disclosure by the [Employer]; (b) Rightfully in the possession of the employee or workplace participant prior to employment or engagement; or (c) Received by the employee or workplace participant in good faith through no confidentiality violation and without restriction from, or under, any confidentiality duty or obligation to anyone.

Unauthorized Disclosure is Prohibited:

Confidential Information shall not be disclosed within this organization unless there is a legitimate business necessity or a legal right to do so.

[Employer] requires that you not disclose Confidential Information to anyone outside of [Employer], or use such information in any manner outside of your job duties or functions, unless such disclosure is specifically authorized in writing in advance by [e.g., the Human Resources Department, the Personnel Department, the Compliance Department, ownership, President]. The authorization will specifically describe what may be disclosed, to whom, and by what approved method of disclosure. This provision continues to apply after your employment or engagement with Employer terminates.

Return or Destruction of Confidential Information:

Under all circumstances, upon the termination of your employment or engagement with [Employer], you must return to [Employer] all Confidential Information, in whatever form or medium in which you received it or created it. If return is not feasible, all Confidential Information must be destroyed by a method Employer will choose and disclose to you. You should retain no copies of such information, including any compilations derived from, or allowing, identification of Confidential Information. You will complete such return or destruction as promptly as possible, but not more than [e.g., thirty (30) days] after the termination of your employment or engagement with [Employer], and certify in writing to [Employer] that such return or destruction has been completed. If the return or destruction of Confidential Information is not feasible, you will provide [Employer] written, detailed notification of the conditions that make return or destruction infeasible. Your obligation to refrain from unauthorized disclosure of Confidential Information remains at all times. The Leadership 2 Model Employee Handbook - Policies

Reporting a Violation of this Policy:

If you witness or acquire information in any manner that leads you to a good faith belief that Confidential Information has been disclosed by someone in violation of this policy, you should report it immediately to your [e.g., manager, supervisor, Human Resources Department, Personnel Department, or Compliance Department]. Failure to report a disclosure of Confidential Information in a timely fashion can lead to discipline, including termination.

If you do not feel comfortable reporting to those listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting the violation to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report a violation of this policy or who assist in the investigation of a report of a violation of this policy.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate the allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- The Leadership 2 Model Employee Handbook - Policies know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy, or retaliated against another in violation of this policy, are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited

6.12.1 Insubordination

[Employer] was built on teamwork. Teamwork requires everyone at [Employer] work together to accomplish common goals.

We have entrusted to our managers [and supervisors] the authority to achieve these goals. To do this, your manager [or supervisor] must have your cooperation and willingness to work under his or her leadership.

What Is Insubordination?

Insubordination is a form of wrongdoing that undermines leadership.

Insubordination includes, but is not limited to:

 Refusing to follow these policies in bad faith or without good cause;  Refusing to follow other rules and regulations of [Employer] in bad faith or without good cause;  Knowingly defying management [or other authority] in bad faith or without good cause;  Knowingly disobeying an order of management [or other authority] in bad faith or without good cause; or  Knowingly disrespecting [Employer], its mission or its management in bad faith or without good cause.

Any employee who is insubordinate is subject to discipline, including, but not limited to, termination.

Good Faith Refusal

It is not insubordination for refusing an order, demand or request in good faith and for good cause. Whether a refusal is in good faith and good cause is for [Employer] to decide and is reviewed on a case-by-case basis.

Refusing an order or defying policy simply because you disagree with the order or policy or do not want to perform the order or policy for reasons not exempted under this policy is not considered reasonable or “for good cause.”

Unlawful Orders, Demands or Requests

Refusing or defying an unlawful order, demand or request from a superior is not insubordination. Employees who are subjected to such unlawful orders, demands or requests should refuse to perform what is requested and immediately contact [e.g., management, Human Resources Department, Personnel Department, Compliance The Leadership 2 Model Employee Handbook - Policies

Department]. If you feel uncomfortable reporting to those listed above, you should immediately contact [e.g., Human Resources Department, Personnel Department, Compliance Department or the President, CEO, owner].

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Compliance Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

6.13.1 Workplace Civility

[Employer] is committed to a workplace in which everyone treats each other with dignity and respect.

The purpose of this policy is to communicate to everyone who participates in the workplace – employees, managers, supervisors, and other workplace participants – that [Employer] will not tolerate abusive conduct toward any workplace participant. Violation of this policy will result in discipline up to, and including, termination.

Abusive Conduct Defined

Abusive conduct is an intentional abuse of power or influence or a form of severe or pervasive abuse, conducted by one or more persons against another or others. It is inappropriate behavior that can be direct or indirect, whether written, verbal, physical, electronic, or digital.

Abusive conduct is malicious, knowing, intentional conduct that a reasonable person would find hostile, offensive, and unrelated to an employer's legitimate business interests. A single act shall not constitute abusive conduct, unless especially severe and egregious.

Abusive conduct may include repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person's work performance.

Reporting Violations of this Policy

If you are experiencing a violation of this policy as described above, or if you know of or suspect another workplace participant has experienced a violation of this policy, report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Safety Department, Compliance Department].

If you do not feel comfortable reporting to those above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Safety Department, Compliance Department or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience or witness a violation of this policy, you must make a reasonable effort to make the violation known to management as soon as you experience or discover it. Discussing the violation with, or reporting the violation to, any person not listed above does not constitute a report. The Leadership 2 Model Employee Handbook - Policies

Workplace Investigations A report of a violation of this policy made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of policy violations and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy will be subject to discipline, including termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g. your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Safety Department or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g. Human Resources Department, Personnel Department, EEO Department, Safety Department, Compliance Department, or the President, CEO, owner.] The Leadership 2 Model Employee Handbook - Policies

7.1.1 [Employer] and Safety

Safety is a priority. [Employer] is committed to providing a safe workplace for employees, as well as for [e.g., customers, visitors, clients].

Employees are required to wear required safety equipment, follow [Employer]’s safety guidelines, observe the safety procedures for the equipment they use, apply safety training, and report any safety violations, incidents, or concerns.

Reporting Safety Incidents and Concerns

Employees should immediately report safety policy violations, incidents or concerns, including any injury or near injury [or any potentially dangerous situation], to the [e.g., Safety Manager, Human Resources Department, Personnel Department, or the President, CEO, owner].

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

7.2.1 Preventing and Reporting Workplace Violence

Preventing workplace violence begins with the awareness that violence can occur anywhere and at anytime. Consequently, every person who interacts with [Employer’s] workplace is responsible for helping prevent violence.

What Is Workplace Violence?

Workplace violence can include:

 Verbal, written or physical threats of violence;  Assault and battery;  Attempted murder or murder;  Plots to damage a facility or to intimidate, hurt or kill employees or others who interact with the workplace; or  Other violent actions or crimes at work or during work-related events, directed toward an employee or workplace participant.

[Employer] prohibits all forms of violence. Any employee who threatens, conspires to commit, or commits a violent act is subject to discipline, including termination.

Reporting Threats, Suspicions, Concerns and Acts of Violence

Should life-threatening violence occur in the workplace, at a work event, or anywhere you perform your job duties, call [e.g., 911, law enforcement], and remove yourself from the threat immediately.

If you witness an act of violence using deadly or potentially deadly force, call [e.g., 911, law enforcement] and, if possible, inform [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department] at once, so long as you can do so without placing yourself or other workplace participants at risk.

If you have a reasonable suspicion that an act of violence is about to occur, call [e.g., 911, law enforcement] and, if possible, inform [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department].

If you have concerns that an employee or other workplace participant may commit an act of violence, or if you have heard rumors of potential violence from employees or others who interact with your workplace, you should contact [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department, 911, law enforcement].

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department, Security Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [Human Resources Department, Personnel Department, Safety Department, Security Department or the President, CEO, owner].

7.2.2 Domestic Violence

An employee, who is a victim of [e.g., domestic violence, sexual assault, or stalking] may take time off to obtain judicial relief or to help maintain the health, safety or welfare of the employee or his or her child, [including to obtain counseling]. Time off will be unpaid.

If you need time off because of [e.g., domestic violence, sexual assault, or stalking], you should notify your supervisor as soon as possible so that your absence may be accommodated. If advance notice is not possible, you must provide appropriate written certification of the reason for your absence upon your return to work.

[Employer] will make all reasonable efforts to maintain the confidentiality of any employee requesting time off on account of [e.g., domestic violence, sexual assault, or stalking].

Reporting Threats, Suspicions, Concerns and Acts of Violence, Whether Domestic or Other

Employer prohibits all forms of violence and threats of violence.

Should life-threatening violence occur in the workplace, at a work event, or anywhere you perform your job duties, call [e.g., 911, law enforcement], and remove yourself from the threat immediately.

If you witness an act of violence using deadly or potentially deadly force, call [e.g., 911, law enforcement] and, if possible, inform [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department] at once, so long as you can do so without placing yourself or other workplace participants at risk.

If you have a reasonable suspicion that an act of violence is about to occur, call [e.g., 911, law enforcement] and, if possible, inform [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department].

If you are aware of any possible threat of workplace violence, you are required to report what you know as soon as possible to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you have concerns that an employee or other workplace participant may commit an act of violence, or if you have heard rumors of potential violence from employees or others who interact with your workplace, you should contact [e.g., your manager, your supervisor, Human Resource Department, Personnel Department, Safety Department, Security Department, 911, law enforcement]. The Leadership 2 Model Employee Handbook - Policies

Reporting Violations of This Policy:

If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. Discussing or reporting acts that you believe violate this policy to any person not listed above does not constitute a report.

Retaliation Prohibited:

Retaliation can include, but is not limited to, harassment, discrimination, bullying or any other unfair treatment or abuse of power.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting, but to help prevent retaliation from continuing, you must report it.

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith report of a violation of this policy, or for assisting in an investigation of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to, harassment, discrimination, or other unfair treatment or abuse of power.

Workplace Investigations: A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the person’s employment history, including any similar reports of prior violations and/or retaliation.

Knowingly False Reports Prohibited: The Leadership 2 Model Employee Handbook - Policies

Questions About This Policy:

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with [e.g., the person, the persons, the department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

7.3.1 Weapon-Free Workplace

[Employer] prohibits possession or use of dangerous weapons on Employer’s property.

This policy applies to all employees, applicants, and third party participants in the workplace including, but is not limited to [e.g., visitors, vendors, family members, clients, customers].

A license to carry a weapon on Employer’s property does not supersede this policy, unless the employee or workplace participant has received written, approval in advance from [Employer] and/or the weapon is necessary to perform a job function.

Your state law may allow you to have your firearms, such as in your locked, personal car parked on Employer’s property under certain circumstances. Check with [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department, Security Department] for details. The rules vary from state to state and have exceptions.

Employer’s property includes all Employer’s owned or leased buildings and surrounding areas, including parking lots, as well as within [Employer]’s vehicles, leased or owned.

