Allied8 Employee Handbook

2.1 Equal Employment Opportunity

Allied8 is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination and harassment against any applicant or employee based on any legally-recognized basis, including, but not limited to: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, citizenship status, physical or mental disability, genetic information (including testing and characteristics) or any other consideration protected by federal, state or local law. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination and harassment by any employee, including supervisors and co-workers.

Allied8 also prohibits unlawful discrimination on the basis of citizenship or immigration status.

Complaint Procedure

Any employee who believes they have been harassed, discriminated against or subject to retaliation by a co-worker, supervisor, agent, client, vendor or customer of Allied8 in violation of this policy, or who is aware of such harassment, discrimination of or retaliation against others, should immediately provide a written or verbal report to their supervisor, any other member of management.

After a report is received, a thorough and objective investigation by management will be undertaken. The investigation will be completed, and a determination made and communicated to the employee as soon as practical. Allied8 expects all employees to fully cooperate with any investigation conducted by Allied8 into a complaint of proscribed harassment, discrimination, or retaliation, or regarding the alleged violation of any other Allied8 policies, and during the investigation, to keep matters related to the investigation confidential.

If we determine that this policy has been violated, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future harassment or discrimination prohibited by this policy. If a complaint of prohibited harassment, discrimination or retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken.

The Equal Employment Opportunity Commission (EEOC) and equivalent state agencies will accept and investigate charges of unlawful discrimination or harassment at no charge to the complaining party.

Protection Against Retaliation

Retaliation is prohibited against any person by another employee or by Allied8 for using this complaint procedure, reporting proscribed harassment, or for filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.

Employees should report any retaliation prohibited by this policy to their supervisor, any management team member. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken.

2.2 Disability Accommodation

To comply with applicable laws ensuring equal employment opportunities for individuals with disabilities, Allied8 will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an employee or applicant for employment unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result.

Any employee who requires an accommodation in order to perform the essential functions of their job, enjoy an equal employment opportunity and/or obtain equal job benefits should contact their supervisor to request such an accommodation. The supervisor will communicate with the employee and engage in an interactive process to determine the nature of the issue and what, if any, reasonable accommodation may be appropriate. In some cases, this interactive process may be triggered without a request from the employee, such as when Allied8 receives notice from its own observation or another source that a medical impairment may be impacting the employee's ability to perform their essential job functions.

Employees who believe they need an accommodation must specify, preferably in writing, what barriers or limitations prompted the request. Allied8 will evaluate information obtained from the employee, and possibly their health care provider or another appropriate health care provider, regarding any reported or apparent barriers or limitations and will then work with the employee to identify possible accommodations, if any, that will help to eliminate or otherwise address the barrier(s) or limitation(s). If an identified accommodation is reasonable and will not impose an undue hardship on Allied8 and/or a direct threat to the health and/or safety of the individual or others, Allied8 will generally make the accommodation, or it may propose another reasonable accommodation that may also be effective. Employees are required to cooperate with this process by providing all necessary supporting documentation of supporting the need for accommodation and being willing to consider alternative accommodations when applicable.

Allied8 will also consider requests for reasonable accommodations for medical conditions related to pregnancy, childbirth and lactation where supported by medical documentation and/or as required by applicable federal, state or local law.

Employees who wish to request unpaid time away from work because of a qualifying disability should speak their supervisor regarding a proposed accommodation.

2.3 Religious Accommodation

Allied8 will provide reasonable accommodation for employees' religious beliefs, observances, and practices when a need for such accommodation is identified, and reasonable accommodation is possible. A reasonable accommodation is one that eliminates the conflict between an employee's religious beliefs, observances or practices and the employee's job requirements, without causing undue hardship to Allied8. Allied8 will take part in a system of open communication between employees and Allied8 to discuss conflicts between religion and work and to take action to provide reasonable accommodation for employees' needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests.

Any employee who perceives a conflict between job requirements and religious belief, observance or practice should bring the conflict and their request for accommodation to the attention of their supervisor to initiate the accommodation process. Allied8 requests that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible.

2.4 Sexual and Other Unlawful Harassment

Allied8 is committed to providing a work environment that is free of illicit harassment. As a result, Allied8 maintains a strict policy prohibiting sexual harassment and harassment against applicants and employees based on any legally-recognized basis, including, but not limited to: veteran status, uniformed servicemember status, race, color, religion, sex, sexual orientation, gender identity, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics) or any other consideration protected by federal, state or local law.

Allied8's anti-harassment policy applies to all persons involved in its operations, regardless of their position, and prohibits harassing conduct by any employee of Allied8, including supervisors, managers, and nonsupervisory employees. This policy also protects employees from prohibited harassment by third parties, such as customers, vendors, clients, visitors, or temporary or seasonal workers. If such harassment occurs in the workplace by someone not employed by Allied8, the procedures in this policy should be followed. The workplace includes: actual worksites, any setting in which work-related business is being conducted (whether during or after normal business hours), company-sponsored events, or company owned/controlled property.

Sexual Harassment Defined

Sexual harassment includes unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when:

· Submission to such conduct is made a term or condition of employment; or

· Submission to, or rejection of, such conduct is used as a basis for employment decisions affecting the individual; or

· Such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment also includes various forms of offensive behavior based on sex. The following is a non-exhaustive list of the types of conduct prohibited by this policy:

· Unwanted sexual advances or propositions (including repeated and unwelcome requests for dates).

· Offers of employment benefits in exchange for sexual favors.

· Making or threatening reprisals after a negative response to sexual advances.

· Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, posters, websites, emails or text messages.

· Verbal conduct: making or using sexually derogatory comments, innuendos, epithets, slurs, sexually explicit jokes or comments about an individual's body or dress, whistling or making suggestive or insulting sounds.

· Verbal and/or written abuse of a sexual nature, graphic verbal and/or written sexually degrading commentary about an individual's body or dress, sexually suggestive or obscene letters, notes, invitations, emails, text messages, tweets or other social media postings.

· Physical conduct: touching, assault or impeding or blocking normal movements.

· Retaliation for making reports or threatening to report sexual harassment.

Other Types of Harassment

Harassment on the basis of any legally protected status is prohibited, including harassment based on veteran status, uniformed servicemember status, race, color, religion, sex, age (40 and over), pregnancy (including childbirth, lactation and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics) or any other consideration protected by federal, state or local law. Prohibited harassment may include behavior similar to the illustrations above pertaining to sexual harassment. It also includes, but is not limited to:

· Verbal conduct including taunting, jokes, threats, epithets, derogatory comments or slurs based on an individual's protected status;

· Visual and/or written conduct including derogatory posters, photographs, calendars, cartoons, drawings, websites, emails, text messages or gestures based on an individual's protected status; and

· Physical conduct including assault, unwanted touching or blocking normal movement because of an individual's protected status.

Complaint Procedure

Any applicant or employee who believes they have been subjected to prohibited harassment or retaliation by a co-worker, supervisor, manager, client, visitor, vendor, customer or temporary or seasonal worker of Allied8, or who believes another individual has been subject to such conduct, should report it immediately. Applicants and employees are encouraged to report concerns, even if they relate to incidents in the past, involve individuals who are no longer affiliated with Allied8, or concern conduct occurring outside of work if it impacts the individual at work.

Complaints can be made verbally, or in writing, to any partner. Employees are not required to report any prohibited conduct to a supervisor or partner who may be hostile, who has engaged in such conduct, who is a close associate of the person who has engaged in such conduct, or with whom the employee is uncomfortable discussing such matters.

Employees are encouraged, but not required, to communicate to the offending person that the person's conduct is offensive and unwelcome. Any supervisor or manager who receives a complaint of harassment or retaliation must immediately report the allegation to a partner.

After a report is received, a thorough and objective investigation will be undertaken. Confidentiality will be maintained to the extent practicable and permitted by law. Investigations will be conducted as confidentially as possible and related information will only be shared with others on a need-to-know basis. The investigation will be completed, and a determination made and communicated to the employee as soon as practical.

If a complaint of prohibited harassment or discrimination is substantiated, appropriate disciplinary action, up to and including termination of employment, will be taken. If a complaint cannot be substantiated, Allied8 may take appropriate action to reinforce its commitment to providing a work environment free from harassment.

The Equal Employment Opportunity Commission (EEOC) and equivalent state agencies will accept and investigate charges of unlawful discrimination or harassment at no charge to the complaining party. The nearest office of the EEOC and equivalent state agencies can be found in your local telephone directory or online at www.eeoc.gov.

Supervisor's Responsibility

All supervisors are responsible for:

· Implementing this policy, which includes, but is not limited to, taking steps to prevent harassment and retaliation;

· Ensuring that all employees under their supervision have knowledge of and understand this policy;

· Promptly reporting any complaints to the designated Human Resources Representative so they may be investigated and resolved in timely manner;

· Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with this policy; and

· Conducting themselves, at all times, in a manner consistent with this policy.

Failure to meet these responsibilities may lead to disciplinary action, up to and including termination.

Protection Against Retaliation

Retaliation is prohibited against any person by another employee or by Allied8 for using this complaint procedure, reporting proscribed harassment, objecting to such conduct or filing, testifying, assisting or participating in any manner in any investigation, proceeding or hearing conducted by a governmental enforcement agency. Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions or otherwise denying any employment benefit.

Individuals who believe they have been subjected to retaliation or believe that another individual has been subjected to retaliation, should report this concern to the highest-ranking on-site supervisor or partner. If a complaint cannot be substantiated, Allied8 may take appropriate action to reinforce its commitment to providing a work environment free from retaliation.

