MAAC HR Employee Handbook - English : simplebooklet.com

Timekeeping and Payroll Practices 12Employee Classiﬁcation 12Your Pay 13Timekeeping Procedures 13Overtime and Work Schedule 13Meal Periods 14Rest Periods 15Recovery Periods 16Lactation Accommodations 16Seating 17Organization Beneﬁts 18Paid Holidays 18Paid Vacation 19Paid Sick Leave for Full-Time Employees 20Paid Sick Leave for Part-Time and Temporary Employees 21State Mandated Insurance Beneﬁt Programs 22Workers’ Compensation Insurance 22Training and Educational Assistance 22Literacy Assistance 23Employee Assistance Program 23Leaves of Absence 24Civic Duties 24Leave for Emergency Rescue Personnel 24Civil Air Patrol Leave 25Military Leave of Absence 25Leave for Victims of Felony Crimes 25Leave for Victims of Domestic Violence, Sexual Assault, or Stalking 26School Disciplinary Action Leave 26Unpaid Family School Partnership Leave 26Leave for Organ and Bone Marrow Donors 27Pregnancy Disability Leave of Absence 27Medical Leave of Absence 28Family and Medical Leave Act 29Military-Related FMLA Leave 32EMPLOYEE HANDBOOK

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California Family Rights Act 35Personal Leave of Absence 39Education Leave of Absence 40Bereavement Leave 40WHAT WE EXPECT OF YOU 43Employee Conduct 44Absenteeism and Tardiness 44Alcohol and Drug Policy 44Attitude and Professionalism 46Damage to Property 47Fraud, Dishonesty and False Statements 47Gambling 47Gifts, Gratuities, Favors, or Rewards 47Illegal Activity 47Insubordination 47Misuse of Property 48O-Duty Use of Facilities 48O-Duty Social and Recreational Activities 48Outside Employment 48Personal Dress and Appearance 48Personal Mail 49Personal Telephone Calls and Visits 49Poor Performance 49Romantic or Sexual Relationships with Other Employees 49Sleeping 50Smoking 50Solicitation – Distribution Policy 50Theft 50Workplace Violence Policy 51Standards of Conduct for MAAC’s Child Development Program 52Procedures and Guidelines 53TABLE OF CONTENTSEMPLOYEE HANDBOOK

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1EMPLOYEE HANDBOOKPURPOSE OF THIS EMPLOYEE HANDBOOKThis handbook is designed to acquaint you with Metropolitan Area Advisory Committee (the “Organization” or “MAAC”) and provide a reference for many of your questions regarding your employment with us.NOTE: Certain statements in this handbook may conﬂict with provisions of existing collective bargaining agreements. In these instances, the terms of the collective bargaining agreements will prevail for those union employees subject to them.The contents of this handbook are only a summary of the employee beneﬁts, practices, and policies in eect at the time of publication. The Organization retains the right to add, modify, or delete policies, beneﬁts, wages, and all other working conditions as it deems appropriate without obtaining another person’s consent or agreement. Therefore, other than the at-will agreement contained in the Employee Acknowledgment and Agreement at the end of this handbook, this handbook should not be construed as creating any kind of “employment contract.”As provided in the Employee Acknowledgment and Agreement, and unless modiﬁed by a collective bargaining agreement governing the terms and conditions of employment, employment at the Organization is at-will and may be terminated by either the Organization or the employee, with or without cause or prior notice. Employees also need to become familiar with MAAC’s separate policies and procedures. This handbook supersedes any and all prior handbooks, written documents or oral representations that contradict the at-will nature of your employment. Your status as an “at-will” employee may not be changed except in writing signed by the President/CEO of the Organization.INTRODUCTION

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2 EMPLOYEE HANDBOOKABOUT MAACOur organization was founded in 1965 by a small group of community leaders seeking solutions to the increasing need for economic opportunities among the Latino community in San Diego County’s southern region. Today, MAAC is the leading provider of comprehensive social services for all San Diegans. With a footprint that stretches across the County, we serve nearly 100,000 individuals and families in ﬁve key areas: Economic Development, Education, Health & Well-being, Housing, and Advocacy & Leadership Development.From San Ysidro to Fallbrook and from Imperial County to the coast, we partner with individuals and families to address their immediate needs, work on a plan for a brighter future, and encourage them to advocate for policies that help them and their communities. Through our work, we invest in the development of tomorrow’s leaders and create stronger, more vibrant communities where individuals and families can thrive. MAAC has come a long way since its beginnings. However, our focus has remained constant through the years: to empower individuals and families to create the lives they want and deserve. OUR MISSIONMaximizing self-suciency with families and individuals through high-quality programs and advocacy in our communities.OUR VISIONTo be a regional resource throughout San Diego County that provides high-quality services that are accessible, promote dignity, encourage independence and allows people—regardless of background or history—to create the best lives for themselves, their families, and our community.INTRODUCTION

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3EMPLOYEE HANDBOOKOUR PATHWAYS OF SERVICEIn keeping with our mission, MAAC strives to eliminate the social and economic barriers along the path towards increased self-reliance by providing life-changing services through programs in ﬁve core focus areas:ECONOMIC DEVELOPMENTWe provide a framework for training and education services for individuals seeking greater career opportunities.EDUCATIONFrom our child development programs to our charter high school, MAAC believes in the power of education and its role in breaking the cycle of poverty.HEALTH & WELL-BEINGOur comprehensive approach beneﬁts children and families impacted by challenges to their health and well-being.HOUSINGWe address barriers to housing stability, allowing individuals and families to pursue opportunities that improve their quality of life.ADVOCACY & LEADERSHIP DEVELOPMENTMAAC provides sta, residents, and participants with the tools to become champions of social change at the local and state level.INTRODUCTION

