Floorite Employee Handbook

Section 1

Introduction

Section 1: Introduction

EMPLOYEE HANDBOOK

Employment law is always changing, and this may affect terms and conditions of employment from time to time. In such cases, Floorite, LLC will always honor any changes in employment law that supersede the terms contained in this handbook.

At the commencement of employment, you will receive a 'Written Statement of Terms' which, together with this handbook, forms your contract of employment.

Throughout this handbook, the word 'Company' refers to Floorite, LLC, and the word 'Director(s)' refers to the Director(s) of the same.

Table of Contents
Pages 1-17: Personnel Handbook

Appendix 1: Grievance and Disciplinary
Appendix 2: Equal Opportunities Policy
Appendix 3: Harassment Policy
Appendix 4: Health and Safety Policy
Appendix 5: Attendance Policy

Company Rules and Conditions of Employment

1. Customer Care
Clients are the most important people in our business! They pay all our wages.

You have a duty to develop and maintain the best possible professional relationship with present and prospective clients, colleagues, and other stakeholders. Remember, as far as the client or stakeholder is concerned, you are the Company.

1.1 Behavior and Responsibilities
The Company issues written statements about the way it will conduct its business and its relationships with internal and external stakeholders. These statements are called Policies and are periodically reviewed and updated. They include Quality, Equal Opportunity, and Health and Safety.

During your induction period, you will be informed about those Company Policies that apply to your particular job role. It is your responsibility to ensure that you always follow the spirit and the letter of these Policies.

You are required to conduct yourself courteously and with integrity at all times.

1.2 Quality
The Company operates a Quality Management System, which is third-party registered.

Key methods of business operation are detailed in the Operating Procedures contained within this Quality Management System. Your training will include the Quality Operating Procedures relating to your job role, and you must always adhere to these procedures.

We aim to provide the highest quality of service to all clients. You will receive instruction on the expected standards of work performance and the specifications that we must meet. You are required to achieve and maintain these quality standards of work.

1.3 Duties
Your job title is specified in your written Statement of Terms. In order to deliver a quality service and remain competitive, a flexible approach to work is necessary. It is, therefore, a condition of employment that you are prepared to undertake duties other than those for which you have been specifically engaged.

1.4 Customer Premises
All customers’ site rules must be adhered to. No children, animals, or unauthorized persons may be taken on customer premises or on Company premises.

1.5 Appearance and Personal Hygiene
At work, you represent the Company. Personal appearance and standards of hygiene are very important in presenting a professional image. Whilst appreciating that cleaning is a physical task, it should be noted that client complaints about personal hygiene are embarrassing for all parties concerned.

Cosmetic appearance and accessories that are inappropriate to the working environment will not be allowed. Customer rules must be adhered to when working on customer premises.

Where required, the Company will supply uniforms and essential personal protective equipment without charge. These must be kept clean and in good condition. They remain the property of the Company at all times and will be charged for at cost if not returned on leaving the Company.

1.6 Environmental Awareness

1.6.1 Our Environment
At Floorite, LLC we are committed to environmental responsibility. There is no point in providing quality cleaning if at the same time we are damaging our environment because this will affect our future. In addition, many of our customers want to know that we take care of the environment and we must comply with environmental legislation.

A copy of our environmental policy can be seen in Appendix 4. We review our performance every three months at management meetings and set targets to constantly improve. We have an environmental coordinator.

1.6.2 Waste Disposal
All waste materials and packaging must be disposed of correctly and carefully. There are two different kinds of waste:

Controlled Waste: Non-hazardous waste such as wood, cardboard, glass, plastics, and metal items.
Special Waste: Waste that is particularly difficult to deal with, including prescription medicines, oil or waste contaminated with oil, highly flammable waste, and many chemicals.
Note that Floorite, LLC never accepts or handles asbestos (a special waste).

When handling chemicals, always follow COSHH guidelines and the instructions on the container. Any unused chemical should be returned to Floorite, LLC department stores. Normally, empty containers can be rinsed and disposed of at the general waste disposal point. Ask your manager before disposal if in doubt. Some hazardous substances are highly flammable (with a flash point less than 21°C) and even empty containers need to be disposed of as special waste.

If you have waste which is not within the above categories, refer to your manager who can take the advice of a specialist waste contractor as to the most suitable route for disposal.

Your work instructions should identify where to dispose of waste. If you are in any doubt, ask your manager. Always follow the customer’s recycling policy when on customer premises.

If you are organizing waste collection/disposal for controlled waste, you must:

Obtain a duty of care controlled waste transfer note and file it in the department/branch waste management file if delivering the waste to the local authority waste disposal point.
Ensure a duty of care transfer note covering the collection of the waste is completed prior to any waste being taken from the site if arranging for a sub-contractor to remove the waste. Ensure that the carrier of the waste has a waste carrier's license. Keep a copy of the transfer note and waste carrier license in the department/branch waste management file. Keep a copy of individual receipts (where applicable) from the carriers in the department waste management file.
Check that the carrier has a waste carrier's license if disposing of waste through skips. The carrier should give you a controlled waste transfer note, and this should be kept in the department/branch waste management file.
For special waste, a special waste consignment note must be sent to the Environment Agency prior to waste collection, and a copy of the consignment note placed in the department/branch waste management file.

