Employee Handbook - Online Template Form - Word and PDF Pro · US-law

EMPLOYEE HANDBOOK

Company Name: ________
Last Updated Date: ________

TABLE OF CONTENTS

SECTION 1: INTRODUCTION
1.1 Basic Company Information
1.2 This Employee Handbook
1.3 Policy Changes
1.4 At-Will Employment
1.5 No Guarantees & Interpretation
1.6 Dispute Resolution

SECTION 2: EMPLOYMENT POLICIES
2.1 Employment Classification
2.2 Confidentiality
2.3 Conflicts of Interest
2.4 Employment of Minors
2.5 Employment of Relatives & Personal Relationships
2.6 Introductory Period
2.7 Privacy
2.8 Immigration Compliance
2.9 Political Neutrality

SECTION 3: PAYROLL PRACTICES
3.1 Personnel Records
3.2 Payment Information
3.3 Overtime
3.4 Deductions
3.5 Timekeeping
3.6 Rest and Meal Periods
3.7 Garnishment of Wages

SECTION 4: EMPLOYEE PERFORMANCE
4.1 Performance Reviews
4.2 Pay Increases
4.3 Attendance
4.4 Dress Code
4.5 Safety

SECTION 5: STANDARDS OF CONDUCT
5.1 Equal Employment Opportunity
5.2 Discipline for Infractions
5.3 Anti-Harassment and Anti-Discrimination
5.4 Complaint Procedure
5.5 Drug- and Alcohol-Free Workplace
5.6 No Expectation of Privacy

SECTION 6: TECHNOLOGY & COMMUNICATIONS POLICIES
6.1 Computer, Internet, and Email Use
6.2 Social Media Policy
6.3 Mobile Devices

SECTION 7: EMPLOYEE BENEFITS & SERVICES
7.1 General
7.2 Group Health Insurance
7.3 Group Life Insurance
7.4 Unemployment Insurance
7.5 Profit-Sharing Plan
7.6 Flexible Spending Account (FSA)
7.7 401(k) Plan
7.8 Social Security Benefits (FICA)
7.9 Commuter Benefits
7.10 Workers' Compensation

SECTION 8: TIME OFF & LEAVES OF ABSENCE
8.1 General
8.2 Paid Time Off (PTO)
8.3 Observed Holidays
8.4 Family and Medical Leave
8.5 Pregnancy-Disability Leave
8.6 Workers' Compensation Leave
8.7 Military Leave
8.8 Military Family Leave
8.9 Bereavement Leave
8.10 Jury Duty

Congratulations on your employment with ________. We are pleased to have you on our team, whether you are a new hire or an employee who has been with us for some time.

We believe that your success is our success. To that end, we have prepared this Employee Handbook to summarize our policies, procedures, and expectations and to assist you throughout your employment relationship with us.

This Employee Handbook (the "Handbook") is not a contract of employment and does not guarantee employment for any specific duration. It is provided as a general reference tool. As an employee of ________, you are expected to keep the contents of this Handbook confidential.

We would like to share the following with you:

________

Please review this Handbook carefully, paying particular attention to the sections that relate to your work and to the nature of your employment relationship with us. If you have any questions, please contact your supervisor or the Human Resources Department.

Welcome.

SECTION 1: INTRODUCTION

1.1 Basic Company Information. The employer is identified at the beginning of this Handbook and is hereinafter referred to as the "Company." The Company's legal name is: ________. The Company's principal business address is:

________

The Company's primary telephone number is: ________.

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris.

1.3 Policy Changes. The Company may, in its sole discretion, change, revise, revoke, modify, amend, supplement, or otherwise vary the terms of this Handbook at any time, except for the at-will nature of employment, which may be modified only as set forth in Section 1.4. Any change will be made in writing and communicated to employees, and employees are responsible for remaining aware of any policy changes after notice is provided. Questions should be directed to a supervisor or the Human Resources Department.

1.4 At-Will Employment. Unless an employee has a separate written employment agreement signed by an authorized officer of the Company (such as the Chief Executive Officer or President), all employees are employed on an at-will basis. This means that either the Company or the employee may terminate the employment relationship at any time, for any reason or no reason, with or without cause and with or without advance notice. Nothing in this Handbook creates a contract of employment or alters the at-will employment relationship. No representative of the Company, other than an authorized officer acting in a signed writing, has authority to alter the at-will relationship.

