ASSOCIATE HANDBOOK

©2021 Q Services, LLC. All rights reserved. Issued By:

Q Services, LLC reserves all rights to the contents Q Services, LLC

hereof, including its format style. No part or form Associate Resources
of this document may be reproduced, used, 8837 Bond Street
referenced, or disseminated to the public or any Overland Park, KS 666214
third party without the prior written consent from
Q Services, LLC. Published Date: 01.01.2021

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 TABLE OF CONTENTS
Overview ............................................................................................................................................................................ 5
Mission Statement ............................................................................................................................................................. 5
Associate Values Statement .............................................................................................................................................. 5
Employment At-Will........................................................................................................................................................... 6
Non-Disclosure of Confidential Information ..................................................................................................................... 6

SECTION ONE
Associate Classifications .................................................................................................................................................... 8
Wages & Reimbursements ................................................................................................................................................ 8
Compensation................................................................................................................................................................. 8
Expense Reimbursement ................................................................................................................................................ 8
Overtime ......................................................................................................................................................................... 8
Reporting Time Worked ................................................................................................................................................. 9
Reporting Time Off (Paid and Unpaid) ........................................................................................................................... 9
Shift Differential ................................................................................................................................................................. 9
On-Call and Call Out Pay .................................................................................................................................................... 9
On-Call Bonus ................................................................................................................................................................. 9
Call Out Pay..................................................................................................................................................................... 9
Benefits ............................................................................................................................................................................ 10
Holidays ............................................................................................................................................................................ 10
Paid Time Off (PTO).......................................................................................................................................................... 11
Miscellaneous Paid Time Off ........................................................................................................................................... 12
Jury Duty ....................................................................................................................................................................... 12
Bereavement Leave ...................................................................................................................................................... 12
Maternity Leave............................................................................................................................................................ 12
Military Leave ............................................................................................................................................................... 13
Voting Leave ................................................................................................................................................................. 13

SECTION TWO
Company Property ........................................................................................................................................................... 15
Workspace .................................................................................................................................................................... 15
Use of Equipment & Vehicles ....................................................................................................................................... 15
Employment Policies........................................................................................................................................................ 15
Promotions From Within .............................................................................................................................................. 15
Job Postings and Transfers ........................................................................................................................................... 15
Associate Referral Program .......................................................................................................................................... 15
Conflicts of Interest ...................................................................................................................................................... 15
Drug & Alcohol Abuse Prevention ................................................................................................................................ 16
Prohibitions ......................................................................................................................................................... 16
Testing ................................................................................................................................................................. 16
Compliance .......................................................................................................................................................... 16
Associate (Employee) Assistance......................................................................................................................... 16
Employment Verification & References ....................................................................................................................... 17
Guns & Weapons .......................................................................................................................................................... 17
Internet Acceptable Use ............................................................................................................................................... 17
Monitoring Communications........................................................................................................................................ 18
Open Door Policy .......................................................................................................................................................... 18
Outside Employment .................................................................................................................................................... 18
Personnel Records ........................................................................................................................................................ 18
Professionalism............................................................................................................................................................. 19

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 Relationships with Co-Workers .................................................................................................................................... 19
Safe Driving Policy ........................................................................................................................................................ 19
Safety & On-the-Job Injuries......................................................................................................................................... 19
Solicitation .................................................................................................................................................................... 20
Sounds .......................................................................................................................................................................... 20
Theft & Vandalism ........................................................................................................................................................ 20
Tobacco Products ......................................................................................................................................................... 20
Workplace Violence Prevention ................................................................................................................................... 20
Expectations ..................................................................................................................................................................... 21
Attendance & Punctuality ............................................................................................................................................ 21
Personal Appearance .................................................................................................................................................... 22
Personal Hygiene .......................................................................................................................................................... 22
Feedback .......................................................................................................................................................................... 22
Performance Appraisal ................................................................................................................................................. 22
Corrective Actions ........................................................................................................................................................ 22
Termination ...................................................................................................................................................................... 23
Separation .................................................................................................................................................................... 23
Return of Property ........................................................................................................................................................ 23

SECTION THREE
Americans with Disabilities Act ....................................................................................................................................... 25
Equal Employment Opportunity...................................................................................................................................... 25
Fair Labor Standards Act (“Safe Harbor”) ....................................................................................................................... 25
Family Medical Leave Act ................................................................................................................................................ 26
Non-FMLA Leave .............................................................................................................................................................. 31
Workplace Harassment.................................................................................................................................................... 31
Prohibition of Sexual Harassment ................................................................................................................................ 31
Prohibition of Other Types of Discriminatory Harassment .......................................................................................... 32
Reporting of Harassment.............................................................................................................................................. 32

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 Associate Receipt & Acceptance
By reviewing and acknowledging within the UltiPro Training, you hereby acknowledge receipt of the Q Services, LLC
(hereafter “Company”) Associate Handbook (hereafter “Handbook”). You understand that it is your continuing
responsibility to read and know its contents. You also understand and agree that the Handbook is not an
employment contract for any specified period of time or for continuing or long-term employment. Therefore, you
acknowledge and understand that unless you have a written employment agreement with the Company that provides
otherwise, you have the right to resign from your employment at any time with or without notice and with or without
cause, and that Company has the right to terminate your employment at any time with or without notice and with or
without cause.

You have read, understand and agree to all of the above. You have also read, understand and agree to the terms set
forth in the Handbook. To the extent you had questions, you requested clarification from Associate Resources prior
to executing this Associate Receipt & Acceptance, and you agree to be bound thereby.

Confidentiality Policy & Pledge

Any confidential information that an Associate learns about the Company, or its members, shareholders, Associates,
vendors, or customers, as a result of working for Company, including but not limited to technical data, trade secrets
or know-now, research, product plans, products, services, customer lists/information, marketing materials/plans,
software, developments, inventions, processes, formulas, technology, designs, drawings, engineering, hardware
configuration, target markets, finances, Personal Health Information, as defined in 45 C.F.R. § 164.501, and Customer
Proprietary Network Information, as defined in 47 U.S.C § 222, that is not otherwise publicly available constitutes
“Confidential Information”. You may not disclose Confidential Information to anyone who is not employed by
Company or to other persons employed by Company who do not need to know such information to assist in
rendering services. Additionally, as a condition of continued employment, you may be obligated to execute separate
confidentiality or non-disclosure agreements as required by various customers, vendors and others so you have the
ability to work on projects related to those entities.
If you have any questions about what constitutes Confidential Information under this policy, contract Associate
Resources.
The disclosure, distribution, electronic transmission or copying of any Confidential Information is strictly prohibited.
Any Associate who violates their obligations and commitments hereunder will be subject to disciplinary action, up to
and including termination, even if he or she does not actually benefit from the disclosure thereof.
You agree that your obligations under this Confidentiality Policy & Pledge shall survive the termination of your
employment with the Company and shall remain in full force and effect into perpetuity.
To the extent you had questions, you requested clarification from Associate Resources prior to acknowledging receipt
within UltiPro this Confidentiality Policy & Pledge, and you agree to be bound thereby.

Should you have questions or concerns related to this document, or employment with the Company, please contact
Associate Resources at Associate-resources@qservicesco.com.

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 Overview
This Handbook has been developed to provide general guidelines about the Company’s policies and procedures as
they relate to employment. It is important to note that this Handbook, and any Company benefits, policies and
procedures, are subject to modification, amendment or revocation by the Company at any time, without advance
notice, and subject to any applicable laws, whether local, state or federal in nature.
Associate has a continuing obligation to monitor for any revisions to this Handbook, to be aware of any changes or
revisions made to the Handbook, and agrees to be bound thereby, regardless of whether the Associate has actual or
constructive knowledge that any such revision or modification has been made. The most current version of the
Handbook supersedes and replaces any prior Handbooks or Associate Guidelines and will be posted on the UltiPro
Portal.
Company will provide access to the Hanbook to each Associate upon their initial employment. All Associates are
expected to abide by it. The highest standards of personal and professional ethics and behavior are expected of all
Company Associates. Further, Company expects each Associate to display good judgment, diplomacy and courtesy in
their professional relationships with other Associates, vendors, customers, and the general public.
Mission Statement

Objective. Become a dynamic provider of fiber, voice, data, internet and cloud computing services and equipment by
providing high-quality customer service and offering excellent value to our customers, with the objective of achieving
sustained, long-term business growth through retention of satisfied customers.
Work Environment. In accomplishing this objective, it is important to foster a challenging work environment where
full participation of all Associates is welcomed, entrepreneurialism is encouraged, high productivity is rewarded, the
unique talents of each Associate are recognized by putting their talents to the highest and best use in the Company,
and where all Associates have a caring attitude of providing total customer satisfaction.
Partnership Result. The results of our performance will enable the Company to provide job security, along with
excellent compensation and other benefits to our Associates and a reasonable return on investment to our
shareholders.
Community. As members of the communities in which we live, we, the Company and each Associate, have an
obligation to act as responsible members of the communities in which we live and participate in charitable
community support programs
Associate Values Statement
This Associate Values Statement serves as a framework to guide your daily actions and decisions when working with
fellow Associates and our customers. You should use this to measure all individual and collective actions.
Value Statement
• Serve our customers (internal and external) with PASSION and COMMITMENT.
• Work as a TEAM, and do what you SAY you will do.
• Be HONEST and show RESPECT for others.
• Be FAIR and REASONABLE with your Customers, your Associates and your Company.
• Use your TALENTS in your job to make your life MEANINGFUL for yourself and your family.
• Get personal SATISFACTION from your performance and HAVE FUN.

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 Employment At-Will
COMPANY IS AN AT-WILL EMPLOYER AS ALLOWED BY APPLICABLE STATE LAW. THAT MEANS EITHER THE COMPANY
OR ASSOCIATE MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY REASON, WITH OR
WITHOUT CAUSE OR NOTICE. NOTHING IN THIS HANDBOOK, AN APPLICATION, OR IN ANY OTHER DOCUMENT OR
STATEMENT, WRITTEN OR ORAL, SHALL LIMIT EITHER PARTIES’ RIGHT TO TERMINTE AN ASSOCIATE’S EMPLOYMENT
ON AN AT-WILL BASIS. NO OFFICER, ASSOCIATE OR REPRESENTATIVE OF THE COMPANY IS AUTHORIZED TO ENTER
INTO AN AGREEMENT – EXPRESS OR IMPLIED – WITH AN ASSOCIATE OR ANY APPLICANT FOR EMPLOYMENT FOR A
SPECIFIED PERIOD UNLESS SUCH AN AGREEMENT IS IN A WRITTEN CONTRACT SIGNED BY THE PRESIDENT OF THE
COMPANY.
Non-Disclosure of Confidential Information
The protection of privileged and confidential information, including trade secrets, is vital to the interest and the
success of the Company, and its respective venders and customers.
Associates, as a condition of continued employment, are required to sign and return the Confidentiality Policy &
Pledge located on page 4 above. Any Associate who discloses confidential Company information will be subject to
disciplinary action (including possible termination), even if he or she does not actually benefit from the disclosure
thereof.
Discussion involving sensitive information should always be held in confidential settings to safeguard the
confidentiality of the information. Conversation regarding confidential information generally should not be
conducted on cellular phones, in elevators, restrooms, restaurants, or other places where conversations might be
overheard.