Weapons Prohibited

Prohibited weapons include, but are not limited to, firearms of any sort; air guns; stun guns, like TASERS, or other stun devices; knives with blades longer than [e.g., three, four] inches; explosive material, including fireworks; brass knuckles or other fighting instruments; martial arts weapons such as nunchucks or throwing stars; and all other dangerous weaponry.

Employees or workplace participants who are found to have violated this policy will be subject to discipline up to and including termination and/or removal from [Employer]’s property.

Reporting Weapons

If you know of a violation of this policy or reasonably suspect a violation of this policy, and you have reasonable suspicion that potential imminent violence could occur, call [e.g., 911, law enforcement] immediately and, if possible, inform [e.g., the Safety Director, your manager, your supervisor, Human Resources Department, Personnel Department, Security Department] at once.

If you know of, or have heard of a violation of this policy, but you do not reasonably believe that violence is imminent, you should contact [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department, Security Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department, Security Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

7.4.1 Child Safety

[Employer] is dedicated to providing a child-safe environment for all children who participate in, or interact with, its workplace[s].

Responsible adults understand that minors are vulnerable to abuse from adults and other children, and that all safe adults, not just parents and guardians, must make a concerted effort to create and maintain child-safe environments.

[Employer] considers any person who meets the requirements of being a minor under state or local law is considered a minor under this policy. [In absence of a state or local law, [Employer] defines a minor as any person younger than 18 years of age.]

What Is Child Abuse?

Child abuse includes physical, emotional and sexual abuse and/or neglect of minors.

Child sexual abuse can include unwanted and unnecessary touching or fondling of minors; voyeurism; exposing minors to sexual acts or pornography; requests for or offers of sex to a minor; solicitation of sex from minors; sexual exploitation of minors; lewdness or exposing private body parts to a minor; taking nude photographs of minors without proper consent or for illegal purposes; and other sexual acts with minors such as intercourse, penetration, rape, incest and sodomy.

Both child abuse and child sexual abuse are serious crimes.

Relationships With Minors Prohibited

Employees are prohibited from having any type of sexual relationship with a minor even if the minor or his or her parent(s) provide their express consent.

Employees and other workplace participants who are discovered to have committed or are reasonably suspected of committing child abuse will be reported to the proper legal authorities and subject to termination.

Proper Interaction With Minors

[Employer] demands that all employees and workplace participants interact with minors in a safe and proper manner including:

 Eliminating [Limiting] the times they are alone with minors without other safe adults being present, accessible or in view;  Never being with a minor in a concealed area, including a locked room or a place where other adults cannot see or hear an adult’s interaction with a minor or minors; The Leadership 2 Model Employee Handbook - Policies

 Never hosting an event for minors or inviting minors to their home unless such hosting or invitation is part of an approved [Employer] function;  Never inviting minors [,not of family relation,] to their home without the presence of the minor’s guardians, parents or multiple safe adults as part of an approved function;  Never entering a home with a minor [, not of family relation,] unless the minor’s guardians or parents are present [and/or without the guardian or parent’s consent];  Never giving a minor a gift or money without the consent of [Employer] [and the guardian or parents of the minor];  Never providing drugs or alcohol to minors or purchasing drugs or alcohol for minors;  [Never going to an event with a minor without receiving the written consent of the minor’s guardian or parents [and [Employer]];  [Never providing transportation to a minor or minors without approval of [Employer] [and/or consent of the minor’s guardians or parents][and without other safe adults being present]];  [Never taking photographs or capturing digital images of a minor without receiving the written consent of the minor’s guardian or parents [and [Employer]]; or  [Never communicating to a minor on matters unrelated to performance of your job duties; in an unprofessional manner; or inappropriately via phone, letter, by electronic or any digital means, including, but not limited to, instant messaging, email, in a chat room [without the consent of the minor’s guardians or parents].]

Reporting Suspected Child Abuse

If you have a reasonable suspicion that child abuse is occurring or that a minor is in danger, you must immediately report the abuse to [e.g., proper legal authorities, Department of Human Services]. If the child abuse is occurring at work or by an employee or other workplace participant you must immediately report to the [e.g., proper legal authorities, Department of Human Services] and as soon as possible to [Employer].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department, Security Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies The Leadership 2 Model Employee Handbook - Policies

7.5.1 Substance Abuse (Restricted)

[Employer] is committed to safety. Therefore, the abuse of drugs or alcohol by employees, and others who interact with [Employer]’s workplace is prohibited.

[Employer] prohibits:

 The use, possession or selling of illegal drugs on [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties or functions;  The abuse or improper consumption of alcohol on [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties;  The improper use, possession or selling of any drug, including prescription or over- the-counter medication, on the [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties or functions; and  Being under the negative influence of drugs (illegal or otherwise) or alcohol on [Employer]’s premises, in [Employer]’s vehicles or while performing a job function.

Prescription and Over-the-Counter Medications

Employees are permitted proper use of prescription or over-the-counter medications so long as their use does not impair their work or create a safety risk to the employee and others who interact with the employee. Employees [e.g., are encouraged, must] make the [e.g., Human Resources Department, Personnel Department, Safety Department] aware if they are taking medication that will impair their ability to work productively or safely.

Alcohol Consumption

Employees may not drink alcohol on workplace premises unless permitted by [Employer]. Employees who drink alcohol at work-related events or functions must do so responsibly. Intoxication, driving under the influence, and other acts that are a result of alcohol abuse while at a work-related event or performing a work-related function are strictly prohibited and can lead to discipline, including termination.

If you are aware of or suspect a violation of this policy, you must report immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

Please note that you are not required to confront the person or persons who have given you reason to report. Discussing or reporting violations of this policy to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power.

If you believe you or another are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

7.5.2 Substance Abuse (Prohibited)

[Employer] is committed to safety. Therefore, the abuse of drugs or alcohol by employees, [volunteers] and others who interact with [Employer]’s workplace is prohibited.

[Employer] prohibits:

 The use, possession or sale of illegal drugs on [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties or functions;  The use, possession, sale of alcohol on [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties;  The improper use, possession or sale of any drug, including prescription or over-the- counter medication, on the [Employer]’s premises, in [Employer]’s vehicles or while performing one’s job duties or functions; and  Being under the negative influence of drugs (illegal or otherwise) or alcohol on [Employer]’s premises, in [Employer]’s vehicles or while performing a job function.

Prescription and Over-the-Counter Medications

Employees are permitted proper use of prescription or over-the-counter medications so long as their use does not impair their work or create a safety risk to the employee and others who interact with the employee. Employees [are encouraged to, must] make the [e.g., Safety Department, Human Resources Department, Personnel Department] aware if they are taking medication that will impair their ability to work productively or safely.

If you are aware of, or suspect, a violation of this policy by another employee or workplace participant, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Safety Department, or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you are aware of, or suspect, a violation of this policy by another employee or workplace participant, you must make a reasonable effort to make the violation known as soon as you discover it. Discussing or reporting violations of this policy to any person not listed above does not constitute a report.

If you believe you or another are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

7.6.1 Substance Abuse Testing

To enhance workplace safety, [Employer] may test employees for drugs or alcohol at the following times:

 Pre-employment: after acceptance of a new [e.g., position, title, job] but before work begins;  To comply with state or federal laws, such as the U.S. Department of Transportation regulations, Drug-Free Workplace laws, or state workers’ compensation laws;  After work-related accidents, incidents, or illness in situations in which employee drug use is likely to have contributed to the incident, and for which the drug test can accurately identify impairment caused by drug use;  If [Employer] [management] has reasonable cause to suspect that an employee is impaired because of drug or alcohol use in violation of [Employer]’s [Substance Abuse] policy.

Follow-Up Testing

[Employees who test positive for alcohol or drug abuse may request a second test [at their own expense], if circumstances permit.] [If a second test proves that the first test was incorrect, [Employer] will reimburse the applicant/employee the cost of the test.]

[Employees who have tested positive in the past [will, may] be retested every [e.g., three, six, twelve] months for the following [e.g., one, two, three] years after testing positive.]

If you are aware of, or suspect, a violation of this policy by another employee or workplace participant, you should report it within a reasonable time to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you are aware of, or suspect, a violation of this policy by another employee or workplace participant, you should make a reasonable effort to make the violation known within a reasonable time. Discussing or reporting violations of this policy to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to harassment, discrimination, threats of retaliation, or any other unfair treatment or abuse of power.

If you believe you or another are being subjected to retaliation, or being threatened with retaliation, for reporting a violation of this policy, or participating in an investigation of this policy, or being subjected to this policy, you should report the retaliation within a reasonable time in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you should report it.

Workplace Investigations A report of retaliation that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited

7.7.1 Smoking and Nicotine-Containing Products (Restricted)

Research proves that smoking and secondhand smoke are dangerous to the health of the smoker and to those who are exposed to smoke. Research continues on use of e- cigarettes, but preliminary studies show they deliver carcinogens and other irritants to the lungs, contributing to asthma, heart disease, and antibiotic-resistant infections.

In order to encourage health and protect all employees and other workplace participants, [Employer] prohibits smoking and use of other tobacco [or nicotine-containing products such as e-cigarettes] in [Employer]’s buildings, [in [Employer]’s vehicles] or [while performing job duties on behalf of [Employer]].

Smoking Areas

Employees are not permitted to smoke or use e-cigarettes (“vape”) on [Employer]’s property except in designated smoking areas. Employees who do smoke or vape in designated areas [are encouraged to be respectful of others including extinguishing and not lighting [cigarettes or other lawful smoking material, before leaving or entering the designated smoking area]. [Employees [must, are encouraged] not to smoke or vape in areas [within [insert number of feet] of] next to] exits and entrances of [[Employer]’s] buildings].

Smoking or vaping is permitted during breaks in the following areas:

 [Outside of [Employer]’s buildings in areas marked for smoking];  [On the west side of Building A];  [In [Employer]’s parking lot];  [Areas designated by the building owners]; or  [In employee’s own vehicle].

Smoking and E-cigarette Safety

To lower the risk of fires and to keep [Employer]’s property clean, employees who smoke must extinguish their smoking waste properly in designated smoking waste material receptacles. The liquid nicotine used in e-cigarettes is a poison. The American Association of Poison Control Centers recommends the following safety steps:  Protect your skin when handling the products.  Always keep e-cigarettes and liquid nicotine locked up and out of the reach of children.  Follow the specific disposal instructions on the label.  If you think someone has been exposed to an e-cigarette or liquid nicotine, call your local poison center at 1-800-222-1222 immediately. The Leadership 2 Model Employee Handbook - Policies

7.7.2 Smoking and Nicotine-Containing Products (Prohibited)

Research proves that smoking and secondhand smoke are dangerous to the health of the smoker and to those who are exposed to smoke.