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4 EMPLOYEE HANDBOOK4 EMPLOYEE HANDBOOKOUR VALUESADVOCACY We explore, investigate, and support public policy that creates opportunities and uplifts those we serve.COMMITMENT We are dedicated to providing services in a respectful, timely and courteous manner, with awareness of the richness of individual and cultural diversity.ETHICS We adhere to the highest ethical standards by creating a culture of compliance, respect, transparency and conﬁdentiality. JUSTICE We advocate for social change and equity for our constituents, colleagues, and community with compassion and sensitivity. Our relentless eorts to champion movement towards self-suciency oers support and hope to those we serve.INNOVATION We encourage an atmosphere of learning in which critical thinking, creativity and excellence are priority, in order to enhance our ability to meet the evolving needs of the community.INTRODUCTION

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6 EMPLOYEE HANDBOOKLET’S COMMUNICATEEmployee Relations PhilosophyWe are dedicated to continuing what we believe to be an excellent relationship with our employees. We will do our best to maintain good working conditions, competitive wages and beneﬁts, open communications, and employee involvement. We know that the Organization’s success and reputation is a direct result of the loyalty, commitment, and continued eorts of our employees. We will continue to look to our employees for ideas about how to improve all areas of our business in areas like customer service, safety, eciency, and employee relations.If You Have a QuestionWe encourage you to discuss any questions or concerns regarding this handbook or any work-related issues with us. We cannot address any of your questions or concerns unless we know about them.If you have a problem, please speak with your immediate supervisor as soon as possible. Your immediate supervisor is the person responsible for what takes place in your immediate work area and may be in the best position to help you.If you prefer not to speak with your immediate supervisor, or if you feel your immediate supervisor cannot or has not satisfactorily resolved the issue, contact your Department Director. Finally, if you still feel the need to speak to other members of management, we encourage you to contact Human Resources.If you have a complaint of harassment or discrimination, or you require a reasonable accommodation, please refer to the Equal Employment Opportunity Policy or the Policy Against Unlawful Harassment, Discrimination, and Retaliation in this handbook.The Organization takes all employee concerns and problems seriously. We will work to address your concern and/or resolve your problem as soon as possible. We encourage you to utilize any applicable procedure in this handbook without fear of retaliation.For those union employees subject to a collective bargaining agreement, the terms of the collective bargaining agreement’s Grievance and Arbitration Procedure will prevail. INTRODUCTION

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7EMPLOYEE HANDBOOKWHAT YOU CAN EXPECT FROM USNew Hire and Rehire Probationary PeriodFor every new or newly promoted employee, including rehires, the ﬁrst one hundred and eighty (180) days of employment is a probationary period. The Organization has the right to extend the probationary period for an additional ninety (90) days. Time o for periods in excess of ﬁve (5) working days shall extend the probationary work period by the number of days absent or on leave. During this time, your job performance, attendance, and overall interest in your job will be assessed. Employees who fail to demonstrate the expected performance, commitment, and attitude may be terminated during or upon the completion of the introductory period. The probationary period is “at-will” meaning your employment during the probationary period may be terminated by either the Organization or the employee, with or without cause or prior notice. Completion of the probationary period does not change or alter the “at-will” employment relationship. Equal Employment Opportunity PolicyWe are committed to providing equal employment opportunities to all employees and applicants without regard to race (including traits historically associated with race, such as hair texture and protective hairstyles, including braids, locks, and twists), ethnicity, religion, religious creed (including religious dress and grooming practices), color, sex (including childbirth, breast feeding, and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age (40 and over), protected medical condition (including cancer and genetic conditions), genetic information, disability (mental and physical), reproductive health decision-making, medical leave or other types of protected leave (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), domestic violence victim status, political aliation, or any other protected status in accordance with all applicable federal, state, and local laws. In addition, the Organization complies with armative action requirements for federal contractors.This policy extends to all aspects of our employment practices, including but not limited to recruiting, hiring, discipline, termination, promotions, transfers, compensation, beneﬁts, training, leaves of absence, and other terms and conditions of employment.Reasonable AccommodationsThe Organization is committed to complying with all laws protecting qualiﬁed individuals with disabilities, as well as employees’ religious beliefs and practices. This policy extends to all aspects of our employment practices, including but not limited to recruiting, hiring, discipline, termination, promotions, transfers, compensation, beneﬁts, training, leaves of absence, and other terms and conditions of employment. The Organization will provide a reasonable accommodation for any known physical or mental disability of a qualiﬁed individual and/or employees’ religious beliefs and practices, provided the requested accommodation does not create an undue hardship for the Organization and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual.WHAT YOU CAN EXPECT FROM US