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 SECTION ONE
CLASSIFICATIONS
WAGES & REIMBURSEMENT
BENEFITS
HOLIDAYS
PAID TIME OFF

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 Associate Classifications
For Fair Labor Standards Act (“FLSA”) purposes, all Associates shall be classified in one of two categories, depending
on their role within the organization:
Salaried Exempt. These Associates are expected to work 50 hours per week on average, and they are paid on a flat
salary and/or commission basis with no opportunity to receive any form of overtime compensation.
Hourly Non-Exempt. These Associates are paid on an hourly basis. Should an hourly non-exempt Associate work
more than 40 hours in a seven day work week (Sunday – Saturday), then they will receive compensation for all such
excess time at a rate of one and one-half (1½) times their then current hourly rate. Be advised that no hourly non-
exempt Associate shall work more than 40 hours per week, unless they first receive prior written approval from their
supervisor.
For the sole purpose of determing the allowance of certain benefits, Assoicates are classified as:
Full-Time. These Associates work at least thirty (30) or more hours per week on a regular and continuous basis and
are eligible for all benefits upon meeting the required number of employment days.
Part-Time. These Associates work less than thirty (30) hours per week on a regular and continuous basis and are
eligible for limited benefits upon meeting the required number of employment days.
Temporary/Intern. These Associates are hired for a pre-established period, usually during peak workloads or for
vacation relief. They may work a full-time or part-time schedule. An Associate whose services are anticipated to be
of limited duration falls into this classification. Temporary/Intern Assoicates are not eligible for participation in the
benefits programs.
Wages & Reimbursements
Compensation. Associate’s base compensation is tendered on a bi-weekly basis, with said payments being tendered
every other Friday. The most recent pay calendar, which is updated on an annual basis, is located on the UltiPro
Dashboard. All commission payments and other allowances are typically tendered bi-weekly or once per month on
the last pay date in the month in question.
Employment with the Company is contingent on the Associate accepting their wages via direct deposit.
Wage or salary increases will be determined on several factors, including, but not limited to, performance, adherence
to Company policies and procedures, ability to meet or exceed duties per job description and achieve performance
goals, essential nature of position held, and the financial ability of the Company to pay such increases. Increases are
solely at the Company’s discretion and may or may not be given each year. Although the Company’s salary ranges
and hourly wage schedules may be adjusted on an ongoing basis, the Company does not grant “cost of living”
increases. Performance and Company profitability are the key to wage increases in the Company. No Associate is
guaranteed a wage or salary increase at any time.
Expense Reimbursement. Business expenses incurred by Associates are reimbursed if approved by the appropriate
level of management. All expenses must be supported by itemized receipts, scanned and attached to the expense
report. Approved expense reports are processed for payment weekly. Expenses submitted more than six (6) months
following the date of purchase will not be reimbursed. Itemized receipts are required for all charges to a Company
paid credit card and must be submitted to accounting monthly. Failure to provide documentation can result in your
card privileges being revoked as well as discplinary action.

Overtime. All overtime worked by hourly non-exempt Associates must be approved in advance by your supervisor.
An Associate who works overtime without prior supervisory approval may be subject to corrective action, up to and
including possible termination. The overtime rate is one and one-half (1½) times your then current hourly rate.
Overtime only applies after forty (40) hours of actual time worked in a work week. Any paid holiday hours, PTO hours,
or other paid leave hours do not apply towards time worked.

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Reporting Time Worked. All-time records for hourly non-exempt Associates must be properly recorded via the
UltiPro Time Management System. Hourly Associates are required to log electronic punches at the start of their day,
at the start and end of their meal time, and at the end of their day. Hourly Associates are not required to log break
periods. Meal periods can be up to 1 hour. Hourly Associates must record all hours worked and may not work “off-th-
clock”. Associate may not clock in or out for other Associates. There are no exceptions to this policy. If you discover a
mistake on your timesheet in UltiPro, you are to immediately notify your supervisor or Associate Resources so any
adjustment to your timesheet and compensation can properly be processed. If a mistake is made on your paycheck,
notify Associate Resources immediately. The Company will correct the discrepancy as soon as possible but no later
than the next bi-weekly paycheck.
Reporting Time Off (Paid and Unpaid). All Associates should record paid and unpaid time off in UltiPro. This includes
Paid Time Off (PTO), FMLA, jury duty, bereavement and unpaid time off. The only exception is the Associate on
approved Short or Long-Term Disability. Failure to maintain proper Reporting of Time Off (Paid and Unpaid) could
result in disciplinary action.
Shift Differential
The Company recognizes the importance of supporting business critical services outside of our core operating hours.
Hourly Associates are eligible to be paid a shift differential when regularly assigned to work a 2nd (afternoon/evening)
or 3rd (night) shift as follows:
• 2nd Shift: A differential of $1.00/hour shall be added to the hourly rates of Associates who are regularly
assigned to a shift which starts at or after 11:00am for all hours worked on such shift.

• 3rd Shift: A differential of $1.50/hour shall be added to the hourly rates of Associates who are regularly
assigned to a shift which starts at or after 5:00pm for all hours worked on such shift.
No shift differential is added to Associates who are regularly assigned to a shift which starts between 5:00am -
10:59am.
The department manager is responsible for communicating Associate shift assignments to Associate Resources. This
includes initial new hire setup and changes throughout the year based on business needs. Any department that
wants to establish a 2nd or 3rd shift should contact Associate Resources to discuss conditions under which shift
differentials will be authorized.
On-Call and Call Out Pay
The Company recognizes the importance of supporting business services outside of our core operating hours. Those
departments providing business services to our Associates and our customers are eligible for additional compensation
to ensure systems and services can be adequately supported and an effective response and resolution provided to
matters requiring urgent attention outside of core operating hours.
On-Call Bonus. An Associate is on-call when, as part of an established arrangement expressly approved by their direct
manager, they are available outside of core operating hours to work as required and to physically work onsite if the
matter cannot be dealt with remotely.
Associate agrees to the following responsibilities:
• Be directly contactable by phone and email and remain in an area of phone and internet connectivity at all
times.
• Respond to an agreed contact communication (e.g. phone call, text, email, system alert) within an agreed
upon time designated by department manager.
• Remain capable to carry out the duties required.
• Be able to report to the work location if the matter cannot be dealt with remotely.
• Keep other on-call Associates and managers informed and updated of progress in dealing with any issues and
escalate key decision points to your manager.

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Associates will be scheduled to be on-call for a one (1) week period of time. A flat rate of $175.00 per week (On-Call
Bonus) will be paid to the Associate, whether they are required to perform work duties or not. To receive the on-call
bonus, Associates will need to submit an “On Call Pay Form” located in UltiPro. This form will need to be submitted by
their manager within the same pay period of their on-call pay assignment.
Call Out Pay. In additional to the on-call weekly bonus, if an hourly Associate is called out to perform work either
remotely or onsite, the Associate will receive one and one-half (1 ½) times their then current hourly rate of pay for
on-call hours worked regardless of the number of hours worked in a work week. To receive this pay, Associates must
clock in/out using the UltiPro Time system and in the Punch Clock, select the “Call Back In” to clock in and select the
“Call Back Out” to clock out. These codes will guarantee that pay is calculated correctly. Call out pay will be paid
based upon the normally scheduled pay periods and pay dates established.

Benefits
The Company offers a competitive package of benefits to all eligible full-time Associates. Eligibility occurs on the first
of the month following 30 full days worked. This information is provided with the understanding that benefit plans
may change from time to time, and the plan brochures (known as Summary Plan Descriptions or “SPD”) or contracts
are to be considered the final word on the terms and conditions of any benefits offered. For eligibility requirements,
refer to the plan documents for each specific benefit. Continuation of any benefits after termination of employment
will be solely at the Associate’s expense and only if permitted by the policies and any applicable statutes or laws.
The Company currently offers the following benefits to eligible Associates:
Health Insurance Dental Insurance
Vision Insurance Associate (Employee) Assistance Program
Basic Life Insurance Accidental Death and Dismemberment
Voluntary Life Section 125 Plan/Flexible Spending Accounts
Short Term Disability Long Term Disability
401K*
Please review the current Benefits Guide for details on the specific offerings. The most recent version of the Benefits
Summary and SPD can be located on the UltiPro Website.
*Associates are automatically enrolled in the Company’s 401(k) program upon their eligibility. Eligibility occurs on the
first of the month of the first quarter following five (5) full months of employment. Refer to the current Benefits
Guide for more details.
Holidays
The Company currently observes the following holidays:
New Year’s Day Thanksgiving Day
Memorial Day ½ Day for Christmas Eve 1
Independence Day Christmas Day
Labor Day ½ Day for New Year’s Eve1

In addition to the company observed holidays listed above, Associates will also receive an additional 8 hours of
Floating Holiday to use throughout the year. Associates will need to request the day off through UltiPro.
Designated holidays are subject to change from year to year at the discretion of the Company.

1
Should this holiday fall on a Saturday or Sunday, the Company will instead observe Good Friday during that particular
calendar year.

