TCS NEW EMPLOYEE MANUAL23

N O TICE:  This Employee Handbook does not represent contractual terms of employment. It is, rather, an explanation of employment policies subject to change by TCS. No change in employment policy will be effective unless it is executed in writing by an authorized representative of TCS.  Employment at TCS is at-will. That is, either you or TCS may terminate the employment relationship at any time, with or without cause. The at-will relationship remains in full force and effect notwithstanding any statements to the contrary made by company employees or set forth in any documents.  This handbook does not constitute a contract for employment with TCS either express or implied, and TCS reserves the right at any time to change, delete, or add to any of the provisions at its sole discretion. Furthermore, the provisions of this handbook are designed by TCS to serve as guidelines rather than absolute rules, and exceptions may be made from time to time on the basis of particular circumstances.“Our number one priority is to earn your business each and every day.” Version 1.0 “TCS started in 1995 as a small computer consultingcompany to meet the emerging needs of businessnetworking technology. Our first clients werebusinesses and residential. Over the years, weexpanded into other technology such as websitedesign and hosting. In 2003, TCS began to servicebusiness networks exclusively and has grown tosupport technology such as innovative backup anddisaster recovery solutions and cloud technology.In 2015, TCS was named a Philadelphia Top 100Company by the Wharton School of Business.” Started in 1988 by The Entrepreneurs' Forum of GreaterPhiladelphia, The Philadelphia Business Journal and the Wharton SBDC,the Philadelphia 100 has recognized some of the region's finestcompanies when they were just beginning to emerge: Mothers' Work,Fiberlink, Urban Outfitters, Forman Mills, Kremer Laser Eye Center, andPrimavera Systems, just to name a few. The Philadelphia 100 has been an inspiration to other cities andregions throughout the United States. Approximately 10 othercities/regions have consulted with the Philadelphia 100 about how theycould start their own 100 list. In 1988, The Philadelphia 100 compiled alist of the Top 25 companies all-time performers for the first 10 years(based on revenues). At that time, that list of performers werecontributing $4.4 billion and employing over 35,000 people. When theseresults are juxtaposed against the performance of the Fortune 500 (whichhave lost 5 million jobs since 1980 according to the National Commissionon Entrepreneurism), the importance of Philadelphia 100 companies tothe vibrancy and vitality of the region is readily understood. In 2004, the Philadelphia 100 Hall of Fame was created as away of honoring those winners who repeatedly made the list. The criteriafor this honor is: any company which makes the Philadelphia 100 list offastest, growing privately held companies five times or more or anyperson who holds the position of CEO for two or more Philadelphia 100companies at the time they appeared on the Philadelphia 100 list offastest growing, privately held companies five times or more. To date, 43companies and CEOs into the Philadelphia 100 Hall of Fame have beeninducted. In 2015 TCS was ranked 45th in the Philadelphia Top 100. It was agreat honor and we continue to strive to beat that ranking every year. As a Company We Believe InAt Thanhauser Computer Services, LLC our customers come first. We believe thatevery interaction internally and externally is a customer interaction that demandsprofessionalism and respect. We believe we can make a difference in the lives ofour customers. We believe understanding our customers and listening to theirunique needs ensures we deliver customer-focused products and services. Ouremployees are the Company’s most valuable resource. We possess immensepowers of innovation, imagination, skill and a desire to accomplish something ofsignificance. Working as a team allows all of us to realize our full potential. Wealso believe, recognize and enthusiastically accept our responsibility to thecommunities we serve, through acting as a good neighbor and throughinvolvement and support for community activities. Lastly, we value that our integritymust not be compromised. Honest relationships and trust are essential for long-term business success. We deal fairly in all our business relations. Mission Statement: “TCS is a customer focused technology company that provides innovative solutions through exemplary leadership, moral character, generosity, and community spirit.”Key to Our Success: “We believe that the key to our success is by providing excellent customer service and exceeding our clients’ needs and expectations with innovative products and services.” Phrases We Like\"With each failure, you move one step closer to success.It’s when you give up that you truly fail.\" -Pat Flynn “People are definitely a company's greatest asset. It doesn't make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps.” -Mary KayAsh“To be successful, you have to have your heart in your business,and your business in your heart.” – Sr. Thomas Watson“The important thing is not being afraid to take a chance. Remember,the greatest failure is to not try. Once you find something you love to do,be the best at doing it.” – Debbi Fields“The superior man understands what is right; the inferiorman understands what will sell.” -Confucius“The worst mistake a boss can make is not to say well done.” -John Ashcroft IT Industry GrowthG r o wt h i n Information Technology For most of the past 20 years, employment in computer systems design and related services has grown rapidly. From 1990 to 2001, employment in the industry rose quickly, as many businesses began to invest in computer systems. Between 2001 and 2011, employment in computer systems design and related services increased by 232,300 jobs or 18 percent. This increase came in spite of the steep decline in employment between 2001 and 2003 that followed the dot-com crash in 2000, when investors sold off their stock in overvalued dot-com companies, resulting in tremendous losses of money and jobs in Internet technology. Since 2003, employment in the IT industry has grown by 37 percent. During the recent recession (December 2007 to June 2009), the industry lost only 1 percent of its workforce in 2009, but otherwise maintained employment. By 2010, employment had recovered and was higher than it had been in 2008. Industry output also grew quite rapidly, increasing 4.6 percent annually, on average, between 2000 and 2010. Much of the growth in output and employment was due to the adoption of complex computer systems and networks by businesses throughout the economy. The firms in this industry commonly create both computer programs and computer systems tailored specifically to meet clients’ needs. Recently, the IT industry has devoted significant resources to technologies that are expected to contribute to additional output and employment growth over the next decade, such as cloud computing and mobile applications. Projected IT Industry Growth Employment and output in computer systems design and related services are projected to grow rapidly over the next decade, outpacing similar professional, scientific, and technical industries and the economy as a whole. Between 2010 and 2020, output in computer systems design and related services is expected to grow at an average annual rate of 6.1 percent, compared with 3.6 percent for the broad industry category— professional, scientific, and technical services—and 2.9 percent for all industries. (See chart 3.) Employment in computer systems design and related services is projected to grow 3.9 percent annually from 2010 to 2020, compared with 2.6 percent for professional, scientific, and technical services and 1.3 percent for all industries. Products We Use Standards and Rules It may not be possible to identify every standard and rule applicable to the use ofelectronic communications devices. Employees are therefore encouraged to utilize soundjudgment whenever using any feature of the communications systems. In order to offeremployees some guidance, the following principles and standards should be clearlyunderstood and followed: 1. The company's policy against harassment, including sexual harassment, extends to the use of computers, the Internet, and any component of the communications systems. In keeping with that policy, employees should not use any electronic communications device in a manner that would violate that policy. 2. The company's anti-discrimination policies extend to the use communications systems. Any employee who uses any electronic communications device in any manner that violates the company's anti-discrimination policies or commitment to equal employment opportunity will therefore be subject to disciplinary action, including the possibility of immediate termination. 3. Employees may not use an electronic communications device for a purpose that is found to constitute, in the company's sole and absolute discretion, a commercial use that is not for the direct and immediate benefit of the company or that is competitive to the interests of the company 4. Employees may not use any electronic communications device in a manner that violates the trademark, copyright, or license rights of any other person, entity or organization. Employees should identify all communications as \"privileged and confidential\" when it isaccurate and appropriate to do so. In this manner, the company can assert any protections,privileges and rights relating to communications if it becomes necessary to do so. Employee Conduct and Work Rules PolicyObjective:Thanhauser Computer Services, LLC adopts this Employee Conduct and Work Rules Policy toensure orderly operations and provide the best possible work environment. TCS expects employeesand others who may from time to time be engaged to provide services, such as temporary personnel,consultants and independent contractors, to follow these rules of conduct while on companypremises, attending company functions or otherwise performing work-related activity.In addition to maintaining and enforcing this policy to protect the interests and safety of all employeesand the organization, TCS complies with all applicable federal, state and local laws and regulationsconcerning employer/employee rights and obligations.Scope:All full- and part-time employees, as well as others who may from time to time be engaged inproviding services to the company, such as temporary personnel, consultants and independentcontractors, are covered under this policy.Procedures:Thanhauser Computer Services, LLC is responsible for providing a safe and secure workplace andstrives to ensure that all individuals associated with the company are treated in a respectful and fairmanner. Though it is not possible to list all forms of behavior that are considered unacceptable in theworkplace, the following are examples of behavior that would be considered infractions of TCS rulesof conduct. Such behavior may result in disciplinary action, up to and including termination ofemployment: 1. Theft or inappropriate removal or possession of property. 