1. Welcome 1.1. History, Goals & Culture 1 1.2. Purpose of this Handbook 1 1.3. At-Will Employment 1 2. Workplace Commitments

2.1. Equal Opportunity Employment 2 2.2. Non-Harassment / Non-Discrimination 2 2.3. Drug-Free / Alcohol-Free Environment 4 2.4. Open-Door Policy 5

2.5. Immigration Compliance 5 3. Company Policies and Procedures 3.1. Code of Professional Conduct 6 3.2. Dress Code 6 3.3. Payday 6 3.4. Company Property 7 3.5. Social Media policy 8 3.6. Privacy 10 3.7. Personnel Files 11 4. Employment Classification 4.1. Exempt Employees 12 4.2. Non-Exempt Employees 13 4.3. Part-Time, Full-Time or Temporary Status 13 5. Attendance Policies 5.1. General Attendance 14 5.2. Tardiness 14 5.3. Breaks 14 6. Leave Policies 6.1. Vacations 15 6.2. Sick Leave 15 6.3. Family and Medical Leave Act Leave 16 6.4. Holidays 19 6.5. Jury Duty Time Off 19 6.6. Voting Time Off 19 6.7. Military Leave 20 6.8. Leave of Absence 20 7. Work Performance 7.1. Expectations 21 7.2. Reviews 21 7.3. Insubordination 22

ii 8. Discipline Policy 8.1. Grounds for Disciplinary Action 23 8.2. Procedures 24 8.3. Termination 24 9. Employee Health and Safety 9.1. Workplace Safety 25 9.2. Workplace Security 25 9.3. Emergency Procedures 26 10. Employee Benefits 10.1. Health Insurance 27 10.2. Retirement Plans 27 10.3. Workers' Compensation 28 10.4. Disability Coverage 28 11. Termination Policies 11.1. Voluntary Termination 30 11.2. Final Paycheck 30 11.3. COBRA Continuation of Health Benefits 30 11.4. Exit Interview 31 12. Additional Employee Requirements 13. Acknowledgments of Receipt 13.1. Employee Copy 33 13.2. Employer Copy 34

Hypotheticals Questions: Be specific and expand the question further in detail.

1. Assume the following: Sally is an employee who signed the above employee handbook. She has worked for you since 2012. At various points in her time with your company, she has not been the greatest employee. In 2013, you gave her a few verbal warnings about poor work product. In 2014, you gave her a written warning and indicated that future issues would result in termination. This year, you decided to fire her. You gave her 30 days to find new work. Which section of the employee handbook allows you to fire her? Did you meet, exceed, or fail to meet the requirements of the law regarding her termination? If you failed to meet the requirements, what would be required instead?

Now assume: Instead of giving her written warnings or notice, you come into work one day and again, Sally is not performing as required. You just tell her to pack her desk up and leave. She objects, claiming you need to provide a lot more details and notice than you have. Is she right? Again, which section of the handbook applies? If she is wrong, why? If she is right, what should you have done instead?

2. Assume the following: Your company has a long standing "tradition" of joke telling. One of your managers tells another employee a joke that has sexual connotations. The employee complains, but the manager tells him/her that's just "how things are done here." Which section of the handbook does this fall under, if any? What is the remedy (in other words, what should happen to the employee or the manager, if anything)?

3. Your business gets a lot of press for a decision you made that was not popular with the general citizenry. People posted complaints on your Facebook page. Jane, an employee of yours, decided to go to her own (personal) Facebook page and post a long commentary about how she disagrees with your unpopular business decision. Is this OK under the handbook? If so, describe and be a specific and do a letter to Jane with the advice Jane needs to know as to how she should word her Facebook post. If the post is NOT OK under the handbook, why not? Cite the handbook policies you are referring to.

4. Billy is an employee of your company. When you hired Billy, you told him that work- life balance was an important value held within your company. You hired him as an exempt employee, rather than an hourly employee. You recently took a job that requires Billy to work a night shift approximately half of the week, but you also require Billy to work a day shift in the office for the other half of the week. Billy tells you he wants overtime because your shift schedule is unfair. No one else in the office works the same shift schedule you currently have Billy working. Under the employee handbook, is Billy's schedule OK? Should he be awarded overtime for the irregular shift schedule? If so, why? If not, why? Is he likely classified as an exempt employee or a non-exempt employee?

5. John, a male, is your employee. His wife, a female, is having a baby next month. John requests FMLA time to help her take care of the baby. What is FMLA time? What authority does John have to require you to give him time off? Does he get paid when he's gone? How long can he be gone? How would the analysis change, if at all, if John was the mother of the newborn instead of the father. Instead, assume John is asking for time off because he is in the U.S. Army Reserves. He was recently given orders to go overseas as an active duty service member. He will be gone for approximately 9 months. Are you required to let him go? Can you fire him? Can you replace him while he's gone with a new employee? When he comes back, can you tell him, unfortunately, the new employee is better and, as such, you are no longer employing him?