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8 EMPLOYEE HANDBOOKIf you require an accommodation to perform the essential functions of your job and/or for your religious beliefs or practices, please notify Human Resources. Once the Organization is aware of the need for an accommodation, the Organization will engage in an interactive process to identify reasonable accommodations.If you believe that you have been treated in a manner not in accordance with these policies, please notify the Organization immediately by speaking to Human Resources. You are encouraged to utilize this procedure without fear of retaliation.Pregnancy Accommodations Eective June 27, 2023, the Organization will provide reasonable accommodations to qualiﬁed employees for known limitations related to the pregnancy, childbirth, or related medical conditions of a qualiﬁed employee. If you require an accommodation to perform the essential functions of your job for known limitations related to pregnancy, childbirth, or related medical conditions, please notify Human Resources. Once the Organization is aware of the need for an accommodation, the Organization will engage in an interactive process to identify possible accommodations.If the Organization determines that all other reasonable accommodations create an undue hardship for the Organization and/or pose a direct threat to the health or safety of others in the workplace, the Organization may require employees to take a leave of absence, subject to the provision of medical documentation of the employee’s need. If the employee does not have available leave or does not qualify for any state or federal protected leaves, the Organization will provide any leave of absence to the extent leave is otherwise provided to eligible employees.If you believe that you have been treated in a manner not in accordance with these policies, please notify the Organization immediately by speaking to Human Resources. You are encouraged to utilize this procedure without fear of retaliation.Policy Against Unlawful Harassment, Discrimination, and RetaliationThe Organization is committed to providing a work environment that is free of unlawful harassment, discrimination, and retaliation. In furtherance of this commitment, the Organization strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis of race (including traits historically associated with race, such as hair texture and protective hairstyles, including braids, locks, and twists), ethnicity, religion, religious creed (including religious dress and grooming practices), color, sex (including childbirth, breast feeding, and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age (40 and over), protected medical condition (including cancer and genetic conditions), genetic information, disability (mental and physical), reproductive health decision-making, medical leave or other types of protected leave (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), domestic violence victim status, political aliation, or any other category protected by applicable federal, state, or local law.The Organization’s policy against unlawful harassment, discrimination, and retaliation applies to all employees, including supervisors and managers. It also applies to all clients, vendors and independent contractors as well as to all unpaid interns and volunteers (all of whom are designated for the terms of this policy as “Business Associates”). The Organization prohibits managers, supervisors, and employees WHAT YOU CAN EXPECT FROM US

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9EMPLOYEE HANDBOOKfrom harassing subordinates or co-workers as well as the Organization’s Business Associates. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination. The Organization likewise prohibits its Business Associates from harassing our employees, unpaid interns and volunteers.Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender transition, gender identity or expression, or sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:• Take care of yourself by eating healthy, exercising (even indoors), get enough sleep, avoid alcohol and drugs• Unwanted sexual advances or ﬂirtation;• Oering an employment beneﬁt (such as a raise or promotion) in exchange for sexual favors, or threatening an adverse action (such as termination or demotion) for an employee’s failure to engage in sexual activity;• Visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive objects or images;• Verbal sexual advances, propositions, requests, or comments;• Electronically sending or posting sexually-related text messages, videos or images;• Verbal abuse of a sexual nature, graphic verbal comments about an individual’s appearance or anatomy, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes, or invitations;• Physical conduct, such as touching, kissing, groping, assault, or blocking movement;• Physical or verbal abuse concerning an individual’s gender, gender transition, gender identity, or gender expression; and• Verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks regarding an individual’s masculinity or femininity.Other Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, the Organization strictly prohibits harassment concerning any other protected characteristic. By way of illustration only, and not limitation, such prohibited harassment includes:• Racial or ethnic slurs, insults, and any other oensive remarks based on a protected characteristic;• Jokes, whether written, verbal, or electronic that are based on a protected characteristic;• Mocking or ridiculing another’s religious or cultural beliefs, practices, or manner of dress;• Threats, intimidation, horseplay, or other menacing behavior that are based on a protected characteristic;• Inappropriate verbal, graphic, or physical conduct, including practical jokes based on a protected characteristic;• Electronically sending or posting harassing text messages, videos or images; and• Other harassing conduct based on one or more of the protected characteristics identiﬁed in this policy.If you have any questions about what constitutes prohibited harassing behavior, ask your supervisor or Human Resources.WHAT YOU CAN EXPECT FROM US

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10 EMPLOYEE HANDBOOKProhibition Against Retaliation: The Organization is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace. By way of example only, participating in such an investigation includes, but is not limited to:• Filing a complaint with a federal or state enforcement or administrative agency;• Participating in or cooperating with a federal or state enforcement agency conducting an investigation of the Organization regarding alleged unlawful activity;• Testifying as a party, witness, or accused regarding alleged unlawful activity;• Making or ﬁling an internal complaint with the Organization regarding alleged unlawful activity;• Providing notice to the Organization regarding alleged unlawful activity;• Assisting another employee who is engaged in any of these activities.The Organization is further committed to prohibiting retaliation against qualiﬁed employees who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and practices. In addition, the Organization will not penalize or retaliate against an employee who is a victim of domestic violence, sexual assault, or stalking for requesting leave time or accommodations in the workplace to ensure the employee’s safety and well-being.What You Should Do If You Feel You Are Being or Have Been Harassed, Discriminated Against, or Retaliated AgainstIf you feel that you are being or have been harassed, discriminated against, or retaliated against in violation of this policy by any employee, supervisor, manager, or Business Associate of the Organization, you should immediately report it to your manager or supervisor or to Human Resources as follows:• In person, at the Human Resources Department, MAAC, 1355 3rd Avenue, Chula Vista, CA 91911; or• By telephone, at (760) 471-4210 or (619) 426-3595 and ask to speak to Human Resources; or• By e-mail, at HRSolutions@MAACproject.org. In addition, if you observe harassment by another employee, supervisor, manager, or Business Associate, please report the incident immediately as indicated above.Supervisors who receive any complaint of harassment, discrimination, or retaliation must promptly report such complaint to Human Resources.Your notiﬁcation of the problem is essential to us. We cannot help resolve a harassment problem unless we know about it. Therefore, it is your responsibility to bring your concerns and/or problems to our attention so we can take appropriate steps to address the situation. The Organization takes all complaints of unlawful harassment seriously and will not penalize you or retaliate against you in any way for reporting a harassment problem in good faith.All complaints of unlawful harassment which are reported to management will be investigated as promptly as possible by an impartial and qualiﬁed person and, upon conclusion of such investigation, appropriate corrective action will be taken where warranted. The Organization prohibits employees from refusing to cooperate with internal investigations and the internal complaint procedure. WHAT YOU CAN EXPECT FROM US