2. Working under the influence of alcohol or illegal drugs. 3. Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while on duty or while operating employer-owned vehicles or equipment. 4. Fighting or threatening violence in the workplace. 5. Sexual or other unlawful or unwelcome harassment. 6. Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace. 7. Unauthorized use of telephones, mail system or other employer-owned equipment. 8. Unauthorized disclosure of business “secrets” or confidential information. Employee Attendance Policy Regular attendance and punctuality are essential for the smooth operation of this company. Wewant to establish uniform guidelines that will ensure a consistent and fair approach to solvingattendance problems.Therefore, we have developed the following attendance policy.A. Definitions1)Incident: An incident is a term used to tabulate deviations from a perfect attendance record.2) Perfect attendance: No absences or tardiness in any twelve (12) month period.3) Absence: An absence from work is defined as the failure of any employee to report to work when scheduled.This applies to any assignment, be it a regular shift, overtime work, work related meetings, lunch, etc.One day of absence will be considered one (1) incident. A second day of absence is considered asecond incident, and so on. If, however, a physician releases the employee from work in writing, theentire time of absence is only counted as one (1) incident.4)Tardy: Tardiness occurs when an employee is not present, and ready to begin working, at his/herworkstation at their scheduled time. Tardiness also occurs when an employee leaves work prior to theend of their scheduled shift without prior approval. Tardiness of less than two (2) hours will beconsidered one half (½) incident. Tardiness of two (2) or more hours will be considered one (1)incident.5) No Call/No Show: Employees must report their absence each day; failure to do so isconsidered a no call/no show. Also, failure to report one’s absence at least 2 hours prior to the start ofthe scheduled shift will be regarded as a no call/no show which is considered one and one-half (1½)incidents.Exception: Vacation, paid holidays, jury duty, paid funeral leave, job related injuries, lack of work,military leave, and lay-off will not count as incidents. Pre-approved time off request and pre-approved leaves of absence will not count as incidents.Any employee who fails to call in and/or report to work for two (2) consecutive workdays isVOLUNTARILY terminating their employment.B.Reporting Requirements: Employees must notify their supervisor at least 2 hours prior to the startof their scheduled shift if they are going to be absent or late.C.Guidelines for Attendance Control: Based on the number of incidents in a twelve-month rollingperiod, an employee will be subject to disciplinary action under the following guidelines:1)Two incidents in any 30-day calendar period result in a documented Friendly Reminder.2) Three incidents in any 60-day calendar period result in a documented Verbal Warning.3)Two additional incidents within the next 90-day calendar period, following the verbal warning, willresult in a Written Warning.4)Any additional (full) incidents within the next six months after the written warning will result insuspension and/or termination of employment, pending investigation and review by management. Employee Disciplinary ProcedureDuring the event that an employee violates company policies, there will be steps taken in order toinsure a standard in the workplace. The steps below show the escalation of such policy violations. A. Verbal warning. Verbal statement to employee that he/she has violated a rule and/or regulation and that such violation may not continue. B. Written reprimand. Formal notification in writing to employee that he/she has violated a rule and/or regulation. C. Suspension. Loss of work and wages for a specific number of hours or days, but not for more than one work week, depending on the severity of the offense. Notice of suspension is provided to the employee in writing. D. Discharge. The employer/employee relationship is severed. If an employee receives four warning notices for the same or different offenses within a periodof 12 consecutive months, the employee shall, at the time of the issuance of the fourth such notice,be subject to discharge. Below are the following violations that will considered write ups: (Please referto the Employee Attendance Policy & Employee Disciplinary Form in the TCS Employee Manual formore information on what is considered an employee workplace infraction). A.Excessive absenteeism. B. Excessive tardiness. C.Inattentiveness to work, including but not limited to, failure to start work at the designated time, quitting work before proper time, or leaving assigned work area, building, or project during working hours without authorization from appropriate supervisor. D. Violation of a safety rule or safety practice. E. Smoking in prohibited areas. F.Failure to report for work without giving the supervisor or department head notice of absence within two hours after the beginning of the scheduled workday. G. Gambling, lottery, or any other game of chance on the employer's premises during working hours. H. Any other offense of equal magnitude to the above. Paid Time off Policy Paid Time Off (PTO) provides you with the flexibility to use your time off to meet your personalneeds, while recognizing your individual responsibility to manage your paid time off. You willaccumulate a specified amount of PTO each pay period worked and it is up to you to allocate howyou will use it – for vacation, illness, caring for children, school activities, medical/dentalappointments, leave, personal business or emergencies. The company may require you to use anyunpaid PTO during disability or family medical leave, or any other leave of absence. The amount ofPTO earned will depend on your length of your service with the Company. [PTO does not replace theCompany’s holiday schedule. We will continue to have designated paid holidays each year.] In order to submit and track an employee’s paid time off, it is a requirement that the form belowgets completed and signed off 2 weeks or more before the date(s) you wish to take off. This form canbe found in the Employee Forms folder in your Dropbox or you can ask for it.Employee Name: TCS Paid Time off Request Form v2015Employee Number: To:Department:Manager:Date(s) PTO RequestedNumber of PTO Hours to useEmployee Signature Date TCS Client Password Encryption Policy Effective immediately: All Client Password communication must be encrypted.Currently we are using RPost as our product and method of encryption. 1. Open Outlook 2. Create, reply or forward e mail containing the password to the intended recipient. 3. Once the password and any accompanying message is in the e mail click on the RPost button located in the upper left-hand corner. 4. The box shown below will appear. 5. Select the “Encrypt” option and ensure that “System generated password” is shown in the field below and click send. 6. The recipient will get an e mail similar to the one below containing the password they will need to use to open the encrypted document. 5. You will receive an acknowledgement e mail stating that your message has been sent. 6. The recipient will get an e mail with instructions how to open the encrypted e mail. COVENANT TO MAINTAIN CONFIDENTIALITY, REFRAIN FROM COMPETITION AND ASSIGN INTELLECTUAL PROPERTY (APPENDIX A) This Covenant is issued by the person signing below (the “Prospective Assigned Worker”) in connection with thepossibility that such person may be assigned to work for Thanhauser Computer Services, LLC (“Thanhauser”) at itspremises or client premises and Thanhauser has explained to Prospective Assigned Worker that any placement orassignment for work force augmentation is strictly conditioned upon Prospective Assigned Worker signing this Covenantto Thanhauser. Prospective Assigned Worker has been advised by Thanhauser that if Prospective Assigned Worker signs thisCovenant, he/she will thereby agree to restrict certain freedoms that he/she might otherwise have if Prospective AssignedWorker had not signed this Covenant. Those restrictions include: a. Prospective Assigned Worker will promise to maintain the confidentiality of Thanhauser’ business information not only during the term of his/her employment, but afterwards as well; b. Prospective Assigned Worker will promise not to compete against Thanhauser’s business, both during the term of his/her employment, but afterwards as well; c. Prospective Assigned Worker will promise not to encourage any other Thanhauser employee to terminate his/her employment; d. Prospective Assigned Worker will agree that anything he or she invents while employed by Thanhauser will be considered Thanhauser property. Prospective Assigned Worker acknowledges and understands that these are very important competitive issues forThanhauser and that it is reasonable for Thanhauser to request these restrictions. Moreover, Prospective Assigned Workeragrees that wages and other compensation paid by Thanhauser to Prospective Assigned Worker, is adequatecompensation in exchange for these restrictions and covenants. THEREFORE, in exchange for opportunity provided by Thanhauser for employment, AND INTENDING TO BELEGALLY BOUND, Prospective Assigned Worker agrees as follows: 1) Proprietary and Confidential