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Regular full-time Associates are eligible to receive holiday pay immediately upon their date of hire. Holiday pay will
be calculated based on the Associate’s straight-time pay (as of the date of the holiday) multiplied by eight (8) hours.
To qualify for holiday pay, Associates must work the day before and the day after the holiday unless the Associate is
taking a pre-approved PTO day or is otherwise excused by his/her supervisor.
Generally, if a holiday falls on a Saturday, the Company will celebrate the holiday on the Friday immediately preceding
it. If a holiday falls on a Sunday, the Company will observe the holiday on the following Monday. Should the holiday
fall on a normally scheduled day off (other than Saturday or Sunday) the Associate will be eligible for another day off
in lieu of the holiday to be taken with prior supervisor approval. This day off must be used in the same pay period or
will be forfeited.
Customer facing departments may have to work on a company observed holiday in order to provide our customers
with the highest level of care. If an Associate works on a holiday, then they have a choice of taking another day off to
be taken within the same pay period OR to work and receive the 8 hours of holiday pay for that day in addition to
their worked hours. Supervisors will have final approval to ensure proper coverage is maintained. (For example:
Associate works in the Tech Support department which is open on Thanksgiving Day. Associate is scheduled to work
on Thanksgiving Day for 8 hours and chooses not to take another day off in lieu of by the end of the pay period.
Associate will receive 16 hours of pay for that day: 8 hours worked and 8 hours of holiday pay.)
If a recognized holiday falls during an eligible Associate’s paid leave, holiday pay will be provided instead of the paid
time off benefit that otherwise would have applied. Associates on unpaid leave will not be eligible for holiday pay.
The most recent holiday calendar, which is updated on an annual basis, is located on the UltiPro Portal.
Time off without pay for religious holidays or ethnic observances will be granted at the discretion of the Associate’s
supervisor.

Paid Time Off (PTO)

Q Services believes our Associates should enjoy time away from work to spend time with family and friends to help
balance their lives. PTO is a paid leave pool for time away from work due to vacation, illness and personal reasons. All
regular full-time Associates are eligible for PTO and accrual begins on the hire date. PTO accrues bi-weekly, following the
pay period cycle, and is available at the beginning of the next pay period for all eligible Associates. New hires start to
accrue PTO immediately however, pre-planned PTO cannot be used until after 90 days of employment (the “Introductory
Period”). Eligible Associates will accrue PTO based on years of consecutive full-time employment, pursuant to the
following:
Years of Service Accrual Rate 12 Month Equivalent
New Hire partial year & first full year 3.08 hours/pay period 80 hours
On their second January 1st 4.62 hours/pay period 120 hours
On their sixth January 1st 6.15 hours/pay period 160 hours
On their thirteenth January 1st 7.69 hours/pay period 200 hours

Eligible Associates may carry over up to 40 hours annually. PTO balances in excess of 40 hours must be used by the last
day in December or the hours will be forfeited.
Associate will be allowed to “borrow” against future PTO to offset time off. Associates will be allowed a negative balance
up to forty (40) hours during the year. However, by the last day in December, the balance must be at zero or in the
positive. If a negative balance exists come the last paycheck of the year, the company will deduct wages to reimburse
company for over usage of PTO.
Part-time Associates are not eligible for PTO, nor shall time worked as a part-time Associate count towards the years of
service calculation referenced above.
Associates on unpaid leave will not accrue PTO until they return from such leave. PTO may be taken in minimum
increments of 4 hours.

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All pre-planned PTO requests must be submitted to your supervisor at least two (2) weeks in advance. For customer
facing departments, all pre-planned PTO requests lasting longer than two (2) days must be submitted to your supervisor
at least thirty (30) days in advance. The Company has the discretion to approve or deny PTO requests based on
operational requirements and staffing needs.
PTO time will be paid at the Associate’s normal straight-time rate of pay (at the time the PTO is taken) for the hours the
Associate would have normally worked that day. It does not include overtime or any special forms of incentives, such as
commissions, bonuses or shift differentials. If a paid holiday falls during a period of scheduled PTO, the Associate will be
paid for the holiday and that day will not be deducted from the Associate’s PTO accrual balance.
When an Associate’s employment is terminated, voluntarily or involuntarily, they will be paid for any unused PTO that has
accrued and not been used, through the last day of their employment.
An Associate’s termination date shall be the last day actually worked with the Company; PTO may not be used to delay an
Associate’s termination date.
The Company reserves the right to postpone PTO if it deems it necessary due to workload requirements, in which event,
the Associate, with his/her supervisor’s approval, may take his/her PTO past the allotted time frame. Further, Associates
will not receive PTO pay in lieu of time off.
Miscellaneous Paid Time Off
Jury Duty. The Company recognizes that jury duty is a civic responsibility and therefore provides paid leave when an
Associate is required to serve on a jury. Associates must provide a copy of their jury duty summons to their
immediate supervisor as well as the Associate resources team.
Bereavement Leave. The Company offers paid bereavement leave to all full-time Associates for time off necessitated
by the death of an immediate family member. As used in this section, an immediate family member is defined as
father, mother, step-father, step-mother, legal guardian, current spouse, brother, sister, step-brother, step-sister,
child, step-child, current mother in-law, current father in-law, current brother in-law, current sister in-law,
grandparents, step-grandparent, grandchildren, or step-grandchildren. The maximum amount of paid time off is
three (3) days per calendar year under this policy. An Associate needing time off in excess of the time allowed for
bereavement leave must request a non-FMLA leave of absence in accordance with the procedures specified herein.
Bereavement pay is calculated based on the base pay rate at the time of the absence and will not include any special
forms of compensation, such as incentives, commissions, bonuses or shift differentials. The period of time that an
Associate is on bereavement leave is not considered time worked for purposes of determining eligibility for, or the
amount of, certain benefits such as vacation. If a paid holiday falls during a period of scheduled bereavement leave,
the Associate will be paid for the holiday and that day will not be deducted from the Associate’s bereavement leave
accrual balance.
An Associate seeking paid bereavement leave must notify their supervisor or manager before taking leave. The
Company reserves the right to require documentation of the death, location of the funeral and proof of the
Associate’s relationship to the deceased.
Maternity Leave. Time off to care and bond with a newborn is important. The Company offers paid leave associated
with the birth of a female Associate’s own child as long as the female associate has met their benefit eligibility date.
Associate can take up to six weeks of paid Maternity Leave. All six weeks will be compensation at 100%. The six
weeks of leave must be taken in a continuous six-week timeframe and may not be taken intermittently. If an
Associate receives commissions as a large portion of their pay, their compensation will be based on the base weekly
rate of pay plus the average commissions for the last year or if the length of service is less than one year, the entire
wage history will included in the average.
Health insurance benefits will continue to be provided during the paid maternity leave under this policy at the same
rate as in effect before the leave was taken regardless of length of service. All payroll deductions and taxes will
continue to deduct as normal. Paid Time Off benefits will continue to accrue.
After the six weeks of maternity leave have been exhausted, subsequent leave will be covered under appropriate
policies and/or Short Term Disability. The Family Medical Leave Act (FMLA) allows Associates up to twelve weeks of

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unpaid leave annual. Paid leave under this policy will run concurrently with FMLA. Please refer to the FMLA section
of the Associate Handbook for further details regarding requirements and eligibility.
The Associate must provide notice to Associate Resources at least a 30-day notice of the requested leave.
Military Leave. Any person who was a regular full or part-time Associate and was absent as a result of his or her
service in the uniformed services will be entitled to reemployment in the former position or a position of like
seniority, status, and pay within ten (10) days of their application for reemployment, as long as all of the following
conditions are met:
• The individual has given advance written or verbal notice of his or her leave to the employer (prior notice of
the leave is not required if it is precluded by military necessity or giving such notice is impossible or
unreasonable);
• The cumulative length of the absence and all previous absences due to service in the military from
employment with this Company does not exceed five years;
• The individual was discharged under honorable conditions; and
• The person reports to or applies for reemployment to the employer within the time frames set forth below

Period of Service Required Notice Time to Return to Work

Less than 31 days First full regularly scheduled work period on the first full
calendar day following completion of the service (with an
eight-hour period for safe transportation).
More than 30 days but less than 181 days Fourteen days after the completion of service (or if
impossible or unreasonable through no fault of the
person, the next first full calendar day when application
becomes possible).
More than 180 days Not later than 90 days after the completion of service.
A person who is hospitalized or convalescing At the end of the period that is necessary for the person
to recover

Also please note that the service member is required to provide documentation of the time away and the time of
release. However, failure to provide documentation will not be a basis for denying re-employment if the failure occurs
because the documentation does not exist or is not readily available at the time of the request by the Company.
The Company will not re-employ an individual when:
• The Company's circumstances have changed to make such reemployment impossible or unreasonable;
• The person is not entitled to re-employment due to a disability or is no longer qualified for the prior position
and employment imposes an undue hardship on the Company; and
• The employment from which the person leaves to serve in the uniformed services is a temporary job and
there is no reasonable expectation that the job will continue indefinitely or for a significant period.
The Company will document impossibility or unreasonableness, undue hardship, or temporary nature of the job.
Voting Leave. Associates are expected to vote during non-working hours, as the polls in most jurisdictions are open
beyond the hours of most normal work schedules. However, an Associate who is unable to vote during non-working
hours may request, in advance, time off pursuant to applicable state law, to vote, which may be granted on a leave
without pay basis.
In addition to the leaves described herein, The Company complies with all applicable state laws relating to various
forms of protected leave. Depending on the particular state in which you are employed, Associates may be legally
entitled to time off under various state laws. For additional information, and to determine if you qualify for
additional eaves of absence, please contact Associate Resources.

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 SECTION TWO
COMPANY PROPERTY
EMPLOYMENT POLICIES
EXPECTATIONS
FEEDBACK
TERMINATION