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11EMPLOYEE HANDBOOKAll complaints of unlawful harassment reported to management will be treated as conﬁdentially as possible, consistent with the Organization’s need to conduct an adequate investigation.Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. Additionally, under California law, employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act.Pay Transparency Policy StatementThe Organization will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants or are required to protect and maintain employee privacy of employee personnel records as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information under Cal. Labor Code Section 432.3(c) or 41 CFR 60-1.35(c).WHAT YOU CAN EXPECT FROM US

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12 EMPLOYEE HANDBOOKTIMEKEEPING AND PAYROLL PRACTICESEmployee ClassiﬁcationFull-Time EmployeesFull-time employees are those normally scheduled to work at least forty (40) hours per week, as determined by the Organization in its sole discretion. “Full-time” is a general employee classiﬁcation used by the Organization for a variety of purposes. Employees not classiﬁed by the Organization as “full-time” may still be eligible for medical insurance coverage, depending on their position and hours of service. Consult the applicable plan document for all information regarding eligibility, coverage and beneﬁts. The plan document ultimately governs your entitlement to beneﬁts.Part-Time EmployeesPart-time employees are those normally scheduled to work fewer than forty (40) hours per week, as determined by the Organization in its sole discretion.Temporary EmployeesTemporary employees are those employed to work seasonally, on special projects for short periods of time, or on a “ﬁll-in” basis. These positions are not intended to be a part of continuing operations. The employment status of temporary employees will not be changed due to an extension of employment in excess of that originally planned. Unless otherwise required by applicable law, temporary employees are not eligible for Organization beneﬁts, and temporary employees remain employed at will at all times.On-Call EmployeesOn-Call employees are those hired to work when needed and are typically scheduled to work twenty-four (24) hours or less per week. Unless otherwise required by applicable law, on-call employees are not eligible for Organization beneﬁts, and on-call employees remain employed at will at all times.Non-Exempt EmployeesNon-exempt employees include all employees who are covered by the overtime provisions of the Fair Labor Standards Act and California state law.Exempt EmployeesExempt employees include all employees who are classiﬁed by the Organization as exempt from the overtime provisions of the Fair Labor Standards Act and California state law.If you have any questions concerning your employee classiﬁcation, pay scale information for your position, or the beneﬁts for which you qualify, please consult Human Resources or the applicable beneﬁt plan document. A record of your title and wage history will be available to you upon reasonable request.WHAT YOU CAN EXPECT FROM US

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13EMPLOYEE HANDBOOKYour PayWe oer direct deposit of employee paychecks into an account at a banking institution or onto a pay card to all employees who provide a written authorization. We encourage employees to enroll in our direct deposit program.We distribute paychecks and issue direct deposits biweekly on Wednesday. Employees working under the provisions of the Davis Bacon Act will receive their paychecks and direct deposits weekly on Friday. You should pick up your own paycheck or paystub copy on the normally scheduled pay day. If the scheduled payday falls on a weekend or holiday, paychecks will generally be distributed on the following business day. Any questions about the amount of your pay or deductions should be brought to the attention of the Payroll Department immediately. Timekeeping ProceduresOur workweek starts on Thursday at 12:00 midnight and runs through Wednesday at 11:59 p.m.Unless otherwise notiﬁed, you are required to accurately record your hours of work through the use of a timesheet, time clock, electronic timekeeping system, or biometric scan. Accurately recording all of your time is required in order to be sure that you are paid for all hours worked as required by the wage and hour laws. Working “o the clock” is strictly prohibited. If any manager or supervisor directs you to, or suggests that you should, perform work while not “on the clock,” you must notify Human Resources immediately. Similarly, non-exempt employees are not permitted to perform work after hours or from home without speciﬁc direction from their supervisor. In the event such work is authorized, all time spent working must be reported on the employee’s time record.Your obligation to accurately record all hours worked does not relieve you of your obligation to obtain advance approval from your supervisor before working overtime or hours beyond your regular work schedule. Employees who work overtime or o-schedule hours without prior authorization by their supervisor are subject to disciplinary action, up to and including termination of employment.Any changes or corrections to your time records must be approved by you and your supervisor or Human Resources. Under no circumstances may any employee record another employee’s time.Overtime and Work ScheduleThe Organization may periodically schedule overtime work in order to meet business needs. We will attempt to give as much advance notice as possible, and we expect that all employees who are scheduled to work overtime will be at work. Otherwise, all overtime work must be pre-approved by your supervisor. Working overtime without your supervisor’s approval may result in disciplinary action, up to and including termination.Your supervisor will inform you of the hours you are to work. Due to changing business needs, your actual work schedule may vary from time to time. If it does, you will be notiﬁed by your supervisor. Management retains the right to reassign employees to a dierent shift where it is necessary for the ecient operation of the Organization.WHAT YOU CAN EXPECT FROM US