2.5 Open Door Policy

Allied8 has an open-door policy and takes employee concerns and problems seriously. Allied8 values each employee and strives to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about to their supervisor or a partner.

3.1 Employee Classification

Allied8 classifies employees as either exempt or nonexempt under federal and state wage and hour laws, and are further classified for administrative purposes. Employees will be informed whether their status is exempt or nonexempt. Employees should consult with Barbara Busetti if they have questions regarding their classification.

Exempt Employees

Exempt employees are employees whose job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and who are exempt from minimum wage and overtime pay requirements. Exempt employees are compensated on a salary basis.

Nonexempt Employees

Nonexempt employees are employees whose job positions do not meet FLSA or applicable state exemption tests, and who are not exempt from minimum wage and overtime pay requirements. Nonexempt employees are eligible to receive overtime pay for hours worked in excess of 40 hours in a given week, or as otherwise required by applicable state law.

Full-Time or Part-Time Status

Full-time or part-time status depends on the expected number of hours per week an employee works, and each employee’s status is determined by Allied8.

Regular employees who are expected to work 30 hours per week and more receive full time status. Full-time employees are generally eligible for the employee benefits described in this Handbook and are provided with benefits required by applicable law.

Regular employees who regularly work fewer than 30 hours receive part-time classification. Part-time employees may be assigned a work schedule in advance or may work on an as-needed basis. Part-time employees are eligible for some, but not all employee benefits described in this Handbook and are provided with benefits required by applicable law.

Temporary Status

Temporary employees are those who are employed for short-term assignments. Temporary employees are generally hired to temporarily supplement the workforce or assist in the completion of a specific project. These temporary employment assignments are of limited duration. Temporary employees are not eligible for employee benefits, except as required by applicable law, and may be classified as exempt or nonexempt on the basis of job duties and compensation.

You will be informed of your status when you are hired.  Status can be changed anytime at management's discretion.

3.2 Employment Eligibility and Work Authorization

New hires will be required to complete Section 1 of federal Form I-9. Allied8 is committed to employing only individuals who are authorized to work in the United States and who comply with applicable immigration and employment law. As a condition of employment, every individual must provide satisfactory evidence of their identity and legal authority to work in the United States within three business days of commencing employment. If the employee cannot verify their right to work in the United States within three business days of employment, Allied8 will be required to terminate their employment immediately.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by Allied8.

3.3 New Employee Introductory Period

Your first ninety (90) days of employment with Allied8 are considered an introductory period. This introductory period will be a time for getting to know the company and the tasks involved in the position, as well as becoming familiar with Allied8's services. A supervisor will work closely with each employee to help them understand their role in the company and the rules and processes of their job.

This introductory period is a try-out time for you and Allied8. During this introductory period, Allied8 will evaluate your suitability for employment, and you can evaluate Allied8 as well. At any time during this first ninety (90) days, you may resign. If, during this period, your work habits, attitude, attendance, performance or other relevant factors do not measure up to our standards, the Company may release you from employment.

After completion of your ninety (90) day introductory period you will receive a progress review from your supervisor detailing your progress in the position and identifying any necessary steps for moving forward in the positions. During the course of the discussion, employees are encouraged to give their comments and ideas as well.

Please understand that completion of the introductory period does not guarantee continued employment for any specific period of time, nor does it require that an employee be discharged only for cause. Please also understand that completion of the introductory period does not imply that employees now have a contract of employment with Allied8, other than at-will. Completion of the introductory period does not alter the at-will employment relationship.

3.4 Work Week and Overtime

For payroll reporting the work week is Monday - Sunday. Nonexempt employees working over 40 hours during a work week will be paid overtime at a rate of 1.5 times their standard rate for hours worked over 40 hours. Only actual hours worked count towards the 40 hours; PTO and holiday hours are not included.

Planned overtime hours must be authorized in advance by a supervisor. An employee who works unauthorized overtime may face counseling or disciplinary action, up to and including termination.

3.5 Work Schedules

The normal work week for employees who work a full-time work schedule is generally Monday through Friday, beginning between 8:30 a.m. and 9:30 a.m. and ending at between 5:00 p.m. and 6:00 p.m. Your supervisor will set your work schedule with you to support an appropriate overlap of office hours and your work hours.

Any request to change the established work schedule must be approved in advance by the employee’s supervisor. A work schedule including hours outside of the normal work week may be established with the approval of the Partners, when such a schedule improves Allied8 services and programs.

3.6 Time and Attendance Records

Employees are required to maintain a profile on Harvest (https://allied8.harvestapp.com) and use this timekeeping software to track their time. Employees are required to show the total number of hours worked each day, including non-billable time. Billable time must be assigned to the appropriate client and project.

Each nonexempt employee is responsible for ensuring that their attendance and all their hours worked are recorded accurately using the online time tracking system. Nonexempt employees must accurately record all time worked, regardless of when and where the work is performed. Off-the-clock work (engaging in work assignments or duties that are not reported as time worked) is prohibited.

Exempt employees are to report hours taken for PTO hours and other leave for tracking purposes each time PTO or leave is taken using the online time tracking system.

Altering or falsifying your time or attendance records is prohibited and may result in disciplinary action, up to and including termination.

3.7 Payroll and Payroll Deductions

Pay periods are bi-weekly with payroll received via direct deposit. Pay dates are every other Friday. If the pay date lands on a holiday, payroll will be deposited on the closest business day before the holiday. Your pay advice is viewable online thru the Gusto portal.

Allied8 is required by law to make certain deductions from your pay each pay period, including deductions for federal income tax, Social Security and Medicare (FICA) taxes, premiums for state insurance programs, and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4. You may also authorize certain voluntary deductions from your paycheck where permissible under state law. Your deductions will be reflected in your wage statement. If you have any questions about deductions from your pay, contact Barbara Busetti.

Allied8 will not make deductions to your pay that are prohibited by federal, state, or local law. Review your paycheck for errors each pay period and immediately report any discrepancies to Barbara Busetti.

You will be reimbursed in full for any inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday. Allied8 will not retaliate against employees who report erroneous deductions in accordance with this policy.

3.8 Rest and Meal Breaks

Nonexempt employees are allowed a paid rest break of 10 minutes for each 4 hours worked. The rest break is to be taken as near as possible to the midpoint of the 4-hour period.

· Employees are allowed to take several “mini” breaks in each 4 hours of working time, if the mini breaks total 10 minutes this substitutes for a scheduled rest break. Examples of mini rest breaks are personal phone calls, using the restroom, eating a snack, personal conversations, and whenever there is not work to do for a few minutes during a work shift.

We schedule a 30-minute unpaid lunch break for non-exempt employees working over 5 hours in a shift.

3.9 Rehire

If your employment with Allied8 ends for any reason within the first 90 days of your employment and you are later rehired, you will be treated as a new employee. If your employment with Allied8 ends for any reason after completion of your first 90 days of employment and you are later rehired before 6 months from your separation date you will reinstated with your original date of hire. If you are rehired after 6 months of separation, you will be treated as a new employee and your date of hire will be the most recent date of hire.

If your employment ends for any reason and you are later rehired less than 12 months after separation you will be reinstated with any unused accrued PTO hours that you had as of your last day of your prior employment with us.

3.10 Access to Personnel & Medical Files

We maintain separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws and access is on a "need-to-know" basis only.

Employees may inspect their own personnel file in the presence of a representative of Allied8. Please contact Barbara Busetti or Leah Martin to schedule a time. Employees may not be allowed to view investigation records or any letters of reference that have been prepared or collected by management. Employees will be provided access to personnel records in accordance with applicable state law.

Only authorized members of management and partners have access to an employee's personnel file. However, Allied8 will cooperate with - and provide access to an employee's personnel file to - law enforcement officials or local, state, or federal agencies in accordance with applicable law.

All requests by an outside party for information contained in your personnel file will be directed to Barbara Busetti or Leah Martin.

3.11 Personal Data Changes

To better assist employees and/or their families in the event of personal emergencies, Allied8 needs to maintain up-to-date contact information. Maintaining accurate information in our files is also important for recordkeeping, payroll, and benefits related purposes.

Changes in name, address, telephone number, marital status, number of dependents, emergency contacts, next of kin and/or beneficiaries, and tax withholdings should be given to Barbara Busetti promptly.

Benefits Overview

Benefit plans offered by Allied8, are defined in legal documents such as insurance contracts and summary plan descriptions. If employees are offered benefits, and if a question arises about the nature and extent of plan benefits or if there is a conflict in language, the formal language of the plan documents govern, not the informal wording of this Handbook. Plan documents, if applicable, are available for employees' inspection. Allied8 and its designated benefit plan administrators reserve the right to determine eligibility, interpretation and administration of issues related to benefits offered by Allied8.

Employment benefits vary according to the position and status of the employee.

Full-time employees are eligible to receive all employment benefits provided they meet participation requirements and contribute their share of premiums. Part-time employees are eligible to receive employment benefits based on a pro-rated basis. Temporary employees are not entitled to any company benefits. 

Employees should contact Barbara Busetti for detailed benefits information.

4.1 Paid Time Off (PTO)

Paid Time Off is designed to give employees time needed away from your everyday work schedule. It is up to you to allocate how you will use it — for vacation, illness, caring for children, school activities, medical/dental appointments, personal business, or emergencies. Allied8 may require you to use any unused PTO during disability or family medical leave, or any other leave of absence, when permissible according to state and federal law.  