In order to protect all employees and other workplace participants, [Employer] prohibits smoking and use of other tobacco [or nicotine-containing products such as e-cigarettes] on [Employer]’s property, in [Employer]’s vehicles or while performing job duties on behalf of [Employer].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. The Leadership 2 Model Employee Handbook - Policies

7.7.3 E-Cigarettes (Restricted)

[Employer] prohibits use of e-cigarettes (“vaping”) in [Employer]’s buildings, [in [Employer]’s vehicles] or [while performing job duties on behalf of [Employer]].

Smoking Areas

Employees are not permitted to use e-cigarettes on [Employer]’s property except in designated [e.g., vaping, smoking areas]. Employees who do use e-cigarettes in designated areas [are encouraged to be respectful of others including extinguishing and not lighting up, before leaving or entering the designated area]. [Employees [must, are encouraged] not to use e-cigarettes in areas [within [insert number of feet] of] next to] exits and entrances of [[Employer]’s] buildings].

Use of e-cigarettes is permitted during breaks in the following areas:

 [Outside of [Employer]’s buildings in designated areas];  [On the west side of Building A];  [In [Employer]’s parking lot];  [Areas designated by the building owners]; or  [In employee’s own vehicle].

E-Cigarette Safety

The liquid nicotine in an e-cigarette is a known dangerous poison and should not be ingested or be in contact with skin. Therefore, no nicotine refill bottles are allowed the workplace. Do not dispose of your used nicotine bottles or e-cigarette in any trash receptacle on [Employer]’s premises or property.

If you have questions, suggestions, or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

7.7.4 E-Cigarettes (Prohibited)

[Employer] prohibits use of e-cigarettes (“vaping”) in [Employer]’s buildings, [in [Employer]’s vehicles] or [while performing job duties on behalf of [Employer]].

Smoking Areas

Use of e-cigarettes is permitted during breaks in the following areas:

 [In [Employer]’s parking lot]  [In employee’s own vehicle].

E-Cigarette Safety

The liquid nicotine in an e-cigarette is a known dangerous poison and should not be ingested or be in contact with skin. Therefore, no nicotine refill bottles or other nicotine containers are allowed the workplace. Do not dispose of nicotine in [Employer]’s trash receptacles.

7.8.1 Tobacco Use (Restricted)

Research proves that use of tobacco, including cigarettes, cigars, snuff and chewing tobacco, is dangerous to a user’s health. Research has also proven that secondhand smoke is dangerous to those exposed to it.

In order to protect all employees and other workplace participants, [Employer] prohibits the use of tobacco products [including products containing nicotine] on [Employer]’s property, in [Employer]’s vehicles or while performing job duties on behalf of [Employer]. This includes use of e-cigarettes.

Designated Tobacco Use Areas

Employees are not permitted to smoke or use tobacco on [Employer]’s property except in designated areas. Employees who do use tobacco in designated areas are encouraged to be respectful of others. [Employees [must, are encouraged] not to use tobacco in areas next to exits and entrances of Employer]’s buildings].

Tobacco is permitted during breaks in the following areas:

 [Outside of [Employer]’s buildings in areas marked for smoking];  [On the west side of Building A];  [In [Employer]’s parking lot];  [Areas designated by the building owners]; or  [In employee’s own vehicle].

Tobacco Safety

To lower the risk of fires and to keep [Employer]’s property clean, employees who smoke must extinguish their cigarettes or other tobacco material properly and place the remains in designated smoking waste receptacles.

7.8.2 Tobacco Use (Prohibited)

Research proves that use of tobacco, including cigarettes, cigars, snuff and chewing tobacco, is dangerous to a user’s health. Research has also proven that secondhand smoke is dangerous to those exposed to it.

In order to protect all employees and other workplace participants, [Employer] prohibits the use of tobacco products [including products containing nicotine] [Employer]’s property, in [Employer]’s vehicles or while performing job duties on behalf of [Employer]. This includes use of e-cigarettes.

7.9.1 Safe Driving

Safe driving of [Employer]’s vehicles or your own vehicle while conducting [Employer]’s business is important for safety and for preserving health and life.

To prevent vehicular accidents, [Employer] prohibits the following acts while driving [Employer]’s vehicles or while driving any other vehicle while performing your job duties:

 Driving under the influence of alcohol or drugs;  Operating any vehicle without proper license;  Speeding;  Operating a vehicle carelessly, negligently, improperly, illegally or outside recommended safety protocols;  Driving a vehicle without using a seat belt, shoulder belt or other safety harness;  Texting while driving or otherwise using a hand held device;  [Operating a vehicle while holding or physically operating a cellular phone or other device unnecessary to the operation of the vehicle]; and  [Turning off or dismantling vehicle safety devices, like airbags].

Any decision requiring whether or not a vehicle has been driven carelessly is at the sole discretion of [Employer]. An operator is considered to have operated a vehicle carelessly if he or she:

 Texts while driving or uses a hand held device;  [Is operating a vehicle while holding or physically operating a cellular phone or other device unnecessary to the operation of the vehicle];  [Operating a vehicle while eating, writing, reading or performing other functions that reduce the driver’s awareness or ability to control the vehicle];  [Looks away or down while driving or otherwise becomes distracted while operating a vehicle];  [Passes another vehicle in a no pass lane or in the wrong lane];  [Tailgates another vehicle];  [Drives too fast or aggressively during poor conditions, like rain or snow];  [Is ticketed by law enforcement after an accident]; or  [Operates a vehicle while sleepy, overly fatigued, or with an illness or condition that impairs or could impair motor skills and judgment].

[It is not considered careless to drive and speak on a hands-free device for a cellular phone so long as the employee is not distracted while using that device, both hands are on the steering wheel, and eyes are focused on the road.] The Leadership 2 Model Employee Handbook - Policies

Driving a vehicle carelessly is not permitted and will [could] result in discipline including, but not limited to, termination of employment.

[Reporting Careless Driving

If you know or suspect another employee or workplace participant is violating this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

Please note that you are not required to confront the person or persons who have given you reason to report. Discussing or reporting acts of careless driving to any person not listed above does not constitute a report of wrongdoing.

If you believe you are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith complaint of a violation of this policy, or for assisting in an investigation of a complaint of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to, harassment, discrimination, bullying or any other unfair treatment or abuse of power.

False Claims Prohibited

Any employee or workplace participant who makes a knowingly false claim of a violation of this policy will be subject to discipline or termination.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department]. The Leadership 2 Model Employee Handbook - Policies

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner.]

7.10.1 Carelessness

[Employer] understands that accidents can happen even in the safest work environment. However, many accidents are preventable when safety is a priority.

Safe Work Habits

[Employer] expects employees to not only take into consideration their own safety and well- being, but also to consider the safety and well-being of other employees and other workplace participants, such as [e.g., customers, clients, volunteers, members of the public, vendors].

To prevent accidents, employees must work safely, including:

 [Following the instructions, procedures and guidelines for all machinery, chemicals, materials and anything else that can cause bodily injury or harm];  [Utilizing machinery in a safe manner and as intended];  [Using proper lifting techniques, especially when lifting anything over [e.g., 10, 15, 20, 30 pounds];  [Asking for assistance from others before handling oversized or heavy material, equipment, furniture or supplies];  [Driving safely and abiding by all driving laws, regulations and [Employer]’s driving policies];  [Using proper ladders and scaling equipment when climbing];  [Never overstuffing, improperly stacking, or climbing upon file cabinets];  [Not running in the workplace unless necessary];  [Extinguishing all open flames];  [Turning off any machinery that creates a fire risk];  [Using common sense]; and  [Making safety a priority].

Prohibited Acts The Leadership 2 Model Employee Handbook - Policies

Strictly prohibited are intentional acts that are meant to cause or could reasonably be expected to cause harm or embarrassment to other employees or workplace participants including:

 [Fighting];  [Tripping];  [Horseplay];  [Wrestling or other rough play];  [Setting off fireworks]; and  [Practical jokes].

If you know or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department].

Please note that you are not required to confront the person or persons who have given you reason to report. Discussing or reporting acts of careless driving to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power.

If you believe you or another are being subjected to retaliation for reporting a violation of this policy, or participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the The Leadership 2 Model Employee Handbook - Policies allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations and/or retaliation.

False Claims Prohibited

Any employee or workplace participant who makes a knowingly false claim of a violation of this policy or retaliation will be subject to discipline or termination.

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. 8.1.1 Work Hours

Work hours are:

 [e.g., 8:00 a.m. to 5:00 p.m. Monday through Friday]  [e.g., 8:00 a.m. to 5:00 p.m. Monday through Saturday and 11:00 a.m. to 5:00 p.m. on Sundays]  [e.g., Shifts o Shift One- ___a.m. to ___ p.m. o Shift Two- ___ p.m. to ____ p.m. (midnight) o Shift Three- ____ p.m. to ____ a.m.]

Your Work Schedule

[[Employer] [will provide, has provided] you [a letter, a form] stating your specific work schedule.]

[[e.g., Your manager, your supervisor, Human Resources Department, Personnel Department] will determine your work schedule.]

[e.g., [Employer], Human Resources, management] will post schedules [for non-exempt] employees each [e.g., Monday, Tuesday] in the [e.g., break room, lunch room, locker room].]

Requests To Change Your Schedule

Requests to change your work schedule must be made to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] [in writing] and approved by [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] prior to changing your schedule.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner].

8.2.1 Attendance

Attending work when scheduled is an essential job function of [almost, every] job and an essential requirement of every position.

Tardiness and Absenteeism

If you are unable to meet your start time to begin work, you will be considered tardy. If you miss [e.g., two hours, three hours, five hours, all] of your scheduled time for the workday, you will be considered absent.

Notice of Tardiness or Being Absent

If you are unable to meet the start time to begin work or if you are going to miss your scheduled work period, it is your responsibility to provide notice to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] as soon as you know that you will be tardy or absent. You should provide a reason for why you will be tardy or absent, and, if tardy, the time you expect to arrive at work.

[It is within the discretion of [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] to ask for proof of the reason for your tardiness or absence].

Excused and Unexcused Tardiness or Absence

All employees are required to make an effort to avoid unexcused tardiness and absence. Failure to provide notice of tardiness or to provide notice of being absent within [e.g., 24, 36] hours will classify your tardiness or absenteeism as unexcused and may lead to discipline. [Being absent for [e.g., two, three] consecutive scheduled periods without reporting to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] [will] [may] [e.g., lead to termination for failure to report to work, be considered a voluntary resignation of your employment].

Whether tardiness or absenteeism is excused or unexcused is at the discretion of [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] and is considered on a case-by-case basis. Nothing in this policy is intended to alter any rights or obligations you may have under the NLRA, the Family and Medical Leave Act or the Americans with Disabilities Act, or your state’s versions of either act.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department]. [If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.3.1 Overtime

Overtime is any time worked over [e.g., 40 hours a week, 8 hours a day]. For all overtime worked, [Employer] pays eligible employees one and one-half (1.5) their regular pay rate.