1.5 No Guarantees & Interpretation. The Company reserves the right to interpret the provisions of this Handbook in its discretion. Nothing in this Handbook guarantees any particular term of employment, continued employment, or any specific relationship between an employee and the Company. Only a written employment agreement executed in accordance with Section 1.4 may alter the at-will nature of employment.

1.6 Dispute Resolution. The Company encourages employees to raise concerns and disputes first with the Company for good-faith internal resolution. To the maximum extent permitted by applicable law, and as consideration for continued employment, the Company and the employee agree that covered disputes that cannot be resolved internally shall be submitted to final and binding arbitration administered by ________ in accordance with its applicable employment arbitration rules. The arbitration shall take place in ________, and the arbitrator shall apply applicable federal law and the law of the State of ________. The arbitrator shall have no authority to add parties, to alter the provisions of any agreement, or to certify or adjudicate claims on a class, collective, or representative basis, except where such a waiver is prohibited by law. Covered claims may include, without limitation, claims for wages, benefits, wrongful termination, breach of contract, and claims arising under applicable federal, state, and local statutes, ordinances, and regulations. Nothing in this Section waives any right that cannot lawfully be waived, and claims that may not lawfully be subject to mandatory arbitration—including, where applicable, sexual harassment and sexual assault claims, and certain administrative charges (such as those filed with the Equal Employment Opportunity Commission or the National Labor Relations Board)—are excluded. The Company may also seek injunctive or other equitable relief in a court of competent jurisdiction to protect its confidential information and intellectual property.

SECTION 2: EMPLOYMENT POLICIES

2.1 Employment Classification. Employees are classified for purposes of the federal Fair Labor Standards Act ("FLSA") and applicable state law as either exempt or non-exempt.

Exempt Employees: Employees who satisfy the salary-basis and duties tests under the FLSA and applicable state law and who are therefore exempt from the minimum-wage and overtime requirements of those laws.

Non-Exempt Employees: Employees who are not exempt and who are therefore entitled to at least the applicable minimum wage and to overtime pay as required by law.

Employees are further categorized as follows:

Regular Full-Time Employees: Employees, other than temporary employees, consultants, or independent contractors, who are regularly scheduled to work at least the following number of hours per week: ________.

Regular Part-Time Employees: Employees, other than temporary employees, consultants, or independent contractors, who are regularly scheduled to work fewer than the following number of hours per week: ________.

Temporary Employees: Employees engaged for work of a limited duration, generally as follows: ________. Temporary employees are employed at-will and may have their engagement extended only by a written agreement signed by an authorized officer of the Company. Temporary employees generally are not eligible for Company benefits unless otherwise stated in a written agreement and retain their temporary classification unless notified otherwise.

Employees who are uncertain of their classification should contact their supervisor or the Human Resources Department. Independent contractors and consultants are not employees of the Company; they are self-employed, are not eligible for Company benefits, and are governed by the terms of their respective written agreements.

2.2 Confidentiality. In the course of employment, employees may have access to non-public Confidential Information. "Confidential Information" means any information that is confidential and commercially valuable to the Company, including, without limitation, documents, techniques, methods, practices, tools, specifications, inventions, patents, trademarks, copyrights, equipment, algorithms, models, samples, software, drawings, sketches, plans, programs, and other knowledge or trade secrets relating to research and development, forecasting, marketing, personnel, customers, suppliers, intellectual property, or finance.

Employees acknowledge that the Confidential Information is valuable to the Company and agree to maintain its confidentiality. Confidential Information includes any information that should reasonably be treated as confidential under the circumstances of its disclosure, whether or not labeled as such.

Confidential Information does not include information that:

I) is or becomes publicly available through no fault of the employee;

II) was already lawfully known to the employee;

III) is disclosed by the Company to third parties without restriction;

IV) is lawfully obtained by the employee from a third party with the right to disclose it; or

V) is independently developed by the employee without use of the Confidential Information.

As consideration for continued employment, the employee agrees:

I) not to disclose Confidential Information to any unauthorized person during or after employment;

II) not to discuss Confidential Information in public places;

III) not to remove Confidential Information from the Company's premises without authorization; and

IV) not to use Confidential Information for any purpose other than performing duties for the Company.

