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CW - Employee Handbook

Partners Connections DBA ConectUS Wireless 

EMPLOYEE HANDBOOK

Table of Contents

WELCOME. 1

INTRODUCTION. 2

Purpose. 2

Mission Statement 2

EMPLOYMENT. 2

At-Will Notice. 2

Equal Opportunity Employment. 3

Americans with Disabilities Act (ADA) 3

Pregnant Workers Fairness Act (PWFA) 3

Classifications. 3

Fair Labor Standards Act (FLSA) Job Classifications. 3

Company Job Classifications. 4

Open-Door Policy. 4

Performance & Wage Review.. 4

Internal Transfer/Promotions. 5

Working Remotely. 5

Corrective Action. 5

Separation of Employment. 6

COMPENSATION AND WORK HOURS. 6

Pay Period. 6

Payroll Deductions. 7

Work Hours and Schedule. 7

Timekeeping. 7

Overtime. 8

On-Call Pay. 8

Breaks. 8

Breaks for Nursing Mothers. 9

Expense and Travel Reimbursement. 9

WORKPLACE EXPECTATIONS. 9

Diversity and Inclusion. 9

Harassment/Discrimination. 10

Workplace Bullying. 11

Workplace Violence. 12

Supervisors' Responsibilities. 12

Employee and Customer Relations. 12

Attendance and Punctuality. 12

Professional Appearance & Hygiene. 13

Confidentiality. 13

Conflict of Interest and Ethical Standards. 14

Social Media. 14

Media Inquiries. 17

Solicitation. 18

Company Equipment. 18

Electronic Communication, Phone, and Internet Use. 18

Security and Right to Monitor. 19

Cell Phone Use. 19

Inspections and Searches. 19

Personal Property. 19

Personnel Files. 20

WORKPLACE HEALTH & SAFETY. 20

Employee Safety. 20

Weapon-Free Workplace. 20

Leave of Absence. 20

Exposure to Illness in the Workplace. 21

Company Travel 21

Inclement weather/Emergency Closing. 21

DRUG-FREE AND ALCOHOL-FREE WORKPLACE. 21

Work Rules. 22

Medical Testing. 22

Tobacco-Free Workplace. 22

BENEFITS. 22

Vacation. 23

Holidays. 24

401K Plan. 24

INSURANCE COMPENSATION. 24

Workers’ Compensation. 24

Unemployment Compensation. 25

LEAVES OF ABSENCE. 25

Bereavement Leave. 25

Military Leave of Absence. 26

California. 26

Equal Employment Opportunity. 26

Americans with Disabilities Act. 26

Access to Personnel Files. 26

Anti-Harassment Policy. 27

Pregnancy Related Accommodation. 32

Overtime. 32

Meal Breaks. 32

Rest Breaks. 33

California Paid Sick Leave. 33

State Disability Insurance/Paid Family Leave. 35

Los Angeles Paid Sick Leave. 35

Leave Policies. 36

Florida. 37

Equal Employment Opportunity. 37

American With Disabilities Act. 37

Domestic Violence Leave. 37

Indiana. 38

Equal Employment Opportunity. 38

Americans With Disabilities Act. 38

Equal Employment Opportunity. 39

American With Disabilities Act. 39

New Jersey Earned Sick Leave. 39

New Jersey Family Leave Insurance Law.. 40

Whistleblower Policy. 41

OREGON. 42

Equal Employment Opportunity. 42

Americans With Disabilities Act 42

Oregon Paid Sick Time 42

Oregon Family Leave Policy. 43

Breaks 44

Rights Of Victims Of Domestic Violence, Sexual Assault, And Stalking. 45

Oregon Workplace Fairness Act 45

Discrimination and Workplace Harassment 45

Pennsylvania. 48

Equal Employment Opportunity. 48

American With Disabilities Act. 48

City of Philadelphia Paid Sick Leave. 48

Tennessee. 48

Equal Employment Opportunity. 48

American With Disabilities Act. 49

Abusive Conduct Prevention Policy. 49

Breaks. 51

Texas. 52

Equal Employment Opportunity. 52

American With Disabilities Act. 52

Virginia. 52

Equal Employment Opportunity. 52

American With Disabilities Act. 52

Wage Disclosure. 52

Virginia Medical Cannabis Law.. 52

ACKNOWLEDGEMENT AND RECEIPT. 53

 

WELCOME

On behalf of Partners Connections DBA ConectUS Wireless (the “Company”) and our employees, we would like to take this opportunity to welcome you. We are pleased that you have joined us and look forward to working with you.

Our management philosophy is one of respect for the abilities, contributions, and rights of the individual employee. We strive to create an atmosphere that supports a high self-esteem culture, where ideas and opinions are openly expressed.

We hope you will find satisfaction in your work and enjoy being a part of a progressive, team-oriented organization. We’re delighted you have joined us!

Sincerely,

Partners Connections DBA ConectUS Wireless

 

INTRODUCTION

Purpose

The purpose of this Employee Handbook is to serve as a guide to the employer/employee relationship and to provide information regarding expectations of workplace conduct and benefits. It contains general information and guidelines and is not intended to be comprehensive or to address all possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning eligibility for a particular benefit or the applicability of a policy or practice to you, you should address your specific questions to Human Resources or management.

Neither this handbook nor any other Company document confers any contractual right, either expressed or implied, to remain in the Company's employ nor does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific time and may be terminated at will with or without cause and without prior notice by the Company, or you may resign for any reason at any time. Nothing in this handbook is intended to infringe upon employee rights under Section 7 of the National Labor Relations Act (NLRA) or be incompatible with the NLRA.

After receiving this Employee Handbook, employees are required to sign an Acknowledgment of Receipt form, found in the back of the Employee Handbook. Signing this document expresses agreement to comply with the guidelines, policies and procedures as outlined. Partners Connections DBA ConectUS Wireless, herein referred to as “Employer” or “Company”, may review and change its policies and benefits at any time at its sole discretion.  

If there is a state supplement included with this Employee Handbook, the terms of the state supplement will pertain only to employees in the state in which they are employed.  In the case of a conflict of terms, the terms of the state supplement shall govern if they conflict with other terms in the handbook.

Any questions about the material contained in the Employee Handbook or about any other aspect of employment, should be directed to the Human Resources department.

 

 

Mission Statement

The mission of Partners Connections DBA ConectUS Wireless is to proactively serve and satisfy our customers by improving the cost effectiveness and quality of our products and services by building a team of honest people who will develop and maintain a quality and service-oriented attitude that leads the industry and creates a sustainable competitive advantage for Partners Connections DBA ConectUS Wireless

 

EMPLOYMENT
At-Will Notice

Employees are not hired for any definite or specified period, rather, employees are at-will with the Company and their employment can be terminated at any time, with or without cause and with or without prior notice by either party. The at-will employment nature and this policy cannot be changed by any oral modifications, verbal agreements or promises. There is no implied employment contract created by this handbook or any other Company document or written or verbal statement or policy.

 

Equal Opportunity Employment

We are an equal employment opportunity employer and do not discriminate based on race, color, religion, national origin, sex (including pregnancy, childbirth and related medical conditions, gender identity, and sexual orientation), marital status, age, disability (physical/mental), genetic information, covered military or veteran/military status, or any other non-merit-based classification protected by federal, state, or local law. This protection applies to all management practices and decisions and to all aspects of employment and application for employment with Partners Connections DBA ConectUS Wireless.

Americans with Disabilities Act (ADA)

It is the policy of Partners Connections DBA ConectUS Wireless to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). This includes the ADA and the Americans with Disabilities Amendments Act (ADAAA). Furthermore, it is our Company policy not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, termination, compensation, training or other terms, conditions, and privileges of employment.

 

Upon request, the Company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Partners Connections DBA ConectUS Wireless. Contact the Human Resources department with any questions or requests for accommodation.

Pregnant Workers Fairness Act (PWFA)

The Pregnant Workers Fairness Act (PWFA) covers employees who are pregnant, have given birth, or who are lactating.  Upon request, Partners Connections DBA ConectUS Wireless will reasonably accommodate individuals covered by the PWFA so that they can perform the essential functions of their job.   Reasonable accommodation will be considered for needs due to pregnancy, childbirth, lactation, and associated medical conditions, unless the accommodation creates an undue hardship to Partners Connections DBA ConectUS Wireless.  Contact the Human Resources department with any questions or requests for accommodation.

Classifications

It is the intent of Partners Connections DBA ConectUS Wireless to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Partners Connections DBA ConectUS Wireless.

 

Fair Labor Standards Act (FLSA) Job Classifications

All employees are designated as either nonexempt or exempt under state and federal wage and hour laws:

Nonexempt employees are employees whose work is covered by the FLSA. They are not exempt from the law’s requirements concerning minimum wage and overtime and are therefore eligible for overtime pay of time and one-half, after 40 hours worked in a workweek.
Exempt employeesare generally executives or managers or professional, administrative, or outside sales staff who are paid on a salary basis, exempt from the minimum wage and overtime provisions of the FLSA, and are therefore not eligible for overtime.

 

Company Job Classifications

Partners Connections DBA ConectUS Wireless has established the following categories for both nonexempt and exempt employees:

 

Regular full-time employees are hired for full-time employment in an established job, with particularly described duties and skill requirements, and are regularly scheduled to work 40 hours or more per week.Regular part-time employees are hired for part-time employment in an established job, with particularly described duties and skill requirements, and are regularly scheduled to work less than the full-time schedule but at least 25 hours each week.Variable-hour employees are employees whose expected hours are uncertain at the time of hire or whose hours fluctuate above and below 30 hours per week where they cannot be classified as either a full-time or part-time employee.Temporary full-time employeesare hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work the Company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.Temporary part-time employeesare hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and are temporarily scheduled to work less than the Company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

 

Open-Door Policy

It is the intent of the Company to provide an available and effective means for you to communicate problems or concerns to the appropriate personnel. The Company employs an informal open-door policy which seeks to establish open, honest, and responsible communication across the lines of the Company to adequately address and resolve any and all employment-related problems.

 

To report discriminatory harassment, please refer to the Harassment section of this Handbook. For all other matters, the following steps will likely bring resolution:

Promptly bring any problem or complaint to the attention of your immediate supervisor.

 

If you are unable to obtain satisfaction or do not wish to discuss the situation with your immediate supervisor, you may go to your department head or manager in charge. If you still have concerns, we encourage you to speak with any member of management.

 

In the event you have a concern, or for personal reasons, cannot follow the steps outlined above, feel free to contact the Human Resources department for guidance. 

 

The establishment and utilization of an open-door policy does not alter the mutual at-will employment relationship.

Performance & Wage Review

Employee performance is reviewed informally on a daily basis. Formal performance appraisals are conducted on an annual basis, typically during the first quarter of the year. The performance appraisal reviews strengths, areas for improvement, and job goals for the next review period. Performance evaluation forms will be retained in the employee’s personnel file.

 

Pay increases are based on the employee’s overall performance and salary level relative to the employee’s position responsibilities, as well as Company performance and financials. A performance review does not always result in a wage increase.  The effective date of a pay adjustment will be communicated during your review. Pay adjustments may be made at other times of the year as deemed necessary by management.

 

Internal Transfer/Promotions

Employees may request consideration to transfer to other jobs as vacancies become available and will be considered along with other applicants. At the same time, the Company may initiate transfers of employees between departments and facilities to meet specified work requirements and reassignment of work requirements as the Company deems necessary. Partners Connections DBA ConectUS Wireless offers employees promotions to higher-level positions when appropriate. In each of these circumstances, the employee’s performance record and corrective action history, as well as knowledge, skills, and ability, shall be considered. 

 

Working Remotely 

The Company considers remote working to be a viable alternative work arrangement for employees in appropriate situations. Working remotely allows an employee to work at home, on the road, or in a satellite location for all or part of their regular workweek.

 

All remote working arrangements are made on a case-by-case basis and must be approved in advance, based on the needs of the Company. Consideration will be given to operational requirements, the job duties of the employee, the employee’s work performance and attendance, and other logistical information. Individuals requesting remote working arrangements must be employed with the Company for a minimum of two months and have acceptable work performance to be eligible. Any remote working arrangement made will be on a trial basis for 2 months and may be discontinued at any time at the request of either the remote worker or the Company.

 

Employees are expected to follow all procedures and work rules as if they were in the office, including, but not limited to, clocking in and out, working their normal schedule, and maintaining productivity.

 

The Company will not be responsible for costs associated with initial setup of the employee's home office such as remodeling, furniture, or lighting, or for repairs or modifications to the home office space. The Company will supply the employee with appropriate office supplies necessary for successful completion of job responsibilities. The Company will also reimburse the employee for all other business-related expenses such as phone calls, shipping costs, etc. that are reasonably incurred in accordance with job responsibilities. Any equipment supplied by the Company is to be used for business purposes only and employees are expected to adhere to the Company equipment policy.

 

Corrective Action

Every employee has the duty and responsibility to be aware of and abide by Company rules and policies. Employees also have the responsibility to perform their duties to the best of their abilities and to the standards set forth in their job description or as otherwise established. 

 

Disciplinary action may be taken by management in cases of violations of the policies set forth in this manual, or for any instance of conduct deemed inappropriate by management.

 

Partners Connections DBA ConectUS Wireless supports the use of progressive corrective action to address issues such as poor work performance or misconduct. This policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Partners Connections DBA ConectUS Wireless reserves the right to administer the corrective action process, in any order, depending on the facts of each situation and the nature of the offense.

 

Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on the organization. Outlined below are the levels of progressive corrective action.

 

Verbal warning: Verbal counseling with the employee and written record of the discussion placed in the employee's file for future reference.
Written warning: Written warnings may be used when a verbal warning has not helped change unacceptable behavior or for behavior or violations more serious in nature. Written warnings are placed in an employee’s personnel file.
Termination: Termination may occur if established corrective action goals are not met, for repeated unacceptable behavior, gross misconduct, or other unacceptable performance or behavior.