1.6.3 Liquid Wastes
There are two different drainage systems:

Surface Water Drainage: Drains or gutters discharge rainwater straight into streams and rivers. It is, therefore, vital to ensure that water or liquid contaminated with chemicals or oil does not enter surface water drains. It can enter surface water drains if allowed to drain into the earth. Even if pollution is caused accidentally, it is an offense, and the Environment Agency can impose large fines. No detergents, whether described as biodegradable or not, should be discharged to surface water drains, gutters, streams, or rivers.
Foul Water Drainage: Takes contaminated waste to treatment works for cleaning. There are restrictions on the type and amount of chemical that can be allowed to enter foul sewers, so follow COSHH information at all times.
For these reasons:

Do not allow wash waters from mobile pressure washers to discharge to surface water drains, gutters, streams, or the ground.
Only wash vehicles in the HO wash-bay area or at a car wash facility.
Check that loading and unloading of chemicals takes place away from surface water drains and that emergency spill kits are available.
Always make sure that any contaminated water or liquid is disposed of/drains to foul sewers.
Follow COSHH information.
2. Security and Property
2.1 Company Property
You have a duty to safeguard Company and customers’ property at all times, except where this may put yourself or others at risk of injury.

Section 2: Employment Policies
2.1 Employee Classifications
The following terms are used to describe employees and their employment status:

Exempt Employees: Employees whose positions meet specific tests established by the Federal Labor Standards Act ("FLSA") and state law. In general, exempt employees are those engaged in executive, managerial, high-level administrative, and professional jobs who are paid a fixed salary and perform certain duties. In addition, certain commissioned sales employees and highly paid computer professionals are exempt. Exempt employees are not subject to the minimum wage and overtime laws.
Nonexempt Employees: Employees whose positions do not meet specific tests established by the FLSA and state law. All employees who are covered by the federal or state minimum wage and overtime laws are considered nonexempt. Employees working in nonexempt jobs are entitled to be paid at least the minimum wage per hour and a premium for overtime.
Full-Time Employees: Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work a schedule of 35 hours per work week.
Part-Time Employees: Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work less than 35 hours per work week.
Temporary Employees: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project. Employment assignments in this category are of limited duration, and the temporary employee can be let go before the end of the defined period. Short-term assignments generally are periods of three (3) months or less; however, such assignments may be extended. All Temporary employees are at-will regardless of the anticipated duration of the assignment (see Employment-at-Will Policy). Temporary employees retain that status unless and until notified in writing of a change.
Independent Contractor or Consultant: These individuals are not employees of the Company and are self-employed. An independent contractor or consultant is engaged to perform a task according to his/her own methods and is subject to control and direction only as to the results to be accomplished. Independent contractors or consultants are not entitled to benefits.
Each employee will be advised of his or her status at the time of hire and any change in status. Regardless of the employee's status, the employee is employed at-will and the employment relationship can be terminated by the Company or the employee at any time, with or without cause and with or without notice.

2.2 Equal Employment Opportunity & Americans with Disabilities Act
It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status, or any other classification protected by applicable local, state, or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline, and termination.

The Company expects all employees to support our equal employment opportunity policy and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law. For example, the Company will make reasonable accommodations for employees' observance of religious holidays and practices unless the accommodation would cause an undue hardship on the Company's operations. If you desire a religious accommodation, you are required to make the request in writing to your manager as far in advance as possible. You are expected to strive to find co-workers who can assist in the accommodation (e.g., trade shifts) and cooperate with the Company in seeking and evaluating alternatives.

Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company provides reasonable accommodations to qualified individuals with disabilities to the fullest extent required by law. The Company may require medical certification of both the disability and the need for accommodation. Keep in mind that the Company can only seek to accommodate the known physical or mental limitations of an otherwise qualified individual. Therefore, it is your responsibility to come forward if you are in need of an accommodation. The Company will engage in an interactive process with the employee to identify possible accommodations, if any, that will help the applicant or employee perform the job.

2.3 Confidentiality
In the course of employment with the Company, employees may have access to "Confidential Information" regarding the Company, which may include its business strategy, future plans, financial information, contracts, suppliers, customers, personnel information, or other information that the Company considers proprietary and confidential. Maintaining the confidentiality of this information is vital to the Company's competitive position in the industry and, ultimately, to its ability to achieve financial success and stability. Employees must protect this information by safeguarding it when in use, using it only for the business of the Company, and disclosing it only when authorized to do so and to those who have a legitimate business need to know about it. This duty of confidentiality applies whether the employee is on or off the Company's premises, and during and even after the end of the employee's employment with the Company. This duty of confidentiality also applies to communications transmitted by the Company's electronic communications. See also Internet, Email and Computer Use policy, herein.

As a condition of employment with the Company, all employees must sign a Non-Disclosure Agreement.

HIPAA - Access and Confidentiality
“Confidential Information” includes information relating to:

Any individual's Protected Health Information (PHI), which is information that identifies an individual (name, social security number, account number, etc.) and is created or received by a health care provider, health plan, or healthcare clearinghouse, is transmitted or maintained in any medium (i.e., electronic medical record, paper, oral), and relates to the past, present, or future physical or mental health condition, or payment for the provision of care (including medical records, conversations, admitting information, and patient financial information).
Employees (including medical records, compensation, benefits, employment records, and disciplinary actions).
Company-specific information (including financial and statistical records, strategic plans, internal reports, memos, contracts, peer review information, communications, proprietary computer programs and technology, and source code).
Proprietary third-party information (including computer programs and technology, client or vendor information, and source code).
I understand and agree as follows:

As a healthcare employee, I may learn of or have access to Confidential Information through computer systems (including, but not limited to patient care information systems, other clinical and financial information systems, the longitudinal patient record, and the actuarial and claims systems) or through my employment.
I will use Confidential Information/PHI only as minimally necessary to perform my legitimate job duties, as well as safeguard and limit access to any Protected Health Information in any medium (including written, oral, or electronic formats).
I will safeguard access to Confidential Information, or any Confidential Information/PHI.
I will protect any and all PHI obtained as an employee of my physician after my employment has ended with my physician’s office.
I understand that my employer may routinely monitor and audit access to information regarding, but not limited to, employees and patients, their relatives, public figures, and VIPs for the appropriateness of access to such information as it relates to my legitimate duties.
If applicable: I will sign off the computer when I leave the computer system.
I understand that I am responsible for all activity logged under my password (access to the EMR). I understand that I must log off before another user may use the computer.
I will notify my employer immediately if I suspect or learn that my access code, other authorization for access to Confidential Information or any Confidential Information has been misused or disclosed without proper authorization.
I understand the purpose of this notification is to protect confidentiality by having my unique information systems access code(s) changed.
My employer may, at any time, revoke my access code or other authorization for access to Confidential Information.
A violation of this Agreement will subject me to discipline, including, if warranted, termination of records.
I understand that violation of my duties as discussed above may independently constitute a violation of applicable criminal/civil laws.
I have received training and understand concepts regarding confidentiality, privacy, and security as they relate to the Health Insurance Portability and Accountability Act (HIPAA), and was given the opportunity to ask questions.

You are requested not to bring personal items of value to your place of work. No liability is accepted for any loss or damage to your property or effects. This includes damage to personal clothing, which occurs when the proper protective clothing, provided for you by the Company, is not worn.

2.3 Theft or Dishonesty
Found money or property must be referred immediately to the manager in charge.

The rule is simple: if it does not belong to you, you must not take it.

Theft or fraud (however small) is gross misconduct and will result in immediate dismissal. It is Company policy to report all cases of theft or fraud to the police.

2.4 Security Vetting
In certain circumstances, security vetting of individual employees may be necessary.

2.5 Right of Search
The Company reserves the right to carry out random checks on the identity, persons, and property (including vehicles) of employees while they are on the Company premises or place of business. Such checks in themselves do not imply suspicion in relation to the individuals concerned.

You may be asked to remove the contents of your pockets, bags, locker, vehicle, etc.

The Company reserves the right to call the police at any stage. This policy also relates to the search procedures operated by customers, where employees are subject to the rules in force at the customer’s premises.

Acceptance of this right of search is part of your terms and conditions of employment or training.

2.6 Retained Property or Money
Before leaving Company employment or training, you must return all Company property and money (including personal protective equipment and tools) to the Company. The Company reserves the right to deduct the value of any such property or money not returned from your final wages or other payment due to you.

Acceptance of this right of deduction is part of your terms and conditions of employment or training.

2.7 Confidentiality and Information
It is a condition of your employment that you agree not to divulge (either during or after your employment) any confidential information (recorded or oral) regarding the Company, its employees, or clients, to unauthorized persons, either inside or outside of the business.

It is also a condition of employment that you will not solicit the business of, or deal with, existing and prospective Company clients within twelve months of leaving this Company for similar employment or self-employment elsewhere.

Company information, data, and systems are important assets, and it is your responsibility to safeguard these from loss, destruction, and unauthorized copying, alteration, and disclosure.

Personal use of the Company’s computers is not permitted unless specifically authorized in writing by your manager. The loading of any software or programs onto Company computers by any means, (including the internet), is not allowed without first obtaining written permission from the person responsible for the Company IT system.

Anyone corrupting data and programs, physically damaging equipment, releasing confidential information without authority, or altering or tampering with information in any other form will be subject to disciplinary procedures up to and including dismissal. Criminal offenses will be reported to the police.

Section 2

Employment Policies

2.1 Employee Classifications

The following terms are used to describe employees and their employment status:

Exempt Employees - Employees whose positions meet specific tests established by the Federal Labor Standards Act ("FLSA") and Oklahoma state law. In general, exempt employees are those engaged in executive, managerial, high-level administrative and professional jobs who are paid a fixed salary and perform certain duties. In addition, certain commissioned sales employees and highly paid computer professionals are exempt. Exempt employees are not subject to the minimum wage and overtime laws.

Nonexempt Employees - Employees whose positions do not meet specific tests established by the FLSA and Oklahoma state law. All employees who are covered by the federal or state minimum wage and overtime laws are considered nonexempt. Employees working in nonexempt jobs are entitled to be paid at least the minimum wage per hour and a premium for overtime.

Full-Time Employees - Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work a schedule of 35 hours per work week.

Part-Time Employees - Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work less than 35 hours per work week.

Temporary Employees - Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project. Employment assignments in this category are of limited duration and the temporary employee can be let go before the end of the defined period. Short term assignments generally are periods of three (3) months or less, however, such assignments may be extended. All Temporary employees are at-will regardless of the anticipated duration of the assignment (see Employment-at-Will Policy). Temporary employees retain that status unless and until notified in writing of a change.

Independent Contractor or Consultant - These individuals are not employees of the Company and are self-employed. An independent contractor or consultant is engaged to perform a task according to his/her own methods and is subject to control and direction only as to the results to be accomplished. Independent contractors or consultants are not entitled to benefits.

Each employee will be advised of his or her status at the time of hire and any change in status. Regardless of the employee's status, the employee is employed at-will and the employment relationship can be terminated by the Company or the employee at any time, with or without cause and with or without notice.

2.2 Equal Employment Opportunity & Americans with Disabilities Act

It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, 

pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline and termination.