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 Company Property
Workspace. The Company expects Associates to keep their areas clean and reasonably clutter-free. Associates are
not permitted to display anything that would be considered offensive to others or inappropriate for the workplace. If
a display is inappropriate, the Associate will be asked to remove the items immediately. Everyone is responsible for
the overall appearance of public areas. Each Associate is responsible for cleaning the cups, dishes and utensils used
by either themselves or their guests.
Use of Equipment & Vehicles. When using Company property, Associates are expected to exercise due care, perform
required maintenance and follow all operating instructions, safety standards and guidelines.
If any equipment, machines, tools or vehicles appear to be or become damaged, defective or in need of repair, do not
use the item and contact your supervisor immediately. Prompt reporting of damages, defects and need for repairs
could prevent deterioration of equipment and possible injury to Associates or others. Your supervisor can answer any
questions about your responsibility for maintenance and care of equipment or vehicles used on the job.
The improper, careless, negligent, destructive or unsafe use or operation of equipment or vehicles, as well as
excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination.
Employment Policies
Promotions From Within. Q Services believes in recognizing and rewarding its associates who excel at their jobs and
show their commitment and dedication to the goals of the Company. Whenever possible, all Associates will be
provided with the opportunity for promotion within the Company, based upon their knowledge, skill and ability.
Job Postings and Transfers. While it is our philosophy to promote from within, at times there may be business
conditions that could cause a position to be filled without posting, or to post the position while simultaneously
recruiting from the outside. In addition, managers may request an exception when they have candidates within the
same department or division who are qualified and/or already trained for the position. The decision to fill the
position without posting or to recruit at the same time as posting requires the approval of the managing Executive
Vice President.
Entry level, part-time and temporary positions are often not posted internally. Job openings may be announced by
Associate Resources via email and are always posted on the Internal Job Board located within UltiPro. To apply for a
new position, you must complete an Internal Employment Application in UltiPro. Before submitting an internal
application, Associates must discuss with their manager their intention of applying for an internal position. Manager
shall not retaliate against an associate who requests consideration for a job transfer.
Associates must meet the following requirements to be considered for a promotion or job transfer:
• Nine (9) months of continuous employment with Q Services in their current position; and
• Qualifications of the posted position.
As a courtesy, hiring managers should always contact an internal applicant’s current manager prior to interviewing or
having formal discussions about another internal position.
Transfers shall typically take effect the first of a pay period following two to four weeks after an Associate’s
acceptance. Factors such as the urgency to fill the position, status of the Associate’s present workload and difficulty
in filling the Associate’s present position are to be considered in determining a transfer date.
Associate Referral Program. If an Associate refers an applicant for a full-time position (applicant must indicate who
referred them on the Employment Application), and that applicant is hired and remains an active Associate for a
minimum of ninety (90) days, the referring Associate will receive a $500 referral bonus (less applicable taxes). The
referring Associate and the newly hired Associate must both be employed at the time the bonus is paid. If the
referring Associate leaves employment before the bonus is paid, he/she forfeits the bonus. Associates re-entering
the organization (rehires) and Director level/above not eligible for this program.
Conflicts of Interest. Associates owe a duty of loyalty and fidelity to the Company and are expected to perform their
duties on behalf of the Company faithfully, diligently and to the best of their abilities. Therefore, Associates must

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never allow themselves to be placed in a position where their personal interests are in conflict (or could be in conflict)
with the interests or business of the Company. To the extent necessary, Associates must promptly disclose to the
Company material information regarding any relationship, ownership or business interest (other than non-controlling
investments in publicly-traded corporations), whether direct or indirect, that the Associate or a member of their
immediate family has with any person, or in any business or enterprise, that competes against or does business with
the Company.
Drug and Alcohol Abuse Prevention.
Prohibitions. Associates are required to report to work in an appropriate mental and physical condition so you can
perform your job in a safe and effective manner. To that end, we prohibit the use, possession, distribution, transfer,
manufacture, or sale of illegal drugs or alcohol or being under the influence of illegal drugs or alcohol while on our
premises, engaging in company business, or operating a vehicle or potentially dangerous equipment owned, leased,
or authorized by us. We also prohibit the use of illegal drugs or alcohol during non-working time to the extent it
impairs your ability to perform on the job. Use of prescription drugs obtained without a prescription or which are not
used for prescribed purposes is also prohibited under this policy. Further, you may not solicit prescription drugs from
other Associates, or provide your prescription drugs to other Associates.
If you operate a company vehicle requiring a commercial driver’s license, you will be required to comply with the
rules and regulations as outlined by the U.S. Department of Transportation (DOT) and will be subject to random and
all other forms of testing required by the DOT, in addition to the policies outlined herein.
Testing. We reserve the right to make offers of employment contingent upon passing a substance abuse test. To the
extent you have started to work before we obtain the results of a pre-employment test, and the test results are
positive, the offer of employment will be withdrawn.
To the fullest extent permitted by applicable law, existing Associates will be subject to substance abuse testing
(including alcohol) at our expense under the following circumstances:
• Post-accident;
• Reasonable suspicion; and
• Random
Existing Associates will be compensated for testing time. You may be transferred to another position or suspended
with or without pay until the results of a substance abuse test are obtained. If the results are positive, we reserve the
right to deduct any compensation paid to you during the suspension period from your paycheck.
All substance abuse testing will be conducted by a provider of our choosing in accordance with applicable law. Test
results will be communicated to a designated Company official to ensure privacy. Records relating to substance
abuse testing will be kept confidential and maintained in a separate file. Test results will only be shared on a need to
know basis or pursuant to a court order or proceeding.
Upon written request, you have the right to obtain your test results and will be provided an opportunity to explain in
a confidential setting a positive test result.
Compliance. A “violation” of this policy includes a positive test result, refusal to submit to a substance abuse test,
failure to report to a substance abuse test in a timely manner, or adulteration of a sample provided in connection
with a test.
To ensure compliance with this policy, we reserve the right to inspect you, as well as any articles and property in your
possession. We also reserve the right to inspect lockers, desks, boxes, company vehicles, personal vehicles, packages,
lunchboxes, containers, and other objects brought on to our property that may conceal alcohol, illegal drugs, and/or
other prohibited items or substances.
Associate (Employee) Assistance. If you have a drug or alcohol dependency problem that has not resulted in, and is
not the immediate subject of, disciplinary action, you may request approval to take unpaid time off to participate in a
rehabilitation or treatment program. Leave may be granted if you agree to abstain from use of the problem
substance; abide by all our policies, rules, and prohibitions relating to conduct in the workplace; agree to submit to
random testing upon your return to work for a specified period of time; and if granting the leave will not cause any
undue hardship or disruption to our business, subject o the provisions of the Family and Medical Leave Act. Voluntary

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participation in a treatment program will not result in disciplinary action, in and of itself. However, substance abuse
or dependency will not excuse unacceptable performance or violations of our policy that would otherwise result in
disciplinary action or termination.
Employment Verification & References. Any requests for employment verification or references must be written and
sent via email or fax to Associate Resources at (317) 599-1154. No other Associate is authorized to provide any
employment references or information about any current or former Associate.
Further, the information provided in response to these inquiries will be limited to:
• Date of Hire
• Date of Termination
• Current or last position held
• Current or last rate of pay
• The following statement:
It is the policy and practice of this Company not to disclose any other information about any of its
current and former Associates for this purpose. Our decision not to provide any further information
about current and former Associate should not be considered as a negative comment about the
character or performance of such Associate.
Guns & Weapons. The Company strictly prohibits Associates from bringing any guns, licensed or unlicensed, knives or
other weapons inside any Company controlled structure or facility. All such guns & weapons must be locked in your
personal vehicle and kept out of sight.
In order to promote a safe, productive, and efficient workplace, Company reserves the right to inspect any articles
and property in an Associate’s possession or on an Associate’s person, to detect guns or other weapons. Company
also reserves the right to inspect lockers, desks, Company vehicles, packages, lunch boxes, backpacks, purses,
containers, articles of clothing, and other objects brought in a Company controlled structure or facility.
Violation of this policy will result in disciplinary action, up to and including termination.
Internet Acceptable Use. At this time, desktop access to the internet is provided to Associates when there is a
necessity and the access has been specifically approved. The Company has provided access to the internet for
authorized users to support its mission. No use of the internet should conflict with the primary purpose of the
Company, its ethical responsibilities or with applicable laws and regulations. Each user is personally responsible to
ensure that these guidelines are followed. Serious repercussions, including termination, may result if these guidelines
are not followed.
Company may monitor usage of the internet by Associates, including reviewing a list of sites accessed by an
individual. No individual should have any expectation of privacy in terms of their usage of the internet. In addition,
Company may restrict access to certain sites that it deems are not necessary for business purposes.
Company’s connection to the internet may not be used for any of the following activities:
• To access, create, transmit, print, or download material that is derogatory, obscene, or offensive, such as
slurs, epithets, or anything that may be construed as harassment or disparagement based on race, color,
national origin, sex, sexual orientation, age, disability, medical condition, marital status, or religious or
political beliefs;
• To access, send, receive or solicit sexually oriented messages or images;
• To download or disseminate copyrighted material that is available on the internet;
• To download software from the internet;
• To post any personal comments on the internet. Especially comments which could be construed as the
position of the Company on a particular issue or topic;
• To disclose confidential information, as described herein;
• To solicit or proselytize others for commercial purposes, causes, outside organizations, chain messages, or
other non-job related purposes; and
• To endorse political candidates or campaigns.

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Monitoring Communications. Effective communication with each other is vital to the Company’s success. Thus, the
Company has the obligation to ensure that its resources are used properly and within the guidelines it has
established. To meet its obligation, to improve and insure the quality of our service, and provide training to our
Associates, the Company provides telephones, computers, computer files, voice mail, email, access to the internet,
and other electronic communications systems for business use. The systems are provided for business purposes and
the information stored on these systems, and transmitted through these systems, typically should have a business
purpose. However, the Company recognizes that Associates may need to use the Company computer systems for
personal reasons. Therefore, the Company permits limited use of the systems on occasion for personal reasons.
However, an Associate’s personal use of the Company’s computer and phone systems cannot interfere with the
Associate’s work responsibilities and cannot violate any Company policy.
The Company may access and monitor its electronic communications systems, including phone calls, and obtain any
data or communications contained therein, without notice to any user of the system being searched. The Company
monitoring of its systems will include, but is not limited to, accessing, recording, disclosing, inspecting, reviewing,
retrieving and printing communications, logins and other uses of the systems, as well as keystroke capturing and/or
other network sniffing technologies. No Associate shall have any expectation of privacy when using the Company’s
electronic communications systems.
The reasons for which the Company may obtain such access include, but are not limited to, maintaining the system;
investigating any allegations or suspicions of system abuse or misuse; assuring compliance with software copyright
laws; complying with legal and regulatory requests for information; insuring that the Company’s operations continue
appropriately during an Associate’s absence or unavailability; monitoring and ensuring work flow and productivity.
Company may store electronic communications for a period of time after the communication is created. From time
to time, copies of communications may be deleted.
Open Door Policy. You have a right and obligation to raise, discuss and resolve with your supervisor, or if you are not
comfortable discussing the matter with your supervisor, Associate Resources or any other supervisor or officer of the
Company, any matter that you perceive as a problem or which may be a cause for complaint. If you cannot resolve
any such problem or cause with Associate Resources or your supervisor to your satisfaction, you have the right and
obligation to escalate the matter to higher levels of management so that you may feel that you have been fairly
treated. No one will be retaliated against for bringing a concern to management’s attention or participating in any
investigation undertaken in response to an Associate complaint.
Outside Employment. Individuals employed by the Company may hold outside jobs so long as they continue to
maintain the performance standards required for their current position with the Company. Associates should
consider the impact that outside employment may have on their ability to perform their duties at the Company. All
Associates will be evaluated by the same performance standards and will be subject to the Company’s scheduling
demands, regardless of any outside work commitments.
If the Company determines that an Associate’s outside work interferes with their job performance or their ability to
meet the requirements of Company, as they are modified from time to time, the Associate may be asked to terminate
the outside employment if he or she wishes to remain employed with Company.
Outside employment that constitutes a conflict of interest is prohibited. Associates may not receive any income or
material gain from individuals or organizations for materials produced or services rendered while performing their
jobs with the Company.
Personnel Records. Personnel records are the property of the Company, and access to the information they contain is
restricted and confidential. A personnel file shall be kept for each Associate and should include the Associate’s
Application for Employment, copy of the letter of employment, performance reviews, disciplinary records, and any
other relevant personnel information.
It is the Associate’s sole responsibility to update their general information on the UltiPro Portal. The UltiPro Portal is
the general repository for Associate information and houses information such as: home address, phone numbers,
beneficiary information, dependent information, emergency contact information, bank account information, tax
information, direct deposit information, etc.