 

Partners Connections DBA ConectUS Wireless reserves the right to determine the appropriate level of corrective action for any inappropriate conduct or performance. It is the policy of the Company to regard corrective action as an instrument for developing total job performance rather than as punishment. Corrective action is one tool the Company may select to enhance job performance. Consistent with the at-will employment relationship between the Company and its employees, the Company is not required to take any corrective action before making an adverse employment decision, including termination.  The Company may skip any or all steps as it deems necessary. Corrective action may be in the form of a written or oral reprimand, notice(s) of inadequate job performance, suspension, demotion, termination or in any combination of the above if the Company so elects. The Company reserves its right to administer corrective action at its sole discretion.

 

Good common sense and judgment on your part will make disciplinary action unnecessary. Should you be in doubt, consult this Handbook, the Company’s policies, or the Human Resources department.

 

Separation of Employment

All employment with the Company is on an at-will basis. This means that the employee has not been hired for a specified duration, but that they can terminate their employment with the Company, or the Company can terminate the employment relationship at any time, with or without cause, and with or without prior notice.

 

Should employees wish to resign, they are requested to submit a minimum of two weeks’ working notice in writing to their supervisor or manager. An exit interview may be requested. Any Company property issued to employees, such as computer equipment, keys, tools, parking passes, or Company credit cards must be returned to the Company at the time of employment separation. Employees may be responsible for any lost or damaged items.

COMPENSATION AND WORK HOURSPay Period

The workweek for the Company is the seven-day period that starts at 8 AM Monday. The designated pay period for all employees is semi-monthly. Paydays are on the 2nd and 17th of each month. Except as otherwise provided, if any date of pay distribution falls on a weekend or holiday, employees will be paid on the preceding scheduled workday.

 

Employees may be paid by direct deposit. 

 

Employees should carefully review their pay every pay period to ensure that their pay accurately reflects all time actually worked.  Please report any lost or missing payment or paycheck discrepancy to Joanne Scully so that it may be resolved.

 

Payroll Deductions

The Company is required by law to make certain deductions from all employees’ pay. Such deductions include federal, state, and local taxes and court-ordered wage garnishments. Voluntary deductions, if applicable, might include premiums for benefits, retirement plan contributions, and disability insurance. Any questions concerning pay should be directed to the Joanne Scully.

 

Work Hours and Schedule

The Company's operational hours are from Monday through Friday, 8am to 5:30pm EST. Some will work 11 am to 7 pm EST. Any changes in these hours will be communicated with as much advance notice as possible by the employee’s manager. Employees will be given their individual schedules upon hire and at time of any change in position.

 

All employees are expected to be at their respective work areas during all working hours when scheduled, except for scheduled rest and meal breaks. Employees who need to leave their work area for personal reasons must inform their manager. If the normal duty hours are changed or if the Company changes its operating hours, employees will be given as much notice as possible to facilitate any personal planning.

 

Timekeeping

To ensure that the Company has accurate time records and that employees are paid for all hours worked in a timely manner, all nonexempt employees are required to use the timekeeping system to record their hours worked. Nonexempt employees are required to clock in and out for time off and other leave tracking purposes.  Employees must record their individual time only. Employees may not ask another employee to clock in or out for them.

 

Time worked is all the time actually spent on the job performing assigned duties. Therefore, employees must not punch in until ready to start work and may not start work until their scheduled starting time.  Additionally, employees are required to clock in and out for their designated meal periods. The length of the meal period should have the agreement of the employee’s manager. Meal periods are unpaid time when greater than 30 minutes and employees are relieved of all duties. Waiver of the meal period requires prior approval of the employee’s manager. Under no circumstance may the waiver of the meal period result in overtime work.

 

Nonexempt employees are specifically prohibited from performing any work “off the clock.” No one has the authority to allow or ask, directly or indirectly, any nonexempt employee to perform any work “off the clock.” In all cases, all time worked by nonexempt employees MUST be recorded on the time record and will be compensated. There will be no retaliation against any employee for reporting any “off the clock” work or any request for “off the clock” work.

 

Nonexempt employees are not permitted to work overtime or unscheduled time without prior authorization from their managers. This includes clocking in early, clocking out late, or working through the scheduled meal period. If approved, work performed off the premises or jobsite or at home by a nonexempt employee will be counted as time worked. A nonexempt employee will not be permitted to perform work away from the premises, jobsite, or at home unless approved in advance by their manager.

 

Should an employee miss an entry into the timekeeping system, the employee must notify their manager as soon as possible for correction.  Any errors or accidental omissions on the timecard requiring correction must be signed and corrected by the employee’s manager. Any employee who alters, tampers with, or falsely records actual time worked, alters another employee’s timecard, or violates any timecard procedure may be subject to corrective action, up to and including termination.

 

Accurate time reporting is a federal and state wage and hour requirement, and employees are required to comply. Failing to enter time into the timekeeping system in an accurate and timely manner is unacceptable job performance.

 

Exempt employees who have exhausted all available paid time off may be subject to salary deductions of full day increments for time off from scheduled work.

 

Overtime

The Company complies with all applicable federal and state laws regarding payment of overtime work. Nonexempt employees are paid overtime at the rate of one and one-half times the regular rate of pay for all hours worked over 40 in a workweek, unless otherwise required by state law. Employees are required to work overtime when assigned. Employees who anticipate the need for overtime to complete the week’s work must notify their managers in advance and obtain approval before working hours which extend beyond their normal schedules. Working unauthorized overtime or the refusal or unavailability to work required overtime is not acceptable, and may be subject to corrective action, up to and including termination.

 

On-Call Pay

An on-call employee who is called back to work outside his or her normal work schedule shall be paid for the time worked, unless otherwise required by applicable law.

 

Time worked while on call will be calculated at the employee’s regular rate of pay. If an employee is called to work, he or she will be paid for travel time. If an on-call employee is not called back, no pay will be earned. Overtime compensation for on-call pay is applicable only when required by law.

Breaks

Lunch Break

Regardless of shift worked, all employees are required to take a lunch break. Lunch breaks are for 30 minutes. Schedules may vary from employee to employee, based on work schedule and from one department to another. It is the responsibility of your immediate supervisor to establish your lunch break schedule.

Rest Breaks

It is in the best interest of our employees and PARTNERS CONNECTIONS DBA CONECTUS COMPANY to provide a break from work twice throughout the workday. Typically, you will receive 2 refreshment breaks, one before and one after the meal break. Schedules may vary from employee to employee based on work schedule and from one department to another. It is the responsibility of your immediate supervisor to establish your break schedule. Breaks will be 15 minutes.

Breaks for Nursing Mothers

The Company provides a supportive environment for employees who are nursing mothers.  These employees shall be provided with reasonable break time to express breast milk as needed, for a period of up to one (1) year after the child’s birth.  Accommodations under this policy include a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.

 

Expense and Travel Reimbursement

It is Company policy to reimburse employees for ordinary, necessary, and reasonable expenses, such as travel, entertainment, and other business expenses, when directly related to the transaction of Company business. Employees are expected to exercise responsible business judgment regarding expenses covered by this policy. Reimbursement for expenses requires the prior approval of management. Employees who utilize personal cars for business travel will be reimbursed at the per mile rate established annually by the Company.  Company credit cards may be issued to individuals to make business purchases only. Personal use of Company credit cards is prohibited.

 

Requests for reimbursement of business expenses and requests for expenses charged to a Company issued credit card must be submitted on the appropriate form. Receipts and other expense documentation are to accompany the form submitted for reimbursement. Expense reimbursement forms and documentation must be submitted to the employee's manager no later than 5 days after the expenses occurred for review and approval.

 

WORKPLACE EXPECTATIONSDiversity and Inclusion

Partners Connections DBA ConectUS Wireless is committed to fostering, cultivating, and preserving a culture of diversity and inclusion.

Our employees are the most valuable asset to our Company. The collection of individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent our employees invest in their work represents a significant part of not only our culture, but our Company’s achievement as well.

We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socioeconomic status, veteran status, and all other characteristics and protected classes that make our employees unique.

Partners Connections DBA ConectUS Wireless’s diversity initiatives are applicable—but not limited—to our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work environment of gender and diversity equity through:

Adherence to the Company’s policies.Teamwork and employee participation, permitting the representation of all groups and employee perspectives.Work/life balance through flexible work schedules to accommodate employees’ varying needs.Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.

All employees of Partners Connections DBA ConectUS Wireless always have a responsibility to treat others with dignity and respect. All employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the worksite, and at all other Company-sponsored and participative events. All employees are also required to attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility.

Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action, up to and including termination of employment.

Employees who believe they have been subjected to any kind of discrimination that conflicts with the Company’s diversity policy and initiatives should seek assistance from a manager or Human Resources.

Harassment/Discrimination

Partners Connections DBA ConectUS Wireless is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Partners Connections DBA ConectUS Wireless expects that all relationships among persons in or with the Company, including customers, vendors, suppliers, etc., will be respectful and free of bias, prejudice, and harassment. Partners Connections DBA ConectUS Wireless prohibits any such discrimination or harassment against any protected class, as listed in the Equal Opportunity Employment policy. Compliance with this policy is expected in the workplace and in any work-related setting outside the workplace.

 

Partners Connections DBA ConectUS Wireless encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Partners Connections DBA ConectUS Wireless to promptly and thoroughly investigate such reports. Partners Connections DBA ConectUS Wireless prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.

 

Definitions of Harassment

For the purposes of this policy, sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

 

Sexual harassment may involve individuals of the same or different gender and may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess, or sexual deficiencies; leering, whistling, or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal, or visual conduct of a sexual nature.

 

Harassment based on any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of the employee’s race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, and that a) has the purpose or effect of creating an intimidating, hostile, or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's employment opportunities.

 

Harassing conduct may include epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on Company time or using Company equipment via email, phone (including voice messages), text messages, tweets, blogs, social networking sites, or other means.

 

Individuals who believe they have been the victims of conduct prohibited by this policy or who believe they have witnessed such conduct should discuss their concerns with the Human Resources department, or any member of management. When possible, Partners Connections DBA ConectUS Wireless encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that their behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Partners Connections DBA ConectUS Wireless recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

 

Partners Connections DBA ConectUS Wireless encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although there is no fixed reporting period, early reporting and intervention is the most effective method of resolving actual or perceived incidents of harassment. Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or have other relevant knowledge. Confidentiality will be maintained by the Company throughout the investigatory process to the extent possible and consistent with adequate investigation and appropriate corrective action. It is the obligation of Partners Connections DBA ConectUS Wireless to report any and all instances of harassment involving customers, vendors, or suppliers to those organizations.

 

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to corrective action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed. Misconduct constituting harassment, discrimination, or retaliation will be dealt with appropriately. False and malicious complaints of harassment, discrimination, or retaliation are not allowed and may result in corrective action.

 

Workplace Bullying

Partners Connections DBA ConectUS Wireless defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical, or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates the Company policy which clearly states that all employees will be treated with dignity and respect.

 

Examples of bullying may include:

 

Verbal bullying: Slandering, ridiculing, or maligning a person or the person’s family; persistent name calling that is hurtful, insulting, or humiliating; using a person as the butt of jokes; abusive and offensive remarks.Physical bullying: Pushing, shoving, kicking, poking, tripping, assault, or threat of physical assault; damage to a person’s work area or property.Gesture bullying: Nonverbal threatening gestures or glances that convey threateningExclusion: Socially or physically excluding or disregarding a person in work-related

 

The Company will not tolerate intentional or unintentional bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.

 

Workplace Violence

It is the intent of the Company to provide a safe workplace for employees and to provide a comfortable and secure atmosphere for customers and others with whom the Company does business. The Company has zero tolerance for violent acts or threats of violence. All employees are expected to conduct themselves in a non-threatening, non-abusive manner at all times. Acts of violence or intimidation of others, including direct, conditional, or veiled threats of harm to any employee or Company property, will not be tolerated.

 

Employees within the Company share the responsibility in identification and alleviation of threatening or violent behaviors. Any employee who is subjected to or threatened with violence, or who is aware of another individual who has been subjected to or threatened with violence, should immediately report this information to the Human Resources department. Any threat reported will be carefully investigated and the identity of the individual making a report will be protected as much as possible.

 

The Company will not retaliate against employees making good-faith reports of violence, threats, or suspicious individuals or activities. To maintain workplace safety and the integrity of its investigation, the Company may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation. Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines may be subject to prompt disciplinary action up to and including termination of employment.

 

Supervisors' Responsibilities

All managers are expected to ensure a work environment free from sexual and other harassment.  They are responsible for the application and communication of this policy within their work area.  Managers should: 

 

Encourage employees to report any violations of this policy before the harassment becomes severe or pervasive.Make sure Human Resources is made aware of any inappropriate behavior in the workplace.Create a work environment where sexual and other harassment is not permitted.

 

Employee and Customer Relations

All employees of the Company are charged with the responsibility of providing high quality customer service and always maintaining appropriate and professional conduct. This includes interactions with all individuals with whom employees come into contact (i.e., the public, customers, suppliers, other employees, etc.).  Employees are expected to maintain a professional attitude and congenial manner and to always treat all individuals with courtesy, dignity, and respect. Additionally, teamwork and collaboration are an expectation of all employees.

 

Attendance and Punctuality

Employee attendance as scheduled is an expectation of the Company. Employees shall be at their workstations ready to begin work at the start of their scheduled work times or resumption of work duties. Unsatisfactory attendance, including tardiness, is unacceptable. If an employee is ill or injured or an emergency arises which prevents them from coming to work, the employee must notify Supervisor as far in advance as possible before the start of their scheduled workday. Sending notice by text is not acceptable. If an employee’s supervisor, manager, or designee is not available, the employee should contact a member of management. If an employee is physically unable to contact the Company, they should direct another person to make the contact on their behalf. Leaving a message with a fellow staff employee or on voicemail is not considered proper notification. Notice is required for each day of absence.  A note is required from your medical provider for you to return to work after 2 consecutive scheduled workdays of absence.