Nothing in this Section prohibits an employee from reporting possible violations of law to a government agency, participating in a government investigation, or otherwise exercising rights protected by law, including under the Defend Trade Secrets Act of 2016 (which provides immunity for certain confidential disclosures to government officials or attorneys for the purpose of reporting or investigating a suspected violation of law) and the National Labor Relations Act. Employees may be required to sign a separate Non-Disclosure Agreement as a condition of employment.

2.3 Conflicts of Interest. Employees must avoid any actual or apparent conflict of interest between their personal interests and the interests of the Company. Employees must disclose any actual or potential conflict to the appropriate authority within the Company. Conflicts of interest include, without limitation, involvement in a competing business or use of the Company's confidential information for personal benefit.

2.4 Employment of Minors. The Company complies with the child-labor provisions of the FLSA and applicable state law, which establish minimum ages for employment, restrict the hours minors may work, and prohibit minors from performing hazardous work. Employees with questions about these provisions should contact the Human Resources Department.

2.5 Employment of Relatives & Personal Relationships. To avoid the appearance of nepotism, favoritism, or conflicts of interest, the Company generally does not permit relatives or individuals in close personal relationships to work in positions in which one supervises, manages, or audits the work of the other. The Company may make exceptions with the express authorization of the Human Resources Department where doing so does not jeopardize the Company's operations or create a conflict of interest. "Relatives" include a parent, child (natural or adopted), sibling, spouse or domestic partner, aunt, uncle, niece, nephew, in-law, step-relative, grandparent, or grandchild. "Close personal relationships" include romantic or dating relationships and other close non-work relationships. Employees must disclose any such relationship that arises or changes during employment. The Company reserves the right to address such situations, including through reassignment.

2.6 Introductory Period. All new hires serve an introductory period of ________ (the "Introductory Period"). During this time, management will assess the employee's performance and fit. Completion of the Introductory Period does not alter the at-will nature of employment or guarantee continued employment for any period.

2.7 Privacy. The Company takes employee privacy seriously. Employee personal information is disclosed only as required for business operations or by law. Health-related benefit information is stored separately from other personnel records. The Company maintains procedures designed to comply with the Health Insurance Portability and Accountability Act ("HIPAA") and the Genetic Information Nondiscrimination Act ("GINA") and will treat any protected health information that comes into its possession as confidential.

2.8 Immigration Compliance. In accordance with the Immigration Reform and Control Act of 1986, each new employee must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and authorization to work in the United States within three (3) business days of the date of hire. Rehired employees may be required to complete a new Form I-9 as permitted by law. Employees may raise concerns regarding immigration compliance without fear of retaliation.

2.9 Political Neutrality. The Company will not discriminate or retaliate against any employee on the basis of lawful political activity engaged in outside the workplace, to the extent protected by applicable law. Employees engaging in political activity must make clear that their views do not represent those of the Company.

SECTION 3: PAYROLL PRACTICES

3.1 Personnel Records. As required by law, the Company maintains personnel and payroll records for each employee. These records are the property of the Company and may not be removed without written consent. Access is limited and granted on a case-by-case basis. The Company will cooperate with lawful requests from law enforcement and governmental agencies. Upon reasonable advance notice and by appointment, employees may review their personnel records to the extent permitted by applicable state law, in the presence of a Human Resources representative. The Company will provide only employment dates and positions held to those inquiring about current or former employees, and will disclose compensation information only with the employee's written authorization or as required by law.

3.2 Payment Information. Employees are paid as follows:

________

If a regular payday falls on a weekend or a Company-observed holiday, employees will be paid on the business day immediately preceding the weekend or holiday.

3.3 Overtime. Non-exempt employees will be paid overtime in accordance with the FLSA and the law of the State of ________. Non-exempt employees must obtain prior approval before working overtime, and only actual hours worked will be used to calculate overtime pay.

3.4 Deductions. The Company makes deductions from pay as required by law, including federal and state income tax withholding, Social Security, Medicare, applicable state disability or family-leave insurance, and any other deductions required by law or authorized by the employee (such as court-ordered garnishments). Employees may adjust their tax withholding by submitting the applicable forms. Each employee will receive a Wage and Tax Statement (Form W-2) at the beginning of each calendar year.

3.5 Timekeeping. Non-exempt employees must accurately record all hours worked. Falsification of timekeeping records is prohibited and may result in discipline up to and including termination. Employees may elect to receive pay by direct deposit.

