Attendance Policy

Attendance Expectations

1. You MUST communicate if you are going to be late to sign into work late at least 15 mins prior to start of your shift.

2. Shift start time means that is when you should be logged into RingCentral phone system

3. If you are calling out of work sick it must be communicated at least 2 hours prior to the start of your shift

(****Unless it is an emergency, in which case it will be evaluated on a case by case basis)

5. If you are requesting time off please let your manager know and get approval prior to putting it into TriNet.

Attendance Policies

• Unexcused Absence - Any deviation from the established work schedule is unapproved. Corrective action or termination is expected.

• Job Abandonment - Failure to report to work and/or failure to notify management (no call/no show) for three consecutive work days will be considered resignation from the job.

• Tardiness - Any amount of time past the employee's scheduled start time (5 mins grace period), leaving early and returning late from breaks and lunch periods. If an employee is running late they are required to notify their manager immediately and arrange to compensate for missed time. Excessive tardiness (10+ times) may result in corrective action or termination.

• Call Out Policy - Call team lead & director/manager to request a sick day or absence for work that day within an hour to shift start (ex. shift starts at 8am, call out by 7am).

• New Employees - New ECs (employees within their first 90 days) are not allowed to miss any (unexcused) time from work. Missing time during the probationary period may result in termination of employment.

PTO Policies

Vacation Time

Vacation time credit for full time employees is earned each pay period.

Each multiple of eight hours equals the equivalent of one workday. There is no waiting period before you may utilize Vacation hours. With your manager's authorization, you may take up to 40 hours more time off than you have accrued. The advancement of Leave time is a form of a loan against future earned benefits. If an employee terminates employment with a negative balance, the amount will be deducted from final wages to the extent permitted by applicable law. In some cases, the employee may be required to sign a repayment agreement for monies to be withheld from wages.

Usage and scheduling of time off is subject to the direction and approval of your supervisor. In the case where an employee has submitted a notice of resignation, Vacation time will not be approved for the last five working days of employment.

No Vacation accrual is paid out at termination unless required by state law.

Sick Time

Sick time credit for full-time employees is earned each pay period.

Each multiple of eight hours equals the equivalent of one workday. There is no waiting period

before you may utilize sick hours. With your manager's authorization, you may take up to 40 hours more time off than you have accrued. The advancement of Leave time is a form of a loan against future earned benefits. If an employee terminates employment with a negative balance, the amount will be deducted from final wages to the extent permitted by applicable law. In some cases, the employee may be required to sign a repayment agreement for monies to be withheld from wages.

No Sick accrual is paid out at termination.

Paid Parental Leave

StraighterLine will provide up to two weeks of paid parental leave to employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. This policy will be in effect for births, adoptions or placements of foster children occurring on or after January 1, 2021.

Eligible employees must meet the following criteria:

• Have been employed with the company for at least 6 months (the 6 months do not need to be consecutive).

• Be a full-time, regular employee (temporary employees, part-time employees, and interns are not eligible for this benefit).

In addition, employees must meet one of the following criteria:

• Have given birth to a child.

• Be a spouse or committed partner of a person who has given birth to a child.

• Have adopted a child or been placed with a foster child (in either case, the child must be age 17 or younger). The adoption of a new spouse’s child is excluded from this policy.

Expectations

• Eligible employees will receive a maximum of two weeks of paid parental leave per birth, adoption, or placement of a child/children. The fact that a multiple birth, adoption, or placement occurs (e.g., the birth of twins or adoption of siblings) does not increase the two-week total amount of paid parental leave granted for that event. In addition, in no case will an employee receive more than two weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth, adoption or foster care placement event occurs within that 12-month time frame.

• Each week of paid parental leave is compensated at 100 percent of the employee’s regular, straight-time weekly pay. Paid parental leave will be paid on a biweekly basis on regularly scheduled pay dates.

• Approved paid parental leave may be taken at any time during the six-month period immediately following the birth, adoption, or placement of a child with the employee. Paid parental leave may not be used or extended beyond this six-month time frame.

• In the event of the employee who has given birth, the two weeks of paid parental leave will commence at the conclusion of any short-term disability leave/benefit provided to the employee for the employee’s own medical recovery following childbirth.

• Employees must take paid parental leave in one week periods of leave and must use all paid parental leave during the six-month time frame indicated above. Any unused paid parental leave will be forfeited at the end of the six-month time frame.

• Upon termination of the individual’s employment at the company, he or she will not be paid for any unused paid parental leave for which he or she was eligible.