 

Management reserves the right to require proof of illness, injury, or accident, including a health care provider’s statement or notice for any temporary disability, unless otherwise prohibited by law. Repeated absences, excessive absences (excused or unexcused), or a pattern of absences are unacceptable. If an employee is absent for 2 consecutive scheduled workdays and has not provided proper notification, the Company will assume that the employee has abandoned their position and will be treated as having voluntarily terminated employment with the Company unless otherwise prohibited by law.

 

Professional Appearance & Hygiene

It is important for all employees to project a professional image while at work by being appropriately attired. Partners Connections DBA ConectUS Wireless employees are expected to be neat, clean, and well-groomed while on the job. Clothing must be consistent with Company standards and must be appropriate for the type of work being performed.

 

All employees are expected to maintain clean and appropriate oral and bodily hygiene. Hair (including facial hair) should be clean and neat. Accessories should be moderate and should not interfere with an employee's work. The excessive use of perfume or cologne is unacceptable, as are other odors that are disruptive or offensive to others or may exacerbate allergies.

 

The Company wishes to provide a work environment that is free of safety hazards, offensive behavior, and harassment of any kind. Therefore, the following are generally not acceptable:

 

Flip-flops or shoes that present a safety hazard given the work areaSpandex, sweats, or workout attirePants, shorts, or skirts worn below the waistlineSexually provocative clothing or exposed undergarmentsClothing with offensive slogans or pictures, including drug/alcohol related materialClothing showing excessive wear and tearAny clothing or accessories that would present a safety hazardTattoos that are not appropriate in content

 

Partners Connections DBA ConectUS Wireless is confident that employees will use their best judgment regarding attire and appearance. Management reserves the right to determine appropriateness. Any employee who is improperly dressed will be counseled or may be sent home, without pay, to change clothes. Continued disregard of this policy may be cause for corrective action, which may result in termination.

 

Employees may dress and groom themselves in a manner consistent with their gender identity and religion. Partners Connections DBA ConectUS Wireless will reasonably accommodate employees who require or request an exception to the dress code based on a sincerely held religious belief unless it would cause undue hardship. 

 

Any questions about this policy should be directed to your manager.

 

Confidentiality

Disclosure of confidential and/or proprietary information, as described below, or trade secrets to anyone outside the Company without the appropriate authorization is not allowed, while employed or after separation from the Company. Such information shall be disclosed and/or discussed on a “need to know” basis. Conversation of a confidential nature should not be held within earshot of the public or clients.

 

Confidential information may include internal reports, policies, procedures, and other internal business-related communications. Trade secrets may include information regarding the development of systems, processes, products, design, instruments, formulas, and technology. In addition, financial disclosure laws and third-party intellectual property must be respected and maintained.

 

This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications. In addition, nothing in this policy is intended to nor infringes upon employee rights under Section 7 of the National Labor Relations Act (NLRA).

 

Conflict of Interest and Ethical Standards

The successful business operation of Partners Connections DBA ConectUS Wireless is built upon the principles of fair dealings and ethical conduct of the employees.  Partners Connections DBA ConectUS Wireless’s excellence requires careful observance of the spirit and letter of all applicable laws and regulations.

 

Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. This includes the use of an employee’s position with the Company for personal profit or advantage or entering transactions or relationships where it may appear that an employee has a conflict of interest, is improperly benefiting from an affiliation with the Company, or is violating laws governing fiduciary relationships.

Employees are prohibited from either directly or indirectly accepting, receiving, asking for, demanding, or soliciting anything of value for themselves or for any other person or entity, or in connection with any transaction or business of the Company.  Company property, information, or business opportunities may not be used for personal gain nor conflict with individual status as a Company employee. Good judgment should supplement these provisions to avoid even the appearance of impropriety.

 

The Company is judged by the collective and individual performance of its employees. Thus, the Company holds itself and its employees to the highest standards of lawful and ethical conduct. Before engaging in any activity, transaction, or relationship that might present a conflict of interest or ethics, employees should seek review from their manager or the Human Resources department.

 

Social Media

The Company recognizes that the internet provides unique opportunities to participate in interactive discussions and share information on topics using a wide variety of social media, such as Facebook, LinkedIn, X (formerly Twitter), Instagram, TikTok, Pinterest, Snapchat, Tumblr, blogs, and wikis. However, employees' use of social media can pose risks to the Company's confidential and proprietary information and brands, expose the Company to discrimination and harassment claims, and jeopardize the company's compliance with business rules and laws. 

To minimize these business and legal risks, avoid loss of productivity and distraction from employees' job performance, and ensure that the Company's IT resources and communications systems are used appropriately as explained below, the Company expects its employees to adhere to the following guidelines and rules regarding social media use.

 

If you are required to use social media as part of your job duties, please refer to the section entitled "Business Use of Social Media" below.

 

Compliance with Related Policies and Agreements

All of the Company's other policies that might apply to social media use remain in full force and effect. Employees should always adhere to them when using social media. In particular, the following policies should be kept in mind:

Diversity and Inclusion, Harassment/Discrimination, and Workplace Bullying.

  

Social media should never be used in a way that violates any other Company policies or employee obligations. If your social media activity would violate any of the Company's policies in another forum, it will also violate them in an online forum. For example, employees are prohibited from using social media to:

Violate the Company's IT resources and communications systems policies.
Violate the Company's confidentiality and proprietary rights policies.
Circumvent the Company's ethics and standards of conduct policies.
Engage in unlawful harassment.
Circumvent policies prohibiting unlawful discrimination against current employees or applicants for employment.
Violate the Company's privacy policies (for example, never access private password-protected sites of coworkers or other Company stakeholders without permission).
Violate any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by creating an artificial "buzz" around our business, products, or stock).

 

Employees should always disclose that they are employees of the Company when promoting the Company on social media platforms.

 

Employees who violate the Company policies may be subject to discipline, up to and including termination of employment.

 

Personal Use of Social Media

We recognize that employees occasionally may desire to use social media for personal activities at the office or by means of the Company's computers, networks, and other IT resources and communications systems. We authorize this use during nonworking time so long as it does not involve vulgar, obscene, threatening, intimidating, or harassing content (not otherwise protected or required by law), is not maliciously false, does not violate any other Company policies or employee obligations, and does not interfere with your employment responsibilities or productivity.

 

No Expectation of Privacy

All contents of the Company's IT resources and communications systems are the property of the Company. Therefore, employees should have no expectation of privacy whatsoever in any message, files, data, document, facsimile, telephone conversation, social media post, conversation or message, or any other kind of information or communications transmitted to, received, or printed from, or stored or recorded on the Company's electronic information and communications systems.

 

You are expressly advised that in order to prevent misuse, and maintain production, the Company reserves the right to monitor, intercept, and review, without further notice, every employee's activities using the Company's IT resources and communications systems, including but not limited to social media postings and activities, and you consent to such monitoring by your acknowledgment of this policy and your use of such resources and systems. This might include, without limitation, the monitoring, interception, accessing, recording, disclosing, inspecting, reviewing, retrieving, and printing of transactions, messages, communications, postings, logins, recordings, and other uses of the systems, as well as keystroke capturing and other network monitoring technologies.

 

The Company also may store copies of such data or communications for a period after they are created and may delete such copies from time to time without notice.

 

Do not use the Company's IT resources and communications systems for any matter that you desire to be kept private or confidential from the Company.

 

Business Use of Social Media

If you are required to use social media as part of your job duties, for the Company's marketing, public relations, recruitment, corporate communications, or other business purposes, you should carefully review the Company's guidelines. Note that the Company owns all social media accounts used on behalf of the Company or otherwise for business purposes, including all login information, passwords, and content associated with each account, such as followers and contacts. The Company owns all such information and content regardless of the employee that opens the account or uses it and will retain all such information and content regardless of separation of any employee from employment with the Company. If your job duties require you to speak on behalf of the Company in a social media environment, you must still seek approval for such communication from your manager, who may require you to receive training before you do so and impose certain requirements and restrictions regarding your activities. Likewise, if you are contacted for comment on behalf of the Company for publication, including in any social media outlet, direct the inquiry to John Scully and do not respond without written approval.

 

Guidelines for Employees' Responsible Use of Social Media

The above material covers specific rules, policies, and contractual obligations that employees must follow in using social media, whether for personal or business purposes, in consideration of their employment. Employees may be subject to discipline for violations. The following sections of the policy provide employees with common sense guidelines and recommendations for using social media responsibly and safely, in the best interests of the Company. These guidelines reflect the "duty of loyalty" all employees owe their employers, and are intended to add to, not contradict, limit, or replace, applicable mandatory rules, policies, legal requirements, legal prohibitions, and contractual obligations.

 

Protect the Company's Goodwill and Brands. You are personally responsible for what you communicate on social media. Remember that what you publish might be available to be read by the masses (including the Company itself, future employers, and social acquaintances) for a long time. Keep this in mind before you post content. 

 

Make It Clear in Your Social Media Activity That You Are Speaking on Your Own Behalf. When you disclose your affiliation as an employee of the Company, it is recommended that you also include a disclaimer that your views do not represent those of your employer. For example, consider such language as "the views in this posting reflect my personal views and do not represent the views of my employer."  

 

Use good judgment about what you post and remember that anything you say can reflect on the Company, even if you do include a disclaimer. Always strive to be accurate in your communications about the Company and remember that your statements have the potential to result in liability for you or the Company. The Company encourages professionalism and honesty in social media and other communications.

 

Respect Intellectual Property and Confidential Information. The Company's Confidentiality Policy restricts employees' use and disclosure of the Company's trade secrets, confidential information, and intellectual property (see above). Beyond these mandatory restrictions, you should treat the Company's trade secrets, intellectual property, and other proprietary information about the Company's customers and products as confidential and not do anything to jeopardize or unwittingly disclose them through your use of social media. In addition, you should avoid misappropriating or infringing on the intellectual property of other companies and individuals, which can create liability for yourself and for the Company.  

 

Respect Laws Regarding Copyrights, Trademarks, and Other Third-Party Rights. To protect yourself and the Company against liability for copyright or trademark infringement, where appropriate, reference sources of particular information you post or upload and cite them accurately. If you have any questions about whether a particular post or upload might violate the copyright or trademark of any person or company, ask the Company's legal department before making the communication.

 

Respect and Comply with Terms of Use of All Sites You Visit. Do not expose yourself or the Company to legal risk by using a social media site in violation of its terms of use. Review the terms of use of all social media sites you visit and ensure your use complies with them. If you are using social media as part of your job duties, pay particular attention to terms relating to:

Prohibitions or restrictions on the use of the social media site, including prohibitions or restrictions on use for advertising, marketing and promotions, or other commercial purposes (for example, Facebook's Statement of Rights and Responsibilities (its terms of use) and accompanying Promotional Guidelines specify the terms for businesses administering promotions through Facebook).Ownership of intellectual property used on, or information collected or generated through use of, the site (for example, any of the Company's copyrighted material and trademarks that might be posted on the site, or user information the Company collects through the site).Requirements for licenses or other permissions allowing use by the site owner and other third parties of the Company's trademarks or other intellectual property.Privacy rights and responsibilities of the site owner and users.

 

Respect Others. In addition to complying with the Company's mandatory Harassment/Discrimination, Workplace Bullying, and Diversity and Inclusion policies, do not post, or express a viewpoint on another's post, such as by "liking" a Facebook post, anything that includes ethnic slurs, sexist comments, discriminatory comments, profanity, abusive language, or obscenity, or that is maliciously false.

 

Managers and supervisors should refrain from trying to connect with their direct reports on social media sites (for example, making friend requests on Facebook). However, direct reports may request connections with supervisors and managers. Neither supervisors and managers nor direct reports should feel pressured to accept any social media requests from anyone at the Company.

 

Conduct Not Prohibited by This Policy

This policy is not intended to preclude or dissuade employees from engaging in legally protected activities, including activities protected by the National Labor Relations Act, such as discussing wages, benefits, or other terms and conditions of employment, forming, joining, or supporting labor unions, bargaining collectively through representatives of their choosing, raising complaints about working conditions for their own and their fellow employees' mutual aid or protection, or legally required activities.

 

The Company prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Employees with questions or in need of further guidance should contact the Human Resources department.

 

Media Inquiries

Employees should not speak to the media on the Company’s behalf without contacting John Scully. All media inquiries should be directed to them.

Solicitation

To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on working time. “Working time” is the time an employee is engaged or should be engaged in performing their work tasks for the Company. Solicitation of any kind by non-employees on Company premises is prohibited at all times.

 

Company Equipment

Upon employment and thereafter, employees may be issued supplies or other Company equipment. This equipment is essential in accomplishing job duties and may be expensive and/or difficult to replace. When using Company property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Employees are expected to use and maintain supplies and equipment in a conservative manner and are responsible for the general condition of Company equipment and issued supplies.  Employees should notify their managers when any equipment is broken, damaged, or in need of repair. Prompt reporting of damage, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The unauthorized, excessive, improper, careless, destructive, or unsafe use or operation of Company equipment may result in corrective action, up to and including termination of employment. All issued Company equipment is to be returned upon separation of employment.