3.6 Rest and Meal Periods. Rest and meal periods will be provided in accordance with the FLSA and the law of the State of ________. Specifically, the following shall apply:

________

3.7 Garnishment of Wages. A wage garnishment is a court or agency order requiring the Company to withhold a specified amount from an employee's pay and remit it to a third party. The Company is required to comply with all valid garnishment orders and will continue deductions until the obligation is satisfied or the Company receives notice from the issuing authority to cease.

SECTION 4: EMPLOYEE PERFORMANCE

4.1 Performance Reviews. Employees are subject to performance reviews at the following intervals: ________. A favorable review does not guarantee a pay increase or continued employment.

4.2 Pay Increases. Pay increases and bonuses, if any, are awarded in the Company's sole discretion and are not guaranteed.

4.3 Attendance. Employees are expected to be punctual and maintain regular attendance. An employee who is unable to report to work, or who must leave early, must notify his or her supervisor as early as possible. An employee who fails to notify the Company and fails to report to work for the following number of consecutive scheduled workdays: ________, will be deemed to have voluntarily resigned. Excessive absenteeism or tardiness may result in discipline up to and including termination.

4.4 Dress Code. The Company's dress-code policy is as follows:

________

4.5 Safety. The Company is committed to providing a safe workplace in compliance with the Occupational Safety and Health Act ("OSHA") and applicable state law. All employees are responsible for maintaining workplace safety and must immediately report any accident, injury, illness, or hazardous condition to their supervisor or the Human Resources Department.

SECTION 5: STANDARDS OF CONDUCT

5.1 Equal Employment Opportunity. The Company provides equal employment opportunity to all employees and applicants without regard to race, color, religion, creed, sex, gender, gender identity or expression, sexual orientation, pregnancy, national origin, ancestry, age (40 and over), genetic information, marital status, disability, military or veteran status, citizenship status, or any other characteristic protected by applicable federal, state, or local law. This policy applies to all aspects of employment, including recruitment, hiring, training, compensation, benefits, promotion, assignment, discipline, and termination. The Company will provide reasonable accommodations to qualified individuals with disabilities and for sincerely held religious beliefs and practices, as required by law, absent undue hardship. Any employee who believes this policy has been violated should promptly report the matter; the Company will investigate and prohibits retaliation against anyone who reports a concern in good faith or participates in an investigation.

5.2 Discipline for Infractions. The Company may impose discipline for workplace infractions in its sole discretion, including verbal or written warnings, suspension, demotion, reassignment, or termination. Nothing in this Section alters the at-will nature of employment. The following non-exhaustive list describes conduct that may result in discipline, whether occurring on or off Company premises while conducting Company business:

1. Unsatisfactory job performance or lack of professionalism;

2. Threats or acts of violence against another person;

3. Disorderly or dangerous conduct, including abusive language or horseplay;

4. Fraud or dishonesty;

5. Deceit;

6. Theft or unauthorized possession of property;

7. Possession of illegal drugs or weapons;

8. Failure to perform assigned tasks or comply with Company rules;

9. Excessive tardiness or absences;

10. Harassment of any kind;

11. Misuse of confidential Company information; or

12. Any other violation of Company policy.

5.3 Anti-Harassment and Anti-Discrimination. The Company is committed to a workplace free of unlawful harassment and discrimination. Harassment or discrimination against any individual on the basis of any characteristic protected under Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Americans with Disabilities Act, GINA, or applicable state or local law is strictly prohibited. Prohibited conduct includes verbal, visual, or physical conduct based on a protected characteristic where: (1) submission is made an explicit or implicit condition of employment; (2) submission to or rejection of the conduct is used as a basis for an employment decision; or (3) the conduct unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment. Examples include offensive jokes, slurs, epithets, derogatory remarks, unwelcome sexual advances, unwelcome physical contact, and offensive visual materials, whether in person or through electronic means. Violations will result in discipline up to and including termination.

5.4 Complaint Procedure. Employees who believe they have been subjected to or have witnessed harassment or discrimination should immediately report the matter to their supervisor or, if the supervisor is involved, to a higher-level manager or the Human Resources Department. The Company will promptly and impartially investigate all complaints, maintain confidentiality to the extent practicable, and take appropriate corrective action. Retaliation against any person who reports a concern in good faith or participates in an investigation is strictly prohibited. Employees also retain the right to file a charge with the Equal Employment Opportunity Commission or the applicable state fair-employment agency.