How PTO Accrues:

PTO accrues in ratio to hours worked, per following schedule:

     First year of employment:             3 weeks /1 year  =  120 hours PTO per 2080 hours  (2080 = 40 hours x 52 weeks) 

     After a full year of employment:    4 weeks /1 year  =  160 hours PTO per 2080 hours

Employees begin to accrue PTO at date of hire and are eligible to use accrued PTO hours after 90 days of employment.  An employee cannot apply to take more PTO hours than the PTO hours they have actually accrued.  (Accrued PTO Balance is posted with payroll).  Time off that exceeds accrued PTO time will be taken without compensation. If you have any questions regarding PTO — how to apply it to your timesheet, how much is available, or how it is accrued,— contact Barbara Busetti.

Using Your PTO

Exempt employees must take PTO in full day or half day increments, while non-exempt employees must take PTO in increments of at least one-quarter of an hour (15 minutes). If a paid holiday occurs during your scheduled PTO, the holiday will not count as PTO hours and will not be subtracted from your PTO balance.

Scheduling Use of PTO – Vacation & Personal Time

When scheduling PTO in advance for personal and vacation time off all requests must be coordinated and pre-approved, in advance. For approval send a request email to Barbara Busetti.

To request PTO for three (3) days or less please submit request at least 10 days in advance of time needed.

For PTO requests of longer than three (3) days your request should be made at least 30 days in advance.

PTO must be accrued and available for the request period.

While we will try to accommodate your request, all scheduling is subject to approval and not every PTO request may be granted. Requests will be reviewed based on several factors, including business needs and staffing requirements.

Scheduling Use of PTO – Paid Sick Leave

PTO is available for employees to care for their health, and the health of their family members. A “family member” includes: A child or parent (biological, adopted, foster, or step or legal guardian), a spouse, registered domestic partner, spouse’s parent, grandparent, grandchild or sibling.

When PTO is used for eligible sick leave purposes, such as for prescheduled appointments, requests in advance should be provided to your supervisor as soon as reasonably possible. If possible, notification should include the expected duration of the absence.

When PTO is used for eligible sick leave purposes, such as for an unplanned illness or injury, you are expected to call your supervisor as soon as possible; when possible before your scheduled work hours. If possible, notification should include the expected duration of the absence.

PTO hours may be used for sick leave for absences related to:

· The employee’s or a family member’s illness, injury, or health condition;

· The employee’s or a family member’s need for medical diagnosis, care, or treatment or preventative medical care; or

· If the employee or the employee’s family member is a victim of domestic violence, sexual assault, or stalking.

Carryover of PTO Hours

Annually employees may carry over up to 40 hours of unused accrued PTO hours to the next calendar year. Each year any accrued and unused PTO hours over 40 will be forfeited after December 31.

Separation from Employment

If your employment terminates after at least one full year of service and you have given a two-week notice, you will receive payment for your unused accrued PTO. If you have been terminated by Allied8 unused accrued PTO may not be paid. If you have been with Allied8 less than one year when your employment terminates, you will not receive payment for any unused accrued PTO. Accrued and unused PTO hours will not be converted to cash unless required by state law upon termination of your employment.

4.2 Holidays

If you are a full-time or regular part-time employee, and you would have normally been scheduled to work, you will receive a paid day off for the following holidays:

· January 1 (New Year's Day)

· Last Monday in May (Memorial Day)

· Juneteenth (June 19)

· July 4 (Independence Day)

· First Monday in September (Labor Day)

· Fourth Thursday in November (Thanksgiving Day)

· December 25 (Christmas Day)

When a holiday falls on a Saturday or Sunday it is observed on Friday or Monday in accordance with the federal holiday schedule.

Employees who wish to take additional days off to observe holidays outside Allied8’s holiday schedule may generally do so with advanced approval by Barbara Busetti. In these cases, the employee will not receive holiday compensation, but may elect to use any available paid time off.

Employees who are on a continuous leave of absence, temporary workers, and new hires who have not completed 90 days of employment are not eligible for holiday pay.

4.3 Health Insurance Benefits

Participation is voluntary. If you are a regular full-time employee (working a minimum of 30 hrs/week), you are eligible to receive medical, dental and vision insurance through Allied8's group plan. If you sign up to participate in the health insurance plan, benefits become effective on the 1st day of the month after completing one (1) full month of employment. To enroll an application must be completed and submitted prior to the effective date.  Timeframe for enrolling must comply with federal enrollment period, typically 60 days from a qualifying event.

Regular part-time and temporary employees are not eligible for this insurance coverage.

Allied8 will pay a portion of the eligible employees' premiums, based on the following chart:

Hours Worked: 0 - 19 hours/week

Health Plan Subsidy: not eligible for medical benefits

Hours Worked: 20-29 hours/week

Health Plan Subsidy: 50% of premium covered by Allied8

Hours Worked: 30-40 hours/week

Health Plan Subsidy: 75% of premium covered by Allied8

You will be responsible to pay 100% of the premium for your eligible enrolled dependents. 

Employee paid portion of premiums will be paid via payroll deduction with a portion paid from each payroll.

If you have questions about your medical coverage, please refer to the Summary Plan Description provided by the insurance carriers. If there is any conflict with other oral or written descriptions of these benefits, the descriptions in the plan documents and insurance contracts are the controlling source.

If you have any additions, deletions, address changes, or other changes to your insurance coverage, notify Barbara Busetti immediately. The insurance carrier restricts the addition of dependents to the plan, and depending on the circumstances, may limit such additions to the annual open enrollment period.

4.4 Retirement Benefits

Allied8 provides retirement benefits to eligible employees via a Simple IRA. Employees are eligible following completion of the initial 90 days introductory period.

Participation is voluntary. If an employee chooses to participate, they are able to make pretax contributions to their account through payroll. Allied8 will match a portion of employee contributions, based on annual income. The amount matched by Allied8 will be reviewed periodically. Currently Allied8 matches employee contributions up to 3% of the employee's annual income.

Allied8 can direct employees to general SIMPLE IRA plan information. Allied8 is not responsible for the performance of individual funds or account diversity. Participating employees are encouraged to educate themselves on the options available, and to seek the council of a financial advisor as necessary. Employees wanting enrollment information on the retirement benefits should contact Barbara Busetti.

4.5 Unemployment Compensation Insurance

Unemployment compensation insurance is paid for by Allied8 and provides temporary income for employees who have lost their job under certain circumstances. Your eligibility for unemployment compensation will be determined by your state’s employment department, and in part, be determined by the reasons for your separation from Allied8.

4.6 Social Security Benefits

The federal government provides Social Security (FICA) and Medicare benefits when you reach retirement age. These programs may also provide disability income for various categories of employed and dependent persons. This program is funded by deductions made from your paycheck and a matching amount that is paid by Allied8 on your behalf. If you have questions regarding Social Security, contact the Social Security Administration.

4.7 Workers' Compensation Insurance

As required by law, Allied8 provides workers’ compensation benefits for the protection of employees with work-related injuries or illnesses.

Workers’ compensation is a no-fault system designed to provide benefits to all employees for work-related injuries. Workers' compensation insurance coverage is paid for by employers and governed by state law. The workers' compensation system provides for coverage of medical treatment and expenses, occupational disability leave, and rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job while working at Allied8, no matter how slightly, you are to report the incident immediately to Barbara Busetti. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

4.8 Education Allowance

To encourage and support professional development Allied8 offers financial assistance for continued-education workshops and seminars. You may also be eligible for study material for licensing exams. For pre-approval submit the course details to Leah Martin. Determination will be made if the education is eligible for pre-payment by Allied8 or reimbursement following completion of the workshop/seminar and/or exam.

4.9 Commuter Benefits

To encourage use of mass transportation Allied8 offers ORCA card subsidies. Contact Leah Martin for eligible parking and ORCA options available. 

6.1   Code of Conduct

We are all representatives of Allied8 in the eyes of our clients and the public. This places an important responsibility on us. Because your conduct is critical to your success and that of Allied8, you are expected to maintain the highest standards of personal and professional conduct. Conduct that brings discredit to Allied8 or is offensive to customers or fellow employees will not be tolerated whether it occurs on or off company time or company property.

We expect all employees to uphold the following Code of Conduct:

· Act with honesty and integrity in all communications with coworkers, supervisors, and clients.

· Treat clients and coworkers with respect always.

· Avoid gossip, which can damage morale and confidentiality.

· Uphold the core values of Alleid8 always.

When management finds that an employee’s conduct is not acceptable, disciplinary action may be taken. This may range from informal discussion with the employee, up to immediate termination. Allied8 will consider, in its opinion, the seriousness of the situation, the employee’s work history, and other relevant factors.

6.2   Conflicts of Interest

Employees must conduct themselves in such a way as to avoid actual or potential conflicts of interest. The following are examples of prohibited conflicts of interest in any aspect of their jobs:

· Receiving from or giving to any supplier, customer or competitor gifts, gratuities, special allowances, discounts or other advantages not generally available to employees of Allied8;

· Having any significant direct or indirect personal interest in a business transaction involving Allied8;

· Conducting outside activities that materially detract from or interfere with the full and timely performance of an employee's services for Allied8.

If an employee finds that they have, or are considering the assumption of, a financial interest or outside employment relationship that might involve a conflict of interest, or if the employee is in doubt concerning the proper application of this policy, they should promptly discuss the matter with Leah Martin and refrain from exercising responsibility on Allied8's behalf in any manner that might reasonably be considered to be affected by any adverse interest.