 

Electronic Communication, Phone, and Internet Use

The following guidelines have been established for using various electronic communications, such as the internet, personal cell phones, Company-provided phones, email etc., for business purposes in an appropriate, ethical, and professional manner:

 

Use of Company phones for non-work purposes should be held to a reasonable limit, as determined by management. Employees should use non-work time, such as rest breaks or meal periods, for personal phone use.Internet, Company-provided equipment (e.g., cell phone, laptops, computers) and services may not be used for transmitting, retrieving, or storing any communications of a defamatory, discriminatory, harassing, or pornographic nature.The following actions are not allowed: engaging in any illegal activities, including piracy, cracking, extortion, blackmail, copyright infringement, and unauthorized access of any computers and Company-provided equipment such as cell phones and laptops. These same expectations apply to the use of personal cell phones, while being used for business purposes.Employees may not copy, retrieve, modify, or forward copyrighted materials, except with permission or as a single copy for reference only.Employees may not use the system in a way that disrupts its use by others.Employees may not send or receive large files that could be saved/transferred via thumb drives. Thumb drives are considered Company property and must be treated in the same manner as all confidential and proprietary documentation, including but not limited to approval to use and password protection of all documents.Employees should not open suspicious emails, pop-ups, or downloads. Contact IT with any questions or concerns to reduce the release of viruses or to contain viruses immediately.Internal and external emails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending email within and outside the Company.Downloading or disseminating of copyrighted material may be an infringement of copyright law. Permission to copy the material must be explicitly obtained from the publisher.

 

Security and Right to Monitor

Security procedures in the form of unique user sign-on identification and passwords have been provided to control system access for the purpose of safeguarding information. Attempts should not be made to bypass, or render ineffective, security facilities provided by the Company, including access to document libraries of other users. Passwords should not be shared between users and should be securely stored. Individual users should never make changes, modifications, or additions to the standard Company software programs and/or configuration, nor the hardware configuration of computer equipment. This practice risks the introduction of a computer virus into the system. Requests for such changes should be directed to IT or Human Resources for approval and to ensure such action does not present a security risk.

 

No individual should have any expectation of privacy for messages or other data recorded in Company systems.  This includes documents or messages marked “private,” which may be inaccessible to most users but remain available to the Company.  Likewise, the deletion of a document or message may not prevent access to the item or completely eliminate the item from the system. All Company-supplied technology and Company-related work records belong to the Company and not to the employee. Email and other data are not considered to be private or confidential. Partners Connections DBA ConectUS Wireless routinely monitors use of Company-supplied technology and reserves the right to examine and regulate email messages, directories, and files, as well as internet usage. Inappropriate or illegal use or communications may be subject to corrective action up to and including termination of employment.

 

Cell Phone Use

Except in the case of an emergency, we expect employees to use non-work time, rather than paid work time, to conduct any personal phone calls and/or text messaging. (For employees with Company-issued phones or who are authorized to use their personal cell phone for work purposes, please see “Company Equipment” section for usage and security expectations.)

 

Employees may not use the camera or audio or video recording features on their personal or Company-issued phones to photograph or record in areas where individuals have an expectation of privacy, such as a bathroom or changing area.

 

Inspections and Searches

Any items brought to or taken off Company premises, whether property of the employee, the Company, or a third party, are subject to inspection or search unless prohibited by state law. Desks, lockers, purses, workstations, work areas, computers, USB drives, files, emails, voicemails, etc. are also subject to inspection or search, in addition to any equipment or assets owned or controlled by the Company.

 

The Company may monitor any telephone conversation employees have on Company owned or controlled equipment. All employees, contract employees, and visitors may be asked to cooperate in inspections of their work areas and property. Any inspection or search conducted by the Company or its designees may occur at any time, with or without notice.

 

Personal Property

The Company is not liable for lost, misplaced, or stolen personal property, nor damage to such. Employees should take all precautions necessary to safeguard their personal possessions. Personal items must be professionally appropriate and shall not violate expectations communicated through any other Company policies.

 

Personnel Files

To the extent required by state law, the Company will maintain a personnel file for each employee. Personnel files are confidential and maintained by Human Resources.  Human Resources strives to maintain accurate and complete personnel records. Employees must promptly notify Human Resources of any changes to their personal information, such as changes in home address, home telephone number, legal name, marital status, number of dependents, named beneficiaries, and so on.

 

The Company will comply with requests from current and former employees to access to their personnel files to the extent required by state law.

 

WORKPLACE HEALTH & SAFETYEmployee Safety

Employee safety is a top priority for Partners Connections DBA ConectUS Wireless. To help ensure a safe work environment, it is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state, and federal safety and health regulations and program standards.

 

Although most safety regulations are consistent throughout the organization, each employee has the responsibility to identify and familiarize themself with the emergency plan for their working area.

 

Should an incident occur, it is the responsibility of the employee to complete appropriate documentation. Failure to report a personal or witnessed incident may result in corrective action.  Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow Company safety and health guidelines or engaging in conduct that places the employee, client, or Company property at risk may lead to employee disciplinary action and/or termination.  The Company will not retaliate against employees solely for reporting accidents or injuries.

 

Weapon-Free Workplace

To ensure that Partners Connections DBA ConectUS Wireless maintains a workplace safe and free of violence for all employees, the Company prohibits the possession or use of dangerous weapons on Company property.  All employees are subject to this policy, including contract and temporary employees.  A license to carry the weapon on Company premises does not supersede Company policy.  Any employee in violation of this policy will be subject to disciplinary action, up to and including termination.

 

Leave of Absence

Employees do not have job protection if they take a leave of absence due only to their fear of an epidemic infection. Leave may be required under the Family and Medical Leave Act (FMLA) only if the employee or an eligible family member becomes seriously ill as a result of an infectious disease. Our Company’s other paid leave policies may be applied in these cases up to the duration of allowed time but will be dependent upon business needs. Any employee requesting time off because of a fear of a disease should use any accrued vacation time as per our Company policy. Otherwise, the time off will be unpaid time off.   Partners Connections DBA ConectUS Wireless will adhere to any federal, state, or local laws involving a local epidemic or pandemic. 

Exposure to Illness in the Workplace

Employees should not come to work if they have been diagnosed with or are showing symptoms of a contagious disease, so as not to infect others in the office. The employee’s manager and Human Resources should be notified immediately if an employee has been diagnosed with a contagious disease.  Please review the Company’s Remote Work policy in the Employee Handbook. 

In some instances, employees will be required to provide a medical certification from their health care provider to return to work.  During a domestic epidemic or pandemic, they may be able to carefully follow the guidelines of the Company or the CDC. 

 

Company Travel

If an employee has concerns about upcoming business-related travel (sales meetings, conferences, speaking engagements, etc.), then they should speak to their supervisor.  Depending on the impact the travel has on the employee’s position and/or their medical concerns, a work accommodation may be made. If the travel concern is for medical reasons, a medical certification from the employee’s health care provider may be required to support the request not to travel.

The Company would never consciously put any employee at risk, and the government will have determined the level of risk that is acceptable. We encourage employees to educate themselves on this concern.  The Company will determine if the employee can perform their job effectively if it does require travel as an essential job function.

The Company may decide to offer another open position to the employee that does not require travel as an essential job function.  This, however, may not always be available, and is not guaranteed.

Inclement weather/Emergency Closing

At the discretion of the Company, in the event of inclement weather or other emergencies, if the situation warrants or requires it, a work facility may be closed. When operations are officially closed due to weather or emergency conditions, time off from scheduled work will be unpaid. However, with management approval, employees may use available paid time off for their scheduled work hours. When a weather or emergency closing has not been determined and an employee chooses not to report to work, or to arrive late or leave early, the employee may be required to use paid time off for their scheduled work hours. Employees in essential operations may be asked to work on a day when operations are officially closed. In these circumstances, employees who work will receive regular pay.

 

DRUG-FREE AND ALCOHOL-FREE WORKPLACE

To provide employees a safe, healthy, and productive workplace, the Company's policy prohibits employees from the use, sale, possession, or being under the influence of illegal drugs, including marijuana, or inappropriate or excessive use of alcohol while conducting business for the Company, whether or not consumed during working hours or consumed on Company premises. Furthermore, the use of prescription drugs and/or over-the-counter drugs may also affect an employee’s job performance and ability to make sound business decisions.  Driving a vehicle on Company time while under the influence is strictly prohibited.

 

In addition, the use or possession of these substances constitutes a potential danger to the welfare and safety of other employees and exposes the Company to risks of property loss, damage, or injury to other people. The Company reserves the right, in certain circumstances, to test for the presence of illegal or controlled substances when reasonable suspicion exists.  

 

Work Rules

The Company strictly prohibits the use, sale, solicitation, purchase, possession, or transfer of alcohol or unlawful drugs as classified under local, state, or federal laws on any of Company premises, worksites, and parking lots, wherever located. The Company also strictly prohibits any employee under the influence of drugs (unless medically prescribed) or alcohol from reporting to work, wherever such work is being performed, including off Company property. This prohibition includes the operation of any Company vehicle while used in furtherance of Company work at any time.

 

It is a violation of the Company’s policy to engage in (1) any use, sale, solicitation, purchase, possession, or transfer of drugs or alcohol, in any amount, while on Company worksites, or parking lots, in Company vehicles or other property, or performing Company business anywhere; (2) any improper or unauthorized use, sale, solicitation, purchase, possession, or transfer of any over-the-counter or prescription drug while on Company premises, worksites, or parking lots, in Company vehicles or other property, or while performing Company business anywhere; and (3) any use, sale, solicitation, purchase, possession, or transfer of drugs or alcohol in any manner which is detrimental to the interests of the Company.

 

Except as otherwise noted, this policy applies to all Company property and premises, including private vehicles or other property on Company premises or worksites operated or used by the Company.

 

It is the collective responsibility of the entire Company to maintain a drug-free working environment. If, at any time you have concerns regarding an employee under the influence of drugs or alcohol while on duty it is expected that you report this to management.

 

Medical Testing

For employee safety, Partners Connections DBA ConectUS Wireless reserves the right to conduct medical testing, such as pre-employment, fitness for duty, vaccination/immunizations and other relevant medical testing as permitted by applicable law.

 

Tobacco-Free Workplace

Smoking and/or use of any tobacco related product or electronic device that delivers nicotine or related substances is not permitted in any Company buildings, facilities, worksites, parking lots, or vehicles. Tobacco includes cigarettes, cigars, e-cigarettes, vaping devices, chewing tobacco, and/or any other nicotine-related product. Employees wishing to smoke/use tobacco should do so during their break times, outside Company buildings in designated areas, and in accordance with local ordinances. Employees who violate the tobacco policy will be subject to corrective action up to and including immediate discharge.

 

BENEFITS

Employees may be eligible for certain Company benefits in effect from time to time, in accordance with and subject to the eligibility and other provisions of such plans and programs.

 

The operation of benefit plans, including events making you eligible or ineligible for benefits, the amount of benefits to which you (or your beneficiaries) may be entitled, and actions you (or your beneficiaries) must take to request and support a claim for benefits will be governed solely by the terms of the official Plan document. To the extent that any of the information contained in this employee handbook, a summary plan description ("SPD"), or any information you receive orally is inconsistent with the official Plan document, the provisions set forth in the Plan document will govern in all cases. If you wish to review the Plan document, please refer to the section of the SPD for this benefit plan entitled "YOUR RIGHTS," which discusses your ability to review the Plan document.

 

Partners Connections DBA ConectUS Wireless reserves the right, in its sole discretion, to prospectively modify or terminate any of its benefits plans or programs at any time and for any reason, to the extent permitted by applicable law.

 

Vacation

The Company provides full-time employees with vacation from work. Employees should refer to any applicable state supplement below to review paid sick leave eligibility and terms.  Any policy in a state supplement, if different, will control over a policy in this handbook.

Accrual of Vacation

Vacation is accrued pro rata throughout the year on a monthly basis. 

Full-time employees are eligible to accrue vacation each calendar year. Full-time employees are awarded 40 hours of vacation after 12 months of service and are then awarded another 40 hours every 6 months thereafter.

 

No Accrual of Vacation During Certain Absences

Employees may not accrue vacation during unpaid leaves of absence (e.g., FMLA or ADA leave) or other periods of inactive service, unless vacation accrual is required by applicable federal, state, or local law.

Maximum Vacation Accrual

Full-time employees may have up to a maximum of 40.0 hours of vacation. Once employees reach the maximum accrual amount, they will not be awarded any additional vacation until they use some of their accrued but unused vacation and their accrued but unused vacation decreases to below the maximum accrual amount. Employees will not receive retroactive credit for any period of time in which they did not accrue vacation because they had accrued the maximum amount.

 

Requests for Vacation

All employees are encouraged to take their accrued vacation each year. Employees must take vacation in increments of at least .1 hours. Employees must request vacation from their supervisor as far in advance as possible. The Company generally will grant requests for vacation when possible, taking business needs into consideration. When multiple employees request the same time off, vacation will be granted on a first-come, first-served basis.

 

Carryover

Employees may not carry over accrued but unused vacation to the subsequent calendar year, subject to the maximum accrual cap.

Separation of Employment

On separation of employment for any reason, employees will be paid for any accrued but unused vacation at the employee's final rate of pay.

Absences Not Covered by This Policy

This policy addresses absences for vacation leave. It does not cover other absences, such as unexcused absences or absences for parental leave, family and medical leave, military service leave, military family leave, short- or long-term disability leave, workers' compensation leave, bone marrow and blood donation leave, bereavement leave, jury duty leave, voting leave, victims of crime leave, or other leaves of absence, unless otherwise provided for by applicable law.

 

Holidays

The Company observes the following holidays for Full-time personnel as follows:

New Year’s Day
Presidents Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Friday After Thanksgiving
Christmas Day
New Year’s Eve

 

All holiday benefits are paid at the regular rate. To be considered eligible for holiday pay, employees must work their last regularly scheduled day before the holiday, and the first regularly scheduled day after it. An exception may be considered for an illness that is verifiable.

An employee who is not actively working for any reason (such as layoff or disability, family and medical leave or any other leave recognized under federal, state, or local law or this Handbook) when a holiday occurs and who is on unpaid leave, shall not be entitled to holiday pay. However, an FMLA-related absence, such as intermittent leave, on the day before or after a holiday shall not make an employee ineligible for holiday pay.