5.5 Drug- and Alcohol-Free Workplace. The consumption or possession of alcohol and the use, possession, sale, or purchase of illegal drugs while performing work for the Company or on Company premises is strictly prohibited. Moderate alcohol consumption may be permitted at Company-authorized functions. The Company's drug- and alcohol-testing policy, administered in compliance with applicable law, is as follows:

________

The Company may, in its discretion, provide time off for employees seeking treatment or rehabilitation for a substance-use disorder, consistent with applicable law.

5.6 No Expectation of Privacy. Employees have no reasonable expectation of privacy in Company property (including computers, desks, file cabinets, lockers, and facilities) or in items stored on or within Company property. To the extent permitted by law, the Company may conduct inspections and searches at any time, with or without notice. Refusal to cooperate with a lawful search may result in discipline up to and including termination.

SECTION 6: TECHNOLOGY & COMMUNICATIONS POLICIES

6.1 Computer, Internet, and Email Use. The Company's electronic communication systems—including text/SMS messaging, email, voicemail, instant messaging, and related devices, software, data, and files (collectively, "e-correspondence")—are the property of the Company and are provided primarily for business use. The following standards apply and may be supplemented by the Company:

a. Employees may not install personal or unauthorized software on Company systems and may not use e-correspondence for any unlawful purpose, including infringement of intellectual property, defamation, or unauthorized disclosure of trade secrets, or in any manner that constitutes harassment or discrimination.

b. Employees do not have a personal ownership interest in e-correspondence created or stored on Company systems. Passwords used on Company devices are Company property and may be overridden as necessary.

c. To the extent permitted by law, the Company may monitor and access e-correspondence and digital information at any time to ensure compliance with Company policy and applicable law. Nothing in this policy is intended to interfere with employees' rights under the National Labor Relations Act.

d. Employees may not use unauthorized encryption or anonymizing tools and may not access the e-correspondence of others without authorization.

e. Company devices must be used in accordance with this Handbook and may not be used to transmit confidential information improperly.

f. Use of Company communication services and the Internet is for business purposes, and prior approval is required before publishing information about the Company, its products, or services through electronic media.

6.2 Social Media Policy. Employees are encouraged to support the Company's reputation through appropriate, professional use of social media. "Social media" includes web- and mobile-based platforms for user-generated content and social interaction, such as blogs, online communities, forums, review sites, and networking platforms. Employees must conduct themselves professionally, respect the confidentiality of clients, suppliers, coworkers, and the Company, and respect intellectual-property rights. Personal use of social media on Company time is prohibited. Nothing in this policy is intended to restrict employees' rights under the National Labor Relations Act to engage in protected concerted activity, including discussing wages, hours, and terms and conditions of employment.

6.3 Mobile Devices. Personal mobile-device use should be limited to designated breaks and meal periods and must not disrupt work or productivity. Devices should be kept on silent or vibrate mode in the workplace. Employees provided with Company-issued devices or allowances must comply with all Company policies when conducting business and must safeguard confidential information. Misuse may result in loss of privileges and discipline up to and including termination.

SECTION 7: EMPLOYEE BENEFITS & SERVICES

7.1 General. In addition to legally mandated benefits, the Company offers certain benefits to the following category of employees: ________. The Company reserves the right to add, modify, or discontinue benefits at any time, consistent with applicable plan documents and law. This Handbook provides only a general overview; the official plan documents and policies govern in all respects. Employees should contact the Human Resources Department or Benefits Administrator for complete details.

7.2 Group Health Insurance. The Company offers a group health insurance plan to eligible employees through the following carrier: ________. Refer to the applicable plan documents for complete details.

COBRA NOTICE: Under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA") and applicable state continuation laws, qualified beneficiaries who would otherwise lose group health coverage due to a qualifying event may be entitled to elect continuation coverage at their own expense. Qualifying events include a reduction in hours, termination of employment (other than for gross misconduct), the death of a covered employee, divorce or legal separation, a dependent child ceasing to qualify as a dependent, and the covered employee's entitlement to Medicare.

7.3 Group Life Insurance. The Company offers a group life insurance plan, which may include accidental death and dismemberment coverage, to eligible employees through the following carrier: ________. Refer to the applicable plan documents for complete details.