The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law. For example, the Company will make reasonable accommodations for employees' observance of religious holidays and practices unless the accommodation would cause an undue hardship on the Company's operations. If you desire a religious accommodation, you are required to make the request in writing to your manager as far in advance as possible. You are expected to strive to find co-workers who can assist in the accommodation (e.g. trade shifts) and cooperate with the Company in seeking and evaluating alternatives.

Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company provides reasonable accommodations to qualified individuals with disabilities to the fullest extent required by law. The Company may require medical certification of both the disability and the need for accommodation. Keep in mind that the Company can only seek to accommodate the known physical or mental limitations of an otherwise qualified individual. Therefore, it is your responsibility to come forward if you are in need of an accommodation. The Company will engage in an interactive process with the employee to identify possible accommodations, if any will help the applicant or employee perform the job.

2.3 Confidentiality

In the course of employment with the Company, employees may have access to "Confidential Information" regarding the Company, which may include its business strategy, future plans, financial information, contracts, suppliers, customers, personnel information or other information that the Company considers proprietary and confidential. Maintaining the confidentiality of this information is vital to the Company's competitive position in the industry and, ultimately, to its ability to achieve financial success and stability. Employees must protect this information by safeguarding it when in use, using it only for the business of the Company and disclosing it only when authorized to do so and to those who have a legitimate business need to know about it. This duty of confidentiality applies whether the employee is on or off the Company's premises, and during and even after the end of the employee's employment with the Company. This duty of confidentiality also applies to communications transmitted by the Company's electronic communications. See also Internet, Email and Computer Use policy, herein.

As a condition of employment with the Company, all employees must sign a Non-Disclosure Agreement.

HIPAA - ACCESS AND CONFIDENTIALITY  

“Confidential Information” includes information relating to: 

1. Any individuals’ Protected Health Information (PHI), which is information that identifies an individual (name, social security number, account number, etc.) and is created or received by a health care provider, health plan, or healthcare clearinghouse, is transmitted or maintained in any medium (i.e. electronic medical record, paper, oral), and relates to the past, present or future physical or mental health condition, or payment for the provision of care (including medical records, conversations, admitting information, and patient financial information);
2. Employees (including medical records, compensation, benefits, employment records, and disciplinary actions);
3. Company specific information (including financial and statistical records, strategic plans, internal reports, memos, contracts, peer review information, communications, proprietary computer programs and technology and source code); and
4. Proprietary third-party information (including computer programs and technology, client or vendor information and source code). 

I understand and agree as follows: 

1. As a healthcare employee, I may learn of or have access to Confidential Information through computer systems (including, but not limited to patient care information systems, other clinical and financial information systems, the longitudinal patient record, and the actuarial and claims systems) or through my employment.
2. I will use Confidential Information/PHI only as minimally necessary to perform my legitimate job duties, as well as safeguard and limit access to any Protected Health Information in any medium (including written, oral or electronic formats).
3. I will safeguard access to Confidential Information, or any Confidential Information/PHI.
4. I will protect any and all PHI obtained as an employee of my physician after my employment has ended with my physician’s office.
5. I understand that my employer may routinely monitor and audit access to information regarding, but not limited to, employees and patients, their relatives, public figures and VIPs for appropriateness of access to such information as it relates to my legitimate duties.
6. If applicable: I will sign off the computer when I leave the computer system.
7. I understand that I am responsible for all activity logged under my password (access to the EMR). I understand that I must log off before another user may use the computer.
8. I will notify my employer immediately if I suspect or learn that my access code, other authorization for access to Confidential Information or any Confidential Information has been misused or disclosed without proper authorization.
9. I understand the purpose of this notification is to protect confidentiality by having my unique information systems access code(s) changed.
10. My employer may, at any time, revoke my access code or other authorization for access to Confidential Information.
11. A violation of this Agreement will subject me to discipline, including, if warranted, termination of records.
12. I understand that violation of my duties as discussed above may independently constitute a violation of applicable criminal/civil laws. 

I have received training and understand concepts regarding confidentiality, privacy and security as they relate to the Health Insurance Portability and Accountability Act (HIPAA), and was given the opportunity to ask questions. 

2.4 Employment of Minors

The FLSA's child labor provisions, which the Company strictly adheres to, are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. Generally speaking, the FLSA sets the minimum age for employment (14 years for non-agricultural jobs), restricts the hours youth under the age of 16 may work, and prohibits youth under the age of 18 from being employed in hazardous occupations. In addition, the FLSA establishes subminimum wage standards for certain employees who are less than 20 years of age, full-time students, student learners, apprentices, and workers with disabilities. Employers generally must have authorization from the U.S. Department of Labor's Wage and Hour Division (WHD) in order to pay sub-minimum wage rates.

2.5 Employment of Relatives

The Company recognizes that the employment of relatives in certain circumstances, such as when they will work in the same department, supervise or manage the other, or have access to confidential or sensitive information regarding the other, can cause problems related to supervision, safety, security or morale, or create conflicts of interest that materially and substantially disrupt the Company's operations. When the Company determines any of these problems will be present, it will decline to hire an individual to work in the same department as a relative. Relatives subject to this policy include: father, mother, sister, brother, current spouse or domestic partner, child (natural, foster, or adopted), current mother-in- law, current father-in-law, grandparent, or grandchild.

If present employees become relatives during employment, the Company should be notified so that we may determine whether a problem involving supervision, safety, security or morale, or a conflict of interest that would materially and substantially disrupt the Company's operations exists. If the Company determines that such a problem exists, the Company will take appropriate steps to resolve the problem, which may include reassignment of one relative (if feasible) or asking for the resignation of one of the relatives.