Eligibility for Overtime

Non-exempt employees are eligible for overtime pay. Exempt employees are not eligible for overtime pay.

Please contact [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] if you have questions regarding your overtime eligibility.

Notice to Work Overtime

[Employer] determines whether overtime hours are necessary. Overtime hours are worked “as needed” by [Employer] and are not guaranteed.

Your [e.g., manager, supervisor, Human Resources Department, Personnel Department] will try to provide reasonable notice to you if you are needed to work overtime. Please know that situations may arise making reasonable notice difficult to provide, however.

[An unreasonable refusal to work overtime can lead to discipline and [e.g., may, will] be taken into consideration during performance reviews and allotting overtime hours in the future.]

Approval to Work Overtime

[Employer] pays for all overtime that is worked. However, working overtime without [written] prior approval or knowledge from [e.g., your manager, your supervisor, Human Resources Department, Personnel Department] may lead to an investigation as to why overtime was worked. [Working overtime without prior approval or management’s knowledge may lead to curtailing future opportunities to work overtime.] No matter whether approval is sought or not, overtime worked will be compensated at the overtime rate regardless of the circumstances.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.4.1 Background Checks

A background check is a process whereby [Employer] gathers information from third party sources regarding [e.g., an applicant’s, an employee’s, a volunteer’s] personal and work history. Background checks can include, as appropriate to the job position: [e.g., reviewing driving records, criminal convictions, prior employment history, reference checks, academic history, educational credentials, credit history, sex offender registries, social media and other websites] as well as conducting interviews of people who know you and your past.

Background checks help determine the [e.g., applicant’s, employee’s, volunteer’s] ability to perform a job, specific job function or whether the [e.g., applicant, employee, volunteer] poses a risk to [e.g., [Employer], employees, volunteers, children] and others who participate in, or interact with, our workplace.

Authorization and Notice

[Employer] will provide a form for you to sign to authorize [Employer] to obtain background information on you, whether on its own or through third parties. You will be given a copy of a third party report as defined under the Fair Credit Reporting Act and a description of your rights and duties. You will have a reasonable period of time in which to respond to any information in the report that you dispute.

Information gained from a background check will be held in confidence and shared with management only on a need-to-know basis. Nothing in this policy is intended to curtail your rights or obligations under the Fair Credit Reporting Act, Title VII of the Civil Rights Act of 1964, HIPAA, ADA, or GINA.

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.5.1 Work Performance Counseling

Great teamwork begins with understanding your contribution to the team and how you can improve your performance. Therefore, [Employer] encourages our [e.g., managers, supervisors] to provide continual and ongoing work performance counseling.

When and how the work counseling is performed is at the discretion of your [e.g., manager, supervisor].

[Employer] also strongly encourages you to ask for feedback on your performance and how you can improve.

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy, or any policy, whether appended to this document or not, is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.5.2 Work Performance Counseling, Commendations and Warnings

Great teamwork begins with understanding how you are benefiting the team. Therefore, [Employer] encourages our [e.g., managers, supervisors] to provide continual and ongoing work performance counseling.

When and how the counseling is performed is at the discretion of your [e.g., manager, supervisor].

[Employer] also strongly encourages you to ask for feedback on your work performance from your [e.g., manager, supervisor] and how you can improve.

Commendations

When your work performance consistently outpaces the norm or when you perform a task, act, or service beyond expectation, management has the discretion to write a commendation [for your employment file] that acknowledges your positive contribution.

Commendations make [Employer] and management aware that your contribution was worth noting in writing [and commendations are a positive reminder of your contribution at the time of your evaluation].

Warnings

A warning is a form of counseling. It is notice that you must discontinue some action or take action immediately.

Warnings, as a form of counseling, are not considered negative. However, more than one warning regarding the same behavior or warnings on a variety of behaviors or actions can lead to a reprimand, negative evaluation, or even termination.

[Managers have the discretion of offering two types of warnings: verbal and written. At the discretion of your [e.g., manager, supervisor], a verbal warning can be memorialized into writing and put into your employment file.]

[Written warnings are warnings signed by the [e.g., manager, supervisor] [and read to you prior to being placed into the file].]

Whether or not a warning is placed into your file is at the discretion of management. Warnings are not a prerequisite before the issuance of a reprimand or termination.

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy, or any policy, whether appended to this document or not, is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.5.3 Work Performance Evaluations (Short)

Feedback on your performance is important for job growth and productivity. For that reason, [Employer] [will, may] perform, at its discretion, an evaluation of your work performance [e.g, as needed, as necessary].

Your [e.g., manager, supervisor, management, Human Resources Department, Personnel Department] will perform the evaluation. Evaluation ratings are at the sole discretion of management.

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy, or any other policy whether appended to this document or not, is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.5.4 Work Performance Evaluations (Long)

Feedback on your performance is important for job growth and productivity. For that reason, [Employer] [will, may] perform work performance evaluations.

Evaluation Period

[Employer] [will, may] perform an individualized evaluation of job performance [e.g., every year, every six months].

[New employees will receive an evaluation after [e.g., six months, six weeks, 12 weeks]. The evaluation does not affect or alter the new employee’s classification or status as an at- will employee].

Evaluation Concerns

Your [e.g., manager, supervisor, management, Human Resources Department, Personnel Department] will perform the evaluation. Evaluation ratings are at the sole discretion of management.

If for some reason you believe your evaluation was not done properly or fairly, please contact the [e.g., Human Resources Department, Personnel Department]. The [e.g., Human Resources Department, Personnel Department] will listen to your concerns and make a determination regarding what actions, if any, are necessary.

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy, or any other policy whether appended to this document or not, is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.6.1 Discipline (Standard)

[Employer] wants every employee to contribute and grow while working for [Employer].

Therefore, each employee is expected to work in a cooperative manner with management, coworkers, third party workplace participants, customers, and vendors. Each employee is expected to abide by [Employer]’s policies and to cooperate in any investigation [Employer] may undertake.

Being insubordinate, threatening, intimidating, disrespectful or assaulting a manager, supervisor, coworker, third party workplace participant, customer or vendor will result in discipline.

Whether or not disciplinary measures are invoked is at the discretion of management. Below are some of the discipline measures management has the option to choose from when it believes discipline is necessary.

Please note that management may choose any or none of the steps at its discretion and is not required to follow any step-by-step procedure.

[Disciplinary] Warning

A [disciplinary] warning is a form of discipline and notification that you should discontinue some action or take action immediately. For example, should you fail to follow your [e.g., manager’s, supervisor’s] instructions or violate a provision of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], you may receive a [disciplinary] warning.

More than one [disciplinary] warning can lead to another form of discipline; for example, a reprimand, negative evaluation, or even termination.

[Managers have the discretion of offering two types of [disciplinary] warnings: verbal and written. At his or her discretion, a [e.g., manager, supervisor] can memorialize a verbal warning in writing and place it in your employee file.]

[Written [disciplinary] warnings are warnings signed by the [e.g., manager, supervisor] and communicated to you. Written [disciplinary] warnings are placed in your employment file for future reference.]

[[Disciplinary] warnings are not a prerequisite before issuance of a reprimand or termination of your employment.]

Reprimand

A reprimand is a form of discipline that is more serious than a [disciplinary] warning. A reprimand is a written rebuke or admonishment for an action taken or not taken. It is signed by management [and acknowledged by you] and placed in your employment file.

Whether or not a reprimand is issued is at the discretion of management. No counseling or warning is required on the part of management before a reprimand is issued.

[Reprimands are reviewed for determining an employee’s contribution to [Employer] during evaluations and for other important employer decisions.]

Suspension Without Pay

At management’s discretion, employees may be suspended without pay for a period of time as a consequence for an action taken or not taken. During this time, an employee is not permitted to work for [Employer], and no wage or salary is provided for the time the employee is suspended.

[In addition to suspension without pay, a reprimand is placed in the employee’s employment file.]

Whether or not a suspension without pay is levied is at the discretion of management. No counseling, [disciplinary] warning or other form of discipline is required on the part of management before a suspension without pay is issued.

[Suspensions without pay are reviewed for determining an employee’s contribution to [Employer] during evaluations and for other important employer decisions.]

Reporting Unfair Discipline

If you believe you are being disciplined unfairly or in a discriminatory manner [or that your discipline constitutes abuse, including abuse of power], you should report your concerns immediately to your [e.g., Human Resources Department, Personnel Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience what you believe is unfair or discriminatory discipline, you must make a reasonable effort to make the wrong known as soon as you experience or discover it. Discussing or reporting acts of unfair or discriminatory discipline to any person not listed above does not constitute a report.

Good faith reports of unfair, discriminatory, or abusive discipline will be managed with the attention they deserve, including an appropriate investigation of the charges. Knowingly false reports of unfair, discriminatory, or abusive discipline can lead to more discipline, including termination.

If you do not feel comfortable reporting as listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If for any reason you do not want to discuss the matter with those listed above, you may report the matter to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy or any other policy whether appended to this document or not, is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.6.2 Discipline (Progressive)

[Employer] wants every employee to contribute and grow while working for [Employer].

Therefore, each employee is expected to work in a cooperative manner with management, coworkers, third party workplace participants, customers, and vendors. Each employee is expected to abide by [Employer]’s policies and to cooperate in any investigation [Employer] may undertake.

Being insubordinate, threatening, intimidating, disrespectful or assaulting a manager, supervisor, coworker, third party workplace participant, customer or vendor will result in discipline.

Whether or not disciplinary measures are invoked is at the discretion of management. Below are some of the discipline measures management has the option to choose from when it believes discipline is necessary.

Please note that management may choose any or none of the steps at its discretion and is not required to follow any step-by-step procedure.

[Disciplinary] Warning

A [disciplinary] warning is a form of discipline and notification that you should discontinue some action or take action immediately. For example, should you fail to follow your [e.g., manager’s, supervisor’s] instructions or violate a provision of this [e.g., employee handbook, handbook, manual, policy manual, policy guideline], you may receive a [disciplinary] warning.

More than one [disciplinary] warning can lead to a reprimand, negative evaluation, or even termination.

[Managers have the discretion of offering two types of [disciplinary] warnings: verbal and written. At his or her discretion, a [e.g., manager, supervisor] can memorialize a verbal warning in writing and place it in your employee file.]

[Written [disciplinary] warnings are warnings signed by a [e.g., manager, supervisor] and communicated to you. Whether or not a warning is placed into your file is at the discretion of management. [Written [disciplinary] warnings are placed in your employment file for future reference].]

[[Disciplinary] warnings are not a prerequisite before issuance of a reprimand or termination of your employment.]

Reprimand A reprimand is a form of discipline that is more serious than a [disciplinary] warning. A reprimand is a written rebuke or admonishment for an action taken or not taken. It is signed by management [and acknowledged by you] and is placed in your employment file.