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Professionalism. Associates are expected to conduct themselves in a professional manner at all times, including but
not limited when in the office, at a customer worksite, and all other work-related settings.
Relationships with Co-Workers. Consenting “romantic” or sexual relationships between a supervisor and an
Associate may at some point lead to unhappy complications and significant difficulties for all concerned (the
Associate, the supervisor, and the Company), including potential charges of favoritism and claims for sexual
harassment. Accordingly, these types of relationships are strongly discouraged. To prevent problems from arising
when such relationships do exist, the Company has adopted the following policy.
If a romantic or sexual relationship between a supervisor and an Associate does develop, it is the responsibility and
mandatory obligation of the supervisor and the subordinate to promptly disclose the existence of the romantic
relationship to Associate Resources.
Associate Resources will keep all such information confidential to the extent possible. Associate Resources shall only
inform others on a need-to-know basis of the relationship. Upon being informed or learning of the existence of such
a relationship, Associate Resources will immediately take the following action.
• The Associate shall not work under the supervision of the supervisor.
• The supervisor must withdraw from participation in activities or decisions that may reward or
disadvantage any Associate with whom the supervisor has or has had such a relationship (activities
include, but are not limited to, hiring, performance evaluations, promotions, compensation, work
assignments and discipline).
• Either the supervisor or the Associate must be reassigned to another department. Where practical, the
Company will consider the recommendation of the involved Associates as to which one should be
transferred.
The Company also requires all Associates to disclose to Associate Resources the existence of a romantic or sexual
relationship between an Associate and a vendor or customer as this type of relationship also poses a potential conflict
of interest.
Failure to disclose the existence of romantic relationships in accordance with this policy will result in disciplinary
action, up to and including termination of employment.
Safe Driving Policy. Safety is our top priority while driving a company vehicle or engaged in company business.
Therefore, Associates are required to wear a safety belt, follow all posted signs and speed limits, drive defensively,
refrain from eating, text messaging or using any data transmission while driving, and take sufficient breaks when
driving for extended periods of time. It is also encouraged to use your cellular telephones responsibly when in an
automobile; this includes no texting and eliminating distractions while operating a company vehicle.
Use of a company vehicle is a privilege that can be revoked or suspended at any time. As a condition of operating a
company vehicle, Associate’s may be required to authorize a review of their motor vehicle record and/or submit to
random substance abuse testing. All Associate’s will be required to maintain a valid driver’s license and auto
insurance. In addition, it is a requirement to notify your supervisor if a company vehicle appears to be damaged,
defective, or in need of repair.
If an Associate operates a company-owned or leased vehicle or equipment or using a personal vehicle for business
use, they are required to immediately notify their supervisor if they are cited or receive a summons for driving under
the influence of alcohol or other controlled substance, if they have a suspended license or if they are involved in an
accident. If an Associate is determined to be at fault for the accident, they will be responsible for the repair costs up
to the applicable insurance deductible.
Improper, careless, negligent, destructive, unsafe use or operation of a company-owned or leased vehicle or
equipment, or a personal vehicle used for company business, as well as excessive avoidable traffic and parking
violations will subject an Associate to disciplinary action and/or suspension or revocation of their use of a company
vehicle.
Safety & On-the-Job Injuries. The safety of each Associate working for the company is most important. It is the
responsibility of each Associate to conduct all tasks in a safe and efficient manner complying with all local, state and
federal safety and health regulations and program standards, and with any special safety concerns for a particular

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area or with a customer. To prevent harm, each Associate shall immediately stop any activity which they feel poses a
safety risk to either themselves, others, or to property, and shall notify their supervisor so remedial action can be
taken.
It is the responsibility of the Associate to report all safety and health infractions, whether an injury occurs or not, that
you are involved in, or that you witness, immediately to your manager. It is also the responsibility of the Associate to
immediately notify your manager when you are injured on-the-job, regardless of whether there was a safety or health
infraction. Failure to report any such foregoing infraction may result in disciplinary action, up to and including
termination.
Furthermore, it is required that all Associate’s in the organization assumes the responsibility of individual and
organizational safety. Failure to follow Company safety and health guidelines or engaging in conduct that places the
Associate, customer or Company or customer property at risk can lead to disciplinary action, up to and including
termination. Contact the Safety Coordinator, your Supervisor/Manager or Associate Resources for specific
instructions.
Solicitation. Solicitation and distribution of literature by non-associates on company property is prohibited. Soliciation
by Assoicates is preohibited when the person soliciting of the person beling solicited is on working time. Working
time is the time Associates are expected to be working and does not include rest, meal or other authorized breaks.
Distirbution of literature by Associates on company property in non-working areas during working time, as define
above, is prohibited. Distribution of literature by Associates on company property in working areas is prohibited.
Sounds. To prevent situations where others may be inadvertently offended or distracted by random noises or sounds,
the Company is encouraging an environment free from unnecessary non-conversational audible sound. Therefore,
while in the office, please place all non-work related electronic devices you use in do-not-disturb mode or fully reduce
the volume such that it makes no discernible noise. This would include, but not be limited to, the following: cell
phones, computers, pagers, radios, and tablets.
Theft & Vandalism. Theft or vandalism will not be tolerated. Associates are expected to immediately notify
management and Associate Resources of any theft or vandalism they witness. No Company owned property shall be
misappropriated for an Associate’s personal benefit unless the Associate secures prior written authorization from
their supervisor. Any violations of this policy will result in disciplinary action, up to and including termination.
The Company assumes no responsibility for an Associate’s personal property missing from or lost on Company
premises. Associates should exercise care for all personal property including apparel, wallets, briefcases, books, and
equipment. Anyone finding unidentified property should immediately bring it to their supervisor or the designated
local lost and found area.
Tobacco Products. The use of tobacco products, including vaping products, is expressly prohibited in Company
vehicles and on Company property outside of any designated smoking areas. Any Associate that elects to use a
tobacco product on Company property is expected to properly extinguish and dispose of the refuse. Littering on or
around Company property is expressly prohibited.
Workplace Violence Prevention. The Company strives to maintain a productive work environment free of violence
and the threat of violence. We are committed to the safety of our Associates, vendors, customers and visitors. The
Company does not tolerate any type of workplace violence committed by or against Associates. Any threats of
violence against an Associate, vendor, customer, visitor or property will not be tolerated. Any Associate who
threatens violence or acts in a violent manner while on Company premises or during working hours will be subject to
disciplinary action, up to and including termination. Where appropriate, Company will report violent incidents to
local law enforcement authorities.
A violent act or threat of violence is defined as any direct or indirect action or behavior that could be interpreted, in
light of known facts, circumstances and information, by a reasonable person, as indicating the potential for or intent
to harm, endanger or inflict pain or injury on any person or property.
Examples of prohibited conduct include but are not limited to the following:
• physical assault, threat to assault or stalking an Associate or customer;
• possessing or threatening with a weapon;

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 • intentionally damaging property of the Company or personal property of another;
• aggressive or hostile behavior that creates a reasonable fear of injury to another person; and
• harassing or intimidating statements, phone calls, voice mails, or email messages, or those which are
unwanted or deemed offensive by the receiver; and
• racial or cultural epithets or other derogatory remarks Associated with hate crime threats.
Any Associate who feels threatened or is subject to violent conduct or who witnesses threatening or violent conduct
at the workplace should report the incident to their supervisor or any member of management immediately. In
addition, Associates should report all suspicious individuals or activities as soon as possible. The Company will
promptly and thoroughly investigate all reports of threats or actual violence as well as suspicious individuals and
activities at the workplace.
Anyone determined to be responsible for threats of or actual violence or other conduct that is in violation of this
policy will be subject to disciplinary action, up to and including termination.
Expectations
Attendance & Punctuality. Q Services depends on our Associates to be at work at the times and locations scheduled.
Time off that was approved in advance by your supervisor does not count against Associates for disciplinary purposes.
Examples are holiday, paid time off, bereavement leave, jury duty, FMLA leave and disabilities covered by Workers’
Compensation. If you expect to be absent from the job for an approved reason, you should notify your supervisor of
your upcoming absence as for in advance as possible but no later than 2 weeks in advance for multiple days off in a
row or at least 24 hours in advance for a single day off. Associates are accountable and responsible for managing
their Paid Time Off (PTO) hours to allow for adequate reserves if there is a need to cover vacation, illness,
appointments, emergencies or other needs that require time off from work. For these types of leave, Associates are
required to use their PTO if available.
After three consecutive days’ absence, you may be required to provide documentation from your physician to
support an injury or illness-related absence and to ensure that you may safely return to work.
Excessive absenteeism and/or tardiness will lead to corrective action, up to and including termination. The
determination of excessive absenteeism will be made at the discretion of the company based on the guidelines
below.
Absences: An absence is any time off that has not been pre-approved within the time frames listed above. It is the
Company’s policy to count occurrences, not the individual number of days an associate is absent for corrective action
purposes. For example, if an associate is sick and is absent for three (3) consecutive days, this period will our count as
one (1) occurrence point.
Late or Leave Work Early: An hourly associate is considered to be late whenever they fail to report to work at the
time and place scheduled. Each department will determine the definition of late depending on their business needs
and will be consistently followed throughout the department. This includes, but is not limited to, taking longer than
normal lunch breaks, too many breaks during the day, arriving late or leaving work early without supervisor approval.
Each of these violations will counts as one half (1/2) occurrence point.
If employed less than 90 days: If employed more than 90 days:
2 occurrences – verbal warning 3 occurrences – verbal warning
3 occurrences – written warning 5 occurrences – written warning
4 occurrences – final warning 7 occurrences – final warning
5 occurrences – termination 8 occurrences – termination
In addition to the above, for each 30-day calendar period that the Associate works, and without a late/tardy or leave
early occurrence, Associate shall earn back one (1) occurrence point on the attendance plan. The Associate at no
time can have lower than zero (0) occurrence points.
If you unexpectedly need to be absent from or late to work, you must notify your supervisor at least two (2) hours
prior to the start of your scheduled workday and provide the reason for the absence or tardiness.