Information. Prospective Assigned Worker acknowledges that during the course of his/her placement, he/she will have access to, and become familiar with, certain proprietary and confidential information owned by Thanhauser (the \"Confidential Information\"). Confidential Information includes (a) lists containing the names of past, present and prospective customers, employees, suppliers and vendors, (b) customer records, (c) the past, present and prospective methods used by Thanhauser to market its services, (d) the past, present and prospective methods, procedures and techniques used by Thanhauser in its business, (e) records, notes, memoranda, data and compilations of information, records and processes which are used in the conduct of Thanhauser’s business, including without limitation, financial information and computer software programs, (f) any information marked as confidential, and (h) any information that a reasonable business person would regard as confidential. Information described in the previous sentence will be regarded as Confidential Information regardless of the medium is which it is stored or manifested, or observed by Prospective Assigned Worker. Confidential Information shall not include information which becomes generally available to the public, other than through disclosure by a person or entity under a duty of confidentiality to Thanhauser.2) Prospective Assigned Worker acknowledges that the Confidential Information gives Thanhauser an advantage over its competitors and that the same is not available to, or known by its competitors or the general public. Prospective Assigned Worker further acknowledges that Thanhauser has devoted and will continue to devote substantial time, money and effort in the development of the Confidential Information and in maintaining the proprietary and confidential nature thereof. Prospective Assigned Worker further acknowledges that his/her position with Thanhauser is one of the highest trust by reason of Thanhauser providing access to the Confidential Information. Prospective Assigned Worker agrees to use his/her best efforts and exercise utmost diligence to protect and safeguard the Confidential Information, and agrees not to disclose, disseminate or distribute to another person or party any Confidential Information, directly or indirectly, either for the benefit of him/herself or for the benefit of another, nor to use any of the Confidential Information in any way except as is required for performance of his/her employment duties. Prospective Assigned Worker acknowledges and covenants that the Confidential Information shall remain the exclusive property of Thanhauser and shall not be copied or otherwise reproduced in whole or in part by or on behalf of Prospective Assigned Worker, and shall not be removed from Thanhauser’s premises by or on behalf of Prospective Assigned Worker under any circumstances or at any time whatsoever without the prior written consent of Thanhauser. When his/her placement and/or employment terminates at Thanhauser’s premises for any reason, Prospective Assigned Worker shall promptly deliver to Thanhauser all documents, memoranda, records, notes, equipment, pager, keys, and other materials in their possession, whether prepared by him or her, and all copies thereof, that contain any Confidential Information, and, upon request certify to Thanhauser in writing that no copies of any Confidential Information have been retained, in any medium. 3) Non-Solicitation; Non-Competition. 1) While he/she is employed by Thanhauser and for a period of one year after termination of that employment for any reason or no reason, Prospective Assigned Worker shall not directly or indirectly induce or attempt to influence any employee or independent contractor of Thanhauser to terminate his or her employment or relationship with Thanhauser. 2) While he/she is employed by Thanhauser and for a period of one year after termination of that employment for any reason or no reason, Prospective Assigned Worker shall not: a. Solicit or otherwise attempt to contact, either directly or indirectly, any person who has been a customer of Thanhauser during the period of his/her employment for the purpose of providing any services to that customer that compete with the services provided by Thanhauser; or b. Directly or indirectly engage in (as a principal, partner, director, officer, agent, employee, consultant, independent contractor or otherwise), or be financially interested in, any business that provides warehousing, distribution, order fulfillment or related logistics services of services and products of the same or substantially similar type as Thanhauser within Berks County, Pennsylvania or any county contiguous to Berks County, Pennsylvania.4) Inventions. Prospective Assigned Worker hereby assigns to Thanhauser his/her entire right, title and interest in and to all discoveries and improvements, patentable or otherwise, trade secrets, and ideas, writings and copyrightable material, which may be conceived by Prospective Assigned Worker or developed by Prospective Assigned Worker while placed or employed by Thanhauser, or contributed by Prospective Assigned Worker to Thanhauser, which pertain directly or indirectly to Thanhauser’s business. Prospective Assigned Worker shall fully disclose all such developments to his supervisor at Thanhauser. Prospective Assigned Worker shall, upon request, execute, acknowledge and deliver to Thanhauser all instruments and do all acts that are necessary or desirable to enable Thanhauser to file and prosecute applications for and to acquire, maintain and enforce all patents, trademarks and copyrights in all countries. 5) Miscellaneous. a. Prospective Assigned Worker acknowledges that his/her signature of this Covenant will not automatically result in an offer of employment. The promises set forth in this Covenant will not be effective unless and until Thanhauser approves placement of such Prospective Assigned Worker at its workplace/premises. b. If any provision of this Covenant, or the application thereof to any party or circumstance, be held invalid or unenforceable, the remainder of this Covenant, and the application of such provision to other parties or circumstances, shall not be affected thereby, and to this end, the provisions of this Covenant are declared severable. c. This Covenant contains the entire understanding among the parties hereto with respect to the subject matter hereof and such understanding shall not be amended, modified or terminated except in writing and duly executed by Prospective Assigned Worker and Thanhauser. d. This Covenant is binding upon and inures to the benefit of Thanhauser, its successors and assigns.6) This Agreement shall be governed by and construed in accordance with the laws of the Commonwealth of Pennsylvania without giving effect to its principles of conflicts of laws.7) Prospective Assigned Worker acknowledges that any violation of any restriction set forth in this Covenant will result in irreparable harm and injuries to Thanhauser for which it cannot obtain adequate remedies at law. Prospective Assigned Worker therefore acknowledges that, in the event of his/her violation of any of these restrictions, Thanhauser shall be entitled to seek a remedy from a court of equity, including but not limited to preliminary and permanent injunctive relief, specific performance or other equitable relief. In addition, Thanhauser shall be entitled to damages and an equitable accounting of all earnings, profits and other benefits arising from such violation, which rights shall be cumulative and in addition to any other rights or remedies to which Thanhauser may be entitled. Furthermore, in the event of a successful prosecution of an enforcement action pursuant hereto, Thanhauser will be entitled to recovery of reasonable attorney’s fees and costs related to such successful enforcement action. Employee Photo Release Form(Employee's Full Legal Name) (Employee) for good and valuable consideration, the receipt of which isacknowledged, hereby grants to Thanhauser Computer Services, LLC (“Company”), its legalrepresentatives, assignees, and those acting under its authority, the unrestricted right and permissionto copyright and/or use, and/or publish photographic portraits or pictures of the employee (the\"Pictures\"), and the negatives, transparencies, prints, or digital information pertaining to them, in still,single, multiple, moving or video format, or in which Model may be included in whole or in part, orcomposite, or distorted in form, or reproductions thereof, in color or otherwise, in any media foradvertising or any other lawful purpose.The employee hereby relinquishes any right that he/she may have to examine or approve the finishedproduct or products or the advertising copy or printed matter that may be used in connection with animage that Company has taken of the employee, or the use to which it may be applied. Employeewaives any ownership and publication right he/she might be entitled of in connection with thePictures, with the exception of the personal use of the Pictures as part of personal modeling portfolio.Employee agrees he/she has no right to sell, license or publish any of the Pictures to any person orentity.Employee further releases Company its parent company, subsidiaries, affiliates, officers, agents,servants, or employees (“Releasees”) from any claims for remuneration associated with any form ofdamage, foreseen or unforeseen, associated with the proper commercial or artistic use of theseimages unless it can be shown that said reproduction was maliciously caused, produced andpublished for the sole purpose of subjecting the employee to conspicuous ridicule, scandal,reproach, scorn and indignity. Employee also waives any and all claims, demands, actions andcauses of action whatsoever arising out of or related to any loss, damage, or injury, that may besustained by the employee, or any of the property belonging to the employee, whether caused by thenegligence of the Releasees, or otherwise, while performing the photography session, or while in, onor upon the premises where the photography session was performed.Employee represents that he/she is 18 year or older, that the photography session was conductedin a completely proper and highly professional manner, and this release was