2.6 Introductory Period

The first 90 days of employment are considered an introductory period for all newly hired employees. During this time, you will learn your new responsibilities, get acquainted with fellow employees, and determine whether you are happy with the position. Also, during this time, your manager will monitor your performance. Upon completion of the introductory period, your manager will review your performance. If the Company finds your performance satisfactory and decides to continue your employment, you will be advised of any improvements expected. This is also an opportunity for you to make suggestions to improve the Company's efficiency and operations. Completion of the introductory period does not entitle you to remain employed by the Company for any definite period of time, but instead allows both you and the Company to evaluate whether or not you are right for the position. Your status as an at-will employee does not change - the employment relationship may be terminated with or without cause and with or without advance notice, at any time by you or the Company.

2.7 Personnel Records and Employee References

The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization. Because personnel files and payroll records are confidential, access to the records is restricted. Generally, only those who have a legitimate reason to review information in an employee's file are allowed to do so. Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required. 

Employees may contact a Human Resources representative to request a time to review their payroll records and/or personnel file. With reasonable advance notice, an employee may review his or her own records in the Company's offices during regular business hours and in the presence of an individual appointed by the Company to maintain the records. No copies of documents in your file may be made, with the exception of documents that you have previously signed. You may add your comments to any disputed item in the file. 

By policy, the Company will provide only the former or present employee's dates of employment and position(s) held with the Company. Compensation information may also be verified if written authorization is provided by the employee.

2.8 Privacy

The Company is respectful of employee privacy. All employee demographic and personal information will be shared only as required in the normal course of business. Healthcare enrollment information is kept in a separate folder from other human resources forms. Workers' Compensation information is not considered private healthcare information; however, this information will be released only on a need-to-know basis.

The Company does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. If applicable, the Company will set up guidelines for employees and management to follow to ensure that company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA).

2.9 Immigration Law Compliance 

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 on the date of hire and present documentation establishing identity and employment eligibility within three business days of date of hire. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.

2.10 Political Neutrality

Maintenance of individual freedom and our political institutions necessitates broad scale participation by citizens concerning the selection, nomination and election of our public office holders. The Company will not discriminate against any employee because of identification with and support of any lawful political activity. Company employees are entitled to their own personal political position. The Company will not discriminate against employees based on their lawful political activity engaged in outside of work. If you are engaging in political activity, however, you should always make it clear that your actions and opinions are your own and not necessarily those of the Company, and that you are not representing the Company.

Section 3

Hours of Work and Payroll Practices

3.1 Pay Periods and Paydays

Employees are paid on a bi-monthly basis. All employees will be paid on the 15th (5 day lag) and the last day of the month (5 day lag). All employees are paid by check or direct deposit on the above-mentioned payday. If the regular payday falls on a weekend or Company holiday, employees will be paid on the last business day before the holiday and/or weekend.

3.2 Rest and Meal Periods

All rest and meal periods will be in accordance with Oklahoma state law.

To the extent Oklahoma state law does not require rest and meal breaks, nonexempt employees will be provided a 10-minute rest break for every four hour period of work. This time is counted and paid as time worked. Nonexempt employees scheduled to work more than a five hour period will be provided a 30-minute unpaid meal period.

3.3 Time Tracking

Employees are required to clock in and clock out for every shift. If you forget to clock in or out you must notify the bookkeeper and your time will be corrected but rounded up for clock in and rounded down for clock out. For example: if you arrive at 9:45am but forgot to clock in, the bookkeeper will post your clock in time as 10am. If you leave at 7:20pm but you forgot to clock out, the bookkeeper will post your clock out time as 7pm. Padding time is not tolerated and will result in immediate termination. Unless otherwise authorized by management, all employees must clock out when not at the clinic/facility. Taking running personal errands while on the clock will not be tolerated and will result in immediate termination.

You are required to clock out if you leave the clinic during your shift for any reason. The only exception being prior approval by the Director to remain clocked in while performing clinic related duties outside of the clinic. 

• Appropriate Use of Time. Down time should be rare. There is always something to do. No matter your title, it is expected that you will remain busy engaging in productive activities during your entire shift. Do not use down time as personal time. Doing chart notes, superbills or rec logs at the end of the day is strongly discouraged. We expect you to complete these tasks throughout the day - and especially during down time.

3.4 Payroll Deductions

Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and insurance. Deductions will be made for the following: Federal and State Income Tax Withholding, Social Security, Medicare, State Disability Insurance & Family Temporary Disability Insurance, and other items designated by you or required by law (including a valid court order). You can adjust your federal and state income tax withholding by completing the proper federal or state form and submitting it to Accounting or Human Resources. At the start of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) form for the prior year. This statement summarizes your income and deductions for the year.

3.5 Wage Garnishment

A garnishment is a court order requiring an employer to remit part of an employee's wages to a third party to satisfy a just debt. Once the Company receives the legal papers ordering a garnishment, we are required by law to continue making deductions from your check until we have withheld the full amount or until we receive legal papers from the court to stop the garnishment. Even if you have already paid the debt, we still need the legal papers to stop the garnishment.

3.6 Direct Deposit

All employees are encouraged, but not required, to use direct deposit and have their paychecks deposited into a bank account of an accredited participating bank or credit union.

Section 4

Standards of Conduct and Employee Performance

4.1 Anti- Harassment and Discrimination

The Company is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by Company policy. Such conduct by or towards any employee, contract worker, customer, vendor or anyone else who does business with the Company will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the Company does business engages in unlawful harassment or discrimination, the Company will take appropriate corrective action.