If a holiday falls on a Sunday, the following Monday shall be observed as a holiday. If a holiday falls on a Saturday, the holiday will be observed on the preceding Friday.

401K Plan

PARTNERS CONNECTIONS, DBA CONECTUS COMPANY, offers a 401(k) retirement plan to eligible employees. Participation is voluntary. Employees must be at least 20 years of age and have completed a minimum of 90 days of full-time employment to qualify for enrollment. For additional information, please contact the Human Resources Department.

INSURANCE COMPENSATION

 

Workers’ Compensation

Employees are covered by workers’ compensation insurance in accordance with state law.  Partners Connections DBA ConectUS Wireless carries this insurance on all employees to provide benefits for time lost from work and the cost of medical expenses due to disabling job-related injuries and illnesses as defined by the law. This protection starts on the first day of work. To safeguard employee benefits under the law, it is important that employees report any accident or injury (no matter how minor) to their managers as soon as possible after it happens. Failure to report claims in a timely manner may result in loss of benefit. False claims may result in disciplinary action, up to and including termination. For employee protection, after the claim has been reported, the employee’s manager will work with the employee to ensure that all necessary paperwork is completed in accordance with the law.

 

Partners Connections DBA ConectUS Wireless and its insurance carrier shall not be responsible for the payment of workers’ compensation benefits for any injury that arises out of an employee's voluntary participation in any off‑duty recreational, social, or athletic activity that is not part of the employee’s work‑related duties.

 

Unemployment Compensation

Benefits under this insurance law are available to those who meet the requirements if they become unemployed. Eligibility for receiving benefits is determined by state compensation laws.

LEAVES OF ABSENCE
Bereavement Leave

Full-time employees who have completed 6 months of service are eligible for bereavement leave and leave to attend funeral services for the death of an immediate family member.

For purposes of this policy, a family member includes:

Relative
How many days?
Parent, Child, or Close Family Member
3.0

Part-time employees are eligible for pro-rated leave based upon average hours per week.

The eligibility for bereavement leave will not commence until the next regularly scheduled workday which is lost. All time off in connection with bereavement leave should be scheduled with your manager. 

Additional days may be granted if enough accrued time off is available for use. Additional unpaid time off may be granted at the discretion of the Company on a case-by-case basis based, among other things, on business needs. 

Employees who are not eligible for bereavement or who wish to attend a funeral or assist with funeral arrangements for someone other than an immediate family member as described above, may request time off from work without pay. The decision to grant or deny request will be based upon business needs.

Paid bereavement leave does not accumulate, accrue, or carry over.

Military Leave of Absence

Partners Connections DBA ConectUS Wireless is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is the Company’s policy to honor employee obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion, or other benefit of employment based on such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or Company policy.

Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the Uniformed Services as required by applicable law.

California

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in California.

Equal Employment Opportunity

Protected classes in California also include age (40 years or older), ancestry, color, marital status, medical condition, mental disability, national origin (including whether or not the individual has a driver's license granted under specific sections of the California Vehicle Code), physical disability, race, religious creed, sex (including gender, gender identity, gender expression, pregnancy, childbirth, and medical conditions related to pregnancy or childbirth), reproductive health decision making, sexual orientation (including heterosexuality, homosexuality, and bisexuality), membership or service (current or past) in the armed forces of California or the United States, natural hair, genetic information (including information about an individual's genetic tests, family members' genetic tests, family members' diseases or disorders, an individual's or family member's receipt of, or request for, genetic services, and participation by an individual or individual's family member in clinical research that includes genetic services), political activity, any combination of two or more of the above classes, and any other characteristics protected by law.

Americans with Disabilities Act

The Company also complies with the California Fair Employment and Housing Act.

Access to Personnel Files

Employees and former employees may review the documents contained in their personnel files and copies of their earnings records upon submission of a signed, written request.

In light of the confidential nature of information contained in employees’ personnel and earnings records, the company limits access to such records to the employee to whom the records pertain and persons with proper authorization, including for the purposes of the legal process.

Documents located in employees’ personnel files will not be released without the employees’ express written consent, except pursuant to legal process. Additionally, any records of medical evaluation results will be maintained in a separate file, in accordance with applicable legal requirements, and may be reviewed only by authorized individuals with the approval of Human Resources.

Employees may review their own personnel files and their earnings records with a Management Group representative present to answer any questions. Employees may also correct or clarify personal information contained in their personnel files.

 

Within 30 days of an employee’s signed, written request, or the written request of the employee’s designated representative combined with the employee’s signed authorization, the Company will either make personnel records available to the employee for his or her inspection or provide a copy of the employee’s personnel records to the employee or the employee’s designated representative. Within 21 days of an employee’s signed, written request or the written request of the employee’s designated representative combined with the employee’s signed authorization, the Company will either make earnings records available to the employee for his or her inspection or provide a copy of the employee’s earnings records to the employee or the employee’s designated representative. The employee will be responsible for the cost of copying.

 

Anti-Harassment Policy

ALL UNLAWFUL HARASSMENT PROHIBITED

The Company is committed to providing a workplace that is free from unlawful harassment. The Company strictly prohibits and does not tolerate unlawful harassment against employees and covered persons (that is, interns, volunteers, applicants, or independent contractors), by coworkers, supervisors, managers, or third parties on the basis of a person's:

Race.Color.Age (40 or older).Religious creed.Religious belief, observance, and practice, including dress or grooming practices.National origin, including language use restrictions, or an employee's or applicant's possession of a driver's license issued under Vehicle Code Section 12801.9 (which authorizes licenses to individuals who cannot provide satisfactory proof of their presence in the US under federal law).Ancestry.Natural hair.Physical disability.Mental disability.Medical condition, including:any cancer-related physical or mental health impairment from a diagnosis, record, or history of cancer; ora genetic characteristic.Genetic information, including information about:an individual's genetic tests;family members' genetic tests;family members' diseases or disorders;an individual's or family member's receipt of, or request for, genetic services; andparticipation by an individual or their family member in clinical research that includes genetic services.Marital status.Sex, including:pregnancy;childbirth;breastfeeding or medical conditions related to breast-feeding; andmedical conditions related to pregnancy or childbirth;gender;gender expression, meaning a person's gender-related appearance or behavior, whether or not stereotypically associated with the person's sex at birth; andgender identity, meaning a person's identification as male, female, a gender different from the person's sex at birth, or transgender.Sexual orientation, including heterosexuality, homosexuality, and bisexuality.Political activity.Military or veteran status. orAny other characteristic protected under applicable federal, state, or local law.

The Company also prohibits and does not tolerate unlawful harassment against employees and covered persons who are perceived to have any of these characteristics or who associate with a person who has, or is perceived to have, any of these characteristics. Harassment can occur in the workplace, after hours, or on social media. It should always be reported and will not be tolerated by the Company.

SEXUAL HARASSMENT

All Company employees, other workers and representatives (including vendors, customers, and visitors) are prohibited from harassing employees and other covered persons based on that individual's sex (including that individual's pregnancy, childbirth, breastfeeding, or medical conditions relating to pregnancy, childbirth, or breastfeeding), sexual orientation or gender (including that individual's gender identity and gender expression) and regardless of the harasser's sex or gender. Sexual harassment is illegal and also against the Company’s policy.

Sexual harassment means any harassment based on someone's sex, sexual orientation, or gender, as described in this policy. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true:

Submission to the advance, request, or conduct is made either explicitly or implicitly a term or condition of employment.Submission to or rejection of the advance, request, or conduct is used as a basis for employment decisions.Such advances, requests, or conduct have the purpose or effect of substantially or unreasonably interfering with an employee's work performance by creating an intimidating, hostile or offensive work environment.

The Company will not tolerate any form of sexual harassment, regardless of whether it is:

Verbal (for example, epithets, derogatory statements, slurs, sexually-related comments or jokes, suggestive or obscene letters, unwelcome sexual advances, or requests for sexual favors).Physical (for example, assault, inappropriate physical contact, or impeding or blocking movements).Visual (for example, displaying sexually suggestive posters cartoons or drawings, sending inappropriate adult-themed gifts, leering or making sexual gestures).Retaliatory (for example, threatening retaliation or taking retaliatory action).

This list is illustrative only, and not exhaustive. No form of sexual harassment will be tolerated.

Harassment is prohibited at the workplace, at employer-sponsored events and on social media.

OTHER TYPES OF HARASSMENT

The Company's anti-harassment policy applies equally to other unlawful harassment based on an employee's race, color, age (40 or older), religious creed, religious belief, observance and practice, including dress or grooming practices, national origin, including language use restrictions, or an employee's or applicant's possession of a driver's license issued under Vehicle Code Section 12801.9 (which authorizes licenses to individuals who cannot provide satisfactory proof of their presence in the US under federal law), ancestry, physical disability, mental disability, medical condition, including any cancer-related physical or mental health impairment from a diagnosis, record or history of cancer; or genetic characteristic, genetic information, including information about an individual's genetic tests, family members' genetic tests, family members' diseases or disorders, an individual's or family member's receipt of, or request for, genetic services, and participation by an individual or their family member in clinical research that includes genetic services, marital status, sex, including pregnancy, childbirth, breastfeeding or medical conditions related to breast-feeding, and medical conditions related to pregnancy or childbirth, gender, gender expression, meaning a person's gender-related appearance or behavior, whether or not stereotypically associated with the person's sex at birth, and gender identity, meaning a person's identification as male, female, a gender different from the person's sex at birth, or transgender, sexual orientation, including heterosexuality, homosexuality, and bisexuality, military or veteran status, as well as any other characteristic protected under applicable federal, state or local law.

Such harassment often takes a similar form to sexual harassment and includes harassment that is:

Verbal (for example, epithets, derogatory statements, slurs, derogatory comments or jokes).Physical (for example, assault or inappropriate physical contact).Visual (for example, displaying derogatory posters, cartoons, drawings or making derogatory gestures).Retaliatory (for example, threatening retaliation or taking retaliatory action).

This list is illustrative only, and not exhaustive. No form of harassment will be tolerated.

Harassment is prohibited at the workplace, at employer-sponsored events and on social media.

SUPERVISORS’ RESPONSIBILITIES

Supervisors and managers have an obligation to report sexual or other harassment, discrimination, or retaliation of which they become aware. Supervisors and managers who observe such conduct or who receive any complaints of misconduct must report the conduct or complaint to the Human Resources department so that an investigation can be made and corrective action taken, if appropriate.

COMPLAINT PROCEDURE: INTERNAL

If you are subjected to any conduct that you believe violates this policy or witness any such conduct, you must promptly report the conduct, either orally or in writing. You may speak to, write, or otherwise contact any of the following resources at the Company:

Your direct supervisor or, if the conduct involves your direct supervisor, the next level above your direct supervisor, or the Human Resources department.

The Company will ensure that a fair, timely, and thorough investigation is conducted by qualified personnel in an impartial manner that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected. The Company will maintain appropriate documentation and tracking to ensure reasonable progress is made. At the close of the investigation, the Company will consider appropriate options for remedial actions and resolutions. If misconduct is found, the Company shall take prompt, corrective action, as appropriate. The Company will maintain confidentiality to the extent possible. You will be informed of the results of the investigation.

The Company is committed to enforcing this Anti-Harassment policy. The effectiveness of our efforts depends in part on employees telling us about inappropriate workplace conduct. If you feel that you or someone else may have been subjected to conduct that violates this policy, you should report it immediately. If employees do not report harassing conduct, the Company may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

COMPLAINT PROCEDURE: EXTERNAL

If you are subjected to any conduct that you believe violates this policy, you may file a complaint of discrimination with the Civil Rights Department (CRD) within one year of the harassment. The CRD serves as a neutral factfinder and attempts to help the parties voluntarily resolve disputes. If the CRD finds sufficient evidence to establish that discrimination occurred and settlement efforts fail, the Department may file a lawsuit on behalf of the complaining party.

If a court finds that discrimination has occurred, it can order remedies including:

Fines or damages for emotional distress from each employer or person found to have violated the law.Hiring or reinstatement.Back pay or promotion.Changes in the policies or practices of the involved employer.

Employees can also pursue the matter through a private lawsuit in civil court after a complaint has been filed with the CRD and a right-to-sue notice has been issued. For more information, contact the CRD toll free at (800) 884-1684 or visit http://www.calcivilrights.ca.gov/.

Employees can also file a complaint with the federal Equal Employment Opportunity Commission (EEOC). For more information, contact the EEOC toll free at (800) 669-4000 or visit http://www.eeoc.gov/

You may not be retaliated against for opposing harassment or for filing a complaint with, or otherwise participating in an investigation, proceeding, or hearing conducted by the Company, the CRD, or the EEOC.

NO RETALIATION

No one will be subject to, and the Company prohibits, any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of harassment of any kind, pursuing any harassment claim or cooperating in related investigations.  

The Company is committed to enforcing this policy against all forms of harassment. However, the effectiveness of our efforts depends largely on employees telling us about inappropriate workplace conduct. If employees feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately. If employees do not report harassing conduct, the Company may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

VIOLATIONS OF THIS POLICY

Any employee, regardless of position or title, whom the Company determines has subjected an individual to harassment or retaliation in violation of this policy, will be subject to discipline, up to and including termination of employment.

This policy is not intended to restrict communications or actions protected or required by state or federal law.

Pregnancy Related Accommodation

California law protects employees against discrimination or harassment because of an employee’s pregnancy, childbirth, or any related medical condition (referred to below as “because of pregnancy”). California law also prohibits employers from denying or interfering with an employee’s pregnancy-related employment rights.

The Company will:

Reasonably accommodate your medical needs related to pregnancy, childbirth, or related conditions (such as temporarily modifying your work duties, providing you with a stool or chair, or allowing more frequent breaks).

Transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy.