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No Call, No Show: No call, no show occurs if you fail to report to work and fail to notify your supervisor. The first
instance of a no call, no show will result in a written warning and you will receive two (2) occurrence points. Should
you fail to show up for work and notify your supervisor for two (2) consecutive days, you will receive an additional 3rd
point. If after three (3) days of no call, no show, you will be considered as you abandoning your job and your
employment will be terminated. Two (2) independent incidents of no call, no show in any twelve (12) month period
will result in termination of employment.
Personal Appearance. An Associate is expected to dress and groom appropriately for their responsibilities. Business
casual is permitted in Company offices Monday through Thursday; casual dress is permitted on Fridays. When
meeting with important customers, bankers, or other similarly situated individuals, appropriate attire is required.
On all occasions, Associates are expected to present a neat appearance and are never permitted to wear ripped or
disheveled clothing, athletic wear, or similarly inappropriate clothing. Any Associate who does not meet the
standards of this policy will face corrective action.
The Company makes reasonable accommodations for dress or grooming directly related to an Associate’s religion,
ethnicity or disabilities.
Personal Hygiene. All Associates will practice proper personal hygiene so as to not become a distraction to other
Associates or customers in the workplace. Associates will be clean, and free of body odor.
Feedback
Performance Appraisal. The work of each Associate is reviewed on an ongoing basis with the supervisor to provide a
systematic means of evaluating performance.
The annual performance review is a formal opportunity for the supervisor and Associate to exchange ideas that will
strengthen their working relationship, review the past year, and anticipate Company’s needs in the coming year. The
purpose of the review is to encourage the exchange of ideas in order to create positive change within Company. To
that end, it is incumbent upon both parties to have an open and honest discussion concerning the Associate’s
performance. It is further incumbent upon the supervisor to clearly communicate the needs of the Company and
what is expected of the Associate in contributing to the success of Company in the coming year.
Both supervisor and Associate should attempt to arrive at an understanding regarding the objectives for the coming
year. This having been done, the parties should sign the performance review form, which will be kept as part of the
Associate’s personnel record and used as a guide during the course of the year to monitor Associate’s progress
relative to the agreed upon objectives.
Corrective Actions. The Company makes every attempt to ensure that corrective actions are prompt, uniform and
impartial. The major purpose of any corrective action is to correct the problem, prevent recurrence, and prepare the
Associate for satisfactory service in the future.
Although employment with the Company is based on mutual consent and both the Associate and the Company have
the right to terminate the employment at-will, with or without cause or advance notice, the Company may use
progressive corrective action at its discretion. Progressive corrective action, however, in no way limits or changes the
employment at-will relationship.
Corrective and discipline action may call for any of the following four steps, generally imposed in the order presented:
• verbal warning;
• written warning;
• suspension, with or without pay; or
• termination of employment.
The decision to impose one type of discipline over another is based on severity of the problem and the number of
occurrences. There may be circumstances when one or more steps are bypassed. The Company recognizes that
there are certain types of Associate problems that are serious enough to justify either a suspension, or in extreme
situations, termination of employment, without going through progressive corrective steps. By using progressive
corrective action, we hope that most Associate problems can be corrected at an early stage, benefitting both the
Associate and the Company.

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 Termination
Separation. You acknowledge and understand that unless you have a written employment agreement with the
Company that provides otherwise, you have the right to resign from your employment at any time with or without
notice and with or without cause, and that the Company has the right to terminate your employment at any time with
or without notice and with or without cause.
Should an Associate resign their position, the Associate’s supervisor or Associate Resources may request an exit
interview. The Associate’s participation in that exit interview is strictly discretionary on their part.
Circumstances under which separation may occur include, but are not limited to, the following:
• Resignation. Associates are encouraged to give at least two (2) weeks prior written notice of their
resignation. Failing to provide the requested two (2) weeks’ notice may result in the Associate being
ineligible for rehire. If an Associate is absent for three (3) consecutive workdays or shifts without
notification, they will be considered to have abandoned their position, and in effect having resigned
without providing prior notice.
• Termination. Under certain circumstances, the termination or lay-off of an Associate may be necessary.
Associates who are terminated or laid off are entitled to receive accrued, unused PTO benefits.
• Last Day. Associates must work on their last day of employment. Associates may not use Paid Time Off
(PTO) on their last day. Exceptions made by management approval only.
Return of Property. Associates are responsible for all Company equipment, property and work products that may be
issued to them and/or are in their possession or control, including but not limited to the following:
• Building Keys/Security Badges
• Computers, Phones, and other equipment
• Credit Cards
• Intellectual Property
• Tools
• Vehicle
In the event of a separation of employment, or immediately upon the request of your supervisor or Associate
Resources, Associate must return all Company property that is in their possession or control. Where permitted by
applicable law, Company may withhold from the Associate’s final paycheck the cost of any property, including
intellectual property, which is not returned when required. Company may also take any other action it deems
appropriate to recover or protect its property.
Re-Employment. Former Associates who leave Q Services in good standing and had a satisfactory employment record
during their employment may be eligible for re-employment. As a general rule, Q Services will not rehire former
Associates who:
• Were dismissed by the company.
• Resigned without giving two weeks’ notice.
• Were dismissed for inability to perform job duties.
• Had a poor attendance record.
• Violated work or safety rules.
• Had a below-average performance evaluation.
Associates who have been rehired within 60 days of separation of employment will retain their original start date for
years of service purposes and PTO calculation. Standard benefit eligibility requirements still apply. Associates will not
be required to complete a background check, drug screen and/or any other pre-employment screening required by
position.
Associates who are rehired more than 60 days after their termination date must re-apply for employment, complete
the application process as a new hire and meet eligibility requirements for benefit purposes.

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 SECTION THREE
AMERICANS WITH DISABILITIES ACT
FAMILY MEDICAL LEAVE ACT
NON-FMLA LEAVE
EQUAL EMPLOYMENT OPPORTUNITY
WORKPLACE HARASSMENT
FAIR LABOR STANDARDS ACT

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 Americans with Disabilities Act
It is the policy and practice of the Company to comply with the Rehabilitation Act, the Americans with Disabilities Act,
as well as with applicable state and local laws prohibiting discrimination on the basis of a disability.
Associates, with a disability recognized by law are entitled to a reasonable accommodation if one is needed to enable
the person to perform the essential elements of a job, or to enjoy the benefits offered to other applicants or
Associates. In general, a disability is defined as a physical, mental, medical, or psychological impairment that
substantially limits a major life activity or that prevents the exercise of a normal bodily function, a record of such
impairment, or a condition regarded by others as such an impairment.
Because the need for an accommodation is often not apparent, it is the responsibility of the Associate to request an
accommodation. This request should be made to Associate Resources. The Associate may be asked to provide
medical evidence to support the need for the requested accommodation.
A reasonable accommodation may include, but is not limited to, adjustments such as providing an accessible
workplace, acquiring or modifying equipment, job restructuring, modifying work schedules, modifying examinations
and training materials, reassigning to a vacant position, and providing qualified readers or interpreters for the vision
and hearing impaired. Reasonable accommodations do not include lower performance standards or items for
personal use or convenience. A “reasonable” accommodation provided by the Company, may not be the
accommodation requested by the Associate. The process of identifying and providing a reasonable accommodation is
an interactive one. The Company is not obligated to provide an accommodation if it would impose an undue hardship
on it, or if the person requesting the accommodation poses a direct threat to the safety of self or to others.
Equal Employment Opportunity
The Company is committed to providing equal employment opportunities for all Associates and applicants without
regard to their veteran status, uniformed service member status, race, color, religion, sex, national origin, age,
physical or mental disability, genetic information or any other category protected by applicable federal, state, or local
law.
The Company’s policy of equal employment opportunities applies to all terms and conditions of employment,
including recruitment, hiring, job assignments, promotions, working conditions, scheduling, benefits, wage & salary
administration, disciplinary action, termination, and social, educational and recreational programs.
The Company will not tolerate any form of unlawful discrimination. All Associates are expected to cooperate fully in
implementing this policy and to report any actions that they believe violate this policy to Associate Resources. In
particular, any Associate who believes that any other Associate of the Company may have violated this Equal
Employment Opportunity Policy should immediately report the issue to Associate Resources.
If the Company determines that a violation of this policy has occurred, it will take appropriate action against the
offending party, which may include counseling, warnings, suspensions, and termination. Associates who report, in
good faith, violations of this policy and Associates who cooperate with investigations into alleged violations of this
policy will not be subject to retaliation.
The Company is also committed to complying fully with applicable disability discrimination laws and ensuring that
equal employment opportunities exist for qualified persons with disabilities. See the Americans with Disabilities
policy above, for further information.
Fair Labor Standards Act (“Safe Harbor”)
It is the Company’s policy and practice to comply with all applicable state and federal laws related to compensation.
In this regard, the Company wants to ensure that you are paid properly for all time worked and that no improper
deductions are made.
Being paid on a “salary basis” refers to an Associate who regularly receives a predetermined amount of compensation
each pay period on a weekly or less frequent basis, which cannot be reduced because of variation on the quality or
quantity of work. Subject to certain exceptions listed, an exempt Associate must receive their full salary for any

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workweek in which the Associate performs any work, regardless of the number of days or hours worked. Exempt
Associates do not need to be paid, and will not be paid, for any workweek in which they perform no work unless
appropriate accrued paid leave is utilized. If deductions are made from an Associate’s predetermined salary, that
Associate is not paid on a “salary basis”. If the Associate is ready, willing and able to work, deduction may not be
made for time when work is not available.
It is the policy of the Company to comply with the “salary basis” requirements of the Fair Labor Standards Act.
Therefore, those preparing paychecks are prohibited from making any improper deductions from salaries of exempt
Associates. If you believe that an improper deduction has been made to your salary or that overtime was worked and
not paid, you should immediately report this information to Associate-resources@qservicesco.com.
Reports of an improper deduction from wages or an overtime denial will be promptly investigated. If it is determined
that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction or paid for
overtime worked. The Company will not allow any form of retaliation against individuals who report alleged
violations of this policy or who cooperate in the Company’s investigation of such reports.
Family Medical Leave Act
Under the Family and Medical Leave Act of 1993, as amended (FMLA), Associates may be eligible for a period of job-
protected unpaid leave for certain family and medical reasons as described below. This Family Medical Leave Act
Policy (“Policy”) provides an overview of Associaties’ rights and responsibilities under the FMLA as well as the
Company’s own policies regarding FMLA Leave. The Company has posted notices of the FMLA at all Company
facilities. The information in those posters is incorporated into this policy by reference.
General Eligibility
To be eligible for FMLA Leave under this Policy, an Associate must have worked at the Company for at least 12
months and must have worked at least 1,250 hours during the 12-month period prior to the commencement date of
any leave requested under this Policy. Eligibility will be determined as of the date the FMLA leave commences.
Associates who work at a site at which fewer than 50 Associates are employed within a 75-mile radius may not
eligible for leave under this policy. When a request for FMLA is made, the company will advise of the Associate’s
eligibility and the Associate’s rights and responsibilities.
Types and Duration of FMLA Leave