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14 EMPLOYEE HANDBOOKMeal PeriodsExcept for certain salaried exempt employees, it is our policy to provide and aord all employees who work more than ﬁve (5) hours in a work day with an uninterrupted thirty (30) minute meal period free from all duty to begin no later than the end of the 5th hour of work and a second uninterrupted thirty (30) minute meal period free from all duty to commence no later than the end of the 10th hour of work, should an employee work that many hours in any given day. Only in limited circumstances, discussed below, can meal periods be waived. For this reason, unless there is a written agreement for an on-duty meal period approved by Human Resources, employees must record the beginning and ending time of their meal period(s) every day.It is our policy to relieve you of all duty during your meal periods, so that you are at liberty to use the meal period time as you wish. You may leave the premises for your meal period if you so desire. The Organization schedules all work assignments with the expectation that all employees will take their duty-free meal periods and we encourage you to do so. You may be asked to conﬁrm in writing that you have been relieved of all duty and otherwise provided all of your meal periods during a particular pay period, or in the alternative, identify any meal periods during which you were required to work. At no time may any employee perform o-the-clock work or otherwise alter, falsify, or manipulate any aspect of their timekeeping records to inaccurately reﬂect or hide meal periods or time spent working during meal periods.Please note that no Organization manager or supervisor is authorized to instruct you how to spend your personal time during a meal or rest period. You should immediately report a manager’s or supervisor’s instruction to skip or work during a meal or rest period to Human Resources. The Organization strictly prohibits retaliation against any employee who reports violations of the Organization’s meal and rest period policies.Waiver of Meal Period. You may waive your meal period only under the following circumstances: • If you will complete your work day in six (6) hours or less, you may waive your meal period as approved by your supervisor.• If you work over ten (10) hours in a day, you may waive your second meal period only if you have taken your ﬁrst meal period that day and you do not work more than twelve (12) hours on that day.You may not waive your meal periods to shorten your work day.On-Duty Meal Period. In limited situations, certain designated employees may be authorized to work an “on-duty meal period” when the nature of the employee’s duties prevent the employee from being relieved of all duty. You will be permitted to take an on-duty meal period only if the nature of your job duties requires it and you and the Organization have agreed to an on-duty meal period in writing. In this situation, your on-duty meal period will be paid and treated as hours worked. The on-duty meal period agreement is revocable by you or the Organization at any time.The Organization pays one-hour of premium pay to non-exempt employees at their regular rate of compensation for each day during which they are required by the Organization to work during one or more meal periods or if the Organization has not otherwise provided them with an opportunity to take one or more meal periods on any day in accordance with this policy. Because this should be an exceptional occurrence, if you are aware of such a situation, please be sure to bring it to our attention without delay. The one-hour premium will not apply in situations where the meal period is waived as permitted by law, where an employee has a lawful on-duty meal period, or if an employee personally chooses to disregard the Organization’s schedules or policies providing meal periods as required by law.WHAT YOU CAN EXPECT FROM US

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15EMPLOYEE HANDBOOKRest PeriodsThe Organization will comply with all federal, state, and local laws as they interact with the collective bargaining agreement. Union employees should consult the collective bargaining agreement for more details regarding the Rest Period policy and consult Human Resources if they have any questions.The Organization provides non-exempt employees with the opportunity to take a net ten (10) minute paid rest period for every four (4) hours worked (or major fraction thereof), which should be taken so far as practicable in the middle of each four-hour work period. During your rest periods, you will be relieved of all duty so that you can enjoy this personal time. You may leave the premises for your rest period if you so desire. Rest breaks will be provided as follows:Shift (Hours Worked in Day) Number of Paid Rest BreaksAt least 3.5 and up to 6 hours 1More than 6 and up to 10 hours 2More than 10 and up to 14 hours 3More than 14 hours Continue under the above scheduleThe Organization generally will not authorize a rest period for employees whose total daily work time is less than three and one-half (3 ½) hours. Employees are generally authorized and permitted to schedule their rest periods at their own discretion under these guidelines; however, a supervisor may ask that rest periods be scheduled to best ensure the smooth operation of their Department. Rest periods may not be combined with other rest or meal periods.Rest periods are “on the clock” and counted as hours worked, and thus, you are not required to separately record your rest periods on your timecards or the Organization’s timekeeping system. If your rest period is interrupted, you must notify your supervisor immediately so that arrangements can be made for you to take a further, uninterrupted, rest period required by Organization policy. No supervisor is authorized to instruct you to waive a rest period, and rest periods cannot be used to shorten the workday or be accumulated for any other purpose. Rest periods can be waived provided they are waived by an employee without any coercion from a supervisor and the waiver is purely voluntary. You may be required to conﬁrm that you have been provided an opportunity to take all of your duty-free rest periods during a particular pay period (including pay periods when one or more rest periods have been voluntarily waived by you).The Organization pays one-hour of premium pay to non-exempt employees at their regular rate of compensation for each day during which they are required by the Organization to work during one or more rest periods or when they are not otherwise provided an opportunity by the Organization to take one or more rest periods on any day in accordance with this policy. Because this should be an exceptional occurrence, if you are aware of such a situation, please be sure to bring it to our attention without delay. The Organization strictly prohibits retaliation against any employee who reports violations of the Organization’s rest period policy. The one-hour premium will not apply in situations where an employee personally chooses not to take a rest period or to disregard the Organization’s schedules or policies providing rest breaks as required by law.WHAT YOU CAN EXPECT FROM US