Failure to disclose the fact of a conflict or potential conflict may constitute grounds for disciplinary action.

This policy in no way prohibits employee affiliations or activities communications that are protected under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the National Labor Relations Act, which includes the right of employees to organize collectively and to speak with others about their terms and conditions of employment.

6.3   Outside Employment

Allied8 respects each employee's right to engage in activities outside of employment such as those that are of a personal or private nature, to the extent that such activities do not create a conflict of interest as described in the Conflicts of Interest policy set forth in this Handbook or adversely affect the employee's ability to perform their job. Under certain circumstances, if an employee's personal conduct begins to adversely affect their performance on the job or begins to make it impossible for them to carry out any or all of their job duties while at work, appropriate disciplinary action up to and including termination of employment may be appropriate.

An example of an activity that might adversely affect an employee's ability to perform their job duties is outside employment. While Allied8 does not prohibit employees from holding other jobs, the following types of outside employment are prohibited:

· Employment that conflicts with the employee's work schedule, duties and responsibilities or creates an actual conflict of interest;

· Employment that impairs or has a detrimental effect on the employee's work performance with Allied8;

· Employment that requires employees to conduct work or related activities during working times or using any of Allied8's tools, materials, or equipment; and

· Employment that directly or indirectly competes with the business or the interests of Allied8.

For the purposes of this policy, self-employment is considered outside employment. Allied8 will not assume any responsibility for employees' outside employment. Specifically, Allied8 will not provide workers' compensation coverage or any other benefit for injuries occurring from, or arising out of, such outside employment.

6.4   Appearance and Attire Standards

Employees are expected to dress appropriately for their individual work responsibilities, the environment and position while representing Allied8 in a professional manner. You are expected to maintain personal hygiene habits that are generally accepted in the community, i.e. clean clothing, good grooming and personal hygiene. 

For your personal safety when you are at a work site you are to be dressed in appropriate footwear and attire for the site. You must coordinate in advance with the site supervisor for information regarding the appropriate safety attire for each specific site.

6.5   Measuring and Rewarding Performance

We meet with each team member twice a year, usually in May and November to review performance. The objective is to review past performance. This will include utilization rates and stated goals as targeted in the previous meeting. During this meeting we will set new goals for the upcoming six (6) month period. We invite you to tell us your goals so that we may align our targets, workload, project assignments, and continued education with how you want to grow.

At any time if you are interested in an update on your performance, you are encouraged to ask your supervisor for feedback. Your supervisor also can assist you with recommendations for strengthening deficiencies, plans for improvement or growth as may be deemed appropriate. 

A performance review does not imply there will be an adjustment to your salary or wage. Written performance evaluations may be made at any time to advise employees of unacceptable performance.

Semi-annually we will determine bonuses based on individual performance and financial performance of the business. Awarded semi-annual bonuses are usually paid with the first pay period in June and the first pay period in December. We may review your base rate annually.

6.6   Disciplinary Action

Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Discipline may not be progressive and may take the form of oral warnings, written warnings, probation, suspension, demotion, discharge, removal, or some other disciplinary action, in no particular order. The course of action will be determined by Allied8 at its sole discretion as it deems appropriate.

6.7   Outside Employment

As a full-time exempt or non-exempt employee, we expect that your position with Allied8 is your primary job. We acknowledge that you may wish to engage in outside employment that is secondary to your primary job with us. Prior to accepting outside employment, you are to notify your supervisor of the proposed outside employment. Notification should include company name, position, and work schedule, to be approved, in advance, by your supervisor. Any activities related to outside employment must be conducted separately from your Allied8 duties.

6.8   Workplace Bullying

Allied8 does not tolerate bullying behavior. Individuals who engage in workplace bullying may be disciplined, up to and including termination of employment.

Workplace bullying is the use of force, threats, or coercion to abuse, intimidate, or humiliate another employee. Workplace bullying includes, but is not limited to, the following:

· Verbal abuse, such as the use of patently offensive, demeaning and harmful derogatory remarks, insults and epithets;

· Verbal or physical conduct that is threatening, intimidating or obscene;

· Pushing, shoving, kicking, poking, tripping, assaulting, or threatening physical assault, or intentionally damaging a person's work area or property; or

· Sabotaging, or deliberately subverting, obstructing or disrupting another person's work performance.

Cyberbullying refers to bullying, as defined above, that occurs through the use of a computer, cell phone, smartphone, tablet, or other device that transmits electronic information, regardless of whether the device is owned by or located at Allied8 or connected to Allied8's network. Cyberbullying is also prohibited.

This policy in no way prohibits employees from engaging in activities that are protected under applicable state and federal laws, including but not limited to any activity that is protected under Section 7 of the National Labor Relations Act, which includes the right of employees to speak with others, engage in workplace debates and protest about their terms and conditions of employment.

Reporting and Response

Employees who are subject to, or witness, workplace bullying are encouraged to notify Barbara Busetti immediately. Allied8 will promptly investigate the complaint. Allied8 will maintain confidentiality to the extent possible, consistent with its commitment to investigating the complaint promptly and thoroughly.

If the complaint is verified, Allied8 will take appropriate remedial and disciplinary action, which may include, but is not limited to, verbal or written warnings, suspension, termination of employment, counseling, and other actions. Allied8 will also report to law enforcement, if appropriate. The complaining party will be advised of the results of the investigation.

Anti-Retaliation

Allied8 strictly prohibits retaliation against an employee for making a good-faith claim of bullying or for participating in good faith in an investigation of bullying. 

7.1   Confidential Information, Confidentiality and Company Records

The protection of confidential business information is vital to the interests and success of Allied8. Confidential information is any and all information disclosed to or known to you because of employment with Allied8 that is not generally known to people outside the company about its business. A partial list of examples may include: Customer Lists, Customer Personal Data, CAD or BIM Files, Pricing and Financial Information, and Internal Processes.

Any breach in the confidentiality of business or customer information will not be tolerated. An employee who improperly uses or discloses confidential information will be subject to disciplinary action up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

7.2   Hybrid Work Policy

Allied8 strives to create an office environment that is welcoming, productive, and fun. We believe in the value of in-person collaboration and meetings. We also believe in the value of having some flexibility on both work environments and schedules. Accordingly, Allied8 has enabled the capacity of its employees to work remotely and is in support a hybrid in-office/remote work schedule. Given the various roles/ responsibilities in the office, and everyone’s different personal circumstances, we work with each employee to identify the appropriate balance of in-person vs. remote work time on a case-by-case basis.

Expected Level of Attendance at the Workplace

The actual number of days per week each employee spends at the on-site workplace compared with working remotely will vary, depending on:

· Their individual circumstances;

· The nature of their role;

· What is happening within their role and team at any particular time; and

· The needs of the organization, including advancing its core mission, goals and objectives, and the available resources at on-site locations.

Employees may be required to be on-site on particular days. Ideally there will be at least one person in the office on most days to welcome clients and accept deliveries. Other required in-office activities may be for in-person training, collaboration, or meetings.

Working Hours and Schedules

Each employee is expected to manage their time and working hours for their role. Working hours are subject to client-based needs and company-based needs. Whether in-office or remote, working hours are to be dedicated to billable work activities. Employees should not permit non-work-related events and activities to disrupt or interfere with their work time.

Nonexempt Employees: Hybrid or fully remote employees are not exempt from the overtime requirements of the Fair Labor Standards Act, and therefore must comply with all recordkeeping requirements. Nonexempt remote employees must accurately record and timely report all working time as a condition of continued participation in the remote work program. A supervisor must approve, in advance, any hours worked in excess of those specified per day and per week, in accordance with local, state and federal requirements. Allied8 may revoke the remote working privileges of any employee failing to comply with this requirement.

All Other Policies Apply

An employee on a hybrid work arrangement remains obligated to comply with Allied8 rules, standards, policies, practices, and instructions that would apply if the employee were working at an on-site workplace.

Requests for Leave: Unless a flexible schedule is agreed to, employees should not permit non-work-related events and activities to disrupt or interfere with scheduled work time. Requests to use PTO or other leave must be approved in the same manner as an employee working on site. For example, if personal or family needs create a distraction from completing work, employees are to report billable hours actually worked and use PTO for half days or full days not worked. For exempt employees, hours can vary between days of the week as long as the work and billable hours are completed. When needed for flexibility exempt employees may use available PTO in 4-hour increments.

Equipment

On a case-by-case basis, and subject to change at any time, Allied8 will determine what equipment, if any, to provide to the employee to facilitate the hybrid working arrangement. Allied8 accepts no responsibility for theft, loss, damage or repairs to employee-owned equipment. Any equipment that Allied8 provides to an employee as part of a hybrid or remote working arrangement shall remain the property of Allied8, and Allied8 will maintain that equipment. This equipment must be used for business purposes only. Depending on the circumstances, the employee may be responsible for any theft, damage or loss of property belonging to Allied8. Unless otherwise agreed to in advance in writing, Allied8 will not be responsible for any other costs the employee may incur while working remotely.

Health and Safety

The hybrid worker should designate a workspace at the off-site work area for installation of any equipment to be used while working remotely. This workspace should be maintained in a safe condition, free from hazards to people and equipment. The employee will report immediately any injury sustained while working remotely to their supervisor. 