Whether or not a reprimand is issued is at the discretion of management. No counseling or warning is required on the part of management before a reprimand is issued.

[Reprimands are reviewed for determining an employee’s contribution to [Employer] during evaluations and for other important employer decisions.]

Suspension Without Pay

At management’s discretion, employees may be suspended without pay for a period of time as a consequence for an action taken or not taken. During this time, an employee is not permitted to work for [Employer] and no wage or salary is provided for the time the employee is suspended.

[In addition to suspension without pay, a reprimand is placed in the employee’s employment file.]

Whether or not a suspension without pay is levied is at the discretion of management. No counseling, [disciplinary] warning or other form of discipline is required on the part of management before a suspension without pay is issued.

[Suspensions without pay are reviewed for determining an employee’s contribution to [Employer] during evaluations and for other important employer decisions.]

Progressive Discipline

Management may discipline an employee in the manner it determines is best and terminate the employment relationship at any time with or without warning or notice, even if an employee is being, or has in the past been, progressively disciplined for the same offense.

Even so, it is the desire of [Employer] to discipline employees in a constructive and progressive manner. If circumstances permit, management has the discretion whether to follow a progressive discipline process before terminating an employee. An example of a progressive discipline process is listed below:

 First offense - [e.g., Warning, Disciplinary Warning];  Second offense - [e.g., Disciplinary Warning, Reprimand];  Third offense - [e.g., Reprimand, Suspension without Pay];  Fourth offense - [e.g., Suspension without Pay, Termination].

Reporting Unfair Discipline If you believe that you or another are being disciplined unfairly or in a discriminatory manner [or that your discipline constitute abuse, including abuse of power], you should report your concerns immediately to your [e.g., Human Resources Department, Personnel Department, Compliance Department].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience what you believe is unfair discipline, you must make a reasonable effort to make the wrong known as soon as you experience or discover it. Discussing or reporting acts of unfair discipline to any person not listed above does not constitute a report.

Good faith reports of unfair, discriminatory, or abusive discipline will be managed with the attention they deserve, including an appropriate investigation of the charges. Knowingly false reports of abuse can lead to more discipline, including termination.

If you do not feel comfortable reporting as listed above, or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If for any reason you do not want to discuss the matter with those listed above, you may report the matter to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner].

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy or any policy whether appended to this document or not is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner].

8.6.3 Termination of At-Will Employment

[Employer] expects its relationship with its employees to be beneficial for both parties. When circumstances occur that make the relationship less than mutually beneficial, [Employer] or you have the option to terminate the employment relationship.

At-Will Employment

Please note you are an at-will employee and nothing in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or this particular policy or any policy whether appended to this document or not is intended to, or shall, constitute any type of contract requiring certain actions be taken before termination. [Employer] has the right to terminate your employment at any time and for any lawful reason with or without any form of counseling, warning, reprimand or even if you have commendations or positive employee evaluations in your file. Likewise, you may terminate your employment with [Employer] at any time and for any reason.

[Employer] may classify terminations as they occur. The following are the different termination classifications:

Resignation

A resignation is when an employee terminates his or her employment on his or her own accord.

Although notice of termination is not required, an employee who provides written reasonable notice [e.g., 15-day, 30-day, 45-day] written notice of resignation may be considered for reemployment with [Employer] so long as the employee’s employment record with [Employer] is satisfactory. Whether an employee’s record with [Employer] is satisfactory or whether reemployment will occur are at the discretion of management.]]

Voluntary Termination (by employee)

A voluntary termination is when an employee terminates his or her employment without notice.

For example, employees who do not work when scheduled [e.g., after one, two, three work days] and do not provide a reasonable explanation or cause for the absenteeism are considered to have voluntarily terminated their employment. Nothing in this policy is intended to curtail any rights or obligations you may have under the Family and Medical Leave Act or the Americans with Disabilities Act.

At its discretion, [Employer] may rescind any voluntary termination so long as it is determined the employee acted in good faith and has a reasonable explanation or cause for not working when scheduled. [Employees who voluntarily terminate their employment are not eligible for rehire.]]

Reduction-in-Force

Situations or conditions, economic or otherwise, may require [Employer] to institute a reduction-in-force (RIF). Employees who are subject to the RIF are eligible for rehire solely at the discretion of management. Rehiring after a RIF is not guaranteed.

Involuntary Termination (by employer)

An involuntary termination is when management terminates the employment relationship. Management may terminate employment at any time for any legal reason with or without warning or notice.

Employees who are involuntarily terminated are not eligible for reemployment.

At its discretion, management may rescind an involuntary termination if reasonable explanation or cause exists to do so.

Reporting Wrongful Termination

If you believe that you or another were terminated unfairly, wrongly or in a discriminatory manner [or that your termination constituted abuse, including abuse of power], you should report your concerns immediately to the [e.g., Human Resources Department, EEO Department, Personnel Department, Compliance Department]. You do not have to confront the person who performed the termination to make a report.

Reporting Discrimination

If you believe your termination was discriminatory on the basis of race, color, national origin, religion, sex, sexual orientation, age, pregnancy, disability, marital status, military status, genetic information, [insert status] or any other status or condition protected by applicable federal, state or local laws or if you know of or suspect a wrongful, discriminatory termination of another, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, Compliance Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner.]

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience wrongdoing, like a wrongful, discriminatory termination, you must make a reasonable effort to make it known as soon as you experience or discover it. Discussing or reporting acts of discrimination to any person not listed above does not constitute a report.

Retaliation can include, but is not limited to, harassment, discrimination, or any other unfair treatment or abuse of power. [Employer] prohibits retaliation of any kind against those who, in good faith, report disability discrimination or harassment or who assist in the investigation of a report of disability discrimination or harassment.

If you believe you have been retaliated against, or if you know of or suspect another employee or workplace participant is being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a wrongful termination or discrimination or a report of a wrongful termination or discrimination that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to-know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated or retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior unlawful discrimination and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of wrongful termination, discrimination, or retaliation, will be subject to discipline, including termination.

Questions About This Policy If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, EEO Department, or Compliance Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g. Human Resources Department, Personnel Department, EEO Department, Compliance Department, or the President, CEO, owner].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.7.1 Personnel Files

[Employer] is required to keep accurate employment records on all employees to comply with state and federal regulations and to keep benefit information current. All information contained in personnel files is maintained on a confidential, business need-to-know basis and is considered [Employer]’s confidential property. [Employer] maintains files on present and past employees [and applicants].

Employees must keep [Employer] informed of any necessary updates to their personnel files such as changes of address, changed telephone numbers, emergency contacts, marital status, number of dependents, or military status. Employees also should inform the [e.g., Human Resources Department, Personnel Department] of any outside training, professional certifications, education, or any other change in status. In addition to a general personnel file, [Employer] maintains separate work eligibility and medical files on each employee. Access to an employee’s medical file is extremely limited and on a need-to-know basis.

It is strictly prohibited to review the file of a present or past employee, [or applicant] without first receiving written approval from [e.g., Human Resources Department, Personnel Department].

Reviewing Your File

An employee wanting to review his or her file may do so by [e.g., completing a form, submitting a [written] request] to [e.g., Human Resources Department, Personnel Department]. [Employer] may accept or reject a request at its sole discretion consistent with the requirements of state law.

Employees wishing to review their file must review the file [e.g., in the office of [e.g., Human Resources Department, Personnel Department], as set forth in state law]] [and in the presence of a human resources employee].

At no time shall an original document in an employee’s file leave [Employer’s] possession and control in the [e.g., Human Resources Department, Personnel Department].

Copies of the File

An employee [or former employee] may request a copy of his or her file or information within the file. [Whether or not documents within a file will be permitted to be copied is in the sole discretion of [Employer] consistent with the requirements of state law. [The employee is responsible for the cost of copying documents within the file.]]

Questions About This Policy If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, or the President, CEO, owner]. 8.7.2 Document Management

[Employer]’s corporate and business records are important assets. This includes essentially all records you produce as an employee, whether paper or electronic.

[Employer] is required by law to maintain certain types of records, usually for a specified period of time. Failure to comply could subject you and [Employer] to criminal and civil penalties.

For compliance with this policy, [name the position] has been delegated overall supervision and responsibility for this policy and will coordinate education and training of employees; work with the IT department (electronic documents) and the [Records Department] (physical records) for compliance with this policy; and coordinate the retention and destruction of documents.

Electronic Documents

Electronic documents will be retained as if they were paper documents. If a user has sufficient reason to keep an email message, the message should be printed in hard copy and kept in the appropriate file or moved to an archive computer file folder. Backup and recovery methods will be tested on a regular basis.

Document Preservation

[Employer]’s records will be stored in a safe, secure and accessible manner. Documents and financial files that are essential to keeping [Employer] operating in an emergency will be duplicated or backed up at least every week and maintained off site.

Document Destruction

The [name of the job position] is responsible for the ongoing process of identifying [Employer]’s records, which have met the required retention period; and for overseeing their destruction by shredding. Before destroying any documents; however, check with [name of job position], who is responsible for retention and destruction of documents.

Destruction Suspension

To avoid spoliation of evidence, document destruction will be suspended immediately, upon any indication of an official investigation or when a lawsuit is filed or appears imminent. Destruction will be reinstated when the investigation or lawsuit has ended.

Violation of this Policy Failure on the part of employees or contract staff to comply with this policy can result in possible civil and criminal sanctions against [Employer] and its employees or contract staff and possible disciplinary action against responsible individuals.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, EEO Department, Compliance Department or the President, CEO, owner]. 8.8.1 Dress

Every employee is an ambassador of [Employer]. It is important employees convey to the public and to each other a positive appearance.

General Dress Appearance

Employees should wear clothes that are clean, neat and [e.g., safe and appropriate for their position, professional]. Clothes worn should not [e.g., have an offensive or stale odor, have tears, have holes, have stains, be overly wrinkled]. [Employees should appear, groom, and dress consistent with the employee’s gender, gender identity, or gender expression.]

[All employees are required to wear [a name tag] [and Employer-provided [e.g., clothing, uniform.]]

Permitted Dress for Men

Men are permitted to wear [e.g., dress shirts, dress or tailored slacks, ties, shirts with collars, suits, sport coats, [Employer]’s uniform, dress shoes, pullover shirts or sweaters with collars, mock turtlenecks, turtlenecks].

Permitted Dress for Women

Women are permitted to wear [e.g., skirts or dresses [that are no shorter than three inches above the knee], dress or tailored slacks or pant suits, dress shoes [with heels that are low to medium height], [Employer]’s uniform, blouses with collars, suits and suit coats, pullover shirts or sweaters with collars, mock turtlenecks, turtlenecks].

Prohibited Dress

Clothing that poses a safety risk, such as loose clothing, is not permitted.