Provide you with pregnancy disability leave (PDL) of up to four (4) months (the working days you normally would work in one-third of a year or 17 1/3 weeks) and return you to your same job when you are no longer disabled by your pregnancy or, in certain instances, to a comparable job. Taking PDL, however, does not protect you from non-leave related employment actions, such as a layoff.

Provide a reasonable amount of break time and use of a room or other location near your work area to express breast milk in private as set forth in the Labor Code.

Overtime

Any nonexempt employee who works overtime will be compensated at the rate of one and one-half times (1-½) their normal hourly wage for all time worked more than forty (40) hours each week or eight (8) hours in a day, unless otherwise required by law. Nonexempt employees will be compensated at the rate of twice their normal hourly wage for all hours worked more than 12 hours in a workday or more than eight (8) hours on the seventh consecutive day of work in a workweek.

Meal Breaks

All employees are provided with one meal period each shift of five (5) hours or more. Supervisors will schedule meal periods to accommodate operating requirements. Employees will be relieved of all active responsibilities and restrictions during meal periods and will not be compensated for that time.

 

Duration of Shift in Hours
Number of Meal Periods
0 to < 505 to < 10110+2

Rest Breaks

All employees are provided a ten (10) minute paid rest period for every four (4) hours worked or major fraction thereof. However, employees who work less than three and one-half (3.5) hours in a workday will not be entitled to take a rest period.

Duration of Shift in Hours
Number of Rest Periods
0 to < 3.50 3.5 to < 616 to < 10210 to < 143

Employees who work more than fourteen (14) hours in a workday may be entitled to additional rest periods in accordance with the policy set forth above.

California Paid Sick Leave

Pursuant to state and local law, employees may accrue up to 5 days (40 hours) of paid sick leave. 

Each employee will accrue sick days at a rate of one (1) hour per every 30 hours of work, beginning on the first day of employment. In order to receive a paid sick day, the employee must provide notice as soon as practicable.

An employee may accrue up to a maximum of 80 hours or 10 days. Sick leave may be carried over from any year to the next, subject to the annual accrual cap. The total of unused, accrued sick days must not exceed 80 hours or 10 days at any time. The Company will not provide compensation to an employee for unused, accrued sick leave upon separation of employment or payout during course of employment. If an employee leaves and is rehired within one (1) year, any previously unused paid sick leave will be reinstated.

Employees will receive sick time pay at the individual employee’s current hourly rate. If the employee does not receive an hourly wage, the hourly wage will be calculated by dividing the employee’s total wage (not including overtime) by the employee’s total hours worked in a full pay period in the prior 90 days of employment.

Medical and Health-Related Uses. Sick leave may be used for the diagnosis, care, or treatment of an existing health condition or preventive care for an employee, an employee’s family member, or designated person.

Domestic Violence, Sexual Assault, and Stalking-Related Uses. Sick leave may also be used if an employee or family member was the victim of domestic violence, sexual assault, or stalking. An employee must use sick leave in increments of two (2) hours. Employees may be required to provide documentation explaining the circumstances of the absence. Failure to do so may result in termination of employment.

Agricultural Worker Emergency Condition Uses. Sick leave may be used by agricultural employees who work outside to avoid smoke, heat, or flooding conditions including, but not limited to, when the employee's worksite is closed due to the smoke, heat, or flooding conditions when the Governor proclaims a state of emergency or a local emergency is proclaimed.

Judicial Proceeding Uses. Sick leave may be used by employees who are serving on an inquest jury or trial jury, or taking time off to appear as a witness in a judicial proceeding.  Effective January 1, 2026, sick leave may be used by employees or family members of victims of certain crimes (as defined by the California Government Code 12945.8) and are taking time off to attend judicial proceedings related to that crime, including, but not limited to, any delinquency proceeding, a post arrest release decision, plea, sentencing, postconviction release decision, or any proceeding where a right of that person is an issue. 

A “victim” means:

person against whom a violent felony, serious felony, and/or felony theft or embezzlement is committed; ora person who suffers direct or threatened physical, psychological, or financial harm due to the commission or attempted commission of the following crimes or delinquent acts:vehicular manslaughter while intoxicated;felony child abuse likely to produce great bodily harm or a death;assault resulting in the death of a child under eight years old; felony domestic violence;felony physical abuse of an elder or dependent adult;felony stalking;solicitation for murder; a serious felony;hit-and-run causing death or injury;felony driving under the influence causing injury; sexual assault.

 

For purposes of this policy, a “family member” includes:

employee’s child whether biological, adopted, foster, stepchild, legal ward, or child to whom the employee stands in loco parentis;biological, adoptive, or foster parent, stepparent, legal guardian of either the employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when employee was a minor child;spouse;registered domestic partner;grandparent;grandchild; or 

A "designated person" means a person identified by the employee at the time the employee requests paid sick days. Employees are limited to one designated person per 12-month period for paid sick days.

The Company will maintain documents regarding hours worked and paid sick days for at least three (3) years. These records are available for employee inspection, if requested. The Company does not discriminate against any employee for using or attempting to use accrued sick leave.

The Company will provide sick leave benefits that comply with all applicable local, municipal, or county laws or ordinances. If there is any conflict between this policy and laws or ordinances applicable to an employee, the local law will apply. If employees have any questions concerning sick leave benefits, they should contact the Human Resources department.

State Disability Insurance/Paid Family Leave

Disability Insurance (DI) is a component of the State Disability Insurance (SDI) program, designed to partially replace wages lost due to a non-work-related disability.

California Paid Family Leave (PFL) provides up to six (6) weeks of partially paid leave to bond with a new child (either by birth, adoption, or foster care placement) or to care for a seriously ill family member (child, spouse, parent, parent-in-law, grandparent, grandchild, sibling, or registered domestic partner)

For more information about DI or PFL, or to file a claim for benefits, visit www.edd.ca.gov/disability.

Los Angeles Paid Sick Leave

Paid sick leave will be provided to all employees who work at least two (2) hours in a particular week in the City of Los Angeles for the Company for 30 days or more within a year.

[Front loading: At least 48 hours of paid sick leave will be provided either at the beginning of each year of employment, calendar year, or 12-month period.]

 

[Accrual: Employees will accrue one (1) hour of paid sick leave for every thirty (30) hours worked.]

Accrued or unused paid sick leave will carry over to the following year of employment.  Accrual of paid sick leave is capped at 80 hours.

Accrued or unused sick days are not paid out at separation from employment.  If an Employee is rehired within a year of separation from employment, previously accrued and unused paid sick leave shall be reinstated.

An employee may use paid sick leave beginning on the 90th day of employment.  Use of paid sick leave is capped at 48 hours annually. 

An employee may request to use paid sick leave either orally or in writing.  An employee can use paid sick leave to care for themselves, a family member, or for any individual related by blood or affinity.

Contact Human Resources for questions on paid sick leave.  The Company will not retaliate against an employee for using paid sick leave.

Leave Policies

VOTING LEAVE

The Company encourages all employees to fulfill civic responsibilities and to vote in official public elections.

You are not permitted to take voting leave if you have sufficient time outside of your normal work hours. However, if you must take time to vote during working hours, you must inform the Human Resources department at least two (2) working days before the election. Approved time off to vote must be at the beginning or end of your work shift, whichever allows the most free time for voting and the least time off from work. You may take as much time as needed to vote, but only two (2) hours of that time will be paid.

JURY DUTY AND WITNESS TESTIMONY LEAVE

The Company recognizes employee obligations to serve on state and federal juries and to comply with court orders and subpoenas as a witness. When you are asked to serve on jury duty or as a witness, inform your supervisor immediately to provide reasonable advance notice of your intention or obligation to take time off. If advance notice is not feasible and an unscheduled absence occurs, you should provide certification (for example, a police report or court order) to your supervisor within a reasonable time. You are expected to return to work, when reasonable, during your regularly scheduled business hours or if released earlier than anticipated.

Occasionally, employees may be legally compelled to attend a judicial proceeding. In these circumstances, employees’ attendance at work will be excused. Employees must notify their supervisors immediately after receiving a summons or subpoena compelling attendance at a judicial proceeding and must present the summons or subpoena to the supervisor. Employees charged with a crime, who are required to attend a judicial proceeding, are not covered by this policy.

Leaves under this section will be unpaid unless the employee elects to use accrued Paid Sick Leave, other accrued paid leave, or payment is otherwise required by applicable law. However, exempt employees who work any portion of a workweek in which they also serve on jury duty or appear as a witness will receive their full salary for that workweek. Employees may elect to substitute accrued PTO during any unpaid leave due to jury duty or a witness appearance.

CRIME VICTIMS LEAVE

To the extent required by law, employees who are victims of certain, specified felony crimes or immediate family members of a victim, a registered domestic partner of a victim or the child of a registered domestic partner of a victim, may receive unpaid time off from work to attend judicial proceedings related to that crime. To take this leave, employees must provide the Company in advance with a copy of the notice of the proceeding. If advance notice is not possible, employees must provide the Company with appropriate documentation evidencing your attendance at the judicial proceeding when returning back to work.

VOLUNTEER CIVIL SERVICE LEAVE

Employees will be granted unpaid time off to serve as volunteer firefighters, reserve peace officers, or emergency rescue personnel. Employees may substitute vacation pay for any unpaid portion of leave to perform such emergency duties or training.

Florida

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Florida.

Equal Employment Opportunity

Protected classes in Florida also include marital status, AIDS/HIV status, and sickle cell trait.

American With Disabilities Act

The Company also complies with the Florida Civil Rights Act and all local human rights and anti-discrimination ordinances.

Domestic Violence Leave

Employees who have worked for the Company for at least three months may be eligible for domestic violence leave.  Employees may take domestic violence leave to:

Seek an injunction for protection against domestic violence or an injunction for protection in cases of repeat violence, dating violence, or sexual violence;Obtain medical care, mental health counseling, or both for the employee or a family or household member to address physical or psychological injuries resulting from domestic or sexual violence;Obtain services from a victim services organization because of domestic or sexual violence, including from a domestic violence shelter or program, or a rape crisis center;Secure the employee’s home from the perpetrator of the domestic or sexual violence or seek new housing to escape the perpetrator;Seek legal assistance to address domestic or sexual violence issues or to attend and prepare for court-related proceedings concerning domestic or sexual violence.

 

Employees eligible for domestic violence leave will be entitled to three workdays of leave in any 12 month period. 

Domestic violence leave is [paid]/[unpaid].  Employees [must]/[may] first exhaust all available vacation leave, PTO, personal leave, and sick leave before taking leave under this policy.

Except in cases of imminent danger to the health or safety of the employee or a family or household member, an employee seeking leave under this policy must give the Company appropriate advance notice.  The Company may require the employee to provide sufficient documentation of the domestic violence or sexual violence.

 

Indiana

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Indiana.

Equal Employment Opportunity

Protected classes in Indiana also include citizenship status and military status.

Americans With Disabilities Act

The Company also complies with the Indiana Civil Rights Law.

Nevada

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Nevada.

Equal Employment Opportunity

Protected classes in Nevada also include sexual orientation, gender identity or expression, genetic information or membership in National Guard, volunteer search and rescue, reserve unit of Sheriff's department, and Civil Air Patrol, and hair texture and protective hairstyles.

American With Disabilities Act

The Company also complies with the Nevada Fair Employment Practices Act.

 

Breaks and Meal Periods

Nevada employees are entitled to:

An unpaid meal period of at least 30 uninterrupted minutes if they work at least eight continuous hours.A paid ten-minute rest period for every four hours of continuous work or major fraction of that.

 

Specifically, an employee who works at least 3.5 continuous hours is permitted:

One ten-minute rest period if the employee works at least 3.5 but less than seven continuous hours.Two ten-minute rest periods if the employee works at least seven but less than 11 continuous hours.Three ten-minute rest periods if the employee works at least 11 but less than 15 continuous hours.Four ten-minute rest periods if the employee works at least 15 continuous hours and less than 19 continuous hours.

 

Meal and rest period requirements do not apply where only one person is employed at a place of employment.

 

Paid Leave

All employees will earn 0.01923 hours of paid leave for each hour work performed.  Paid leave can be taken beginning on the 90th calendar day of employment.  Employees may use paid leave in four (4) hour increments.  This leave will be available for use by the employee without providing a reason for its use.  Employees must give reasonable notice to their supervisors of their intention to take paid leave.  Employees may not take more than 40 hours of paid leave per benefit year. 

Up to 40 hours of paid leave can carry over from one benefit year to the next.  Unused paid leave will not be paid out at termination of employment.  However, if an employee is rehired within 90 days after termination of employment, and the termination of employment was not due to the employee voluntarily leaving the Company, any previously unused paid leave hours available for use by the employee will be reinstated.

Paid leave under this policy does not apply to: (a) an employer with less than 50 employees; (b) an employer who, pursuant to a contract, policy, collective bargaining agreement, or other agreement, provides employees with a policy for paid leave or a policy for paid time off to all scheduled employees at a rate of at least 0.01923 hours of paid leave per hour of work performed; and (b) temporary, seasonal, or on-call employees.

 

New Jersey

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in New Jersey.

Equal Employment Opportunity

Protected classes in New Jersey also include age, ancestry, atypical hereditary cellular or blood trait, service in the US armed forces, color, creed, disability or handicap, gender identity or expression, genetic information, natural hairstyle, marital status, civil union status, domestic partnership status, national origin, nationality, pregnancy, race, sex, sexual orientation, affectional orientation, or recreational use of marijuana.

Americans with Disabilities Act

The Company also complies with the New Jersey Law Against Discrimination.

New Jersey Earned Sick Leave

All employees are eligible for paid sick leave for time worked in New Jersey, up to a maximum accrual of 40 hours of paid sick leave each benefit year.  The benefit year is the calendar year.

Employees may use paid sick leave for:

Their own medical condition, including preventive care.A family member's medical condition, including preventive care.Closure of workplace, school, or childcare facility because of a public health emergency.Care of a family member where a health care authority has determined that the family member's presence in the community would jeopardize the health of others.Reasons relating to an employee's or family member's status as a victim of domestic violence or sexual assault.