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16 EMPLOYEE HANDBOOKRecovery Periods The Organization provides employees working in conditions exceeding 80 degrees Fahrenheit with the opportunity to take an uninterrupted cool-down period of at least ﬁve (5) minutes as needed to avoid overheating. Employees are permitted to access the provided shaded area and drinking water at any time to avoid heat illness. Cool-down periods are counted as hours worked. You are not required to record your cool-down periods.It is our policy to relieve employees of all duty during cool-down periods. As such, no supervisor is authorized to instruct you to waive or skip a cool-down period. You should immediately report a manager’s or supervisor’s instruction to skip, shorten, or work during a cool-down period to Human Resources.The Organization pays one-hour of premium pay to non-exempt employees at their regular rate of compensation for each day during which they are required by the Organization to work during one or more recovery periods or if the Organization has not otherwise provided them with an opportunity to take one or more recovery periods on any day in accordance with this policy. Because this should be an exceptional occurrence, if you are aware of such a situation, please be sure to bring it to our attention without delay. The one-hour premium will not apply in situations where an employee personally chooses not to take a discretionary recovery period or to disregard the Organization’s schedules or policies providing discretionary recovery periods as required by law.Lactation Accommodations You have the right to request, and the Organization will provide, accommodations required for employees to express breast milk as necessary. Employees should notify their immediate supervisor or Human Resources to request accommodations to express breast milk under this policy. The Organization will provide a reasonable amount of break time to accommodate an employee’s need to express breast milk for the employee’s infant child. The break time should, if possible, be taken concurrently with meal and rest periods already provided. Non-exempt employees should clock out for additional lactation breaks that do not run concurrently with normally scheduled meal and rest periods. Such additional breaks will be unpaid.The Organization additionally will provide employees needing to express breast milk with a room or place, other than a restroom, to express breast milk in private. The room or location will be near the employee’s work area, shielded from view, and free from intrusion while the employee is expressing milk. In addition, the room or location will be safe, clean, and free of hazardous materials. It will contain a surface on which to place a breast pump and personal items, as well as a place to sit. It will provide access to electricity needed to operate an electric or battery-powered breast pump. A sink with running water and a refrigerator or cooler suitable for storing milk will also be made available as close as possible to the employee’s workspace. If a multipurpose room is used for lactation, among other uses, the use of the room for lactation will take precedence over the other uses, but only for the time it is in use for lactation purposes.If we are unable to provide a permanent space for lactation due to operational, ﬁnancial, or space limitations, we will provide a temporary space other than a restroom that is near the employee’s work area, shielded from view, free from intrusion while the employee is expressing milk, and has the other elements described above.WHAT YOU CAN EXPECT FROM US

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18 EMPLOYEE HANDBOOKORGANIZATION BENEFITSThe Organization provides the following beneﬁts to eligible employees. The Organization reserves the right to terminate or modify these plans at any time for any reason.Paid HolidaysEmployees covered under a Collective Bargaining Agreement are provided paid holidays through their respective union. Union employees should consult the collective bargaining agreement for more details regarding paid holidays and/or ﬂoating holidays (if applicable) and consult Human Resources if they have any questions.All full-time and part-time employees will receive these speciﬁc holidays o with pay any time they fall on a normally scheduled work day for the employee. Each calendar year the Organization will distribute a schedule of the year’s holidays. However, the Organization reserves the right to change or eliminate paid holidays with prior notice. The following are generally the paid holidays: New Year’s Day Independence Day Martin Luther King, Jr. Birthday Labor Day Lincoln’s Birthday Indigenous Peoples’ Day Washington’s Birthday Veteran’s Day Cesar Chavez Day Thanksgiving Day Memorial Day Day after Thanksgiving Juneteenth Christmas DayGenerally, if a holiday falls on a Saturday, it will be observed on the preceding Friday. If a holiday falls on a Sunday, it will generally be observed on the following Monday. Upon hire and at the beginning of each calendar year thereafter, regular full-time employees will receive any eligible ﬂoating holiday(s) and regular part-time beneﬁted employees will receive a pro-rated number of hours for a ﬂoating holiday. On-call, temporary, and part-time non-beneﬁted employees are not eligible for ﬂoating holidays. Floating holidays must be scheduled and approved in advance. This beneﬁt does not accrue. An unused ﬂoating holiday will not carry over from year to year and will be paid out to the employee at the end of the calendar year. To be eligible for holiday pay, you must work your last scheduled day before the holiday and the ﬁrst scheduled day after the holiday, unless you are taking an excused absence on those days. Holiday pay does not count as “hours worked” for purposes of calculating an employee’s entitlement to overtime during the week in which the holiday occurs.Some departments may be open on a holiday due to business necessity. Employees will be given as much advance notice as possible if they are required to work on a holiday. Non-exempt employees WHAT YOU CAN EXPECT FROM US

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19EMPLOYEE HANDBOOKasked to work on a holiday will receive one and a half times their normal rate of pay for work performed on a holiday.Exempt employees will not receive additional holiday pay but rather will be paid their regular salary for the week in which a holiday falls. Certain classiﬁcations may also be eligible to receive ﬂoating holidays. Paid VacationEmployees covered under a Collective Bargaining Agreement are provided paid vacation through their respective union. Union employees should consult the collective bargaining agreement for more details regarding the Paid Vacation Policy and consult Human Resources if they have any questions.The Organization provides vacation beneﬁts to all regular full-time and part-time employees, with the exception of Child Development Program employees, who follow the traditional school year schedule. Child Development Program employees should consult the Paid Holidays policy above for their scheduled time o. Part-time employees accrue vacation beneﬁts pro-rata. Beginning the ﬁrst day of employment, full-time employees will accrue vacation as follows, subject to the indicated accrual caps:Employee’s Continuous Length of ServiceAmount of Monthly AccrualAmount of Vacation Days Accrued per YearMaximum Accrual Cap0 – 12 months 8.6666 hours 104 hours/13 days2nd year 10.0000 hours 120 hours/15 days 180 hours/22.5 days3rd year 11.3333 hours 136 hours/17 days 184.5 hours/23.0 days4th year 12.6666 hours 152 hours/19 days 228 hours/28.5 days5th year and thereafter13.3333 hours 160 hours/20 days 240 hours/30.0 days Vacation may not be accrued in excess of the applicable maximum accrual cap above. Once your unused and accrued vacation reaches the maximum cap, you will not accrue any additional vacation time until prior vacation time has been used and your accrued balance falls below the maximum accrual cap. If a holiday falls during your vacation, that day will not be charged against your vacation balance. Consult Human Resources for detailed information on how the dollar amount of your vacation pay is calculated and the amount you are entitled to receive. The actual dollar amount that you receive while on vacation may vary according to your compensation or pay plan. To be eligible for vacation pay, you must work your last scheduled day before the vacation and the ﬁrst scheduled day after the vacation, unless you are taking an excused absence on those days.Vacation time is provided so that you are better able to perform your job when you return. For this reason, the Organization requires employees to take their vacation and does not permit employees to take pay in lieu of time o.WHAT YOU CAN EXPECT FROM US