• Bonding Leave; Serious Health Condition Leave; Leave to care for a family member with a Serious
Health Condition; Active Duty Leave
An eligible Associate may take up to 12 weeks of unpaid leave during a rolling 12-month period
(measured backward from the date an Associate uses FMLA leave) for the following reasons:

• the birth of the associate’s child and to bond with the child; or for placement through
adoption or foster care and to bond with the newly placed child. Such leave must be
concluded no later than 12 months after the birth or placement of the child with the
associate;
• to care for an immediate family member (spouse, child under 18 years old or a child 18 and
over who is incapable of self-care because of a disability, or parent) with a serious health
condition;
• because of a serious health condition which renders the associate unable to perform the
functions of his/her job; or
• because of any qualifying exigency arising out of the fact that an associate’s spouse, son (of
any age), daughter (of any age) or parent, who is serving in any branch of the US military
(including the National Guard or Reserves), has been deployed or called to active duty in a
foreign country (“Active Duty Leave”).

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 • Military Caregiver Leave

An Associate also may be eligible for Military Caregiver Leave to care for a spouse, son (of any age),
daughter (of any age), parent or next of kin who is: 1) a current member of the Armed Forces,
including the National Guard or Reserves, and who is undergoing medical treatment, recuperation,
or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list,
for a serious injury or illness, which is incurred in the line of duty (or for a pre-existing injury or illness
which is aggravated in the line of duty) and that renders the service member medically unfit to
perform the duties of his or her office, grade, rank or rating, or 2) a veteran who was a member of
any branch of the Armed Forces, including the National Guard or Reserves, and who is undergoing
medical treatment, recuperation, or therapy, for a serious injury or illness that occurred in the line of
duty (or for a pre-existing injury or illness which was aggravated in the line of duty) at any time
within 5 years preceding the treatment, recuperation or therapy. A covered veteran incurs a serious
illness or injury for purposes of this paragraph when one of the following occurs:

• The injury or illness makes him or her medically unfit to perform the duties of his or her
office, grade, rank or rating.
• It causes the service member to have a VA Service Disability Rating is at 50% or greater.
• It is a mental or physical condition substantially impairs their ability to obtain gainful
employment.
• The VA enrolls the employee in the Department of Veteran Affairs Program of
Comprehensive Assistance for Family Caregivers.
Eligible associates are entitled to a total of 26 weeks of unpaid Military Caregiver Leave during a
single 12-month period. This single 12-month period begins on the first day an eligible associate
takes Military Caregiver Leave (as long as it is within 5 years of the covered service member’s active
duty) and ends 12 months after that date. Military Caregiver Leave applies on a per-covered service
member, per-injury basis, so that an associate may be eligible to take more than one 26 week period
of Military Caregiver Leave, but no more than 26 weeks of leave may be taken during any one 12-
month period.
An eligible associate is entitled to a combined total of 26 workweeks of leave for all FMLA qualifying
reasons during the single 12-month period described above. For example, if an associate takes 10
weeks of FMLA leave due to his/her own serious health condition, the associate may take only 16
weeks of Military Caregiver Leave during that same 12 month period.
Definitions
• A “serious health condition” as referred to above means an illness, injury, impairment, or physical or
mental condition that involves:
• in-patient care (i.e., an overnight stay) in a hospital or other medical care facility (including any
period of incapacity or any subsequent treatment in connection with such in-patient care);
• a period of incapacity of more than three (3) consecutive full calendar days, and any subsequent
treatment or period of incapacity relating to the same condition that also involves: (i) treatment
two (2) or more times by a health care provider or under the supervision of a health care
provider the first being within seven (7) days of the onset of the incapacity and the second being
within thirty (30) days of the start of the incapacity, or (ii) treatment by a health care provider on
at least one (1) occasion within seven (7) days of the start of the incapacity which results in a
regimen of continuing treatment under the supervision of a health care provider;
• any period of incapacity or treatment due to pregnancy, or for prenatal care;

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 • any period of incapacity or treatment due to a chronic serious health condition requiring
periodic visits of at least twice a year for treatment by a health care provider;
• a period of incapacity or treatment which is permanent or long-term due to a condition for
which treatment may not be effective, during which the employee (or family member) must be
under the continuing supervision of, but need not be receiving active treatment by, a health care
provider; or
• any period of absence to receive multiple treatments by a health care provider or under the
supervision of a health care provider, either for restorative surgery after an accident or other
injury, or for a condition that will likely result in a period of incapacity of more than three (3)
consecutive calendar days in the absence of medical intervention or treatment.
• A “qualifying exigency” referenced above under “Active Duty Leave” refers to the following
circumstances:
• Short-notice deployment: to address issues arising when the notification of a call or order to
active duty is seven (7) days or less;
• Military events and related activities: to attend official military events or family assistance
programs or briefings;
• Childcare and school activities: for qualifying childcare and school related reasons for a child,
legal ward or stepchild of a covered military member;
• Care of the covered military member’s parent if the parent is incapable of self care;
• Financial and legal arrangements: to make or update financial or legal affairs to address the
absence of a covered military member;
• Counseling: to attend counseling provided by someone other than a health care provider for
oneself, for the covered military member, or child, legal ward, or stepchild of the covered
military member;
• Rest and recuperation: to spend up to fifteen (15) calendar days for each period in which a
covered military member is on a short-term rest leave during a period of deployment; or
• Post-deployment activities: to attend official ceremonies or programs sponsored by the military
for up to 90 days after a covered military member’s active duty terminates or to address issues
arising from the death of a covered military member while on active duty.
Notice of Need for FMLA Leave
An Assoicate who wants to take FMLA must follow normal call-in policies and notify the person an Associate would
normally notify for an absence. Failure to adhere to normal company call-in procedures can result in discipline, as
with any other type of leave.
If FMLA applies or believed to possibly apply, the associate will be required, thereafter, to contact Associate Resource
to complete a request for leave. The associate will be required to fill out prescribed forms requesting leave.
To avoid a delay in FMLA protection, the associate must give notice as soon as possible and practicable under the
circumstances of enough facts to advise the person receiving the call that FMLA may apply. Associates are always
required to give notice as soon as practicable and possible, but, except for instances of active duty leave, an associate
is not required to provide more than thirty (30) days advance notice.
If an associate fails to give the required notice with no reasonable excuse, FMLA coverage may be delayed for a
period of time. This can result in discipline for absences taken prior to FMLA coverage commencing.
Associates should make every reasonable effort to schedule foreseeable medical treatments so as not to disrupt the
ongoing operations of the Company.

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Intermittent FMLA Leave
Intermittent or reduced schedule leave is leave at varying times for the same qualifying condition. Intermittent leave
or reduced schedule leave may be available if the need for leave is due to an associate’s serious health condition or
an associate’s immediate family member’s serious health condition and when the need for intermittent or reduced
schedule leave is certified by a health care provider. Intermittent or reduced schedule leave is not available for the
birth or placement of a child for adoption or foster care, unless the Company agrees. Military Caregiver Leave may be
taken intermittently or on a reduced leave schedule when medically necessary. Active Duty Leave may also be taken
on an intermittent or reduced leave schedule.
Associates who take foreseeable intermittent or reduced schedule leave must attempt to schedule their intermittent
or reduced schedule leaves so as not to disrupt the operations of the Company and in some instances, the Company
may require associates taking foreseeable intermittent or reduced schedule leaves to transfer temporarily to an
alternative position for which the associate is qualified and which better accommodates the associate’s leave
schedule. Pay and shifts would not be affected by a change to an alternate position. Time worked in the alternate
position would not count towards the associate’s FMLA leave entitlement.
Associates taking unforeseeable intermittent leaves must follow the Company’s standard call-in procedures absent
unusual circumstances.
Documentation Supporting FMLA Leave
An Associate requesting leave for a serious health condition must provide a completed FMLA Certification of Health
Care Provider Form supporting the need for the leave. A request for reasonable documentation of family relationship
verifying the legitimacy of a request for FMLA Leave may also be required.
The associate will have fifteen (15) days in which to return a completed Certification form following the Company’s
request for the certification. If the associate fails to provide timely certification after being required to do so, covered
leave may be delayed moving forward until the certification form is finally submitted. Absences counted against the
associate for a late certification will not be reversed absent exceptional circumstances. If an associate never returns
the completed form, the FMLA will be denied and the absences will be unprotected. If the Certification form is
incomplete or insufficient, an associate will be given written notification of the information needed and will be given
a period of seven (7) days to provide the necessary information.
In some circumstances, a second opinion, at the expense of the Company, related to the health condition may be
required. If the original certification and the second opinion differ, a third opinion, at the expense of the Company,
may be required. The opinion of the third health care provider, which the Company and the associate jointly select,
will be the final and binding decision.
A request for Active Duty Leave must be supported by the Certification of Qualifying Exigency for Military Family
Leave form as well as appropriate documentation, including the covered military member’s active duty orders.
A request for Military Caregiver Leave must be supported by the Certification for Serious Injury or Illness of Covered
Servicemember form or Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave form as well
as any necessary supporting documentation.
Providing false information to the Company in an attempt to obtain FMLA leave will result in no FMLA protection, and
it may also constitute a policy violation and result in discipline up to and including termination.
Once the company has received a complete and sufficient certification form from the associate, the Company will
advise the associate whether he or she has been approved or denied FMLA and, if possible, will advise how much
FMLA will be used.
Recertification
In the following circumstances, the Company may, in its sole discretion, require recertification of the qualifying
reason for FMLA: (1) where the associate needs more leave than the original certification justified; (2) where
circumstances and facts cast doubt on the associate’s need for FMLA; or (3) when the need for FMLA extends beyond
6 calendar months. In these situations, the associate will have fifteen (15) days in which to provide a completed
Recertification form.