 

Employees must provide notice to the Human Resources department that they will be taking paid sick leave within 7 days if the leave is foreseeable before taking the leave. After taking leave 3 or more consecutive days of paid sick leave, the Human Resources department may require employees to provide certification for the leave.

Full-time employees and will receive 40 hours of paid sick leave at the beginning of each benefit year. Part-time employees and employees hired during the benefit year will receive a prorated number of paid sick leave hours (one hour for every 30 hours they are scheduled to work in the benefit year with adjustments for additional hours actually worked) up to 40.

Employees may begin to use paid sick leave hours starting 120 days after their first day of employment.  Employees may use paid sick leave hours in increments of one hour that is not greater than scheduled hours.

For exempt employees, their rate of paid sick leave will be calculated as if they worked 40 hours a week. For employees working fewer than 40 hours a week, actual hours will be used to calculate the rate of pay.

Sick leave paid in a given week does not count as hours worked and sick leave time will not count as hours worked in calculating your entitlement to overtime in any given week.

Employees are not paid for any accrued paid sick leave remaining at the time of termination of employment. If an employee is reinstated within six months, the accrued paid sick leave will be reinstated.

At the end of the benefit year, employees carry forward up to 40 hours of unused sick leave to the next benefit year.

New Jersey Family Leave Insurance Law

If you are taking leave to bond with a newborn or newly adopted child or to care for a family member (child, parent, spouse, domestic partner, or civil union partner) with a serious health condition, you may be eligible for New Jersey Family Leave Insurance (NJFLI) benefits from the state of New Jersey. Eligibility for benefits and the maximum weekly benefit are determined by the state of New Jersey.

Employees may be eligible for NJFLI benefits for up to six weeks. The Company requires employees to use up to two weeks of accrued paid leave in lieu of the NJFLI benefits. Your job is not protected while you are receiving NJFLI benefits unless you are eligible for leave under the Family and Medical Leave Act or New Jersey Family Leave Act.

Employees must provide the Company with advance notice of need for leave, as follows:

At least 30 days before leave to bond with a newborn or newly adopted child, unless the time of the leave is unforeseeable or the time of the leave changes for unforeseeable reasons.

In a reasonable and practicable manner for leave to care for a seriously ill family member on a continuous, non-intermittent basis, unless an emergency or other unforeseen circumstance precludes advance notice.

At least 15 days before leave to care for a seriously ill family member on an intermittent basis unless an emergency or other unforeseen circumstance precludes advance notice.

Whistleblower Policy

Employees have the right to complain about any activity, policy or practice that the employees reasonably believe is in violation of a law, rule, or regulation promulgated pursuant to law without fear of retaliation or reprisal. All complaints will be taken seriously and promptly investigated. 

The Company shall not take any retaliatory action or tolerate any reprisal against an employee for any of the following:

Disclosing or threatening to disclose to a supervisor, Human Resources, President, or Manager an activity, policy or practice that the employee reasonably believes is in violation of a law, a rule or regulation promulgated pursuant to law;
Providing information to, or testifying before any public body conducting an investigation, hearing, an inquiry into any violation of law, or a rule or regulation promulgated pursuant to law; or
Objecting to, or refusing to participate in any activity, policy, or practice that the employee reasonably believes is a violation of a law, rule or regulation promulgated pursuant to law; is fraudulent or criminal; or is incompatible with a clear public policy mandate concerning the public health, safety, or welfare.

In accordance with the statute, the employee must bring the violation to the attention of a manager or Human Resources.  However, disclosure is not required where (1) the employee is reasonably certain that management knows the violation; (2) where the employee reasonably fears physical harm; or (3) the situation is emergency in nature. 

Right To Be Free of Gender Inequity in Pay, Compensation, Benefits, Or Other Terms and Conditions Of Employment

New Jersey and federal laws prohibit employers from discriminating against an individual with respect to his/her pay, compensation, benefits, or terms, conditions or privileges of employment because of the individual’s sex.

The New Jersey Law Against Discrimination (LAD) prohibits employment discrimination based on, among other things, an individual’s sex. LAD claims can be filed with the New Jersey Division on Civil Rights (NJDCR) or directly in court. Remedies under the LAD may include an order restraining unlawful discrimination, back pay, and compensatory and punitive damages. Another State law, N.J.S.A. 34:11-56.1 et seq. prohibits discrimination in the rate or method of payment of wages to an employee because of his or her sex. Claims under this wage discrimination law may be filed with the New Jersey Department of Labor and Workforce Development (NJDLWD) or directly in court. Remedies under this law may include the full amount of the salary or wages owed, plus an additional equal amount as liquidated damages. Please be mindful that under the State wage discrimination law a differential in pay between employees based on a reasonable factor or factors other than sex shall not constitute discrimination. There are strict time limits for filing charges of employment discrimination.

New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modification Act

The Company will not take adverse action against an employee solely based on a positive marijuana test. 

Oregon

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Oregon.

Equal Employment Opportunity

Protected classes in Oregon also include marital status, domestic violence victim status, status as a parent with a court-imposed medical support order, and hairstyle.

An employer may not take adverse action against an employee who refuses to attend an employer-sponsored meeting with the primary purpose of communicating the employer’s opinion on religious or political matters.

Americans With Disabilities Act

The Company also complies with Oregon Revised Statutes Chapter 659A, which prohibits unlawful discrimination in employment.

Oregon Paid Sick Time

Eligible employees’ sick leave begins to accrue on the employee’s hire date.  Employees will accrue one hour of leave for every 30 hours worked up to a maximum accrual of 40 hours annually.  Employees may not accrue more than 80 total hours.  Employees may carry over accrued but unused hours up to the total accrual cap of 80 hours.

Sick leave under this policy is unpaid.

Upon successfully completing 90 days of employment, eligible employees may begin to use their leave under this policy in increments of one hour, up to a maximum of 40 hours per calendar year.

Up to 40 hours of accrued, unused time under this policy will carry over each year up to a maximum accrual of 80 hours.

Leave under this policy may be used:

In connection with the diagnosis, care, or treatment of a mental or physical illness, injury, or health condition, or preventive medical care, of an employee or employee’s family member, defined as child (including adopted, foster, step, legal ward, in loco parentis, regardless of age), spouse, parent, grandparent, grandchild, or parent in law.
To deal with the death of a family member by attending the funeral or alternative to a funeral of the family member, making arrangements necessitated by the death of the family member, or grieving the death of the family member.
For specific purposes related to the employee’s or employee’s family member’s domestic or sexual violence, abuse, or stalking
For closure of employee’s place of business, or closure of a child’s school or place of care by order of a public official for any health-related reason.A determination by a lawful public health authority or by a health care provider that the presence of the employee or the family member of the employee in the community would jeopardize the health of others, such that the employee must provide self-care or care for the family member.To effectuate the legal process for foster care placement or adoption.To make a blood donation made through a voluntary program approved or accredited by the American Association of Blood Banks or the American Red Cross

Employees requesting time off under this policy should make a good faith effort to provide as much advanced notice to human resources as practicable and state the expected duration of the leave, if possible.  If the need for leave is unforeseeable, employees must comply with the call-in procedures detailed in the employee handbook.   Employees who take more than three consecutive days of leave will be required to provide appropriate documentation to human resources that leave was used for a permissible purpose.

Unused time under this policy is not paid out at the time of separation from employment, whether voluntary or involuntary. However, employees who are re-employed with the company within nine months of separation will have their accrued unused bank of time off under this policy made available to them.

Leave under this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the Family and Medical Leave Act (FMLA).

For more information regarding leave under this policy, contact Human Resources.

 

Oregon Family Leave Policy

Employees may be eligible for leave under the Oregon Family Leave Act (OFLA).

Leave under OFLA may be taken for the following reasons:

For the birth, adoption, or foster care placement of a child
To care for a family member with a serious health condition or the employee’s own serious health condition
For pregnancy disability or prenatal care. Effective January 1, 2025, this includes facilitating the legal processes required for the placement of a foster child or for adoptionTo care for a sick child who does not have a serious health condition, but requires home careTo make funeral arrangements, attend the funeral, or to grieve a family member who has passed awayFor certain reasons related to a public health emergency

“Family member” means an employee’s spouse, biological, adoptive, or foster parent or child, grandparent or grandchild, a parent-in-law, or a person with whom an employee was or is in a relationship of in loco parentis

Eligible employees may take up to 12 weeks in a 12-month period except:

Employees who are pregnant or have given birth may take up to 12 weeks of pregnancy disability leave in addition to other OFLA leave
Employees who take the entire 12 weeks of OFLA parental leave may take an additional 12 weeks of sick child leave
An employee who is pregnant or has given birth may take up to 36 weeks of OFLA leave if they take 12 weeks of each: Pregnancy disability leave, Parental leave and, Sick child leave

Eligible employees may also take up to two weeks of bereavement leave due to the death of each family member in any 12-month period.  The leave must be completed within 60 days of when the employee received notice of the family member’s death.  The total leave time taken for this purpose Is counted toward the total 12 weeks of family leave.

Leave taken under OFLA runs concurrently with leave taken under FMLA.  Employees may use accrued sick, vacation, or PTO during OFLA leave but are not required to do so.  Employees will be reinstated to the same or equivalent position at the conclusion of OFLA leave.

An employee who separates from employment may take leave if they are eligible for leave at the time of separation and are reemployed within 180 days.  An employee may take leave if they are eligible at the beginning of a temporary cessation of scheduled hours of 180 days or less and return from work at the end of the temporary cessation of scheduled hours of 180 days or less.

Breaks

Employees working six (6) to eight (8) hours are entitled to a meal period of at least 30 minutes, during which they are relieved of all duties. 

Lactating employees must be provided with an appropriate location, other than a restroom, to express milk in private.  The Company is not required to pay employees for these breaks unless they coincide with another scheduled paid break.  Employees are encouraged (but not required) to express milk during their regularly scheduled meal and break periods.

The Company will provide lactation breaks until the child for whom the employee is expressing milk is 18 months of age.

Rights Of Victims Of Domestic Violence, Sexual Assault, And Stalking

If you are a victim of domestic violence, sexual assault, or stalking, you have the right to take time off from work to get help to protect you and your children’s health, safety, or welfare.

You may take time off to seek legal or law enforcement assistance, seek medical treatment, obtain counseling from a licensed mental health professional, obtain services from a victim services provider, or relocate or secure a home.  You may, but are not required to, use any accrued sick, vacation, or paid time off during this leave.

If you can, you should notify your supervisor or human resources before you take time off. For unanticipated or emergency situations you must give oral or written notice as soon as practicable, which may be given by a third party on your behalf.  Proof can be a police report, court order or doctor’s or counselor’s note or similar document.

You have the right to ask the company for help or changes in your workplace to make sure you are safe at work. The Company will work with you to see what changes can be made. Changes in the workplace may include putting in locks, changing your shift or phone number, transferring or reassigning you, implementing a safety procedure, or any other adjustment to a job structure, workplace facility, or work requirement. The Company can ask you for documentation to show that your request is for a proper purpose, and may also request proof showing your need for an accommodation. The Company will not tell your coworkers or anyone else about your request.

 

Oregon Workplace Fairness Act

The Company prohibits unlawful discrimination and harassment. This policy defines these terms and provides a complaint procedure for employees who believe they have been the victims of prohibited conduct. This policy applies to all matters related to hiring, firing, transfer, promotion, benefits, compensation, and other terms and conditions of employment.

 

Discrimination and Workplace Harassment

It is Company policy to provide a work environment free from unlawful discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, national origin, marital status, age, expunged juvenile record, performance of duty in a uniformed service or physical or mental disability, or any other characteristic protected by local law, regulation, or ordinance.

It is our policy that all employees, customers, clients, contractors, and visitors to the work site are entitled to a respectful and productive work environment free from behavior, action, or language that constitutes workplace harassment or discrimination. The “workplace” includes when employees are on Company premises, at a Company-sponsored off-site event, traveling on behalf of the Company, or conducting Company business, regardless of location.

The policy prohibits any conduct at work that a reasonable person in the individual’s circumstances would consider unwelcome, intimidating, hostile, threatening, violent, abusive, or offensive. It also prohibits employment actions, including hiring, promotion, termination, and compensation decisions, to be taken based on a protected characteristic. This policy also prohibits any form of retaliatory action toward an employee for filing a complaint of discrimination or harassment, or for participation in an investigation of a complaint. 

 

Workplace harassment can be based on national origin, age, sex, race, disability, religion, sexual orientation, gender identity, or gender expression. It may also encompass other forms of unwelcome, hostile, intimidating, threatening, humiliating, or violent behavior that is not necessarily illegal, but still prohibited by this policy.

Sexual harassment is a form of workplace harassment and includes, but is not limited to, the following types of conduct:

Unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature when such conduct is directed toward an individual because of that individual's sex and submission to such conduct is made either explicitly or implicitly a term or condition of employment; or submission to or rejection of such conduct is used as the basis for employment decisions affecting that individual.

 

Unwelcome verbal or physical conduct that is sufficiently severe or pervasive to have the purpose or effect of unreasonably interfering with work performance or creating a hostile, intimidating or offensive working environment.

Sexual Assault

Unwanted conduct of a sexual nature that is inflicted upon a person or compelled through the use of physical force, manipulation, threat, or intimidation.