willingly signed. Emergency Contact Information FormContact Name:Relationship:Address:Work:Home:Cellular:ADDITIONAL INFORMATION THAT MAY BE HELPFUL IN THE EVENT OF ANEMERGENCY: SECTION 1 - INTRODUCTION1. Changes in Policy2. Employment Application/Employment Information Update3. Employment RelationshipSECTION 2 - DEFINITIONS OF EMPLOYEE STATUS2.1 “Employees” DefinedSECTION 3 - EMPLOYMENT POLICIES1. Non-Discrimination2. Non-Disclosure/Confidentiality3. New Employee Orientation4. Probationary Period for New Employees5. Office Hours6. Lunch Periods7. Breaks8. Personnel Files9. Personnel Data Changes10. Inclement Weather/Emergency Closings11. Performance Review and Planning Sessions12. Outside Employment 13. Corrective Action14. Employment Termination15. Safety16. Employee Requiring Medical Attention17. Building Security18. Insurance on Personal Effects19. Supplies; Expenditures; Obligating the Company20. Expense Reimbursement21. Parking22. Visitors in the Workplace23. Immigration Law ComplianceSECTION 4 - STANDARDS OF CONDUCT1. Attendance/Punctuality2. Absence without Notice3. Harassment/Discrimination4. Telephone Use5. Public Image6. Substance Abuse7. Tobacco Products/Smoking Policy8. Internet/Computer Use9. Solicitation 4.10 Workplace ViolenceSECTION 5 - WAGE AND SALARY POLICIES1. Wage or Salary Increases2. Timekeeping3. Overtime4. PaydaysSECTION 6 - BENEFITS AND SERVICES1. Paid Days Off2. Recordkeeping3. Holidays4. Jury Duty5. Military Leave6. Educational Assistance7. Training and Professional DevelopmentSECTION 7 - EMPLOYEE COMMUNICATIONS1. Staff Meetings2. Bulletin Boards3. Procedure for Handling Complaints4. Document Retention5. Employee Performance Review and Planning Sessions SECTION 1 INTRODUCTION This Handbook is designed to acquaint you with Thanhauser Computer Services, LLC(hereinafter “the Company”) and provide you with information about working conditions, benefits, andpolicies affecting your employment. The information contained in this Handbook applies to allemployees of the Company. Following the policies described in this Handbook is considered a condition of continuedemployment. However, nothing in this Handbook alters an employee’s at-will status. Unlessspecifically stated otherwise in writing, all TCS employees are at-will employees. This means that youmay resign at any time, with or without cause. Similarly, the Company has the right to terminate youremployment at any time, with or without cause. The contents of this Handbook shall not constitute norbe construed as a promise of employment or as a contract between the Company and any of itsemployees. The Handbook is a summary of our policies, which are presented here only as a matter ofinformation. You are responsible for reading, understanding, and complying with the provisions of thisHandbook and any policies you may receive. Our objective is to provide you with a work environmentthat is constructive to both personal and professional growth. 1.1 CHANGES IN POLICY This Handbook supersedes all previous employee Handbooks and memos that may have beenissued from time to time on subjects covered in this Handbook. Since our business and ourorganization are subject to change, we reserve the right to interpret, change, suspend, amend,cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at anytime. We will notify all employees of these changes. Changes will be effective on the datesdetermined by the Company, and after those dates all superseded policies will be null. No individualsupervisor or manager has the authority to change policies at any time. If you are uncertain about anypolicy or procedure, speak with your direct supervisor. 2. EMPLOYMENT APPLICATION/EMPLOYMENT INFORMATION UPDATE We rely upon the accuracy of information contained in the employment application, theemployment information update, and the accuracy of other data presented throughout the hiringprocess and employment. Any misrepresentations, falsifications, or material omissions in any of thisinformation or data may result in exclusion of the individual from further consideration for employmentor, if the person has been hired, termination of employment. Employees are obligated to keep theCompany updated on all contact and other personal information (such as status of marriage,beneficiaries, etc.) 3.EMPLOYMENT RELATIONSHIP You entered into your employment with TCS voluntarily, and you are free to resign at any time,for any reason or no reason. Similarly, TCS is free to terminate its relationship with any employee atany time without reason and/or notice. Following the probationary period, employees are required tofollow the Employment Termination Policy (see Section 3.13). No employee is guaranteedemployment through the probationary period. SECTION 2 DEFINITIONS OF EMPLOYEE STATUS “EMPLOYEES” DEFINED An “employee” of TCS is a person who regularly works for the Company for wages. Unlessspecifically stated otherwise in writing, all Company employees are “at-will” employees. “Employees”may include exempt, non-exempt, regular full-time, regular part-time, and temporary persons, andothers employed with the Company who are subject to the control and direction of TCS in theperformance of their duties. Independent contractors are not “employees” of the Company. EXEMPT: Employees whose positions meet specific criteria established by the Fair LaborStandards Act (FLSA) and who are otherwise exempt from the minimum wage and overtime payrequirements. Exempt employees are paid a set salary, regardless of the number of hours that theywork each workweek. Exempt employees may have whole-day deductions made from their weeklysalary for personal leaves of absences, unpaid sick leave, or disciplinary suspensions, as well asother deductions permitted by state and federal law (e.g., FICA). The Company will not make any improper deduction(s) from the weekly salary of an exempt employee. If an employee believes animproper deduction has been made, he/she must immediately notify his/her direct supervisor. Anyimproper deduction will be reimbursed by the Company to the affected employee on the next regularpayday. NON-EXEMPT: Employees whose positions entitle them to minimum wage and overtime payunder the FLSA criteria and are paid one and one-half their regular rate of pay for hours worked inexcess of 40 hours per workweek. REGULAR FULL-TIME: Employees who have completed the 90-day probationary period andwho are regularly scheduled to work 40 or more hours per week. Generally, regular full-timeemployees are eligible for the Company’s benefit package, subject to the terms, conditions, andlimitations of each benefit program. REGULAR PART-TIME: Employees who have completed the 90-day probationary period andwho are regularly scheduled to work less than 40 hours per week. Regular part-time employees maybe eligible for some, but not all, benefits sponsored by the Company, subject to the terms, conditions,and limitations of each benefit program. TEMPORARY (FULL-TIME or PART-TIME): Those whose performance is being evaluated todetermine whether further employment in a specific position or with the Company is appropriate orindividuals who are hired as interim replacements to assist in the completion of a specific project orfor vacation relief. Employment beyond any initially stated period does not in any way imply a changein employment status. Temporary employees retain that status until they are notified of a change.Temporary employees are not eligible for any of the Company’s benefit programs. PROBATIONARY PERIOD FOR NEW EMPLOYEES: A new employee whose performance isbeing evaluated to determine whether further employment in a specific position or with ThanhauserComputer Services, LLC is appropriate. If a probationary employee completes the probationaryperiod, the employee will be notified of his/her new status with the Company. In some instances, theCompany may, at its sole discretion, choose to extend the probationary period. SECTION 3 EMPLOYMENT POLICIES 3.1 NON-DISCRIMINATION In order to provide equal employment and advancement opportunities to all individuals,employment decisions at TCS will be based on merit, qualifications, and abilities. The Company doesnot discriminate in employment opportunities or practices because of race, color, religion, sex,national origin, age, disability or any other legally prohibited criteria. Employees with questions or concerns about discrimination in the workplace are encouragedto bring these issues to the attention of their supervisor. Employees are required to report issues ofharassment, discrimination and/or retaliation in the manner prescribed in this Handbook, Section 4.3,Harassment/ Discrimination. 3.2 NON-DISCLOSURE/CONFIDENTIALITY The protection of confidential business information and trade secrets is vital to the interestsand success of Thanhauser Computer Services, LLC. Such confidential information includes, but is not limited to, the following examples: •Compensation data. • Financial information. • Marketing strategies. • Pending projects and proposals. • Proprietary production processes. • Personnel/Payroll information. •Conversations between any persons associated with the Company regarding Company matters. Such confidential business information and trade secrets are given out only on a need to-knowbasis. The Company takes measures to limit access to such information, including tracking who hasaccess to the information and keeping the information secure. No employee may disclose anyconfidential business information and/or trade secrets without the written authorization of thePresident. Each employee will be required to sign a “Confidentiality Agreement,” which is attached. Employees who improperly use or disclose trade secrets and/or confidential businessinformation will be subject to disciplinary action, including termination of employment and legal action,even if they do not actually benefit from the disclosed information. 