7.4 Unemployment Insurance. The Company pays state and federal unemployment taxes to provide unemployment insurance coverage for employees who become unemployed under qualifying circumstances. Benefits are administered by the applicable state agency, which determines eligibility, amount, and duration.

7.5 Profit-Sharing Plan. The Company may offer a profit-sharing plan to eligible employees, subject to the terms of the applicable plan documents. Employees should contact the Benefits Administrator for details.

7.6 Flexible Spending Account (FSA). Pursuant to Section 125 of the Internal Revenue Code, the Company may offer a flexible spending account allowing eligible employees to set aside pre-tax salary to pay for qualifying medical and dependent-care expenses. Unused amounts may be forfeited at the end of the plan year, subject to any grace period or carryover permitted by the plan and applicable law.

7.7 401(k) Plan. The Company may offer a 401(k) retirement savings plan funded through convenient payroll deductions, subject to the terms of the applicable plan documents and the Employee Retirement Income Security Act ("ERISA"). Employees should contact the Benefits Administrator for details.

7.8 Social Security Benefits (FICA). The Company and the employee each contribute to Social Security and Medicare as required by the Federal Insurance Contributions Act ("FICA").

7.9 Commuter Benefits. The Company may offer commuter benefits allowing eligible employees to set aside pre-tax dollars for qualified transportation and parking expenses. Employees should contact the Benefits Administrator for details regarding eligibility and enrollment.

7.10 Workers' Compensation. The Company provides Workers' Compensation insurance coverage for all employees in accordance with applicable state law for work-related injuries and illnesses arising out of and in the course of employment. Employees must immediately report any work-related injury or illness, no matter how minor, to their supervisor or the Human Resources Department. Failure to report promptly may jeopardize eligibility for benefits.

SECTION 8: TIME OFF & LEAVES OF ABSENCE

8.1 General. The Company offers various types of leave, some required by law and others granted at the Company's discretion. Except where otherwise required by law, leave requests are subject to approval by Company management. Employees must submit requests for planned leave at least the following number of days in advance: ________; in an emergency, employees must give notice as soon as practicable. Engaging in other employment or applying for unemployment benefits during a leave may be deemed a voluntary resignation, except as protected by law. For disability-related leave, the Company will engage in a good-faith interactive process to identify reasonable accommodations. Except as required by law, reinstatement to a prior position is not guaranteed, although the Company will make reasonable efforts to reinstate the employee to the same or a comparable position.

Lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris nisi ut aliquip ex ea commodo consequat duis aute irure dolor in reprehenderit voluptate velit esse cillum dolore eu fugiat nulla pariatur lorem ipsum dolor sit amet consectetur adipiscing elit sed do eiusmod tempor incididunt ut labore et dolore magna aliqua ut enim ad minim veniam quis nostrud exercitation ullamco laboris.

8.2 Paid Time Off (PTO). Eligible employees are entitled to the following number of paid time off ("PTO") days per calendar year: ________. PTO pay for regular full-time employees is calculated based on the employee's base rate of pay multiplied by the hours otherwise scheduled; regular part-time employees are paid on a prorated basis. Employees may not accrue more than the following maximum: ________. Accrual, carryover, and payout of unused PTO will be administered in accordance with applicable state law. To request PTO, employees must provide the following notice: ________.

8.3 Observed Holidays. The Company observes the following paid holidays for eligible employees:

• New Year's Day

• Martin Luther King Jr. Day

• Presidents' Day

• Memorial Day

• Juneteenth National Independence Day

• Independence Day

• Labor Day

• Veterans Day

• Thanksgiving Day

• Day After Thanksgiving

• Christmas Day

• Floating Holiday

Additional or alternative holidays observed by the Company are as follows: ________. One floating holiday is provided each year and will be designated by the Company with notice to employees. Holiday pay for regular full-time employees is calculated based on the employee's base pay rate multiplied by the hours otherwise scheduled; regular part-time employees are paid on a prorated basis. An eligible non-exempt employee who works on a recognized holiday with Company approval will receive holiday pay in addition to wages for hours actually worked.