[Clothing that does not cover the wearer’s midriff, buttocks or chest area is prohibited.]

[Clothing that exhibits inappropriate statements or pictures, like profanity or pornography, is prohibited.]

Prohibited dress [also] includes, but is not limited to:

 [Shorts];  [Mini skirts];  [Jeans or denim skirts [or shirts]];  [Jogging suits];  [Sweatsuits or sweatshirts];  [Running or jogging bras unless under other clothing];  [T-shirts unless under other clothing];  [Tank, halter and bikini tops];  [Half-shirts];  [Jerseys];  [Strapless or spaghetti strap sun dresses];  [Pajama tops or bottoms];  [Open-toe sandals];  [Tennis or running shoes];  [Industrial boots]; or  [Beach shoes].

[Fridays and] Special Occasions

On [e.g., Fridays or [Employer]-designated special occasions,] [Employer] will allow employees to wear long denim pants or jeans. Denim or jean shorts are never allowed.]

Violation of This Policy

Employees who violate this policy will be asked to leave work and return properly dressed [at their own expense]. At the discretion of [Employer], continued violation of the dress policy [will be viewed as insubordination and] may lead to termination of employment.

Accommodation

To request an exception to this policy in the form of a reasonable accommodation, direct the request to your [e.g., manager, supervisor, Human Resources Department, Personnel Department, Safety Department] and state the accommodation requested and the reasons for the accommodation. Requests for accommodation are granted as permitted by the law and this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Each request is considered on a case-by-case basis.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. 8.9.1 Appearance

[Employer] expects employees to work safely and to convey to the public, and to each other, a positive image.

Consequently, [Employer] requires the following:

 [Hair must be clean and groomed [and in keeping with a professional appearance]];  [Hair color must be of common colors (black, blonde, red, brunette, grey or moderate shadings of the same) [and in keeping with a professional appearance]];  [Nails should be clean and trimmed [and nail colors should be in keeping with a professional appearance]];  [Uncovered tattoos are prohibited];  [Tattoos on the neck and face are prohibited];  [Facial hair, including beards and mustaches, must be trim and clean [and in keeping with a professional appearance]];  [[One] [Two] earrings are permitted per ear];  [Uncovered necklaces, earrings, rings and other jewelry [must be in accordance with professional dress and] must not convey improper or pornographic messages or threaten the safety of the wearer];  [Uncovered or viewable stud piercing(s), other than earrings or ear studs, are not permitted and should be removed before coming to work];  [Jewelry or stud piercing(s) of the tongue are not allowed and should be removed prior to coming to work];  [Jewelry or hair that poses a safety risk to the employee, other employees, workplace participants, or the public is prohibited];  [Makeup must be in moderation [and accordance with a professional dress]];  [Fragrances [e.g., are not allowed; must be non-pungent and used in moderation]];  [Open cuts, sores or wounds should be covered]; and  [Odors emitted from clothing, hair, breath, the body or other source must be mild and non-pungent].

Employees who violate this policy will be required to correct their appearance and/or remediate reasonable objections of management to management’s satisfaction. Violators may also be required to leave work and return [at their own expense] only when they correct the violation. At the discretion of [Employer], continued violation of this policy [may be viewed as insubordination and] can lead to termination of employment.

Accommodation Employees who request an exception to this policy in the form of a reasonable accommodation, should direct the request to [e.g., their manager, their supervisor, Human Resources Department, Personnel Department, Safety Department] and state the accommodation requested and the reasons for the accommodation. Requests for accommodation are granted as permitted by the law and by this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Requests are considered on a case-by- case basis.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner.] 8.9.2 Hygiene

To help prevent disease, [Employer] strives to maintain an environment that promotes wellness and safety. For that reason, [Employer] requires its employees and other workplace participants to maintain the following standards of hygiene:

 Wash your hands thoroughly before exiting any restroom;  Wash your hands before handling any food or drink that will be served to another person;  Dress in clean clothing without noticeable stains or odors;  Come to work clean and without pungent body, hair or breath odor;  Cover any of your visible open sores or wounds and change saturated or old bandages frequently;  Clean your work area, deposit all trash into the appropriate containers and do not leave food or drink out in the open after leaving work;  Cover your mouth and turn away from others when coughing or sneezing and wash your hands after doing so;  Spitting is not permitted [except into restroom toilets];  Do not share food or drink;  Clean up areas, like break areas and meeting rooms, after each time an area is used;  Wipe down toilet seats before and after use and report any malfunctions in the restrooms immediately;  If you refrigerate your food or drinks using [Employer]’s refrigerators, do not leave your food or drinks for more than [e.g., two, three, four] days in the refrigerator;  Do not come to work when ill;  Do not come to work bearing any parasite that is easily transferred to others such as lice;  Take precautions to prevent the spread of blood-borne pathogens by quickly covering any cut or wound and immediately contacting your supervisor when cut or hurt; and  Report to your manager or supervisor whenever you are sick or injured.

Employees who violate this policy will be required to correct the condition or leave work and return at their own expense once the violation is remedied. At the discretion of [Employer], continued violation of this policy [may be viewed as insubordination and] can lead to termination of employment.

Accommodation To request an exception to this policy in the form of a reasonable accommodation, direct the request to your [e.g., manager, supervisor, Human Resources Department, Personnel Department, Safety Department] and state the accommodation requested and the reasons for the accommodation. Requests for accommodation are granted as permitted by law and by this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Requests are considered on a case-by-case basis.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department or the President, CEO, owner]. 8.10.1 Fragrances (Restricted)

Workplace health and wellness are [Employer]’s priorities. Certain fragrances can cause allergic reactions or make other people in the workplace ill. For these reasons, [Employer] restricts the use of fragrances as follows:

 [Fragrance-emitting devices, (like candles, incense, fragrant oils or room spray) are permitted in individual areas as long as the fragrance is confined to that area];  [Employees may use fragrances, (like soap, cologne or perfume) on their person as long as the fragrance is not pungent and is detectable only when in close proximity of the wearer]; and  [Employees are permitted to [cook food] and eat cooked food as long as the odor of the food is not pungent.]

Employees who violate this policy will be asked to correct the condition or leave work and return at their own expense once the condition is remedied. At the discretion of [Employer], continued violation of this policy [may be viewed as insubordination and] can lead to termination of employment.

Accommodation

To request an exception to this policy in the form of a reasonable accommodation, direct the request to your [e.g., manager, supervisor, Human Resources Department, Personnel Department] and state the accommodation requested and the reasons for the accommodation. Requests for accommodation are granted as permitted by law and by this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Requests are considered on a case-by-case basis.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.10.2 Fragrances (Prohibited)

Workplace health and wellness are priorities of [Employer]. Certain fragrances can cause allergic reactions or make other people in the workplace ill. For these reasons, [Employer] must maintain an environment that is fragrance-free. To that end, [Employer] restricts the use of fragrances as follows:

 [Fragrance-emitting devices, (like candles, incense, fragrant oils or room spray) are prohibited unless management provides an exception];  [Employees are asked to limit or not use fragrances, (like soap, cologne or perfume) on their person that could be detected by another person]; and  [Employees are not permitted to eat or cook food that emits a strong odor].

Employees who violate this policy will be asked to correct the condition or leave work and return at their own expense once the condition is remedied. At the discretion of [Employer], continued violation of this policy [may be viewed as insubordination and] can lead to termination of employment.

Accommodation

To request an exception to this policy in the form of a reasonable accommodation, direct the request to your [e.g., manager, supervisor, Human Resources Department, Personnel Department] and state the accommodation requested and the reasons for the accommodation. Requests for accommodation are granted as permitted by law and by this [e.g., employee handbook, handbook, manual, policy manual, policy guideline]. Requests are considered on a case-by-case basis.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department or the President, CEO, owner]. 8.11.1 Equipment, Internet and Network Usage

[Employer] considers computers, computer hardware and software, electronic communication devices and any and all information received or transmitted utilizing [Employer’s] computer equipment, electronic communication devices, systems or accounts, including, but not limited to email and texts, as its property and information. This includes systems and equipment, issued by or owned in whole or part by [Employer] and information transmitted using services paid in whole or in part by [Employer].

Like other [Employer]-owned property, these items and information are to be used for the benefit of [Employer].

About E-Mail and other Electronic Device Communications

Email and text messages refers to any message created or received on an electronic mail system, including, but not limited to, attached text or word processing documents, spreadsheets, or other data compilations transmitted through a computer or computer system. Electronic Device Communications include but are not limited to texts and voicemail or other data compilations including digital images in the form of jpeg or other format created on or received on an electronic communication device. Any email or other electronic device communication stored on, transferred through or utilizing [Employer]’s property is considered property of [Employer], including email, texts or voicemail transmitted from or to a non-[Employer] computer or electronic communication device.

Monitoring and Privacy

[Employer] reserves the right to monitor, review, inspect and access all employee Internet, email and other electronic communication device activities to determine that the usage is related to the organization’s purposes and complies with all policies, practices, and procedures, including policies prohibiting harassment and discrimination. [Employer] also monitors such activities to ensure the protection of confidential and proprietary information and ensure that users do not exceed authorized access.

Employees and persons who interact with [Employer]’s employees should not expect information stored, saved, deleted or transmitted through [Employer]’s computers or electronic communication devices to be private, including, but not limited to, email messages, text messages, voice mail, digital images, attachments and electronic communications. Employees should expect that [Employer] is monitoring or auditing all such communications at all times.

Employees have no expectation of privacy for any communications created on or transmitted through [Employer]’s property including computer systems and electronic communication devices. Employees have no expectation of privacy for communications created on or transmitted by [Employer]’s owned or partially owned electronic communication devices or where [Employer] partially or wholly, pays for operation services for the computer or electronic communication device. In addition, no expectation of privacy exists where a personal computer or electronic communication device is linked to an [Employer]-provided address.

Importantly, [Employer] will keep record of all unique user names and passwords to access [Employer]’s equipment, systems and confidential and proprietary information.

Please note that the use of a password does not ensure employee privacy and confidentiality of any communication.

Harassment and Other Wrongful Behavior

[Employer] does not tolerate the transmitting of discriminatory or offensive messages or accessing any Internet sites that are discriminatory, offensive or explicit in nature, including, but not limited to, pornography sites, sites that encourage violence, promote hate or other forms of improper or illegal activities. Employees and users of the [Employer]’s computers, electronic communication devices, and Internet system are encouraged to notify [e.g., your manager, your supervisor, the Human Resources Department, the Personnel Department, IT] should you need to access questionable sites for organizational purposes.

Employees are responsible for the publication of all emails, texts and other communications to employees including those created on and transmitted on personally-owned devices.

Any violation of the above policy may result in discipline, up to and including termination of employment.