Data Protection and Security

Employees who are working remotely as part of a hybrid work schedule are responsible for keeping information associated with the organization secure at all times. Specifically, hybrid workers are under a duty to:

· Engage in best practices and follow internal security protocols with respect to employer data and confidential business information;

· Keep all hard copies of work-related documentation secure, including keeping documents locked away at all times except when in use; and

· Ensure that work-related information is safeguarded when working in public spaces, for example by:

o    Positioning devices so that others cannot see the screen and/or using privacy screen if appropriate;

o    Not leaving devices, laptops or other equipment unattended; and

o    Not having confidential/business-sensitive conversations in public spaces.

In addition, any devices and equipment provided by Allied8 must be used for work-related purposes only and must not be used by any other household member or third party at any time or for any purpose.

Location of Work

If an employee wishes to work from a location other than their primary location for a period of longer than 10 business days a request for approval must be submitted. There may be legal implication for Allied8 and the employee when an employee works remotely from another state for a period of time.

Duration of the Hybrid Work Arrangement

All hybrid work arrangements are granted on a revocable basis. Consequently, in its sole discretion, Allied8 may discontinue any hybrid working arrangement at any time, although reasonable advance notice will be provided where practicable. Unless other arrangements have been made, upon termination of the hybrid working arrangement or employment, whichever is first, the employee must return all company property to Allied8 in good working order, less any normal wear and tear.

Allied8 can revise or revoke this policy at any time at its sole discretion.

7.3   Business Expenses and Reimbursements

Employees are authorized to use the Allied8 credit card to pay for ride-share services (Uber, Lyft) for work-related trips to job sites, client meetings, or travel to attend approved continued education.

Allied8 employees will be reimbursed for documented out-of-pocket expenses made on behalf of Allied8 that are pre-approved by the employee’s supervisor. Such expenses may include travel expenses, parking charges, conference and meeting fees, and work-related meals. Automobile mileage incurred while on Allied8 business will be reimbursed at the federal reimbursement rate. However, Allied8 will not reimburse employees for automobile mileage incurred between the employee’s residence and place of work.

Except as otherwise approved, Allied8 generally provides reimbursement for pre-approved, reasonable expenses once per month at the end of the month.

Inappropriate or unauthorized use of the Allied8 credit card or falsifying expense reports to reflect costs not incurred by the employee, may result in disciplinary action, up to and including termination of employment.

7.4   Driving for Business

To be authorized to drive a personal or rental vehicle for business purposes an employee must possess a valid driver's license, acceptable driving record, and appropriate insurance coverage.

State law requires all motorists to carry auto liability insurance. It is against the law to drive without insurance. Employees using their own vehicle as a part of their employment duties must provide management with a current proof of insurance statement or card. A new proof of insurance is required every time your policy expires and renews.

It is your responsibility to provide a copy of your current driver's license and insurance coverage for your personnel file.

Allied8 may run a motor vehicle department check to determine an employee's driving record. Any changes in your driving record, including, but not limited to, driving infractions, or changes to your insurance policy, must be reported to Allied8. Suspensions or revocations must be reported immediately.

7.5   Cell Phone Use/Texting While Driving

Allied8 prohibits employees from using cellular phones for business reasons while driving or for any reason while driving for work-related purposes. Employees should also be aware that using a personal electronic device with either hand or both hands while driving is a violation of state law, in addition to being a violation of company policy. However, employees are permitted under the law to use a personal electronic device while driving to contact emergency services.

7.6   Use of Company Electronic Resources

This policy describes Allied8's general guidelines for using its electronic resources, including electronic mail (email), voicemail, internet access and computer systems.

Employees should use Allied8's electronic resources with the understanding that these resources are provided for the benefit of Allied8's business. Employees may use company electronic resources for personal use, during nonwork times, as long as such use complies with company rules and applicable law. Employees should never use the Company's electronic resources for personal use in a manner that interferes with their work duties or any responsibilities to customers.

Sending, saving, accessing, or viewing obscene or similarly offensive material on Allied8's electronic resources is prohibited. Messages stored and/or transmitted by Allied8's electronic resources, including the computer, voicemail, email, or the telephone system, must not contain content that may reasonably be considered to be obscene or other patently offensive material. Prohibited material includes, but is not limited to, sexual comments, jokes or images, racial slurs, gender-specific comments, or any comments, jokes or images that would discriminate against or harass someone on the basis of their race, color, sex, age, national origin or ancestry, disability, or any other category protected by federal, state or local law.

Likewise, any use of the internet, email, or any other electronic resource to engage in harassment or discrimination prohibited Allied8's policies is unlawful and strictly prohibited. Violators may be subject to discipline, up to and including termination of employment.

Unless otherwise noted, all software on the internet should be considered copyrighted work. Therefore, employees are prohibited from downloading software and/or modifying any such files without permission from the copyright holder.

No Solicitation

Allied8's electronic resources must not be used for solicitation purposes during working time. Allied8's no solicitation rule applies to the use of electronic resources.

Software Code of Ethics

Employees may not duplicate any licenses, software, or related documentation for use either on Allied8's premises or elsewhere unless Allied8 is expressly authorized to do so by agreement with the licenser. Unauthorized duplication of software may subject users and/or Allied8 to both civil and criminal penalties under the United States Copyright Act. Employees may not give software to any outsiders including contractors, customers or others. Employees may use software on local area networks or on multiple machines only in accordance with applicable license agreements. Employees may not download software from the internet and install it on their computers.

Allied8 reserves the right to audit any company computer to determine what software is installed on the local drive(s).

Employee Responsibility

Each employee is responsible for the content of all text, audio, or images that they place or send using Allied8's electronic resources. The same standards should be utilized for the creation of email messages in connection with an employee's work as would be utilized for other company correspondence or memoranda.

Computer and Systems Security

All computers owned by Allied8 and the data stored on them are, and remain at all times, the property of Allied8. As such, all messages created, sent, or retrieved over the internet or Allied8's electronic mail systems are the property of Allied8, and should be considered company information. Allied8 reserves the right to retrieve and read any message composed, sent, or received using Allied8's electronic resources, including all computer equipment and the electronic mail system, for any business reason, including but not limited to, ensuring compliance with this and all company policies.

Employees should be aware that even when a message is deleted or erased, it is still possible to recreate the message; therefore, ultimate privacy of a message cannot be ensured to anyone. Accordingly, internet and email messages are not private. Furthermore, all communications including text and images can be disclosed to law enforcement or other third parties without prior consent of the sender or the receiver.

Employees should also be aware that duplicates of email transmitted through a personal, web-based email account using company equipment could be stored on that equipment; likewise, information regarding internet sites that an employee has accessed may also be stored.

Email Content Screening

Allied8 maintains the right to screen all inbound and outbound email content. Email messages or attachments that contain obscene or similarly offensive material may be quarantined and held from transmission or receipt until the sender or recipient can verify the message or attached document is work related.

Allied8 may, in its discretion, review communications to and from a personal account, subject to state laws regarding attorney-client communications.

If an employee wants to communicate with an attorney or send an otherwise confidential piece of communication that they do not want Allied8 to monitor, the employee should consider using a personal email address and personal computer equipment. If an employee does use company equipment, they consent to any monitoring by Allied8 and should understand that they have no right to privacy with respect to such communications, to the extent permissible under applicable law.

Virus Protection

To prevent computer viruses from being transmitted through the system, employees are not authorized to download any software from the internet onto Allied8's computers or any drive in that computer.

Allied8 maintains virus protection software on all network servers and filters all inbound and outbound email for virus attachments.

8.1   Work Related Injury or Illness

At all times an employee’s health and safety should be considered first. Report every injury, regardless of how minor, to a supervisor immediately. In the event of a work-related injury, illness, or an accident while on company business, please notify your supervisor immediately or as soon as practical.

In the event of an auto accident while driving a personal vehicle for business, employees must notify a Partner immediately.

Depending on the injury or accident you may be required to provide additional information and/or participate in an investigation of the incident. 

Physical discomfort caused by repetitive tasks must also be reported. For more information about on the job injuries, refer to the worker’s compensation section of this handbook.

8.2   Drug and Alcohol-Free Workplace

Allied8 is committed to providing a safe, healthy, and productive work environment. Consistent with this commitment, it is the intent of Allied8 to maintain a drug and alcohol-free workplace. Being under the influence of alcohol, illegal drugs (as classified under federal, state, or local laws), or other impairing substances while on the job may pose a serious health and safety risk to others, and will not be tolerated.

Prohibited Conduct

Allied8 expressly prohibits employees from engaging in the following activities when they are on duty or conducting Allied8 business or on company premises (whether or not they are working):

· The use, abuse, or being under the influence of alcohol, illegal drugs, or other impairing substances.

· The possession, sale, purchase, transfer, or transit of any illegal or unauthorized drug, including prescription medication that is not prescribed to the individual, or drug-related paraphernalia.

· The illegal use or abuse of prescription drugs.

While the use of marijuana has been legalized under some state laws for medicinal and/or recreational uses, it remains an illegal drug under federal law. Allied8 does not discriminate against employees solely on the basis of their lawful off-duty use of marijuana. You may not consume or be under the influence of marijuana while on duty or at work. If you have a valid prescription for medical marijuana, refer to the Company Disability Accommodation policy for additional information.

Nothing in this policy is meant to prohibit your appropriate use of over-the-counter medication or other medication that can legally be prescribed under both federal and state law, if it does not impair your job performance or safety or the safety of others. If you take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a disability, inform your supervisors if you believe the medication may impair your job performance, safety, or the safety of others or if you believe you need a reasonable accommodation before reporting to work while under the influence of that medication.