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20 EMPLOYEE HANDBOOKVacations must be scheduled and approved by your supervisor at least seven (7) days in advance, unless an emergency situation occurs. Vacations may be utilized to accommodate religious beliefs and practices, and must be requested at least ten (10) days in advance. Also, the Organization, at its sole discretion, may require you to take your vacation at a particular time, and may also refuse your application for vacation where business needs dictate. Employees who are out on a leave of absence do not accrue vacation time while they are on leave. We pay all accrued but unused vacation pay when an employee leaves the Organization.Paid Sick Leave for Full-Time EmployeesThe Organization provides paid sick leave to employees in accordance with state law and/or local ordinances, unless an applicable collective bargaining agreement exists that provides guidelines for paid sick leave. In these instances, the terms of the collective bargaining agreements will prevail for those union employees subject to them. The Organization provides paid sick leave to all full-time employees. The sick leave year runs from anniversary to anniversary. Eligible employees will accrue 8.6666 hours of paid sick leave per month. Employees may begin to use accrued sick leave as it is accrued. Employees may not use accrued paid sick leave in increments of less than two (2) hours. Accrued paid sick leave will carry over each year up to a maximum of 960 hours or 120 days. Leave under this policy may be used in connection with the diagnosis, care, or treatment of an existing health condition of, or preventive care for, the employee or the employee’s family member. “Family member” for purposes of this policy includes a spouse, registered domestic partner, child (regardless of the child’s age), parent (including a step-parent or parent-in-law), grandparent, grandchild, sibling, or a designated person. “Designated person” for the purposes of this policy is a person identiﬁed by the employee at the time the employee requests paid sick days. Employees will be limited to identifying one (1) designated person per twelve (12)-month period. Leave under this policy may also be used if the employee’s place of business is closed by order of a public ocial due to a Public Health Emergency or the employee is providing care or assistance to a child whose school or child care provider is closed by order of a public ocial due to a Public Health Emergency. Additionally, leave under this policy may be used by an employee who is a victim of domestic violence, sexual assault, or stalking to seek aid or medical attention, obtain services or counseling, or participate in safety planning. Sick leave may also be used for bereavement leave within three (3) months of the death of an employee’s family member. For absences of more than three (3) consecutive work days, the employee must provide reasonable documentation that leave was taken for one or more of these reasons. Consult Human Resources for detailed information on how the dollar amount of your sick pay is calculated and the amount you are entitled to receive. The actual dollar amount that an employee receives may vary according to the compensation plan of the employee.Employees requesting time o under this policy must provide as much advance notice as possible. Where your need for paid sick leave is unforeseeable, you must provide notice as soon as practicable. The Organization will not take any adverse action against employees who utilize paid sick leave. However, employees who misuse or abuse this policy, e.g., misrepresent the reason for use of paid sick leave or use paid sick leave for vacation, may be subject to disciplinary action.Unused time under this policy will not be paid out at the time of separation from employment. However, employees who are re-employed with the Organization within a year of separation will have any unused paid sick leave accrued under this policy reinstated.WHAT YOU CAN EXPECT FROM US

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21EMPLOYEE HANDBOOKLeave under this policy may run concurrently with leave taken under local, state, or federal law, including leave taken pursuant to the California Family Rights Act or the Family and Medical Leave Act. For more information regarding this policy, contact Human Resources.Paid Sick Leave for Part-Time and Temporary EmployeesThe Organization provides paid sick leave to employees in accordance with state law and/or local ordinances, unless an applicable collective bargaining agreement exists that provides guidelines for paid sick leave. In these instances, the terms of the collective bargaining agreements will prevail for those union employees subject to them. The Organization provides paid sick leave to part-time and temporary employees. The sick leave year runs from anniversary to anniversary. Eligible employees will receive forty (40) hours or ﬁve (5) days of paid sick leave each year. This beneﬁt does not accrue. Unused sick time will not be carried over from year to year. At the beginning of each sick leave year, employees are granted the full forty (40) hours or ﬁve (5) days of paid sick leave. Leave under this policy may be used in connection with the diagnosis, care, or treatment of an existing health condition of, or preventive care for, the employee or the employee’s family member. “Family member” for purposes of this policy includes a spouse, registered domestic partner, child (regardless of the child’s age), parent (including a step-parent or parent-in-law), grandparent, grandchild, sibling, or a designated person. “Designated person” for the purposes of this policy is a person identiﬁed by the employee at the time the employee requests paid sick days. Employees will be limited to identifying one (1) designated person per twelve (12)-month period. Leave under this policy may also be used if the employee’s place of business is closed by order of a public ocial due to a Public Health Emergency or the employee is providing care or assistance to a child whose school or child care provider is closed by order of a public ocial due to a Public Health Emergency. Additionally, leave under this policy may be used by an employee who is a victim of domestic violence, sexual assault, or stalking to seek aid or medical attention, obtain services or counseling, or participate in safety planning. Sick leave may also be used for bereavement leave within three (3) months of the death of an employee’s family member. For absences of more than three (3) consecutive work days, the employee must provide reasonable documentation that leave was taken for one or more of these reasons. Consult Human Resources for detailed information on how the dollar amount of your sick pay is calculated and the amount you are entitled to receive. The actual dollar amount that an employee receives may vary according to the compensation plan of the employee.Employees requesting time o under this policy must provide as much advance notice as possible. Where your need for paid sick leave is unforeseeable, you must provide notice as soon as practicable. The Organization will not take any adverse action against employees who utilize paid sick leave. However, employees who misuse or abuse this policy, e.g., misrepresent the reason for use of paid sick leave or use paid sick leave for vacation, may be subject to disciplinary action.Unused time under this policy will not be paid out at the time of separation from employment. However, employees who are re-employed with the Organization within a year of separation will have any unused paid sick leave accrued under this policy reinstated.Leave under this policy may run concurrently with leave taken under local, state, or federal law, including leave taken pursuant to the California Family Rights Act or the Family and Medical Leave Act. For more information regarding this policy, contact Human Resources.WHAT YOU CAN EXPECT FROM US