Security

Keeping [Employer]’s network secure is a priority. As part of its security, [Employer] will audit its systems including reviewing emails, email attachments, websites visited and all other electronic communications including, but not limited to, texts and voicemails. In addition, [Employer] requires every employee adhere to the following:

 Use his or her computer, electronic communication devices, and the [Employer]’s network for business purposes only;  Not copy, sell or distribute any software program without the consent of [e.g., IT, Human Resources, Personnel Department];  Not download software or add attachments on to the [Employer]’s computer, electronic communication devices, or database without the consent of [e.g., IT, Human Resources, Personnel Department];  Not register their business email address with other organizations unless it furthers a business purpose;  Not forward jokes, lists, attachments or anything else, not related to business, to other employees or to [e.g., customers, clients, business partners];  Not use [Employer]’s computer, electronic communication devices, or internet system to solicit donations without prior approval;  Not provide email addresses of fellow employees to persons outside the organization unless for a legitimate business purpose;  Not disclose or share usernames or passwords except to [Employer]’s authorized personnel;  Not open or forward attachments from unknown senders; and  Not respond to email requests for sensitive information of [Employer], such as credit card numbers, financial information, social security numbers, plans, client lists or other confidential information, without first seeking approval from [e.g., Human Resources, Personnel Department, IT, Financial Department], even if the request appears to come from a known outside source.

Restriction on Use and Confidentiality

[Employer] intends to maintain control over all access to its equipment, systems and information. Pursuant to that effort, all users are required to sign an agreement acknowledging the confidential and proprietary nature of all [Employer]’s information. A user’s access to some of the [Employer]’s confidential and propriety information does not assume the user is authorized to access other information, systems and equipment. [Employer] will impose and pursue all disciplinary measures including termination and present all legal recourse, including criminal prosecution, against users who exceed authorized access to information, systems and equipment.

[Employer] will seek recourse under The Computer Fraud and Abuse Act (CFAA), 18 U.S.C. 1030 and any other applicable law against any user who accesses [Employer]’s equipment, systems and information without authorization or who exceeds authorization with the intent to commit fraud.

Reporting Violation of This Policy

If you know of, or suspect, a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, the Human Resources Department, the Personnel Department, the Compliance Department, the IT Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department].

If for any reason you do not want to discuss the matter with the persons or departments listed above, you may report the matter to [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department, the President, CEO]. Please note that you are not required to confront the person or persons that have given you reason to report. Discussing or reporting acts that violate this policy to any person not listed above does not constitute a report.

If you believe you have been or are being subjected to retaliation for reporting a violation of this policy, or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above. Please note that you do not have to confront the person that is the source of the retaliation before reporting it, but to help prevent retaliation from continuing, you must report it.

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith complaint of a violation of this policy, or for assisting in an investigation of a complaint of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to, harassment, discrimination, bullying or any other unfair treatment or abuse of power.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, the Human Resources Department, the Personnel Department, the IT Department].

[If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those persons or departments listed above, you can direct your communication to the [e.g., Human Resources Department, Personnel Department, IT Department, the President, CEO]. 8.11.2 Information Security

For security reasons and other reasons, [Employer] requires that employees with [Employer]-issued laptop computers and other information storage devices take certain precautionary measures to secure them from theft.

[All computers, personal digital assistants, digital storage device or any other device that stores workplace information, sensitive or confidential or not, must be registered with [e.g., IT Department, Human Resources Department, Personnel Department, Security Department].]

If you store confidential or sensitive information, as defined in this [e.g., employee handbook, handbook, manual, policy manual, policy guideline] or private or confidential information about employees or other workplace participants, you must register your information storage device with [e.g., IT Department, Human Resources Department, Personnel Department, Security Department].

With all information storage devices taken outside [e.g., of the workplace, the main building, 21 East Main], [Employer] requires that:

 You keep the information device with you at all times and within reach or within your line of sight. We strictly prohibit leaving any device in an unattended vehicle or hotel room;  You do not allow any unauthorized person access to the information storage device;  You do not share your username or password with any person, with the exception of authorized [e.g., management, IT Department, human resources personnel] or store your username or password on the information storage device;  You do not dismantle, erase or program a “work around” of any hardware, software or programmed security or authorized protocol of your information storage device; and  You do not download, upload or install any hardware, software, or information security device without authorization and approval from [e.g., [Employer], IT Department, Human Resources Department, Personnel Department, Security Department].

[If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, IT Department]. If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience or witness wrongdoing, you must make a reasonable effort to make the wrongdoing known as soon as experience or discover it. Discussing or reporting violations of this policy to any person not listed above does not constitute a report.

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations of policy and/or retaliation. Knowingly False Reports Prohibited Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation will be subject to discipline, including termination.]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, IT Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, or the President, CEO, owner]. 8.11.3 Cell Phones (Restricted)

[Employer] does not discourage cell/mobile phone use. However, situations exist in the workplace that require their prohibition or limitation.

For safety, [Employer] prohibits or limits the use of cell/mobile phones, including text messaging, during the following work-related activities:

 While operating a moving vehicle [unless a hands-free device is used];  While operating or being in close proximity of [e.g., heavy, dangerous, moving] machinery]; or  Where use of a cell/mobile phone may place you, your co-workers, or others in the workplace or in the vehicle at risk of injury.

Except in the case of an emergency or when prior approval by your [e.g., manager, supervisor] is provided, [Employer] prohibits the use of cell/mobile phones or text messaging:

 During work-related meetings;  During work-related conference calls;  During employer training or demonstrations;  During times when others are speaking or using the telephone for work-related purposes; and  While performing any customer service duty.

When using your cell/mobile phone, please be courteous and speak quietly in an area away from other coworkers and other persons interacting within the workplace. Mute or lower the volume of your device’s ring, and do not leave your cell/mobile phone unattended unless the ring is mute [and the buzzer is deactivated].

Reporting Stolen or Missing Cell/Mobile Phones

If your cell/mobile phone stores email addresses, phone numbers or other work or private information about other employees, [e.g., clients, customers and/other workplace participants] or proprietary or confidential workplace information and is stolen, please report the theft immediately to your [e.g., manager, supervisor, Human Resources Department, Personnel Department, Security Department, IT Department].

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations of policy and/or retaliation. Knowingly False Reports Prohibited Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation will be subject to discipline, including termination.]

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Security Department, IT Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Security Department, IT Department or the President, CEO, owner]. 8.11.4 Cell/Mobile Phones (Prohibited)

For [e.g., safety, security] and other reasons, [Employer] prohibits cell/mobile phone usage at the workplace and while performing functions of your job except:

 In cases of emergency;  When management has provided prior approval for use; or  When all other means of communication are not accessible.

[If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, IT Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, or the President, CEO, owner].

Workplace Investigations A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have discriminated, or retaliated, against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the policy violator’s employment history, including any similar reports of prior violations of policy and/or retaliation. Knowingly False Reports Prohibited

Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation will be subject to discipline, including termination.]

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Security Department, IT Department or the President, CEO, owner]. 8.11.5 Digital Imaging or Photographic Equipment (Restricted)

[Employer] prohibits the unlawful taking or recording of digital or photographic images in the workplace.

Accordingly, the following:

 [Digital or film cameras];  [Digital or film recorders];  [Cell phones with digital cameras];  [Computers, personal digital assistants or mini-computers with digital cameras];  Any device that can store an image (digital or otherwise) is prohibited in the following areas: [e.g., Accounting Department, Human Resources Department, Research and Development Department]; and  [Any device that can store an image (digital or otherwise) is prohibited in the following rooms: [e.g., restrooms, locker rooms, storage rooms]].

[Strictly prohibited is the taking or recording of any image (digital or otherwise) of any Confidential Information, as defined in these policies].

[[Also] for privacy purposes, and to prohibit unlawful distribution or use of images, do not take or record any image (digital or otherwise) of [e.g., customers, clients, workplace participants, employees] while on [Employer]’s property or during the scope of your employment without the [written] consent of [Employer] [and, or] [the person or persons whose image you are taking, or recording, or photographing].]

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience or witness wrongdoing, you must make a reasonable effort to make the wrongdoing known as soon as experience or discover it. Discussing or reporting violations of this policy to any person not listed above does not constitute a report. Retaliation Prohibited

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, IT Department]. If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, President, CEO, or owner]. 8.11.6 Digital Imaging or Photographic Equipment (Prohibited)

For privacy purposes, and to prohibit unlawful distribution or use of images, [Employer] prohibits the taking or recording of digital or photographic images in the workplace.

Accordingly, the following devices are prohibited on [Employer]’s property:

 [Digital or film cameras];  [Digital or film recorders];  [Cell phones with digital cameras];  [Computers, personal digital assistants or mini-computers with digital cameras]; and  Any device that can store an image (digital or otherwise).

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Compliance Department, Security Department, IT Department].

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, IT Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Compliance Department, Security Department, IT Department, President, CEO, or owner]. 8.11.7 Equipment and Supplies

[Employer] provides equipment and supplies to assist employees and other workplace participants to perform their job duties. The equipment and supplies to which you are given access are the property of [Employer] and may only be used [e.g., for work related activities, to further the mission of [Employer]].

You are encouraged to use all equipment safely and in the manner for which the equipment was designed, and only for fulfilling your specific job duties. Similarly, use only those supplies necessary to perform your job.

[Moreover, [Employer] prohibits the taking of equipment or supplies outside the workplace [unless your [e.g., manager, supervisor, Human Resources Department, Personnel Department, Safety Department, IT Department] has approved such use].]

[If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department, IT Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Safety Department, IT Department, or the President, CEO, owner].

Please note that you are not required to confront the person or persons who have given you reason to report. However, if you experience or witness wrongdoing, you must make a reasonable effort to make the wrongdoing known as soon as you experience or discover it. Discussing or reporting violations of this policy to any person not listed above does not constitute a report.

Any employee or workplace participant who retaliates against another employee or workplace participant, for making a good faith report of a violation of this policy or for assisting in an investigation of a report of a violation of this policy, is subject to discipline or termination. If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position. Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Safety Department, IT Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Safety Department, IT Department or the President, CEO, owner]. 8.11.8 Bring Your Own Device (BYOD)

This policy is intended to protect the security of [Employer]’s data and technology infrastructure. To connect to [Employer]’s network, adherence to this policy is required.

[Employer] grants its employees the privilege of purchasing and using smartphones and tablets of their choosing to use at work for their convenience. This privilege may be revoked at the discretion of [Employer].

Acceptable Use

 Acceptable use includes activities that directly or indirectly support the mission and business of [Employer]. This includes accessing employer-owned resources such as email, calendars, contacts, and documents.

 Acceptable use during work hours or while connected to [Employer]’s network also includes reasonable and limited personal communication.

 Access during work hours or while connected to [Employer]’s network is allowed for use of the following apps: [list the apps]. [Any app not listed should be considered not permitted on the [Employer’s] network without express permission from [Employer].