Coordination with Other Policies

• Paid parental leave taken under this policy will run concurrently with leave under the FMLA; thus, any leave taken under this policy that falls under the definition of circumstances qualifying for leave due to the birth or placement of a child due to adoption or foster care, the leave will be counted toward the 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case will the total amount of leave—whether paid or unpaid—granted to the employee under the FMLA exceed 12 weeks during the 12-month FMLA period. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.

• After the paid parental leave (and any short-term disability leave for employees giving birth) is exhausted, the balance of FMLA leave (if applicable) will be compensated through employees’ accrued sick and flexible time. Upon exhaustion of accrued sick, any remaining leave will be unpaid leave. Please refer to the Family and Medical Leave Policy for further guidance on the FMLA.

• The company will maintain all benefits for employees during the paid parental leave period just as if they were taking any other company paid leave such as paid vacation leave or paid sick leave.

• If a company holiday occurs while the employee is on paid parental leave, such day will be charged to holiday pay; however, such holiday pay will not extend the total paid parental leave entitlement.

• If the employee is on paid parental leave when the company offers administrative leave (known as an “admin day”), that time will be recorded as paid parental leave. Administrative leave will not extend the paid parental leave entitlement.

• An employee who takes paid parental leave that does not qualify for FMLA leave will be afforded the same level of job protection for the period of time that the employee is on paid parental leave as if the employee was on FMLA-qualifying leave.

Requests for Paid Parental Leave

• The employee will provide his or her supervisor and the human resource department with notice of the request for leave at least 30 days prior to the proposed date of the leave (or if the leave was not foreseeable, as soon as possible). The employee must complete the necessary HR forms and provide all documentation as required by the HR department to substantiate the request.

• As is the case with all company policies, the organization has the exclusive right to interpret this policy.

Jury Duty Leave

To provide income protection while an employee carries out his or her civic responsibility, StraighterLine provides the difference between jury duty pay and an employee’s regular day’s pay for time spent serving on jury duty. Generally, income protection for time spent serving on jury duty will be provided for a maximum of five workdays. Additional income-protected time away from the workplace for this purpose will be considered on a case-by-case basis.

Eligibility

Full-time and regular, part-time employees are eligible to receive this benefit.

Expectations

Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee should notify his or her supervisor. The employee is required to provide copies of the subpoena or jury summons to his or her supervisor and to the payroll department.

The supervisor will verify the notification by contacting the office issuing the summons or subpoena and make scheduling adjustments to accommodate the employee’s obligation. The supervisor will also provide court documentation to payroll for processing.

Employees appearing in their own case as a plaintiff or defendant or for a non-subpoenaed court appearance will not receive paid time off. Vacation or unpaid time should be used for such instances.

(Note that under rules of the Federal Labor Standards Act, deductions may not be made to Exempt Employees' pay due to absences caused by jury duty or attendance as a witness. Some states have additional regulations affecting payment and service of jury duty. Contact your manager for further information).

Bereavement Leave

The Bereavement Leave Policy establishes uniform guidelines for providing paid time off to employees for absences related to the death of immediate family members

Eligibility

All full-time, active employees are eligible for benefits under this policy.

Expectations

An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor as soon as possible. If an employee leaves work early on the day he or she is notified of the death, that day will not count as bereavement leave.

In addition to bereavement leave, an employee may, with his or her supervisor’s approval, use vacation time for additional approved time off as necessary. Employees under discipline for attendance issues may be required to provide documentation with regard to their bereavement leave.

Employees are allowed up to three consecutive days off from regularly scheduled duty with regular pay in the event of the death of the employee’s spouse, domestic partner, child, stepchild, parent, stepparent, parent-in-law, son-in-law, daughter-in-law, sibling, stepsibling, grandparent, aunt, uncle, an adult who stood in loco parentis to the employee during childhood, and domestic partner’s parent, sibling, or child(ren).

Community Service Leave

StraighterLine encourages employees to become involved in their communities, lending their voluntary support to programs that positively impact the quality of life within these communities.

The following guidelines are for StraighterLine's employees who serve as volunteers in 501(c)(3) non-profit community programs that are either of personal interest or are corporate-sponsored initiatives.

Eligibility

All full-time, active employees are eligible for benefits under this policy.

Expectations

• Employees may take up to 16 hours of paid time off each year to volunteer in their community.

• Volunteer time must be requested in advance. Documentation from the organization for which you volunteered must be provided.

• Volunteer time should not conflict with the peak work schedule and other work-related responsibilities, create the need for overtime, or cause conflicts with other employees' schedules.