Prohibited Conduct:

Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on sex, race, age, national origin, disability or any other legally protected basis if:

a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or engagement;

b. submission to or rejection of such conduct by an individual is used as a basis for decisions concerning that individual's employment or engagement; or

c. it creates a hostile or offensive work environment.

Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company's electronic communications system, or through other on-line conduct.

Complaint Procedure:

Employees or contract workers who feel that they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor or anyone else who does business with the Company, should immediately report such conduct to their supervisor or any other member of management.

Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy. In response to every complaint, the Company will conduct an investigation which may involve interviewing witnesses if warranted and, if improper conduct is found, take appropriate corrective action.

To the extent that an employee or contract worker is not satisfied with the Company's handling of a harassment or discrimination complaint, he or she may also contact the appropriate state or federal enforcement agency for
legal relief.

4.2 Attendance

Punctuality and regular attendance are essential to the successful operation of the Company's business. If an employee is unable to report to work (or to report to work on time) for any reason, the employee must notify his or her supervisor before his or her starting time. If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving. Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination. Failing to notify the supervisor that you are unable to report to work (or report to work on time) will result in disciplinary action, up to and including termination.

4.3 Discipline and Standards of Conduct

A. Customer Service. All employees are required to demonstrate their finest customer service skills when working with the public (i.e. anyone you interact with as an employee). You must always strive to maintain the highest level of professionalism in speech and body language. You represent the Company and excellent customer service is what will keep patients coming back to our clinics. With regards to building and maintaining a great patient/provider relationship, a good rule to follow is “treat every patient like they were your first.” Please greet each patient in a friendly and welcoming manner. Each patient deserves your utmost attention. It is unacceptable to delay greeting a patient, to avoid eye contact or to be distracted by personal electronic devices or by conversations with other Company employees.

B. Patient Communication. If a patient becomes loud or combative, you are never to raise your voice or develop a negative attitude toward the patient in return. Please be courteous, considerate, compassionate, and complete in all that you do on behalf of patients. Some situations can seemingly ruin your day. Giving excellent service all the time is difficult, but not impossible. Please respond calmly and if needed, contact management for further assistance. 

Important - patients are not allowed to use foul language or yell at Company employee - in person or on the phone. Patients can become very demanding 

C. Discipline. As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. The outcome or method of discipline depends upon previous conduct, and your willingness to accept correction and accountability for your own actions. Moreover, at any time the Company determines it is appropriate, an employee may be terminated immediately.

D. Standards of Conduct. Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company's right to impose discipline for any other conduct it deems inappropriate). Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination.

• Dishonesty
• Gossip or other negative communication
• Falsification of Company records
• Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public
• Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials
• Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes or other disorderly conduct that may endanger others or damage property
• Insubordination, failure to perform assigned duties or failure to comply with the Company's health, safety or other rules
• Unauthorized or careless use of the Company's materials, equipment or property
• Unauthorized and/or excessive absenteeism or tardiness
• Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace
• Sexual or other illegal harassment or discrimination
• Unauthorized use or disclosure of the Company's confidential information - to include employee and patient confidential information
• Violation of any Company policy

4.4 Dress Code

The dress code for healthcare providers is business casual or scrubs. Medical assistants and medical receptionists are required to wear scrubs. Administrative staff is required to wear business casual. Tank tops, tight or revealing clothing or any other clothing that may be a distraction or make others uncomfortable are not permitted. Professional appearance is required at all times - no wrinkled or soiled clothing.

4.5 Safety

The Company is committed to providing a safe workplace. Accordingly, the Company emphasizes "safety first." It is the employee's responsibility to take steps to promote safety in the workplace and work in a safe manner. By remaining safety conscious, employees can protect themselves and their coworkers. Employees are expected to promptly report all unsafe working conditions, accidents and injuries, regardless of how minor so that any potential hazards can be corrected. 

By initialing below you certify that you have received, read and agree to adhere to the guidelines as outlined in the above document.

4.6 Substance and Abuse

The Company is committed to providing its employees with a safe and productive work environment. In keeping with this commitment, it maintains a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may consume or possess alcohol, or use, possess, sell, purchase or transfer illegal drugs at any time while on the Company's premises or while using the Company vehicles or equipment, or at any location during work time. Company healthcare providers are prohibited
from writing controlled substances to Company employees - to include employees of any of the Company sister companies.

No employee may report to work with illegal drugs (or their metabolites) or alcohol in his or her bodily system. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorized Company social or business event. "Illegal drug" means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It also includes any substance a person holds out to another as an illegal drug.

Any violation of this policy will result in disciplinary action, up to and including termination.

As part of our efforts to keep this environment safe and free of illegal drug use, we will conduct random and intermittent drug tests of all employees in positions where the safety or security of the employee or others is an issue.

In addition, we may ask any employee, regardless of job responsibilities, to submit to a drug test in the following circumstances:

• When we suspect that the employee is under the influence of illegal drugs
• When we suspect that the employee has been involved in the sale, purchase, use, or distribution of illegal drugs on the worksite or while performing job duties
• When the employee has been involved in a workplace accident or incident
• When the employee has been involved in an accident or incident offsite but while on company business, or
• When the employee has violated a safety rule

Any employee who feels he or she has developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered.

4.7 Workplace Searches

All offices, desks, file drawers, cabinets, lockers, Company vehicles, and other Company equipment (including but not limited to computers, e-mail and voice mail) and facilities or any area on Company premises are the property of the Company ("Company Property"), and are intended for business use. Employees should have no expectation of privacy with respect to Company property and/or items stored within Company Property or on Company premises. Inspection may be conducted at any time, without notice, at the discretion of the
Company.