3. NEW EMPLOYEE ORIENTATION Orientation is a formal welcoming process that is designed to make the new employee feelcomfortable, informed about the Company, and prepared for their position. New employee orientationis conducted by a supervisor, and includes an overview of the Company history, an explanation of theCompany core values, vision, and mission; and Company goals and objectives. In addition, the newemployee will be given an overview of benefits, tax, and legal issues, and complete any necessarypaperwork. Employees are presented with all codes, keys, and procedures needed to navigate within theworkplace. The new employee’s supervisor then introduces the new hire to staff throughout theCompany, reviews their job description and scope of position, explains the Company’s evaluationprocedures, and helps the new employee get started on specific functions. A job description may be provided to each employee, which outlines employment status,department, immediate supervisor, and various job duties. Specific job responsibilities can and willchange at the discretion of the Company, and will be disclosed to the affected employee(s).Questions about responsibilities and changed duties should be directed to the supervisor as soon aspossible. 4. PROBATIONARY PERIOD FOR NEW EMPLOYEES The probationary period for regular full-time and regular part-time employees lasts up to 90days from date of hire. During this time, employees have the opportunity to evaluate our Company asa place to work and management has an opportunity to evaluate the employee. During thisintroductory period, both the employee and the Company have the right to terminate employment without advance notice or reason. Employment is at-will during the 90-day probationary period, withno guarantee of employment upon completion. The probationary period may be extended at theCompany’s discretion. Upon successful completion of the probationary period, a 90-day review will be given andbenefits will begin as appropriate. All employees, regardless of classification or length of service, areexpected to meet and maintain Company standards for job performance and behavior (see Section 4,Standards of Conduct). 5. OFFICE HOURS The Company’s office is usually open for business from 8 a.m. to 5 p.m. Monday throughFriday, except for Holidays (see Section 6.7, Holidays). The standard workweek is 40 hours of work(see Section 5.3, Overtime). In the computation of various employee benefits, the employeeworkweek is considered to begin on Sunday (starting at 12:00 a.m.) through Saturday (ending at11:59 p.m.), unless a supervisor makes prior other arrangement with the employee. Attendance isabsolutely necessary (see Section 4.1, Attendance/Punctuality). 6. LUNCH PERIODS Employees are usually allowed a one-hour lunch break. Lunch breaks generally are takenbetween the hours of 11 a.m. and 2:00 p.m. on a staggered schedule so that your absence does notcreate a problem for co-workers or clients. Extended or prolonged lunch breaks without priorauthorization are not allowed. In the case of a conflict or business need, the Company reserves theright to designate or cancel lunch breaks. Employees are permitted to use the appropriate and designated facilities located in thebuilding during lunch and breaks if they choose. Each employee is responsible for cleaning the areaafter use. 7. BREAKS All full-time, non-exempt employees are permitted two fifteen-minute rest breaks per day attimes determined by the employee and supervisor, with one fifteen-minute break to be taken in themorning and one in the afternoon. Breaks should be staggered to avoid disrupting the operations ofany department. Breaks are not permitted at either the beginning or end of the work day to offset arrival anddeparture times, nor may they be added to the lunch break. Employees who voluntarily work throughtheir break periods will not be permitted additional compensation. 8. PERSONNEL FILES Personnel files are the property of the Company and access to the information is restricted.Management personnel of the Company who have a legitimate reason to review the file are allowedto do so. Employees who wish to review their own file should contact their supervisor. Withreasonable advance notice, the employee may review his/her personnel file in the Company’s officeand in the presence of their supervisor. Copying of the file or making additions or deletions to thecontents of the file is prohibited. Ex-employees are not allowed access to their files. 9. PERSONNEL DATA CHANGES An employee’s personnel data should be accurate and current at all times. It is theresponsibility of each employee to promptly notify their supervisor of any changes in personnel datasuch as: • Mailing address. • Telephone numbers. • Name and number of dependents. • Individuals to be contacted in the event of an emergency.Employees are requested to use the “Employee Status Form” to keep the Company up to-date onpersonnel data. 3.10 INCLEMENT WEATHER/EMERGENCY CLOSINGS At times, emergencies such as severe weather, fires, or power failures can disrupt Companyoperations. The decision to close the office will be made by the supervisor. When the decision ismade to close the office, employees will receive official notification from their supervisors. Unlessnotified otherwise, employees are expected to report to work as scheduled. 11. EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS Supervisors may conduct performance reviews and planning sessions with all regular full-timeand regular part-time employees annually, and may conduct informal reviews and planning sessionsat other times at their discretion. Performance reviews and planning sessions are designed for the supervisor and the employeeto discuss the employee’s current job tasks, encourage and recognize attributes, and discuss positive,purposeful approaches for meeting work-related goals. Together, employee and supervisor discussways in which the employee can accomplish goals or learn new skills. The planning sessions aredesigned for the employee and his/her supervisor to make and agree on new goals, skills, and areasfor improvement. The Company directly links wage and salary increases with performance. Your performancereview and planning sessions will have a direct effect on any changes in your compensation. For thisreason among others, it is important to prepare for these reviews carefully, and participate in themfully. New employees will be reviewed at the end of their probationary periods (see Section 3.4,Probationary Period for New Employees). After the initial review, the employee may be reviewedaccording to an annual schedule, or more frequently at the supervisor’s discretion. 12. OUTSIDE EMPLOYMENT Employees may hold outside jobs in businesses or professions unrelated to the business ofthe Company as long as the employee meets the performance and attendance standards of their jobdescription with the Company, and the outside job does not create a conflict of interest with theCompany. Unless an alternative work schedule has been approved by the Company, employees willbe subject to the Company’s scheduling demands, regardless of any existing outside workassignments. The Company’s office space, equipment, and materials are not to be used to obtainand/ or perform outside employment. 13. CORRECTIVE ACTION The Company expects each of its employees to use common sense and sound judgment intheir conduct. To assist in this, the Company has established certain minimum work rules andstandards of conduct (see Section 4, Standards of Conduct) as examples of what is expected. When an employee deviates from these rules and standards and acceptable conduct, the employee’ssupervisor will take corrective action. Corrective action at the Company is usually progressive. That is, the action taken in responseto a negative activity typically follows a pattern increasing in seriousness until the infraction orviolation is corrected. The usual sequence of corrective actions includes an oral warning, a writtenwarning, probation, and finally termination of employment. In deciding which initial corrective actionwould be appropriate, a supervisor will consider the seriousness of the infraction, the circumstancessurrounding the matter, and the employee’s previous record. Though committed to a progressive approach to corrective action, the Company considerscertain rule infractions and violations of standards as grounds for immediate termination ofemployment. These include but are not limited to: theft in any form; insubordinate behavior; vandalismor destruction of Company property; being on Company property unauthorized during non- businesshours; the use of Company equipment and/or Company vehicles without prior authorization by thesupervisor; untruthfulness about personal work history, skills, or training; divulging Company businesspractices and/or trade secrets; and misrepresentations of the Company to a customer, a prospectivecustomer, the general public, or another employee. As such, the Company may proceed directly toany level of discipline, including termination, without first exhausting all lesser disciplinary steps at itssole discretion. 3.14 EMPLOYMENT TERMINATION Termination of employment is an inevitable part of personnel activity within any organization,and many of the reasons for termination are routine. Below are a few examples of some of the mostcommon circumstances under which employment is terminated: • Resignation – voluntary employment termination initiated by an employee. • Termination – involuntary employment termination initiated by the Company. • Layoff – involuntary employment termination initiated by the Company.When an employee intends to terminate his/her employment with the Company, he/she is requestedgive the Company at least two (2) weeks written notice. Since employment with the Company is based on mutual consent, both the employee and theCompany have the right to terminate employment at will, with or without cause, at any time. Anyemployee who terminates employment with the Company shall return all files, records, keys, and anyother materials that are the property of the Company. Any employee failing to do so in a timelymanner will be considered to have stolen such property and will be reported to the appropriate lawenforcement authorities. Employees may also be required to reimburse the Company for the cost ofthese items. The cost of replacing non-returned items will be deducted from the employee’s finalpaycheck. Furthermore, any outstanding and due financial obligations owed to the Company will also bededucted from the employee’s final check. Any employee who receives Company equipment will berequired to sign a disclosure and authorization. Employee’s benefits will be affected by employmenttermination in the following manner: all accrued vested benefits that are due and payable attermination will be paid. Some benefits, such as health insurance, may be continued at theemployee’s expense (see Section 6, Benefits) if the employee is eligible and elects to do so. Theemployee will be notified of the benefits that may be continued and of the terms, conditions, andlimitations of doing so. 15. SAFETY Each employee is expected to exercise caution and common sense in all work activities.Employees must immediately report any unsafe conditions or activities to their supervisor. Employeeswho violate safety standards, cause hazardous or dangerous situations, or fail to report or, whereappropriate, remedy such situations, may be subject to disciplinary action, including termination ofemployment. In the case of an accident that results in injury, regardless of how insignificant the injury mayappear, employees must immediately notify their supervisor, who will complete an incident report andnotify the Human Resources Department. 