 Use of the following apps during work hours or while connected to [Employer]’s network is not allowed: [list the apps]. Do not download, install, or use these apps.

 Camera/video capabilities [are, are not] disabled while on-site.

 Devices may not be used to: store or transmit illicit materials; violate state or federal law, including, but not limited to, civil rights, discrimination and harassment laws; child maltreatment ,and pornography laws, or to store or transmit proprietary information belonging to [Employer] or another person.

Devices and Support

 Connectivity issues are supported by IT; employees [should/should not] contact the device manufacturer or their carrier for operating system or hardware-related issues.

 Devices must be presented to IT for proper job provisioning and configuration of standard apps (ex. browsers, office software, security tools) before they can access [Employer]’s network.

Reimbursement

[Employer] [will/will not] reimburse the employee for a percentage of the cost of the device [include the amount of the reimbursement]. [Employer] [will/will not] contribute [amount of money] toward the cost of the device. [Employer] [will/will not] reimburse employees for: [e.g., roaming charges, plan overages].

Passwords and Security

To access [Employer]’s network, you must use a password with at least [12] characters and a combination of upper- and lower-case letters, numbers and symbols. Passwords will be rotated every [30] days and the new password cannot be one of [15] previous passwords. The device must lock itself with a password or PIN if it is idle for [five] minutes. The device will lock after five failed login attempts, and you will need to contact IT to regain access.

“Jailbroken” (Apple devices that have had hardware restrictions removed) or “rooted” devices (the Android device equivalent of jailbroken) [or similarly altered devices] are strictly forbidden from accessing [Employer]’s network.

Smartphones and tablets belonging to employees that are for personal use only [are/are not] allowed to connect to [Employer]’s network.

Risks and Disclaimers

Report any lost or stolen devices that have or have had access to the [Employer’s] system or that may have organizational data stored on them to [Employer] immediately upon discovery of the situation. You are responsible for notifying your mobile carrier that your device was stolen or misplaced [and you are responsible for all costs associated with your device.]

You assume full liability for risks, including, but not limited to: the partial or complete loss of [Employer] or personal data because of an operating system crash, errors, bugs, malware, viruses, and/or other software or hardware failures, or programming errors that render the device unusable.

Your device may be remotely wiped if: it is lost; you terminate your employment; or IT detects a breach or virus that threatens the network’s security. Although IT will proceed with caution to prevent an employee’s personal data from being lost in the event it must remotely wipe a device, it is your responsibility to take additional precautions on an ongoing basis, such as backing up your personal data. [Employer] reserves the right to disconnect devices or disable services without notification.

[Employer] reserves the right to take appropriate disciplinary action, up to and including termination, for noncompliance with this policy.

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Security Department, IT Department or the President, CEO, owner]. 8.12.1 Social Media

Social Media-Defined

[Employer] supports self-expression, including expressing oneself to others via letters to the editor, Internet blogs, videos, social webpages, posting on open forums, or speaking during public events (collectively, “social media”). Your social media communications reflect on you, on [Employer], and on its business.

[Employer] respects the right of employees to engage in social media during their personal time. Engaging in social media on [Employer]-issued equipment or on your personal equipment while you are working for [Employer] is prohibited, without prior written permission for a legitimate, approved [Employer]-related business purpose, given by the [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department or the President, CEO].

Social Media Content Prohibitions

Although [Employer] supports self-expression, there are limitations as to how it relates to [Employer], coworkers and [Employer’s] business:

 Do not comment on trade secrets and proprietary or confidential [Employer] information (e.g., business, financial, marketing strategies) without the advance approval of [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department or the President, CEO].  Do not use [Employer]’s logo, trademarks, or copyrights or other protected information or property for any business or commercial venture without the [e.g., President, CEO]’s prior written permission.  Because of the potential for issues such as invasion of privacy (employee and customer); sexual or other harassment (as defined in these policies); and protection of Proprietary information, employees may not take, distribute, or post images, videos, or audio recordings while on working time. You may not take images or make recordings of coworkers, other workplace participants, or work areas. An exception to the rule concerning images and recordings of coworkers, other workplace participants, or work areas would be to engage in activity protected by the National Labor Relations Act including, for example, taking pictures of health, safety and/or working condition concerns or pictures of strikes or protests of work-related issues and/or other protected concerted activities.  Do not make knowingly false representations or statements about your credentials or your work or about other workplace participants.  Do not create a blog or online group related to [Employer] (not including blogs or discussions involving wages, benefits, or other terms and conditions of employment, or other protected concerted activity) without the advance written approval of [e.g., the President, CEO].  Do not violate the law, related [Employer] policies, or the mission of [Employer].  Do not make harassing comments, obscenities or similar comments that violate [Employer]’s policies.  Do not threaten, libel, or defame fellow professionals, employees, coworkers, clients, competitors, or any one else. Be thoughtful in all your postings.  Do not speak on behalf of [Employer]. Unless, in advance, [Employer] officially designates you in writing to speak or write for [Employer], you should never state that you write or speak on behalf of [Employer] or that your viewpoints are the same as [Employer]’s, and you should make this clear to those reading or listening to your points of view. Merely providing a disclaimer to this effect will not excuse improper or illegal conduct.  Comments or images that disparage or harass someone on the basis of race, color, national origin, gender, pregnancy, sexual orientation, gender identity or preference, religion, age, disability, or any other protected category; i.e., comments or images that would contribute to a hostile work environment. Specifically prohibited are any forms of expressions of hate or abusive communications, as well as threatening, harassing (as defined in these policies) intimidating, profane, obscene or similar inappropriate language.  Do not make knowingly false accusations against [Employer], coworkers, other workplace participants, or [Employer]’s [e.g., customers, clients, volunteers, vendors, competitors, competitor’s products or services, management, or executive leadership].  Do not use of social media to solicit minors for sex or to violate any other laws regarding minors and their protection, including sexual or pornographic imagery or material. Employees who violate child protection laws, including solicitation of sex from minors or posting of illegal, sexual, or pornographic imagery or material, will be subject to discipline including, but not limited to, termination.

Online Endorsements [Employer] may engage in social media as a [e.g., corporate, organizational] presence, including online. Employees who post on [Employer]’s online locations must do so in their personal capacity and, consistent with this policy, communicate that in the posting. Federal rules require that any employee who endorses [Employer] online must disclose his or her employment in the endorsement.

Misinformation Correction:

If you notice misinformation about [Employer] in social media, you should communicate that information to the [e.g., Human Resources Department, Marketing Department] for a determination of the best response. You are not authorized to correct the misinformation.

Reporting Violations of This Policy: If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department or the President, CEO].

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith report of a violation of this policy, or for assisting in an investigation of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to, harassment, discrimination, bullying or other unfair treatment or abuse of power.

Workplace Investigations: A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the person’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited: Any employee or workplace participant who makes a knowingly false report of a violation of this policy or retaliation will be subject to discipline, including termination. Questions About This Policy:

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with [e.g., the person, the persons, the department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Compliance Department, IT Department, Marketing Department, or the President, CEO]. 8.12.2 Communications With the Media

[Employer] strives to anticipate and manage crisis situations in order to reduce disruption to our employees, workplace participants and to maintain our reputation as a respected organization.

Events may occur in our workplace or at our worksites that will draw immediate attention from the news media. It is imperative that one person speaks for [Employer] to deliver an appropriate message and to avoid giving misinformation in any media inquiry. [Employer] will respond to the news media in a timely and professional manner only through the designated spokesperson.

Although reporters may frequent our worksite[s] as customers or clients, professional reporting ethics dictate that they identify themselves as reporters prior to asking questions.

Every employee must adhere to this policy. Answer all reporter questions like this: “I am not authorized to comment on behalf of [Employer]. Let me have our [e.g., media supervisor, public affairs department, President, CEO, owner] contact you.”

[Employer] reserves the right to take appropriate disciplinary action, up to and including termination, for noncompliance with this policy.

[If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Compliance Department, Security Department, Media, Public Relations Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Compliance Department, Security Department, Media, Public Relations Department, or the President, CEO, owner].

If you believe you (or another) are being subjected to retaliation for reporting a violation of this policy or for participating in an investigation of a violation of this policy, you should report the retaliation immediately in the manner provided above, regardless of the accused’s identity or position.

Please note that you do not have to confront the person who is the source of the retaliation before reporting it, but you must report it as soon as you experience or discover it. Discussing or reporting acts of retaliation to any person not listed above does not constitute a report.

If you have questions, suggestions or concerns about this policy, you should direct them to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Security Department, Media, Public Relations Department].

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with those listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Security Department, Media, Public Relations Department or the President, CEO, owner].

8.12.3 Logos, Copyrights, and Trademarks

You must respect all copyright and other intellectual property laws.

For [Employer]’s protection, as well as your own, it is critical that you show proper respect for the laws governing copyright, fair use of copyrighted material, trademarks, and other intellectual property owned by others, including [Employer]’s own copyrights, trademarks, logos, and brands.

To minimize the risk of a violation, you should provide references to the source[s] of information you use and accurately cite copyrighted works you identify in your online and other communications, including those of [Employer].

Finally, do not infringe on or misuse [Employer]’s logos, brand names, taglines, slogans, or other trademarks. If you have any questions about the proper use of [Employer’s] intellectual property, contact [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

Reporting Violations of This Policy:

If you know of or suspect a violation of this policy, you must report it immediately to [e.g., your manager, your supervisor, Human Resources Department, Personnel Department, Compliance Department].

If you do not feel comfortable reporting as listed above or if you did report and are not satisfied with the response, then you should direct your report or dissatisfaction to [e.g., Human Resources Department, Personnel Department, Compliance Department].

Any employee or workplace participant who retaliates against another employee or workplace participant for making a good faith report of a violation of this policy, or for assisting in an investigation of a violation of this policy, is subject to discipline or termination. Retaliation can include, but is not limited to, harassment, discrimination, or other unfair treatment or abuse of power.

Workplace Investigations: A report of retaliation for reporting a violation of this policy or a report of a violation of this policy that is made to those listed above will result in an appropriate investigation of the allegations. [Employer] may use third parties to investigate allegations. All employees and workplace participants have a responsibility to cooperate fully with any investigation. The interviews, allegations, statements, and identities will be kept confidential, on a need-to- know basis, consistent with the law and the investigation process and goals. Unreasonable refusal to participate in an investigation may lead to discipline, including termination. Those found to have violated this policy or to have retaliated against another in violation of this policy are subject to discipline including, but not limited to, termination, consistent with the law, the results of the investigation, the severity of the conduct, and the person’s employment history, including any similar reports of prior violations and/or retaliation. Knowingly False Reports Prohibited:

Questions About This Policy:

If you feel uncomfortable discussing your questions, suggestions or concerns about this policy with [e.g., the person, the persons, the department] listed above, you can direct them to the [e.g., Human Resources Department, Personnel Department, Compliance Department, or the President, CEO, owner].