Employer-Sponsored Events

From time to time, Allied8 may sponsor social or business-related events where alcohol may be served. This policy does not prohibit the use or consumption of alcohol at these events. However, if you choose to consume alcohol at such events, you must do so responsibly and maintain your obligation to conduct yourself properly and professionally at all times.

Violations

Violation of this policy may result in disciplinary action, up to and including termination of employment.

8.3   Smoke-Free Workplace

Allied8 prohibits smoking in the workplace and in any area that is within 25 feet of an enclosed work area. Employees wishing to smoke must do so outside of company facilities and at least 25 feet away from enclosed work areas during scheduled work breaks.

Employees who observe other individuals smoking in the workplace in violation of this policy have a right to object and should report the violation to their supervisor or another member of management. Employees will not be disciplined or retaliated against for reporting smoking that violates state law or this policy.

Employees who violate this policy will be subject to disciplinary action up to and including termination of employment.

10.1 Final Paycheck

In accordance with California law when you resign from Allied8 your final paycheck will be paid within 72 hours of the separation date, or immediately for employees who give 72 hours’ notice of separation.

If Allied8 terminates your employment your final paycheck is be paid immediately.

For all employees accrued and unused PTO will be paid on the final paycheck.

10.2 Equal Employment Opportunity

Allied8 is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination and harassment against employees, applicants for employment, individuals providing services in the workplace pursuant to a contract, unpaid interns and volunteers based on their actual or perceived: race (including traits historically associated with race, such as hair texture and protective hairstyles), religious creed, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status (including registered domestic partnership status), sex and gender (including pregnancy, childbirth, lactation and related medical conditions), gender identity and gender expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), age (40 and over), sexual orientation, Civil Air Patrol status, military or veteran status and any other consideration protected by federal, state or local law (collectively referred to as "protected characteristics").

For purposes of this policy, discrimination on the basis of "national origin" also includes discrimination against an individual because that person holds or presents the California driver's license issued to those who cannot document their lawful presence in the United States, as well as discrimination based upon any of the following:

· An individual's or individual's ancestors' actual or perceived physical, cultural or linguistic characteristics associated with a national origin group;

· Marriage to or association with individuals of a national origin group;

· Tribal affiliation;

· Membership in or association with an organization identified with or seeking to promote the interests of a national origin group;

· Attendance or participation in schools, churches, temples, mosques or other religious institutions generally used by persons of a national origin group; or

· A name that is associated with a national origin group.

An employee's or applicant for employment's immigration status will not be considered for any employment purpose except as necessary to comply with federal, state or local law.

The Company allows employees to self-identify their preferred gender, name and/or pronoun, including gender-neutral pronouns. The Company will use an employee's gender or legal name as indicated on a government-issued identification document, only as necessary to meet an obligation mandated by law. Otherwise, the Company will identify the employee in accordance with the employee's current gender identity and preferred name.

The Company will not tolerate discrimination or harassment based upon these protected characteristics or any other characteristic protected by applicable federal, state or local law. The Company also does not retaliate or otherwise discriminate against applicants or employees who request a reasonable accommodation for reasons related to disability or religion. Our commitment to equal employment opportunity applies to all persons involved in our operations and prohibits unlawful discrimination and harassment by any employee (including supervisors and co-workers), agent, client, customer or vendor.

The federal Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH) will accept and investigate charges of unlawful discrimination or harassment at no charge to the complaining party. Information may be located by visiting the agency website at www.eeoc.gov or www.dfeh.ca.gov.

10.3 Accommodation for Victims of Domestic Violence, Sexual Assault or Stalking

Allied8 will make reasonable accommodations for any employee who reports that they are the victim of domestic violence, sexual assault or stalking and requests that the Company accommodate their safety while at work, unless providing the accommodation will impose an undue hardship on the company's business operations or violates the company's duty to provide a safe and healthy working environment for all employees.

Reasonable accommodations may include, but are not limited to: a transfer; reassignment; modified work schedule; change in work telephone number; change in work station; installed lock; assistance in documenting domestic violence, sexual assault, stalking or other crime that occurs at the workplace; implemented safety procedures; or any other adjustment to a job structure, workplace facility or work requirement in response to domestic violence, sexual assault, stalking or other crime, or referral to a victim assistance organization. The Company will engage in a timely, good-faith and interactive process with the employee to identify effective reasonable accommodations.

Employees may also be entitled to a leave of absence under the company's Crime Victim Leave policy and should consult Leah Martin for additional information.

The Company may request that an employee provide a written statement signed by the employee (or an individual acting on behalf of the employee) certifying that the requested accommodation is for the employee's safety while at work. The Company may also require an employee to provide a certification that the employee is the victim of domestic violence, sexual assault or stalking and may request recertification every six months. Any of the following will be considered sufficient certification: a police report indicating the employee was a victim; a court order protecting or separating the employee from the perpetrator, or other evidence from the court or prosecuting attorney that the employee has appeared in court; documentation from a licensed medical professional, domestic violence counselor, sexual assault counselor, victim advocate, licensed health care provider or counselor that the employee was undergoing treatment or receiving services for physical or mental injuries; or any other form of documentation that reasonably verifies that the incident occurred, including but not limited to, a written statement signed by the employee, or an individual acting on the employee's behalf, certifying that the absence is for an authorized purpose.

Employees must notify the Company if their needs change or if they no longer need an accommodation.

The Company will keep all information submitted in connection with an employee's request for an accommodation confidential to the extent permissible by law. If the law requires disclosure of information, the Company will notify the employee before any information is released.

The Company will not discriminate or retaliate against any employee because of the individual's status as a victim of domestic violence, sexual assault or stalking, if the employee provides the Company notice of such status, the Company has actual knowledge of such status or the employee requests a reasonable accommodation in accordance with this policy.

Employees who have questions about this policy or who wish to request a reasonable accommodation under this policy should contact Leah Martin.

10.4 Paid Sick and Safe Time

Allied8 provides Paid Time Off (PTO) (Benefits Section 4) which meets the requirements of California’s Healthy Workplaces, Healthy Families Act (HWHFA).

Reasons for Leave

Sick leave may be taken for the following reasons:

· The diagnosis, care, or treatment of an existing health condition or preventive care for you or your family member.

· To seek care, psychological counseling, shelter or support services, safety-related measures, or any relief, including restraining orders, to help ensure your own or your child's health, safety, or welfare if you or your child is a victim of domestic violence, sexual assault, or stalking.

For purposes of this policy, "family members" include a:

· Spouse;

· Biological, adopted or foster child, stepchild, legal ward or a child to whom the employee stands in loco parentis;

· Biological, adoptive or foster parent, stepparent, a legal guardian of an employee or the employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child;

· Sibling;

· Grandparent or grandchild; and

· Registered domestic partner (as defined by state or local law), as well as the child or parent of a registered domestic partner.

The definition of "child" applies irrespective of a child's age or dependency status.

No Discrimination or Retaliation

The Company prohibits discrimination and/or retaliation against employees for requesting or using paid sick and safe time for authorized circumstances, for making a complaint or for informing a person about a suspected violation of this policy. Likewise, the Company prohibits discrimination and/or retaliation for cooperating with city or state officials in investigating claimed violations of any paid sick leave law (including the HWHFA); cooperating or participating in any investigation, administrative hearing or judicial action regarding an alleged violation; opposing any policy or practice that is prohibited by any paid sick leave law; or informing any person of their potential rights under the law.

10.5 Family Care and Medical Leave

The Company will grant family care and medical leave to employees in accordance with the requirements of the California Family Rights Act (CFRA). All questions concerning this policy should be directed to Leah Martin.

Employee Eligibility

To be eligible for CFRA leave, employees must have been employed by the Company for a total of at least 12 months (52 weeks) at any time prior to the commencement of the leave and have worked at least 1,250 hours over the previous 12 months as of the start of the leave.

Qualifying Reasons For Leave

Eligible employees may request leave under the CFRA for one or more of the following reasons:

· For the birth of an employee's child or the placement of a child with the employee for foster care or adoption, so long as the leave is completed within 12 months of the birth or placement of the child;

· To care for the employee's spouse or registered domestic partner, child (regardless of age or dependency status), parent, grandparent, grandchild, or sibling, with a serious health condition;

· For the employee's own serious health condition that renders the employee unable to perform the functions of their position, except for leave taken for disability from pregnancy, childbirth or a related medical condition; or

· For a qualifying exigency related to the covered active duty or call to covered active duty of an employee's spouse, domestic partner, child, or parent in the US Armed Forces.

For purposes of this policy, a "parent" includes a biological, foster or adoptive parent, a stepparent, a parent-in-law, a legal guardian or other person who stood in loco parentis to the employee when the employee was a child. A "sibling" is a person related to another person by blood, adoption or affinity through a common legal or biological parent.

"Serious health condition" means an illness, injury (including, but not limited to, on-the-job injuries), impairment or physical or mental condition that involves either:

· Inpatient care (including, but not limited to, substance abuse treatment) in a hospital, hospice or residential medical care facility, including any period of incapacity (that is, inability to work, attend school or perform other regular daily activities) or any subsequent treatment in connection with this inpatient care; or

· Continuing treatment (including, but not limited to, substance abuse treatment) or continuing supervision by a health care provider that includes one or more of the following:

• • • A period of incapacity (that is, inability to work, attend school or perform other regular daily activities due to a serious health condition, its treatment or the recovery that it requires) of more than three consecutive calendar days, and any subsequent treatment or period of incapacity relating to the same condition, that also involves treatment two or more times via an in-person visit to a health care provider, or at least one visit to a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider;

    • Any period of incapacity or treatment for incapacity due to a chronic serious health condition that requires periodic visits to a health care provider, continues over an extended period of time and may cause episodic incapacity;

    • A period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective, such as Alzheimer's, a severe stroke and the terminal stages of a disease; or

    • Any period of absence to receive multiple treatments (including any period of recovery) by a health care provider either for (a) restorative surgery after an accident or other injury; or (b) a condition that would likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment.