16. EMPLOYEE REQUIRING MEDICAL ATTENTION In the event an employee requires medical attention, whether injured or becoming ill while atwork, the employee’s personal physician must be notified immediately. If it is necessary for theemployee to be seen by the doctor or go to the hospital, a family member will be called to transportthe employee to the appropriate facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an employee on-site, the employee will be responsible forany transportation charges if the injury is not work-related. Furthermore, the Company’s employeeswill not be responsible for transportation of another employee to the hospital or physician’s office. Aphysician’s “return to work” notice will be required before an employee may return to work. 17. BUILDING SECURITY All employees who are issued keys to the office are responsible for their safekeeping.Employees cannot make copies of keys and/or loan or provide them to anyone else. The lastemployee, or a designated employee, who leaves the office at the end of the business day mustensure that all doors are securely locked, the alarm system is armed, thermostats are set onappropriate evening and/or weekend settings, and all appliances and lights are turned off, with theexception of the lights normally left on for security purposes. Employees are not allowed on Companyproperty after hours without prior authorization from their supervisor. 18. INSURANCE ON PERSONAL EFFECTS All employees should be sure that their own personal insurance policies cover the loss or theftof personal property left at the office. The Company assumes no risk for any loss or damage topersonal property. 19. SUPPLIES; EXPENDITURES; OBLIGATING THE COMPANY Only authorized persons may purchase supplies in the name of the Company. No otheremployee may incur any expense on behalf of the Company or bind the Company by any promise orrepresentation without written approval from the Company. 20. EXPENSE REIMBURSEMENT Business-related expenses incurred by an employee must have prior approval by a supervisor.Expenses not approved will not be paid. Reimbursement requests will be processed like an invoice.All completed reimbursement request forms should be turned in to Todd’s Administrative Assistant. 21. PARKINGEmployees must park their cars in areas indicated and provided by the Company. 22. VISITORS IN THE WORKPLACE To provide for the safety and security of employees, visitors, and the facilities at the Company,only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensuresecurity, decreases insurance liability, protects confidential information, safeguards employee welfare,and avoids potential distractions and disturbances. Excessive personal visitors are not allowed. 23. IMMIGRATION LAW COMPLIANCE The Company employs only United States citizens and those non-U.S. citizens authorized towork in the United States in compliance with the Immigration Reform and Control Act of 1986, asamended. Each new employee, as a condition of employment, must complete the EmploymentEligibility Verification Form I-9 and present documentation establishing identity and employmenteligibility. Former employees who are rehired must also complete the form if they have not completedan I-9 with the Company within the past three years or if their previous I-9 is no longer retained orvalid. SECTION 4 STANDARDS OF CONDUCT The work rules and standards of conduct for the Company are important, and the Companyregards them seriously. All employees are required to become familiar with these rules and standards.In addition, employees are expected to follow the rules and standards faithfully in doing their own jobsand conducting the Company’s business. Please note that any employee who deviates from theserules and standards will be subject to corrective action, up to and including termination of employment(see Section 3.12, Corrective Action). While not intended to list all the forms of behavior that are considered unacceptable in theworkplace, the following are examples of rule infractions or misconduct that may result in disciplinaryaction, including termination of employment: • Theft or inappropriate removal or possession of property of the Company or others. • Falsification of timekeeping records (see Section 5.2, Timekeeping). •Working under the influence of alcohol or illegal drugs (see Section 4.6, Substance Abuse).•Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace (seeSection 4.6, Substance Abuse).• Fighting or threatening violence in the workplace.• Boisterous or disruptive activity in the workplace.•Negligence or improper conduct leading to damage of Company-owned, customer-owned, orco-worker-owned property.• Insubordination or other disrespectful conduct.• Violation of safety or health rules.•Sexual or other unlawful or unwelcomed harassment (see Section 4.3,Harassment/Discrimination).• Discrimination (see Section 4.3, Harassment/Discrimination).•Excessive absenteeism or any absence without notice (see also, Section 4.1Attendance/Punctuality and 4.2, Absence without Notice).• Excessive tardiness or leaving work without permission.•Unauthorized use of telephones, or other Company-owned equipment (see Section 4.4,Telephone Use).•Using Company equipment for purposes other than business (i.e. playing games oncomputers or personal Internet usage) (see Section 4.8, Internet/Computer Use).•Unauthorized disclosure of business “secrets” or confidential information (see Section 3.2,Non-Disclosure/Confidentiality).• Violation of personnel policies.• Unsatisfactory performance or conduct. 4.1 ATTENDANCE/PUNCTUALITY The Company expects that every employee will be regular and punctual in attendance. Thismeans being in the office, ready to work, at their starting time each day. Absenteeism and tardinessplaces a burden on other employees and on the Company. The habitual inability to get to work ontime will result in discipline up to and including termination. If you are unable to report to work for any reason, you must notify your supervisor at least thirty(30) minutes before your scheduled starting time. You must follow-up any voice mail message assoon as possible, and no later than by the end of that day, until you have spoken to your supervisoror appropriate authorized person. You are responsible for speaking directly with your supervisor oranother authorized person about your absence. It is not acceptable to leave a message on asupervisor’s voice mail without follow-up, except in extreme emergencies. If employees have unexpected personal business to take care of, they must notify their directsupervisor to discuss time away from work and make provisions as necessary. The Company maynot be able to accommodate all such requests. Personal business should be conducted on theemployee’s own time. If there comes a time when you see that you will need to work some hours other than thosethat make up your usual work week, notify your supervisor at least seven working days in advance.Each request for special work hours will be considered separately, in light of the employee’s needsand the needs of the Company. Such requests may or may not be granted. 4.2 ABSENCE WITHOUT NOTICE If you do not report for work and the Company does not receive proper notification of yourstatus for two consecutive days, it will be assumed that you have resigned, and you will be removedfrom the payroll. If you become ill while at work or must leave the office for some other reason beforethe end of the workday, you must inform your supervisor of the situation prior to leaving, unless youare experiencing a medical emergency. Merely notifying your supervisor does not necessarily meanthat your absence will be excused. 4.3 HARASSMENT/DISCRIMINATIONA. Purpose: The purpose of this policy is to describe why types of conduct will not be tolerated and themethod by which allegations of workplace discrimination, harassment and/or retaliation should bereported by employees of the Company and the procedure by which such allegations will be dealtwith by the Company.B. Policy: The policy of the Company is one of affirmative compliance with the relevant provisions of allapplicable state and federal laws concerning discrimination, harassment and/or retaliation. TheCompany will not tolerate discrimination, harassment and/or retaliation against any employee byanother employee, customer or vendor for any reason, including but not limited to: veteran status,race, color, religion, sex, marital status, national origin, physical or mental disability, age, politicalaffiliation or union affiliation. Additionally, the Company will not tolerate discrimination, harassmentand/or retaliation based upon an employee’s pregnancy and use or non-use of tobacco productsoutside the workplace. Violations of this policy will result in disciplinary action up to and includingtermination.C. Procedure:1) Definition of Harassment/Discrimination: Harassing and/or Discriminatory behavior may be either verbal or physical and whichadversely affects the victim’s job security, promotion or transfer opportunities, or any other terms andconditions of employment. Incidents of harassment/discrimination may be subjective in nature. As aguide for all employees and supervisors, unwelcomed sexual advances, requests for sexual favorsand other verbal or physical