Prohibited Conduct

This policy prohibits conduct based on an individual’s protected class status. Although by no means all-inclusive, the following examples represent prohibited behavior:

Physical harassment, including but not limited to unwelcome physical contact such as touching, impeding or blocking movement, or any physical interference with work;
Verbal harassment, including but not limited to disparaging or disrespectful comments, jokes, slurs, innuendoes, teasing, and other sexual talk such as jokes, personal inquiries, persistent unwanted courting and derogatory insults;
Nonverbal harassment, including but not limited to suggestive or insulting sounds, obscene gestures, leering or whistling;
Visual harassment, including but not limited to displays of explicit or offensive calendars, circulation of derogatory content, posters, pictures, drawings or cartoons that reflect disparagingly upon a class of persons or a particular person; or
Sexual harassment, as described above, including but not limited to unwelcome sexual advances, requests for favors in exchange for conduct of a sexual nature, submission to unwelcome conduct of a sexual nature in exchange for a term of employment, or other conduct of a sexual nature.

Penalties

We will not tolerate discriminatory conduct, harassment, or sexual assault. Any individual found to have engaged in such conduct may face disciplinary action up to, and including, dismissal. The company may also subject managers and supervisors who fail to report known harassment – or fail to take prompt, appropriate corrective action — to disciplinary action, including potential dismissal as well.

Retaliation Protections

The Company prohibits retaliation against any employee for filing a complaint regarding conduct in violation of this policy. The Company will not tolerate retaliation against any employee for raising a good faith concern, for providing information related to a concern, or for otherwise cooperating in an investigation of a reported violation of this policy. Any employee who retaliates against anyone involved in an investigation is subject to disciplinary action, up to and including dismissal.

Reporting Procedure

Any employee aware of or experiencing discrimination, harassment or sexual assault in the workplace should report that information immediately to a Company designee. Specifically, an employee may make the report verbally or in writing to the employee’s immediate supervisor or higher management, if the employee prefers. As an alternative, an employee may report the harassment to the Company’s Human Resources department. Employees may report to any of the persons listed above, regardless of any particular chain of command. All employees are encouraged to document any incidents involving discrimination, harassment, and sexual assault as soon as possible.

Nondisclosure or Non-disparagement Agreements

Under this policy, a nondisclosure agreement is any agreement by which one or more parties agree not to discuss or disclose information regarding any complaint of work-related harassment, discrimination, or sexual assault, including the amount or terms of a settlement.

A non-disparagement agreement is any agreement by which one or more parties agree not to discredit or make negative or disparaging written or oral statements about any other party or the company.

A no-rehire provision is an agreement that prohibits an employee from seeking reemployment with the company and allows a company to not rehire that individual in the future.

The organization will not require a former, current or prospective employee to enter into any agreement if the purpose or effect of the agreement prevents the employee from disclosing or discussing conduct constituting discrimination, harassment, or sexual assault.

An employee claiming to be aggrieved by discrimination, harassment, or sexual assault may, however, voluntarily request to enter into a settlement, separation, or severance agreement which contains a nondisclosure, non-disparagement, or no-rehire provision and will have at least seven days to revoke any such agreement. The organization will not offer a settlement on the condition of a request for these terms.

Time Limitations

Nothing in this policy precludes any person from filing a formal grievance in accordance with a collective bargaining agreement [if applicable], the Bureau of Labor and Industries’ Civil Rights Division or the Equal Employment Opportunity Commission. Note that Oregon state law requires that any legal action taken on alleged discriminatory conduct (specifically that prohibited by ORS 659A.030, 659A.082 or 659A.112) commence no later than five years after the occurrence of the violation. Other applicable laws may have a shorter time limitation on filing. 

Pennsylvania

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Pennsylvania.

Equal Employment Opportunity

Protected classes in Pennsylvania include race, color, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), physical or mental disability, age (40 to 70), status as GED instead of high school diploma holder, use of service animal, certified medical marijuana use, and relationship or association with a disabled person.

American With Disabilities Act

The Company also complies with the Pennsylvania Human Relations Act.

City of Philadelphia Paid Sick Leave

All employees working in Philadelphia for at least 40 hours per year are eligible for up to 40 hours of sick and personal time to be used for any permitted purpose under the applicable law. Sick and personal time accrues at the rate of 1 hour for every 40 hours worked. You may apply for and use sick and personal time if you have been employed for more than 90 consecutive days.

Sick and personal time for an hourly employee will be calculated based on the employee's straight time rate of pay (as of the date of the sick or personal time taken) times the number of hours in the employee's regular shift, not to exceed 40 hours.

Sick and personal hours paid in a given week will not count towards hours worked and therefore will not be accumulated towards the 40 hours required for overtime. Employees hired in the middle of the year will earn sick and personal time on a prorated basis.

Unused sick and personal days will carry over to the following year, up to a maximum accrual and annual usage cap of 40 hours. All unused sick and personal time will be forfeited, and not paid out, if not used before the termination of your employment. Employees may accrue up to 24 hours each year. All unused sick and personal time will be forfeited, and not paid out, if not used before the termination of your employment. If rehired within 6 months, previously accrued unused leave is reinstated and can be used immediately at the time of reemployment.

Tennessee

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Tennessee.

Equal Employment Opportunity

Protected classes in Tennessee also include race, color, creed, religion, sex, national origin, age, hair, and disability.

American With Disabilities Act

The Company also complies with the Tennessee Human Rights Act and the Tennessee Disability Act

Abusive Conduct Prevention Policy

STATEMENT OF COMMITMENT, VALUES, AND PURPOSE

The Company is firmly committed to a workplace free from abusive conduct as defined herein. We strive to provide high quality products and services in an atmosphere of respect, collaboration, openness, safety and equality. All employees have the right to be treated with dignity and respect. All complaints of negative and inappropriate workplace behaviors will be taken seriously and followed through to resolution. Employees who file complaints will not suffer negative consequences for reporting others for inappropriate behavior. This policy applies to all full-time and part-time employees of the Company including interns. It does not apply to independent contractors, but other contract employees are included. This policy applies to any sponsored program, event or activity including, but not limited to, sponsored recreation programs and activities; and the performance by officers and employees of their employment related duties. The policy includes electronic communications by any employee.

DEFINITION OF ABUSIVE CONDUCT

Abusive conduct includes acts or omissions that would cause a reasonable person, based on the severity, nature, and frequency of the conduct, to believe that an employee was subject to an abusive work environment, which can include but is not limited to:

Repeated verbal abuse in the workplace, including derogatory remarks, insults, and epithets;
Verbal, nonverbal, or physical conduct of a threatening, intimidating, or humiliating nature in the workplace; or
The sabotage or undermining of an employee’s work performance in the workplace.

A single act generally will not constitute abusive conduct, unless such conduct is determined to be severe and egregious.

Abusive conduct does not include:

Disciplinary procedures in accordance with adopted policies of the Company
Routine coaching and counseling, including feedback about and correction of work performance
Reasonable work assignments, including shift, post, and overtime assignments
Individual differences in styles of personal expression
Passionate, loud expression with no intent to harm others
Differences of opinion on work-related concerns
The non-abusive exercise of managerial prerogative

EMPLOYER RESPONSIBILITY

Supervisors and others in positions of authority have a particular responsibility to ensure that healthy and appropriate behaviors are exhibited at all times and that complaints to the contrary are addressed in a timely manner.

Supervisors will:

provide a working environment as safe as possible by having preventative measures in place and by dealing immediately with threatening or potentially violent situations;provide good examples by treating all with courtesy and respect;ensure that all employees have access to and are aware of the abusive conduct prevention policy and explain the procedures to be followed if a complaint of inappropriate behavior at work is made;be vigilant for signs of inappropriate behaviors at work through observation and information seeking, and take action to resolve the behavior before it escalates;respond promptly, sensitively and confidentially to all situations where abusive behavior is observed or alleged to have occurred.

EMPLOYEE RESPONSIBILITY

Employees shall treat all other employees with dignity and respect. No employee shall engage in threatening, violent, intimidating or other abusive conduct or behaviors. Employees are expected to assume personal responsibility to promote fairness and equity in the workplace and report any incidents of abusive conduct in accordance with this policy. Employees should co-operate with preventative measures introduced by supervisors and recognize that a finding of unacceptable behaviors at work will be dealt with through appropriate disciplinary procedures.

RETALIATION

Retaliation is a violation of this policy. Retaliation is any act of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual or individuals exercising rights under this policy.

Complaint Process

REPORTING

Employees: Any employee who feels he or she has been subjected to abusive conduct is encouraged to report the matter orally or in writing to a supervisor including his or her supervisor, manager, appointing authority, elected official, or to the human resources office. Employees should not feel obligated to report their complaints to their immediate supervisor first before bringing the matter to the attention of one of the representatives identified above.  Any employee seeking to file a complaint should ensure the complaint consists of precise details of each incident of abusive conduct including dates, times, locations and any witnesses. Formal complaints should be documented in writing but are not required to be in writing.

Witnesses: An employee who witnesses or is made aware of behavior that may satisfy the definition of abusive conduct (as defined herein) should report any and all incidents as set forth herein.

Supervisors: Supervisors must timely report known incidents involving workplace abuse, intimidation, or violence to the Human Resources department. Supervisors and appointing authorities are required to take reasonable steps to protect the complainant, including, but not limited to, separation of employees involved.

INVESTIGATION

Investigations of abusive conduct shall be conducted as soon as practicable and in accordance with the policies and practices of the Company. The objective of the investigation is to ascertain whether the behaviors complained of occurred, and therefore will include interviewing the complainant, accused, and witnesses with direct knowledge of the alleged behaviors. All interviews will be appropriately documented. The investigation will be conducted thoroughly, objectively, with sensitivity, and with due respect for all parties. The investigator will provide a copy of the investigative report to the appointing authority for further action. All affected parties will be informed of the investigation’s outcome.

CORRECTIVE ACTION

In the event of a finding of abusive conduct, the employer will take immediate and appropriate corrective action. Remedies may be determined by weighing the severity and frequency of the incidences of abusive conduct and in accordance with existing disciplinary policies of the Company. Any employee who engages in conduct that violates this policy or who encourages such conduct by others will be subject to corrective action. Such corrective action may include but is not limited to participation in counseling, training, and disciplinary action up to and including termination, or changes in job duties or location. Supervisory personnel who allow abusive conduct to continue or fail to take appropriate action upon learning of such conduct will be subject to corrective action. Such corrective action may include but is not limited to participation in counseling, training, or disciplinary action up to and including termination, or changes in job duties or location. While the Company encourages all employees to raise any concern(s) under this policy and procedure, the Company recognizes that intentional or malicious false allegations can have a serious effect on innocent people. Individuals falsely accusing another of violations of this policy will be disciplined in accordance with the disciplinary policy of the Company. Any employees exhibiting continuing emotional or physical effects from the incident in question should be informed of established employee assistance programs or other available resources. When abusive conduct has been confirmed, the employer will continue to keep the situation under review and may take additional corrective actions if necessary. Preventative measures may also be taken to reduce the reoccurrence of similar behavior or action.

CONFIDENTIALITY

To the extent permitted by law, the Company will maintain the confidentiality of each party involved in an abusive conduct investigation, complaint or charge, provided it does not interfere with the ability to investigate the allegations or to take corrective action. However, state law may prevent the employer from maintaining confidentiality of public records. Therefore, the Company cannot guarantee confidentiality.

Breaks

Employees scheduled to work six hours are entitled to an unpaid 30-minute meal or rest break.  The meal break may not be scheduled during or before the first hour of scheduled work activity.

Texas

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Texas.

Equal Employment Opportunity

Protected Class in TX also includes religion, race or national origin (including natural, protective, and cultural hairstyles, including, twists, locs, and braids).

American With Disabilities Act

The Company also complies with Texas Labor Code Chapter 21.

 

Virginia

To the extent any of the following conflicts with the rest of the handbook, those in this state-specific addendum shall control for employees working in Virginia.

Equal Employment Opportunity

Protected classes in Virginia also include: ethnic origin; marital status; sexual orientation; gender identity; pregnancy, childbirth, or related medical conditions; disability; military or veteran status; lawful use of cannabis oil or botanical cannabis; and traits historically associated with race, including hair texture, hair type, and protective hairstyles such as braids, locks, and twists.

American With Disabilities Act

The Company also complies with the Virginia’s with Disabilities Act and the Virginia Human Rights Act (“VHRA”).

Wage Disclosure

You have the right to inquire about, discuss, or disclose compensation information with other employees or applicants.

This does not apply to employees who have access to the compensation information of other employees or applicants as part of their essential job functions who disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless that disclosure is in response to a formal complaint or charge, made in connection with an investigation, proceeding, hearing or action, or is consistent with a legal duty to disclose the information.

Virginia Medical Cannabis Law

The Company will not discharge, discipline, or discriminate against an employee for lawful use of cannabis oil based on a valid Virginia written medical cannabis certification.  However, the law does not:

Restrict the Company's ability to take any adverse employment action for any work impairment caused by the use of cannabis oil or to prohibit possession during work hours.Require the Company to commit any act that would cause the employer to be in violation of federal law or that would result in the loss of a federal contract or federal funding.For defense industrial base sector work, require the Company to hire or retain any applicant or employee who tests positive for THC in excess of specified amounts.  

 

 

ACKNOWLEDGEMENT AND RECEIPT

 

I have received a copy of the Employee Handbook and understand that it is my obligation to read and comply with its contents.

 

The employee handbook describes an overview of important information about Partners Connections DBA ConectUS Wireless, and its policies. I understand that I should consult the Human Resources department regarding any questions. I have entered into my employment relationship with Partners Connections DBA ConectUS Wireless voluntarily and acknowledge that there is no specified length of employment.  

 

I understand that, except for employment at-will status, any and all policies and practices may be changed at any time by Partners Connections DBA ConectUS Wireless, and the Company reserves the right to change my hours, wages, and working conditions at any time. I understand that revised information may supersede, modify, or eliminate existing policies.

 

I realize that nothing in this handbook is intended to infringe upon my rights under Section 7 of the National Labor Relations Act (NLRA) or on any other federal, state, or local employment acts.

 

I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at Partners Connections DBA ConectUS Wireless is employment at-will, which may be terminated at the will of either Partners Connections DBA ConectUS Wireless or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. 

 

Signature