In addition, when the Company deems appropriate, employees may be required to submit to searches of their personal vehicles, parcels, purses, handbags, backpacks, briefcases, lunch boxes or any other possessions or articles brought on to the Company's premises.

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. All employees must cooperate in an inspection; failure to do so is insubordination and will result in disciplinary action, up to and including termination.

4.8 Internet, Email and Computer Use Policy

The Company uses various forms of electronic communication including, but not limited to: computers, email, telephones, voicemail, instant message, text message, Internet, cell phones and smart phones (hereafter referred to as "electronic communications"). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use.

The following rules apply to all forms of electronic communications and media that are: (1) accessed on or from Company premises; (2) accessed using the Company computer or telecommunications equipment, or via Company-paid access methods; and/or (3) used in a manner which identifies the Company. The following list is not exhaustive and the Company may implement additional rules from time to time.

a. Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company policy, or not in the best interest of the Company. Employees who misuse electronic communications and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline, up to and including termination. Employees may not install personal software on Company computer systems.

b. Employee's own electronic media may only be used during breaks. All other company policies, including the Company's no tolerance for discrimination, harassment, or retaliation in the workplace apply.

c. All electronic information created by any employee on Company premises or transmitted to Company property using any means of electronic communication is the property of the Company and remains the property of the Company. You should not assume that any electronic communications are private or confidential and should transmit personal sensitive information in other ways. Personal passwords may be used for purposes of security, but the use of a personal password does not affect the Company's ownership of the electronic information. The Company will override all personal passwords if necessary for any reason.

d. The Company reserves the right to access and review electronic files, messages, internet use, blogs, "tweets", instant messages, text messages, email, voice mail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Company policy or any law occurs. All such information may be used and/or disclosed to others, in accordance with business needs and the law. The Company reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system

e. Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Company management. No employee may install or use anonymous e-mail transmission programs or encryption of e-mail communications.

f. Employees who use devices on which information may be received and/or stored, including but not limited to cell phones, cordless phones, portable computers, fax machines, and voice mail communications are required to use these methods in strict compliance with the Confidentiality section of this Handbook. These communications tools should not be used for communicating confidential or sensitive information or any trade secrets.

g. Access to the Internet, websites, and other types of Company-paid computer access are to be used for Company-related business only. Any information about the Company, its products or services, or other types of information that will appear in the electronic media about the Company must be approved before the information is placed on any electronic information resource that is accessible to others.

4.9 Social Media Policy

The Company is committed to utilizing social media to enhance its profile and reputation, to listen and respond to customer opinions and feedback, and to drive revenue, loyalty and advocacy. We encourage employees to support our activities through their personal social networking channels while adhering to the guidelines outlined in this section.

For the purpose of this section, social media and networking refers to the use of web-based and mobile applications for social interaction and the exchange of user-generated content. Social media channels can include, but are not limited to: Facebook, Twitter, LinkedIn, YouTube, blogs, review sites, forums, online communities and any similar online platforms.

Employees are expected to conduct themselves in a professional manner and to respect the views and opinions of others. The Company and its employees are committed to conducting ourselves in accordance with best industry practices in social networking, to being responsible citizens and community members, to listening and responding to feedback, and to communicating in a courteous and professional manner. Behavior and content that may be deemed disrespectful, dishonest, offensive, harassing or damaging to the company's interests or reputation are not permitted. The use of social media channels on company time for personal purposes is not allowed. Taking pictures or videos within the clinic is strictly prohibited except when approved by management as necessary to fulfil a specific job requirement (jotform task list).

Any social media contacts, including "followers" or "friends," that are acquired through accounts (including but not limited to email addresses, blogs, Twitter, Facebook, YouTube, LinkedIn, or other social media networks) created on behalf of the Company will be the property of the Company.

Employees must not disclose private or confidential information about the Company, its employees, clients, suppliers or customers on social networks. Employees must respect trademarks, copyrights, intellectual property and proprietary information. No third-party content should be published without prior permission from the owner.

The Company maintains the right to monitor company-related employee activity in social networks. Violation of policy guidelines is grounds for discipline, up to and including termination.

4.10 Cell Phone Policy

The use of personal cell phones at work is discouraged because it can interfere with work and be disruptive to others. Therefore, employees who bring personal cell phones to work are required to keep the ringer shut off or placed on vibrate mode when they are in the office, and to keep cell phone use confined to breaks and meal periods. Conversations should be had away from areas where other employees are working. When cell phone use interferes with the satisfactory performance of an employee's duties or disturbs others, the privilege of
using a personal cell phone at work may be taken away and other disciplinary action, up to and including termination, may be imposed.

The Company may provide cell phone allowances to employees in certain positions in an effort to improve efficiency and effectiveness. When cell phones are used for Company business, employees must comply with all Company policies governing conduct, including our policies prohibiting discrimination, harassment, and violence in the workplace. When using the cell phone in a public place, please remember to maintain the confidentiality of any private or confidential business information. As a courtesy to others, please shut cell phones off or place on vibrate mode during meetings.

Section 5

Employee Benefits and Services

5.1 General

Aside from those benefits required by state and federal regulations, the Company may also offer additional benefits for its full-time employees. From time to time, benefits may be added or deleted from the benefits package. The Company reserves the right to make such changes.