conduct of a sexual nature, regardless of gender, constitutes sexualharassment when: •Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment. •Submission to, or rejection of, such conduct by an individual is used as a basis of employment decisions affecting such individual. Such conduct has the purpose or effect of substantially interfering with the individual’s workperformance or creating an intimidating, hostile or offensive working environment.Harassment/discrimination may also include, but is not limited to, unwelcomed sexual advances,requests for sexual favors, and other verbal or physical conduct of a demeaning or offensive nature,including, as examples, offensive drawings, pictures, jokes, teasing or other offensive commentsaimed at a person’s veteran status, race, color, religion, sex, marital status, national origin, physicalor mental disability, age, political affiliation, union affiliation, or pregnancy or other protected status.2) Definition of Retaliation: Retaliation occurs when one is subjected to offensive or objectionable conduct or languagebecause one initiated, participated in or cooperated with a complaint of harassment or discriminationor otherwise refused to comply with a harassing or discriminatory request that would otherwisedissuade the employee from making or supporting the complaint.3) Employee Responsibility: It is each employee’s right and responsibility to immediately report breaches of this policy.Employees who have either been subjected to, witnessed or learned of any conduct that violates thispolicy must immediately report such conduct to their direct supervisor. If for any reason an employeedoes not wish to report the conduct to his or her direct supervisor, the employee may report to theCompany President. Each employee has an affirmative obligation to immediately report violations ofthis policy, regardless of whether the employee was the target of the conduct, or he/she merelywitnessed or otherwise learned of the violation. Employees, who violate any aspect of this policy,including a failure to report improper conduct, will be subject to discipline. The Company is committed to ensuring that all employees are protected from conduct thatviolates this policy, and it is each employee’s affirmative duty to report any such conduct. However, itis also the employee’s obligation to only report situations that he/she truly believes constituteviolations of the policy. Due to the serious nature of such a claim, an employee found to have made afalse or malicious complaint, or to have provided false information in the investigation of a complaint,maybe subject to disciplinary action, up to and including discharge. 4) Investigation: The Company will promptly respond to all reports of violations of this policy. The Company’sinvestigation may include discussions with the complainant, the alleged offender, and any witnesses.The Company will conduct each investigation in as confidential a manner as possible. However, bytheir nature, investigations will necessarily involve disclosing the names of the persons potentiallyinvolved in the questionable conduct. The Company will make reasonable efforts to inform thecomplaining party of the results of its investigation in a timely manner.5) Corrective Action: Management will consider the facts of the case and take corrective action as deemedappropriate. Such action may include counseling, disciplinary warning, transfer, demotion, dischargeor other action. The employee bringing the issue to the Company’s attention will be informed of theresult of the investigation. 4.4 TELEPHONE USE The Company telephones are intended for the use of serving our customers and in conductingthe Company’s business. Personal usage during business hours is discouraged except for extremeemergencies. All personal telephone calls should be kept brief to avoid congestion on the telephoneline. To respect the rights of all employees and avoid miscommunication in the office, employeesmust inform family members and friends to limit personal telephone calls during working hours. If anemployee is found to be deviating from this policy, he/she will be subject to disciplinary action (seeSection 3.12, Corrective Action). The use of cellular telephones shall also be governed by this policy. This policy applies to bothincoming and outgoing cellular calls. Cellular phones shall be turned off or set to silent or vibratemode at work or during meetings, conferences and in other locations where incoming calls maydisrupt normal workflow. Employees may carry and use personal cellular phones while at work on asporadic basis. If employee use of a personal cell phone causes disruptions or loss in productivity, theemployee may become subject to disciplinary action. If an employee is operating a company vehicleor is driving his/her personal vehicle for work and receives a call on a cellular phone, the employeemay answer, but shall ask the caller to hold, put the phone down and pull to the side of the roadway,into a parking lot or other safe location to respond to the call. Failure to follow this policy may result indisciplinary action up to and including termination. 4.5 PUBLIC IMAGE A professional appearance is important anytime that you come in contact with customers orpotential customers. Employees should be well groomed and dressed appropriately for our businessand for their position in particular. The Company reserves the right to send employees home tochange clothing that the Company deems inappropriate. Computers and the environments they operate in are often dirty and your clothes sometimesget damaged. For uniform shirts given by TCS, the dark navy will help with staining. For outerwear,refrain from light colors; dark colors are best and cannot easily be stained. Dockers are preferable toactual dress pants because they don’t rip as easily. Pant colors that are allowed are; khaki, black, &gray. Boots are practical because they keep your feet safe from falling computer bits. If you areexpected to go into industrial or construction environments, you must have green tag boots (and anyother safety equipment specified). If footwear is worn in the office or onsite client property, shoes areto be dress shoes, shined when applicable. A. Employees are expected at all times to present a professional, businesslike image to customers, prospects, and the public. B. Employees are expected to dress in a matter that is normally acceptable in the business environment in which they operate. Employees should avoid attire that does not present a businesslike appearance (as interpreted by their immediate supervisor/manager). C. Employees should respect the more stringent dress code requirements of any environment in which they work, whether temporarily, or permanently. As such, dress code requirements of a particular environment supersede this policy if they are more stringent. Certain employees may be required to meet special dress, grooming, and hygiene standards, such as wearing uniforms, depending on the nature of their jobs. D. Allowance for exceptions based on religious, health, or other reasons should be submitted in writing to the immediate supervisor for consideration.The following items are examples of what is considered inappropriate working attire: • Spaghetti-strapped shirts • Tank tops or revealing shirts • Short mini skirts • Sheer clothing • T-shirts with inappropriate or offensive gestures or advertising • Torn or ripped clothing • Dirty clothing • Excessive scent • Excessive and/or distracting jewelry and/or make-up Grooming & Hygiene PolicyPurpose: This policy has been developed to ensure that all employees understand the importance ofappropriate grooming and hygiene in the workplace or when otherwise representing TCS. Thestandards of grooming and hygiene outlined below set forth the minimum requirements to whichall employees, contract workers, and temporary staff are required to adhere to.Statement of Policy: Thanhauser Computer Services, LLC recognizes that the presentation of its employees inthe workplace contributes to a professional environment and the public image that hascontributed to the success of TCS. Therefore Thanhauser Computer Services, LLC expectsemployees to be well-groomed and professional in appearance when coming to work or engagedin work-related tasks with customers, clients, and colleagues.Hygiene: Every employee is expected to practice daily hygiene and good grooming habits as setforth in further detail below.Hair: Hair should be clean, combed, and neatly trimmed or arranged. Unkempt hair is notpermitted. Sideburns, mustaches, and beards should be neatly trimmed. Non-traditional haircolors are not permitted.Make-Up:Make-up must be professional and conservative.Nails:Hands and nails should be clean and conservatively manicured. Jewelry: Employees may wear tasteful jewelry in moderation. The size and/or number of earrings,rings, necklaces, and bracelets may be determined at the department level based on specific jobfunctions, operational, and safety factors. Where job duties present any type of safety risk,jewelry may be prohibited or severely limited. In other areas, moderate (including size andamount) jewelry may be worn. No other visible body jewelry/body piercings may be worn while anemployee is in the workplace.Tattoos: No visible tattoos or other body art (such as surgically implanted ball bearings, spikes, andthe like) are permitted in the workplace. Exceptions may be made for employees who have small,non-offensive tattoos that cannot easily be covered by standard clothing (i.e., wrist, neck, etc.). Allexceptions require the approval of Todd Thanhauser or Kelsey Wilczynski.Violations:Violations of this policy will result in discipline, up to and including termination.Exceptions: Employees seeking an exception from any of the above standards should speak with ToddThanhauser or his Administrative Assistant 6. SUBSTANCE ABUSE The Company is committed to providing a safe and productive workplace for its employees. Inkeeping with this commitment, the Company has adopted a Drug and Alcohol Policy, which has beenprovided separately to all staff members, including both regular and temporary employees. The rules,provided in the Company’s Drug and Alcohol Policy, apply to all employees of the Company whilethey are on Company premises or elsewhere on Company business. If any employee has anyquestions regarding the Company’s substance abuse policy, the employee should refer to theCompany’s Drug and Alcohol Policy. 