Length of Leave

Employees are entitled to a maximum of 12 workweeks of CFRA leave in a 12-month period. The 12-month period is measured from the date the employee first uses any CFRA leave.

CFRA leave is not available when an employee is disabled by pregnancy, childbirth or a related condition. However, employees disabled by pregnancy, childbirth or a related medical condition may be entitled to pregnancy disability leave under California law.

CFRA leave is in addition to and will not run concurrently with leave taken in accordance with California's pregnancy disability leave law.

When CFRA leave is for the birth or placement of a child and both parents work for the Company, they will each be allowed up to 12 weeks of CFRA leave within 12 months of the child's birth or placement.

When the reason for CFRA leave is the employee's serious health condition, which also constitutes a "disability" under California's Fair Employment and Housing Act (FEHA), and the employee cannot return to work at the conclusion of the CFRA leave, the Company will engage in an interactive process to determine whether an extension of leave would be a reasonable accommodation under the FEHA.

Intermittent or Reduced Schedule Leave

Under some circumstances, employees may take CFRA leave intermittently, which means taking leave in blocks of time or reducing the employee's normal weekly or daily work schedule. An employee may take leave intermittently or on a reduced schedule whenever it is medically necessary to care for the employee's child, parent, spouse, registered domestic partner or registered domestic partner's child with a serious health condition or because the employee has a serious health condition. The medical necessity of the leave must be determined by the health care provider of the person with the serious health condition.

Intermittent or reduced schedule leave may also be taken for absences where the employee or their family member is incapacitated or unable to perform the essential functions of the job because of a chronic serious health condition, even if the person does not receive treatment by a health care provider.

Leave due to military exigencies may also be taken on an intermittent or reduced leave schedule basis. Employees who take leave intermittently or on a reduced work schedule basis for planned medical treatment must make a reasonable effort to schedule the leave so as not to unduly disrupt the Company's operations. Please contact Leah Martin prior to scheduling medical treatment. If CFRA Leave is taken intermittently or on a reduced schedule basis due to planned medical treatment, the Company may require employees to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave.

If an employee using intermittent leave or working a reduced schedule finds it physically impossible to start or stop work mid-way through a shift in order to take CFRA leave and is therefore forced to be absent for the entire shift, the entire period will be counted against the employee's CFRA entitlement. However, if there are other aspects of work that the employee is able to perform that are not physically impossible, then the employee will be permitted to return to work, thereby reducing the amount of time to be charged to the employee's CFRA entitlement.

Requesting Leave

Employees who wish to take planned family care or medical leave must notify Leah Martin with reasonable promptness when they become aware of the need for leave and should identify the planned dates of the leave. The Company may require employees to provide written notice of the need for leave, except where written notice is not possible because of the need for immediate health care consultation or treatment.

When the need for the leave is foreseeable (such as for the expected birth or placement of a child), employees must, if possible, provide at least 30 days' advance notice. For events that are unforeseeable, employees should notify Leah Martin (at least verbally) as soon as they learn of the need for leave

Employees who need CFRA leave that is foreseeable due to a planned medical treatment should make reasonable efforts to schedule leave to avoid disruption to Company operations.

In addition to other notice provisions, employees requesting leave for CFRA qualifying reasons must respond to any questions designed to determine whether an absence is potentially qualifying for leave under this policy. Failure to respond to permissible inquiries regarding the leave request may result in denial of CFRA leave protections.

Certification of Health Care Provider

When the leave relates to medical issues (i.e., the serious health condition of an employee or family member), employees will be required to provide a medical certification within 15 calendar days of the Company's request, unless it is not practicable to do so. Employees on CFRA leave for their own or a family member's serious health condition may be required to provide a recertification when the original certification expires, if additional leave is requested.

If an employee fails to return to work at the leave's expiration and has not obtained an extension of the leave, the Company may presume that the employee does not plan to return to work and has voluntarily terminated their employment.

Benefits

The Company will continue making contributions for an employee's group health benefits during a leave on the same terms as if the employee had continued to work. This means that, if an employee wants benefits coverage to continue during CFRA leave, the employee must continue to make any premium payments they were required to make for themselves or their dependents prior to the leave. Employees will generally be provided with group health benefits for a 12-workweek period. In some instances, the Company may recover premiums it paid on an employee's behalf to maintain health coverage if the employee fails to return to work following CFRA leave for reasons other than the continuation, recurrence, or onset of a serious health condition or circumstances beyond the employee's control.

An employee's length of service will remain intact, but benefits such as PTO may not accrue while on an unpaid CFRA leave.

No loss of benefits accrued prior to the leave will occur as a result of leave under the CFRA, but employees are not entitled to any benefit or position that they would not have been entitled to if they did not take the leave.

Compensation During Leave

Leave taken under this policy is generally unpaid, although depending upon the circumstances, employees may be eligible to receive benefits through state-sponsored programs.  Also, employees may choose to use accrued PTO, to the extent permitted by law and the Company's policy. If employees elect to have wage-replacement benefits and accrued paid leave integrated, the integration may be arranged such that employees will receive no greater compensation than their regular compensation during this period. The use of paid benefits will not extend the length of CFRA leave.

Job Reinstatement

Under most circumstances, employees will be reinstated to the same position they held at the time of the leave or to an equivalent position with equivalent pay, benefits and other terms and conditions of employment. If an employee becomes unqualified during CFRA leave as a result of not attending a necessary course, or renewing a license, the employee will be given a reasonable opportunity to fulfill those conditions upon returning to work. Further, the Company may grant an employee's request to work a different shift, in a different or better position, or in a different location, that is better suited to the employee's personal needs upon returning from CFRA leave.

The Company will also consider a reasonable accommodation under the FEHA if the employee is returning from CFRA leave for their own serious health condition.  However, employees have no greater right to reinstatement than if they had been continuously employed rather than taken leave. For example, if an employee would have been laid off or the employee's position would have been eliminated even if they had not gone on leave, then the employee will not be entitled to reinstatement. However, if an employee has been replaced or the employee's position was restructured to accommodate the employee absence, the employee is entitled to reinstatement.

Confidentiality

Documents relating to medical certifications, recertifications or medical histories of employees or employees' family members will be maintained separately and treated as confidential medical records, except that in some legally recognized circumstances, the records (or information in them) may be disclosed to supervisors, first aid and safety personnel or government officials.

Fraudulent Use of CFRA Leave Prohibited

An employee who fraudulently obtains CFRA Leave from the Company is not protected by the CFRA's job restoration or maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against an employee due to such fraud.

Nondiscrimination

The Company takes its CFRA leave obligations very seriously and will not interfere with, restrain or deny the exercise of any rights provided by the CFRA. We will not terminate or discriminate against any individual for exercising their right to family care and medical leave under the CFRA or for giving information or testimony regarding their own or another person's leave in an inquiry or proceeding related to rights under the CFRA. If an employee believes that their CFRA rights have been violated in any way, they should immediately report the matter to Leah Martin.

Employees should contact Leah Martin as to any CFRA questions they may have.

10.6 Pregnancy Disability Leave

Any employee who is disabled by pregnancy, childbirth or a related medical condition (including medical conditions relating to lactation) is eligible for up to four months of pregnancy disability leave per pregnancy.

For purposes of this policy, employees are "disabled by pregnancy" when, in the opinion of their health care provider, they cannot work at all or are unable to perform any one or more of the essential functions of their job or to perform them without undue risk to themselves, the successful completion of their pregnancy or other persons as determined by a health care provider. The term "disabled" also applies to certain pregnancy-related conditions, such as severe morning sickness or the need to take time off for prenatal or postnatal care, bed rest, post-partum depression and the loss or end of pregnancy (among other pregnancy-related conditions that are considered to be disabling).

Reasonable Accommodation for Pregnancy-Related Disabilities

Any employee who is affected by pregnancy may also be eligible for a temporary transfer or another accommodation. Employees are "affected by pregnancy" if they are pregnant or have a related medical condition and their health care provider has certified that it is medically advisable for the employee to temporarily transfer or to receive some other accommodation.

The Company will provide a temporary transfer to a less-strenuous or -hazardous position or duties or other accommodation to an employee affected by pregnancy if:

· They request a transfer or other accommodation;

· The request is based upon the certification of their health care provider as "medically advisable"; and

· The transfer or other requested accommodation can be reasonably accommodated pursuant to applicable law.

No additional position will be created, and the Company will not terminate another employee, transfer another employee with more seniority, or promote or transfer any employee who is not qualified to perform the new job as a part of the accommodation process.

Examples of reasonable accommodations include: (1) modifying work schedules to provide earlier or later hours; (2) modifying work duties, practices or policies; (3) providing time off; (4) providing furniture (such as stools) and modifying equipment and devices; and (5) providing additional break time for lactation or trips to the restroom. If time off or a reduction in hours is granted as a reasonable accommodation, the Company will consider the reduced hours/time off as pregnancy disability leave and deduct those hours from an employee's four-month leave entitlement.