8.4 Family and Medical Leave. Under the federal Family and Medical Leave Act ("FMLA"), eligible employees may take up to 12 workweeks of unpaid, job-protected leave in a 12-month period (and up to 26 workweeks for military caregiver leave). To be eligible, an employee must have been employed by the Company for at least 12 months, have worked at least 1,250 hours during the 12 months preceding the leave, and be employed at a worksite where the Company employs at least 50 employees within 75 miles. Planned leave must be requested at least 30 days in advance; otherwise, notice must be given as soon as practicable. FMLA leave may be taken for the following reasons:

a. the employee's own serious health condition that renders the employee unable to perform the functions of the position;

b. the birth of the employee's child, or the placement of a child with the employee for adoption or foster care (to be completed within 12 months of the birth or placement);

c. to care for the employee's spouse, child, or parent with a serious health condition;

d. a qualifying exigency arising from the covered active duty (or call to active duty) of the employee's spouse, child, or parent in the Armed Forces; or

e. to care for a covered servicemember (the employee's spouse, child, parent, or next of kin) with a serious injury or illness.

All qualifying leave will be counted against the employee's FMLA entitlement, and, where applicable, against any concurrent state family- and medical-leave entitlement, to the fullest extent permitted by law. Any applicable state family- or medical-leave entitlements are as follows: ________.

8.5 Pregnancy-Disability Leave. Employees who are disabled due to pregnancy, childbirth, or a related medical condition may be eligible for leave and reasonable accommodations as required by applicable federal law (including the Pregnant Workers Fairness Act and the PUMP Act) and applicable state law. Where FMLA applies, the first 12 workweeks of pregnancy-disability leave will generally run concurrently with FMLA leave. Employees must provide notice and supporting medical certification as described in Section 8.1. Reasonable accommodations, including reassignment to less strenuous duties and lactation accommodation, may be available upon request. Applicable state-specific pregnancy and parental leave provisions are as follows: ________.

8.6 Workers' Compensation Leave. An employee unable to work due to a work-related injury or illness and eligible for Workers' Compensation benefits will be provided leave as required by law. Where applicable, the first 12 workweeks of such leave will run concurrently with FMLA leave for eligible employees.

8.7 Military Leave. In accordance with the Uniformed Services Employment and Reemployment Rights Act ("USERRA") and applicable state law, eligible employees who serve in the uniformed services are entitled to military leave and reemployment rights, provided the employee gives advance notice when possible and returns to work or applies for reemployment within the time prescribed by law. Employees on military leave may be entitled to continue health coverage at their own expense as provided by USERRA. Any applicable state military leave provisions are as follows: ________.

8.8 Military Family Leave. Eligible employees may be entitled to military family leave as provided under the FMLA's qualifying-exigency and military-caregiver provisions and under any applicable state law. Eligibility, duration, and notice requirements are as follows: ________. Employees must provide notice and certifying documentation as soon as practicable after learning of the qualifying event.

8.9 Bereavement Leave. In the event of a death in the immediate family, eligible employees may take up to the following paid time off, at their regular straight-time rate or base salary: ________. "Immediate family" includes the employee's parent, sibling, spouse or domestic partner, child, parent-in-law, grandparent, and grandchild.

8.10 Jury Duty. Employees summoned for jury duty are entitled to up to the following number of paid days off at their regular straight-time rate or base salary: ________. Employees must promptly provide a copy of the jury summons and must report to work on days or portions of days when their presence in court is not required. The Company will not retaliate against any employee for serving on a jury.

Acknowledgment of Receipt of Employee Handbook and At-Will Employment

Employee Name: ________

I acknowledge that I have received a copy of the Company's Employee Handbook, which contains important information about the Company's policies, procedures, and benefits, including the policies on Anti-Harassment and Anti-Discrimination, the Drug- and Alcohol-Free Workplace, and Confidentiality. I understand that I am responsible for reading and familiarizing myself with the policies in this Handbook and agree to comply with all rules applicable to me.

I understand that the policies described in this Handbook are intended as guidelines only and do not constitute a contract of employment or a promise of continued employment. I specifically understand and agree that my employment with the Company is at-will and may be terminated by me or the Company at any time, with or without cause and with or without advance notice. I understand that the at-will relationship may be modified only by a written agreement signed by me and an authorized officer of the Company.

I understand that the Company reserves the right to modify, revise, or discontinue any of its policies, procedures, and benefits at any time, except for the at-will nature of employment, which may be modified only as set forth above. I further acknowledge that nothing in this Handbook is intended to interfere with rights protected by applicable law, including the National Labor Relations Act.

Employee Signature: ________

Date: ________