7. TOBACCO PRODUCTS The Company is a SMOKE-FREE FACILITY. The use of tobacco products is not permitted onthe Company’s premises except in authorized and designated locations as indicated by thesupervisor. Employees will not, however, be discriminated against because they are a smoker or non-smoker. Smoking is only permitted outside of Company buildings, provided that it occurs beyond 20feet of any building entrance or in the external designated smoking areas. All materials used for smoking in this area, including cigarette butts and matches, will be extinguished and disposed of inappropriate containers. Supervisors will ensure periodic cleanup of the designated smoking area. Employees who choose to smoke within the permitted areas must do so on their meal periodsor regularly scheduled breaks (one fifteen-minute break in the morning and one in the afternoon). Noadditional time from work shall be authorized for this activity. Breaks should be staggered to avoid adisruption in service or office operations. Management and supervisory staff will be responsible for ongoing compliance with this policywithin their work areas. They are expected to adhere to standard practices in resolving issues ofnonconformance, handling employee complaints, and maintaining expected levels of productivitywithin their work groups. Policy violation will result in disciplinary action. 4.8 INTERNET/COMPUTER USE Computing resources and Internet access may be available to Company employees. This mayinclude computer-related hardware, software, local area networks, and online access to e-mail andresearch tools. Employees may not engage in any personal use of the Internet or computers duringworking hours, which would adversely affect performance or production. To ensure compliance with the Company’s acceptable use policy, the Company reserves theright to intercept, review, copy and/or delete emails on any computer e-mail system, includingpersonal e-mails sent or received by any of its employees, and to review any computer hardware orsoftware utilized at the Company. No employee should expect any privacy as it relates to computerand/or e-mail usage at the Company. Theft or unauthorized use of either tangible property orintellectual property will not be tolerated, including unauthorized copying of copyrighted softwarewithout permission of the person or organizations holding the copyright, which is both unethical andillegal, and can subject both the individual as well as the Company to prosecution.The following conduct is strictly prohibited (this list is not exhaustive and the Company shall bepermitted to make a determination of additional situations it deems inappropriate and /or notpermissible): •Accessing or displaying offensive or pornographic messages or pictures on the computer screen. •Sending offensive, pornographic, harassing, or discriminatory messages or pictures via e- mail, e-mail attachments, file-transfer, Instant Messaging or any other means of cyber- communication. • Using obscene, pornographic, racist, sexist or inappropriate language. • Transferring offensive, racist, or pornographic messages or pictures. • Harassing, insulting, or attacking others. • Sending or forwarding \"chain letters\" or \"broadcast\" messages. • Violating copyright laws. •Unauthorized use of another’s folders, work, files, or disks, unless given specific approval to do so. • Plagiarism (i.e. copying another person’s work to present as the employee's own). • Unauthorized use of any password. • Creating or transmitting computer viruses. • Viewing or opening someone else’s e-mail. • Unauthorized access to the Company computer systems. • Using the Company equipment for commercial purposes. • Using Internet communication to harass or harm other people. • Downloading or copying of software without permission. • Downloading any executable files from the Internet without management’s approval. • Using personal disks or programs on Company equipment. Use of the computing resources at the Company is a privilege, not a right. Violation of any ofthe above guidelines will subject the violator to disciplinary action, which may include any of thefollowing: warning, loss of computer privileges, suspension, termination, or legal prosecution. Any discipline shall be determined on a case-by-case basis, with no requirement that any progressivediscipline be employed. Company management retains the sole and exclusive right and privilege todetermine the appropriateness of any discipline. 4.9 SOLICITATION DURING WORKBecause distractions on the job lead to unsafe working conditions, poor work performance andinefficiency, the Company has the following rules related to solicitations: •During periods of the workday when an employee is engaged in or required to be performing work, employees may not engage in solicitation of other employees or distribution of literature for any purpose. This restriction applies to all types of sales and/or requests for donations for any cause. •During periods in another employee’s workday when he/she is engaged in or required to be performing his/her work, an employee may not solicit the other employee for any purpose. •Distribution of literature of any kind may not be made in the work areas of the premises at any time. •Persons who are not employed by the Company are not permitted to solicit or distribute literature on the Company’s premises. Exceptions may be made for charitable causes, but only with prior approval from the President.Failure to obtain approval prior to solicitation may result in disciplinary action against the employeeconducting such solicitation. 4.10 WORKPLACE VIOLENCE The Company has a zero-tolerance policy concerning threats, intimidation and violence of anykind in the workplace either committed by or directed to employees. Employees who engage in suchconduct will be disciplined, up to and including termination of employment. Employees are notpermitted to bring weapons of any kind onto company property or to company functions. Anyemployee who is suspected of possessing a weapon will be subject to a search at the Company’sdiscretion. Such searches may include, but are not limited to, the employee’s personal effects, desk,handbags/ purses/ backpacks and workspace. If an employee feels he or she has been subjected tothreats or threatening conduct by a co-worker, vendor, customer, or spouse, the employee must notify his/her supervisor or another member of management immediately, so that proper correctiveand/or protective action can be taken. SECTION 5 WAGE AND SALARY POLICIES 5.1 WAGE OR SALARY INCREASES Wage or salary increases will be determined on the basis of performance, adherence toCompany policies and procedures, ability to meet or exceed duties per job description and achieveperformance goals, essential nature of position held, and the best interests of the Company (seeSection 3.10, Performance Review/Planning Sessions). Increases are solely at the Company’sdiscretion and may or may not be given each year. Although the Company’s salary ranges and hourlywage schedules may be adjusted on an ongoing basis, the Company does not grant “cost of living”increases. Performance and Company profitability are the key to wage increases in the Company. Noemployee is guaranteed a wage or salary increase at any time. Gifts or 'Kickbacks' Employees must never accept any 'kickbacks', loans, gifts of other thannominal value (less than $50), or personal payments of any kind, from any person or businessenterprise that competes with the Company or purchases or sells, or seeks to purchase or sell, goodsor services to, or from, the Company. 5.2 TIMEKEEPING Each hourly employee shall be required to accurately maintain a time sheet. Employeepaycheck and benefit hours are based on the hours submitted through the timesheet. Each employeeis responsible for his or her own timesheet. Falsification or other unauthorized alteration of thistimesheet will be grounds for dismissal. No employee may write or make entries on anotheremployee’s timesheet, even if given permission. Employees who clock in must be ready to performtheir job duties immediately after clocking in. All timesheets must be correct at the end of the payperiod for checks to be received. If a timesheet needs to be corrected, the employee’s supervisormust make the correction in ink and initial the correction. 3. OVERTIME Overtime compensation is paid to non-exempt employees in accordance with federal and statewage and hour requirements. Overtime is payable for all hours worked over 40 per week at a rate ofone and one-half times the non-exempt employee's regular hourly rate. Time off with pay for personaltime, holidays, or any leave of absence will not be considered hours worked when calculatingovertime. In addition, paid vacation time does not constitute hours worked. Employees must obtain asupervisor’s authorization before working overtime. Overtime worked without prior authorization fromthe supervisor may result in disciplinary action. The supervisor’s signature on a timesheet authorizespay for overtime hours worked. 4. PAYDAYS All employees are paid every other Friday. Paychecks will not, under any circumstances, begiven to any person other than the employee without the employee’s written authorization. Uponrequest, paychecks may also be mailed to the employee’s address or deposited directly into theemployee's bank account, using the address or bank account information on file in the employee’spersonnel file.Expense reports are to be filled out by all employees when and if they are necessary. The expensereport form can be found in office, or located in ConnectWise in our company’s documents section. SECTION 6 BENEFITS AND SERVICES The Company offers a benefits program for its regular full-time employees. However, theexistence of these programs does not signify that an employee will necessarily be employed for therequired time necessary to qualify for the benefits included in and administered through theseprograms. 6.1 PAID DAYS OFF Full-time employees with less than ten (1) years of continuous employment are entitled tofifteen (7) Paid Days Off (PDO) per year. Full-time employees with ten (2) or more years of