Advance Notice and Medical Certification

To be approved for a pregnancy disability leave of absence, a temporary transfer or other reasonable accommodation, employees must provide the Company with:

· 30 days' advance notice before the leave of absence, transfer or reasonable accommodation is to begin, if the need is foreseeable;

· As much notice as is practicable before the leave, transfer or reasonable accommodation when 30 days' notice is not possible; and

· A signed medical certification from their health care provider that states that they are disabled due to pregnancy or that it is medically advisable for them to be temporarily transferred or to receive some other requested accommodation.

The Company may require employees to provide a new certification if they request an extension of time for their leave, transfer or other requested accommodation.

Failure to provide the Company with reasonable advance notice may result in the delay of leave, transfer or other requested accommodation.

Duration

The Company will provide employees with pregnancy disability leave for a period not to exceed four months per pregnancy. The four months is defined as the number of days (and hours) the employee would normally work within four calendar months or 17.33 workweeks. This leave may be taken intermittently or on a continuous basis, as certified by the employee's health care provider.

The Company may require an employee to temporarily transfer to an available alternative position to meet the medical need of the employee to take intermittent leave or work on a reduced schedule as certified by the employee's health care provider. The employee must be qualified for the alternative position, which will have an equivalent rate of pay and benefits, but not necessarily equivalent job duties.

Any temporary transfer or other reasonable accommodation provided to an employee affected by pregnancy will not reduce the amount of pregnancy disability leave time the employee has available to them unless the temporary transfer or other reasonable accommodation involves a reduced work schedule or intermittent absences from work.

The length of the transfer will depend upon the employee's physical condition before and after childbirth.

Benefits

The Company will maintain an employee's health insurance benefits during an employee's pregnancy disability leave for a period of up to four months (as defined above) on the same terms as they were provided prior to the leave time. If employees take additional time off following a pregnancy disability leave that qualifies as leave under the California Family Rights Act (CFRA), the Company will continue their health insurance benefits for up to a maximum of 12 workweeks in a 12-month period.

In some instances, the Company may recover premiums it paid to maintain health insurance benefits if an employee fails to return to work following their pregnancy disability leave for reasons other than taking additional leave afforded by law or Company policy or not returning due to circumstances beyond the employee's control.

Integration With Other Benefits

Pregnancy disability leaves and accommodations that require employees to work a reduced work schedule or to take time off from work intermittently are unpaid. Employees may use their accrued vacation, sick or other paid time off (PTO) benefits during the unpaid leave of absence, if applicable. However, use of sick, vacation or other PTO benefits will not extend the available leave of absence time. Sick, vacation and other PTO leave hours will not accrue during any unpaid portion of the leave of absence, and employees will not receive pay for official holidays that are observed during their leave of absence except during those periods when they are substituting vacation or sick leave for unpaid leave.

Any State Disability Insurance for which employees are eligible may be integrated with accrued PTO benefits so that they do not receive more than 100 percent of their regular pay.

Reinstatement

If the employee and the Company have agreed upon a definite date of return from the leave of absence or transfer, the employee will be reinstated on that date if they notify the Company that they are able to return on that date. If the length of the leave of absence or transfer has not been established, or if it differs from the original agreement, the employee will be returned to work within two business days, where feasible, after they notify the Company of their readiness to return.

Before employees will be allowed to return to work in their regular job following a leave of absence or transfer, they must provide Leah Martin with a certification from their health care provider that they can perform safely all of the essential duties of the position, with or without reasonable accommodation. If employees do not provide such a release prior to or upon reporting for work, they will be sent home until a release is provided. This time before the release is provided will be unpaid.

Employees will be returned to the same position upon the conclusion of their leave of absence or transfer unless the position ceases to exist. In cases where the employee's position no longer exists, the Company will provide a comparable position on the scheduled return date or within 60 calendar days of that return date. However, employees will not be entitled to any greater right to reinstatement than if they had not taken the leave.

To the extent required by law, some extensions beyond an employee's pregnancy disability leave entitlement may be granted when the leave is necessitated by an employee's injury, illness or "disability" as defined under the Americans with Disabilities Act and/or applicable state or local law.

The Company will not discriminate or retaliate against employees because they request or make use of leave, a transfer or other accommodations in accordance with this policy. This policy does not limit a pregnant employee's rights under any other policy or laws protecting gender, pregnancy and childbirth, or health conditions related to pregnancy or childbirth.

Employees who have questions about this policy or who wish to request leave, transfer or other reasonable accommodation under this policy should contact Leah Martin.

10.7 Disability Insurance

If you are unable to work for at least eight days due to a non-work-related illness or injury, or a pregnancy-related disability, you may be eligible for disability insurance benefits. Disability insurance is a component of California's State Disability Insurance (SDI) program, which is administered by the California Employment Development Department (EDD) and is funded by workers through SDI payroll deductions. Disability insurance provides eligible employees with up to 52 weeks of partial wage replacement benefits. Benefit amounts are based on a percentage of your wages paid during a specific 12-month base period, determined by the date your claim begins.

To apply for this benefit, you must provide written notice of the disability, including a doctor's certificate stating the nature of the disability and your expected date of return to work.

The SDI program does not create a right to a leave of absence, job protection, or job reinstatement.

You are responsible for filing your claim and other forms promptly and accurately with the EDD. To learn more about the SDI program, including eligibility requirements and benefits, or to make a claim for DI benefits, contact the EDD (www.edd.ca.gov).

Allied8 will be notified that you have submitted a disability insurance claim.

10.8 Family Leave Insurance

Employees may be eligible for up to eight weeks of state-provided paid family leave (PFL) insurance benefits when they take time off for one of the following purposes:

· To bond with a child during the first 12 months after the child's birth or placement for adoption or foster care with the employee;

· To care for an immediate family member (spouse, registered domestic partner, child, parent, grandparent, grandchild, sibling and parent-in-law defined by the PFL law) who is seriously ill and requires care; or

· To participate in a qualifying exigency related to the covered active duty or call to covered active duty of the employee's spouse, domestic partner, child or parent in the US Armed Forces.

The PFL benefits described in this policy are a state-provided partial wage replacement benefit, not a protected leave of absence. To obtain approval for a leave of absence for the reasons set forth above, employees must contact Leah Martin and comply with applicable eligibility, notice and certification requirements when required by state or federal law.

Amount and Duration of Benefits

The weekly benefit amount is generally 60 or 70 percent of the employee's earnings (depending upon the employee's income), with benefits capped at a state-imposed maximum weekly benefit amount. Employees may receive up to eight weeks of PFL benefits during a 12-month period, but may not receive more benefits than earned in wages during the base period for calculating benefits (generally, the 12 months prior to the quarter in which the claim is made).

When applicable, PFL benefits will run concurrently with leave time available under the California Family Rights Act. Employees may use any accrued but unused PTO prior to receiving PFL benefits.

10.9 Jury & Witness Duty Leave

Allied8 encourages employees to fulfill their civic responsibilities and to respond to jury service summonses or subpoenas, attend court for prospective jury service or serve as a juror or witness under court order. Under no circumstances will employees be terminated, coerced, or penalized because they request or take leave in accordance with this policy.

Employees must notify Leah Martin with notice of any jury summons or subpoena or court order within a reasonable time after receipt and before their appearance is required. Verification from the court clerk of having served or appeared may be required.

Time spent engaged in attending court for prospective jury service or for serving as a juror or witness is not compensable except that exempt employees will not incur any reduction in pay for partial week's absence due to jury or witness duty. Employees may use PTO hours for time spent responding to a summons and/or subpoena, for participating in the jury selection process or for serving on a jury or as a witness.

Any employee on jury or witness duty is expected to report or return to work for the remainder of the work schedule when dismissed from jury or witness duty.

10.10  Crime Victim Leave

Allied8 provides employees who are the victim of a violent felony or serious felony (or the family member of a victim of a violent felony or serious felony) with unpaid leave in order to attend judicial proceedings related to the crime. A family member under this policy includes a spouse, domestic partner, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather.

When the need for leave is foreseeable, you must provide documentation of the scheduled proceeding. Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney's office, or a victim/witness office. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence.

Any absence from work to attend judicial proceedings will be unpaid, unless you choose to take paid time off, such as accrued PTO.

The Company will not retaliate against employees who request or take leave in accordance with this policy. 

10.11  Bereavement Leave

Covered employers must provide eligible employees with up to five days of bereavement leave for the death of a family member.

Bereavement leave days do not need to be consecutive but must be taken within three months of a family member's death.

Covered employer. An employer for purposes of bereavement leave includes:

• A person who employs five or more persons to perform services for a wage or salary;

• The state and any political or civil subdivision of the state, including but not limited to cities and counties.

Eligible employee. An employee means a person employed for at least 30 days prior to the start of the bereavement leave. Employee does not include certain state government employees.

Covered family member. A family member means a spouse or domestic partner, child, parent or parent-in-law, sibling, grandparent, or grandchild.

Compensation during leave. If an employer has an existing bereavement leave policy, an employee's leave must be taken under the terms of that policy, but with the following caveats:

• If an employer's existing policy provides for less than five days of paid bereavement leave, an employee still must receive a total of five days of leave: the number of paid leave days under the policy plus any remaining days up to five may be unpaid.

• If an employer's existing policy provides for less than five days of unpaid bereavement leave, an employee still must receive a total of five days of unpaid leave.

If the employer does not have a bereavement leave policy, an employee must receive up to five days of unpaid leave.

If bereavement leave is unpaid, an employee may choose to use vacation, personal leave, sick leave, or other available paid time off to receive compensation during that period.