This Handbook does not contain the complete terms and/or conditions of any of the Company's current benefit plans. It is intended only to provide general explanations. For information regarding employee benefits and services, employees should contact the Director

5.2 Workers' Compensation

All states have Workers' Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered in the course of employment. These laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of employment. The Company carries Workers' Compensation Insurance for all employees and pays the entire cost of the insurance program. An employee who suffers an injury or illness in connection with the job is usually eligible to receive payment through the insurance company for lost wages. In addition to disability payments, necessary hospital, medical and surgical expenses are covered under Workers' Compensation, with payments being made directly to the hospital or physician. Workers' Compensation benefits to injured workers also include assistance to help qualified injured employees return to suitable employment.

5.3 Social Security Benefits (FICA)

During your employment, you and the Company both contribute funds to the Federal government to support the Social Security Program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

5.4 Unemployment Insurance

The company pays a state and federal tax to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances described by law. This insurance is administered by applicable state agencies, who determine eligibility for benefits, the amount of benefits (if any), and duration of benefits.

5.5 Additional Benefits

In-house healthcare for the employee and direct relatives of the employee(spouse, children). Approval from the Director must be obtained before care can be provided for the employee or direct relative to the employee. The prescribing of any controlled substance to the employee or the employee’s direct relatives is strictly prohibited. Ancillary services, injections, labs may be provided to the employee or employee’s direct relatives but at Company cost. Please complete the Employee Healthcare Request Form found in the Google shared drive. The form must be signed by the Director and given to the bookkeeper.

Section 6

Employee Leaves of Absence and Time Off

6.1 General

While regular attendance is crucial to maintain business operations, the Company recognizes that, for a variety of reasons, employees may need time off from work. You are encouraged to plan personal medical and dental appointments on your day off. The Company has available a number of types of leaves of absence. Some are governed by law and others are discretionary. For all planned leaves, however, employees must submit a request at least 14 days in advance; in case of emergencies, employees should submit the request as soon as they become aware of the need for leave. All leaves must have the approval of Company management. If, during a leave, an employee accepts another job, engages in other employment or consulting outside of the Company, or applies for unemployment insurance benefits, the employee may be considered to have voluntarily resigned from employment with the Company.

All requests for a leave of absence will be considered in light of their effect on the Company and its work requirements, as determined by Company management, which reserves the right to approve or deny such requests in its sole discretion, unless otherwise required by law. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave is the most appropriate accommodation. The employee must provide a certification from his or her health care provider to the Company to support a leave for medical reasons. Failure to provide the required certification to the Company in a timely manner will result in delay or denial of leave. If an employee requires an extension of leave, the employee must request such extension and have it approved before the expiration of the currently approved leave.

While the Company will make a reasonable effort to return the employee to his or her former position or a comparable position following an approved leave of absence, there is no guarantee that the employee will be reinstated to his or her position, or any position, except as required by law.

6.2 Family and Medical Leave

Because of the Company's small size, we are not required to comply with the federal Family and Medical Leave Act ("FMLA"). However, we recognize that our employees may occasionally need to take unpaid leave to care for a new child, to care for a seriously ill family member, to handle an employee's own medical issues, or to handle issues relating to a family member's military service, possibly including caring for a family member who is injured while serving in the military.

If you anticipate that you might need time off to deal with family and medical issues, please speak with your supervisor. We will seriously consider every request on a case-by-case basis.

6.3 Workers' Compensation Leave

Any employee who is unable to work due to a work related injury or illness and who is eligible for Workers' Compensation benefits will be provided an unpaid leave for the period required. The first 12 weeks will be treated concurrently as a family and medical leave under the federal Family Medical Leave Act ("FMLA") for employees eligible for FMLA leave.

6.4 Jury Duty

U.S. citizens have a civic obligation to provide jury duty service when called.

By state law, employees cannot be required to use annual sick or vacation leave.

The employee must bring in the jury duty notice as soon as it is received so that appropriate arrangements can be made to cover his or her duties. Employees are required to call in or report for work on those days or parts of days when their presence in court is not required.

6.5 Voting Time

Employees who are registered voters and whose workday begins less than three hours after polls open or ends less than three hours before polls close to vote in any local, state, and national election may take two hours off work with pay for such purpose. Employees should provide notice one day before the election if time off is required.

At-Will Employment Agreement and

Acknowledgement of Receipt of Employee Handbook

I acknowledge that I have been provided with a copy of the Company (the "Company") Employee Handbook, which contains important information on the Company's policies, procedures and benefits, including the policies on Anti-Harassment/Discrimination, Substance Use and Abuse and Confidentiality. I understand that I am responsible for familiarizing myself with the policies in this handbook and agree to comply with all rules applicable to me.

I understand and agree that the policies described in the handbook are intended as a guide and do not constitute a contract of employment. I specifically understand and agree that the employment relationship between the Company and me is at-will and can be terminated by the Company or me at any time, with or without cause or notice. Furthermore, the Company has the right to modify or alter my position, or impose any form of discipline it deems appropriate at any time. Nothing in this handbook is intended to modify the Company's policy of at-will employment. The at-will employment relationship may not be modified except by a specific written agreement signed by me and an authorized representative of the Company. This is the entire agreement between the Company and me regarding this subject. All prior or contemporaneous inconsistent agreements are superseded.

I understand that the Company reserves the right to make changes to its policies, procedures or benefits at any time at its discretion. However, the at-will employment agreement can be modified only in the manner specified above. I further understand that the Company reserves the right to interpret its policies or to vary its procedures as it deems necessary or appropriate.

I have received the Company Employee Handbook. I have read (or will read) and agree to abide by the policies and procedures contained in the Handbook.

I understand & agree this is a legal representation of my signature.