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Restoration To Position And Benefits
Healthcare benefits will be maintained while an associate is on FMLA, subject to the payment of premiums explained
in this paragraph. For all other benefits, they will be maintained similarly to others on similar forms of leave
(paid/unpaid). Associates on paid FMLA (because they are concurrently exhausting a paid leave benefit) will continue
to have their premium payments deducted from their paycheck as if they were on non-FMLA paid leave. Associates
on an unpaid FMLA leave (for which no paid leave is substituted or after all paid leave has been exhausted) will need
to maintain the benefits they accrued prior to commencement of the leave by making premium payments. If the
payment is not received on the due date or thereafter, the company will provide the associate written notice of non-
payment and provide 15 days to make the payment. If the payment is not made within the 15 day window, and at
least 30 days have passed from the due date, then coverage under the benefit plan will lapse, retroactively to the
original due date.
Associates are permitted to return to whatever position they would have held had they not taken FMLA leave.
Generally, this means associates returning from FMLA leave within 12 weeks will be returned to the job position that
they held when they went on leave, or a substantially similar one. If the associate would have lost their position even
if they had not taken the leave, then there exists no reinstatement right. For example, if the associate’s position is
eliminated because of a reduction in force, then no reinstatement right exists.
If an eligible associate fails to pay his or her portion of the required premium payments for benefit coverage, and the
Company elects to make the associate’s portion of premium payments to keep benefit coverage in effect during a
period of paid or unpaid FMLA leave for medical and dental benefits, and/or a period of unpaid FMLA leave for other
benefits, the Company may recover the amount of the premium payment from the associate regardless of whether
the associate returns to work. The Company may recover its own share of the premiums paid for maintaining an
associate’s benefit coverage during any period of unpaid FMLA leave if the associate fails to return from leave after
entitlement has expired, provided the associate failure to return to work for a reason other than the continuation,
recurrence, or onset of a serious health condition was unrelated to the qualifying reason the associate took FMLA
leave.
Return To Work
FMLA leave must be used for its intended purpose. If the qualifying reason for taking leave ends, then the associate
must contact Associate Resources and make arrangements to return to work. Associates on FMLA leave must
periodically inform the Associate Resources Department of their status and intent to return to work while on FMLA
leave. Associates returning from FMLA leave must be able to assume all of the essential functions of their jobs upon
return. The Company will provide time for the associate to learn of any changes or new technology implementations.
As a condition to restoring an associate whose leave was based on the associate’s own serious health condition, the
associate must provide certification from the associate’s health care provider stating that the associate is able to
resume work. This return to work statement is required for all serious health conditions unless the associate has
previously provided one for that condition within the past year. If safety issues exist, the Company may require a
return to work statement every thirty days.
Failure To Return From Leave
Unless required otherwise by law an associate granted a leave of absence under these provisions who fails to return
to work upon expiration of the leave will no longer have protected absences. Further absences would count against
the attendance policy.
Interaction with State Leave Laws
Certain states require employers to provide greater or different job-protected leave. When applicable, the Company
complies with all such leave laws. When leave provided under one of these laws is covered under the federal FMLA, it
also shall count toward the associate’s federal FMLA entitlement and as FMLA Leave under this Policy. These leave
laws vary by state, and the associate should contact Associate Resources if you have questions about them.

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 Non-FMLA Leave
All regular full-time Associates are eligible to take an unpaid non-FMLA leave of absence for up to thirty (30) days, at
the discretion of the Company. A request for a non-FMLA leave of absence must be submitted to Associate
Resources. All non-FMLA leaves of absence must be approved in advance by the Associate’s supervisor or manager,
and once approved submitted to Associate Resources. Any non-FMLA leave request may be granted solely in the
Company’s discretion.
A request for a non-FMLA leave of absence will be considered on the basis of the Associate’s length of service,
performance, responsibility level, the reason for the leave, whether other individuals are already out on leave, and
the expected impact of the leave on the Company’s operations.
If approved, the time during which an Associate is on a leave of absence will be unpaid and will not be considered
time worked for purposes of determining eligibility for, or the amount of, certain benefits, such as PTO. When an
Associate returns from a leave of absence, the eligibility and accrual dates for such benefits will be adjusted forward
to reflect the period of the leave. If a paid holiday during the period an Associate is on a leave of absence, the
Associate will not be eligible for the holiday pay.
Except as required by law, the Company cannot guarantee an Associate’s position will be open when he or she
returns from the leave of absence. If an Associate’s former position is unavailable when he or she is ready to return
to work from an approved leave, reasonable efforts will be made to place the Associate in a comparable position for
which they are qualified. An Associate who does not accept the position offered will be considered to have
voluntarily terminated their employment with the Company, effective the day such refusal is made.
If an Associate does not return to work immediately after an approved leave or fails to contact the Company to
request an extension of the leave, the Company will assume that the Associate has voluntarily resigned their position
with the Company. Associate that resign in this manner are not eligible for rehire.
Workplace Harassment
The Company is committed to providing a work environment for all Associates that is free from inappropriate
conduct, including sexual harassment and other types of discriminatory harassment. Associates are expected to
conduct themselves in a professional manner and to show respect for their co-workers, along with Company’s
customers and vendors.
Harassment is a form of misconduct that undermines the integrity of the employment relationship. All Associates are
entitled to work in an environment free from harassment or inappropriate conduct. While it is difficult to define what
constitutes illegal harassment under the law, the Company realizes that any type of inappropriate conduct or
harassing behavior based on veteran status, uniformed service member status, race, color, religion, sex, sexual
orientation, national origin, age, physical or mental disability, genetic information or any other protected category (of
that of the individual’s relatives, friends or Associates), or any other category protected by laws is inappropriate in the
workplace. Therefore, the Company will not tolerate any behavior that creates an intimidating, offensive or hostile
work environment or that interferes with work performance.
This policy applies to all work-related settings and activities, whether inside or outside the workplace, and includes
business trips, business related social events, and customer/vendor interactions with Associates. No Company
property (e.g. telephones, copy machines, facsimile machines, computers, and/or computer applications such as
email and internet access) may be used to engage in conduct that violates this policy.
The Company’s policy against harassment covers Associates and any other individuals in the workplace, such as
vendors and customers.
Prohibition of Sexual Harassment. Company’s policy against sexual harassment prohibits sexual advances or
requests for sexual favors or other physical or verbal conduct of a sexual nature, when: (1) submission to such
conduct is made an express or implicit condition of employment; (2) submission to or rejection of such conduct is
used as a basis for employment decisions affecting the individual who submits to or rejects such conduct; (3) such
conduct has the purpose or effect of unreasonably interfering with an Associate’s work performance or creating an
intimidating, hostile, humiliating, or offensive working environment; or (4) such conduct has the purpose or effect of
making a customer or vendor uncomfortable, or to otherwise feel intimidated, humiliated or offended.

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While it is not possible to list all of the circumstances which would constitute sexual harassment, the following are
some examples: (1) unwelcome sexual advances – whether they involve touching or not; (2) requests for sexual favors
in exchange for actual or promised job benefits such as a favorable review, salary increase, promotion, increased
benefits, or continued employment; or (3) coerced sexual acts.
Depending on the circumstances, the following conduct may also constitute sexual harassment: (1) use of sexual
epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life; (2) sexually oriented
comment on an individual’s body, comment about an individual’s sexual activity, deficiencies, or prowess; (3)
displaying sexually suggestive objects, pictures, cartoons; (4) unwelcome leering, whistling, deliberate brushing
against the body in a suggestive manner; (5) sexual gestures or sexually suggestive comments; (6) inquiries into one’s
sexual experiences; or (7) discussion of one’s sexual activities.
While such behavior, depending on the circumstances, may not be severe or pervasive enough to create a sexually
hostile work environment, it can nonetheless make co-workers uncomfortable. Accordingly, such behavior is
inappropriate and may result in disciplinary action regardless of whether it is unlawful.
It is unlawful and expressly against Company policy to retaliate against an Associate for filing a complaint of sexual
harassment or for cooperating with an investigation of a complaint of sexual harassment.
Prohibition of Other Types of Discriminatory Harassment. It is also against the Company’s policy to engage in verbal
or physical conduct that denigrates or shows hostility or aversion towards an individual because of their veteran
status, uniformed service member status, race, color, religion, sex, sexual orientation, national origin, age, physical or
mental disability, genetic information or any other protected category that: (1) has the purpose or effect of creating
an intimidating, hostile, humiliating, or offensive working environment; (2) has the purpose or effect of unreasonably
interfering with an individual’s work performance; or (3) otherwise adversely affects an individual.
Depending on the circumstances, the following conduct may constitute discriminatory harassment: (1) epithets, slurs,
negative stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to their veteran status, uniformed
service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information
(or that of the individuals relatives, friends or Associates); (2) written or graphic material that denigrates or shows
hostility toward an individual or group because of their veteran status, uniformed service member status, race, color,
religion, sex, national origin, age, physical or mental disability, or genetic information that is circulated in the
workplace, or is placed anywhere in the Company’s premises such as on an Associate’s desk or work space, or on
Company equipment or bulletin boards, including jokes sent via email. Other conduct may also constitute
discriminatory harassment if it falls within the definition of discriminatory harassment set forth above.
It is unlawful and expressly against Company policy to retaliate against an Associate for filing a complaint of
discriminatory harassment or for cooperating with an investigation of a complaint of discriminatory harassment.
Reporting of Harassment. If you believe that you have experienced or witnessed sexual harassment or other
discriminatory harassment by any Associate of the Company, you shall report the incident immediately to your
supervisor or Associate Resources. The supervisor shall immediately report any alleged harassment to Associate
Resources and seek their advice before attempting to resolve the issue on their own. Possible harassment by others
with whom the Company has a business relationship, including customers and vendors, should also be reported as
soon as possible so that appropriate action can be taken.
The Company will promptly and thoroughly investigate all reports of harassment as discreetly and confidentially as
practicable. The Company’s goal is to conduct a thorough investigation, to determine whether harassment occurred,
and to determine what action to take if it is determined that improper behavior occurred.
If the Company determines that a violation of this policy has occurred, it will take appropriate action against the
offending party, which may include counseling, warnings, suspensions, and termination. Associates who report, in
good faith, violations of this policy and Associates who cooperate with investigations into alleged violations of this
policy will not be subject to retaliation.
Compliance with this policy is a condition of each Associate’s employment. Associates are encouraged to raise any
questions or concerns about this policy or about possible harassment with Associate Resources. In the event the
allegation of harassment is against someone in Associate Resources, please notify the General Counsel.

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