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22 EMPLOYEE HANDBOOKState Mandated Insurance Beneﬁt Programs State Disability Insurance The Organization is required by law to deduct a certain amount from your pay to provide State Disability Insurance (“SDI”). SDI beneﬁts are payable when you cannot work because of illness or injury unrelated to your employment. For information concerning these beneﬁts, contact the California Employment Development Department, which administers the SDI program.Family Temporary Disability InsuranceThe Organization is also required to withhold a certain percentage of your wages pursuant to the Family Temporary Disability Insurance Act (“FTDI”) in order to fund the Paid Family Care Leave Program. FTDI is another disability beneﬁts program that is administered by California’s Employment Development Department which allows you to receive compensation for lost wages, for up to eight (8) weeks in a twelve (12) month period, if you take time o work to provide care for a seriously ill child, spouse, parent, domestic partner, grandparent, grandchild, sibling, parent-in-law, or to bond with a new child.Despite its name, FTDI does not provide you with any entitlement to leave beyond what you are entitled pursuant to Organization policy. You will be required to use up to two (2) weeks of accrued vacation prior to receiving FTDI beneﬁts during any twelve (12) month period. You may also elect to use your sick leave during receipt of FTDI beneﬁts. You must notify the Organization if you intend to ﬁle for FTDI beneﬁts.All claims for FTDI beneﬁts must be submitted directly to the California Employment Development Department. The Employment Development Department ultimately determines whether you are eligible to receive FTDI beneﬁts. You will not be eligible for FTDI beneﬁts if you are receiving State Disability Insurance, Unemployment Compensation Insurance, or Workers’ Compensation beneﬁts.Workers’ Compensation InsuranceThe Organization pays the entire amount of its Workers’ Compensation insurance premium, which provides beneﬁts to employees who experience injury or illness that arises out of the course and scope of employment. It is essential that you report all work-related accidents, injuries, and illnesses immediately. You should be aware that California law makes it a crime to knowingly ﬁle a false or fraudulent claim for Workers’ Compensation beneﬁts, or to knowingly submit false or fraudulent information in connection with any Workers’ Compensation claim. Such conduct is also against Organization policy and will result in disciplinary action, up to and including termination of employment.Training and Educational Assistance You may be given the opportunity to attend (non-mandatory)training or educational programs in the course of your employment. The Organization may reimburse you for the cost and certain expenses associated with attending an approved training or educational course. To receive reimbursement, you must (1) receive advanced written authorization from Human Resources to attend the course and (2) successfully complete the course.The Organization encourages enrollment in training or educational programs by granting leave up to four (4) hours of class time per week, with pay, for the time required to attend approved classes or training sessions that are not oered outside of working hours evenings. WHAT YOU CAN EXPECT FROM US

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23EMPLOYEE HANDBOOKYou should discuss requests for optional training with your supervisor and contact Human Resources if you have questions before registering for any training or other educational course to learn whether the program will be covered under the Organization’s policy. The Organization is not responsible for the payment or reimbursement of any costs or expenses associated with your attendance at any training or educational course if you fail to receive advance written authorization or you fail to successfully complete the course. Consult the Tuition Reimbursement policy or Human Resources for more information. Training and educational assistance is subject to the annual Organization budget. The Organization reserves the right to terminate or modify these plans at any time for any reason.Professional Conferences Employees may, with the approval of the employer, attend professional conferences and training institutions without loss of pay and with expenses paid within budgetary limitations. Consult with Human Resources for more information. Literacy Assistance The Organization will reasonably accommodate and assist employees with their literacy needs, provided the requested accommodation does not create an undue hardship for the Organization. Employees who need time o to participate in an adult education program for literacy assistance should inform Human Resources so arrangements can be made to provide unpaid time o or an adjusted work schedule. The Organization will make reasonable eorts to safeguard the employee’s privacy with respect to such a request. Employees may choose to use any accrued vacation beneﬁt, if available, in lieu of unpaid leave.Employee Assistance Program The Organization provides an Employee Assistance Program (“EAP”) in eorts to assist employees with personal problems, including but not limited to substance abuse counseling and rehabilitation, mental health, ﬁnancial wellbeing, family or martial crisis. Please check the Human resources website or oces for EAP contact information. WHAT YOU CAN EXPECT FROM US

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24 EMPLOYEE HANDBOOKLEAVES OF ABSENCEThe Organization provides leaves of absence in accordance with federal, state law, and/or local ordinances, unless an applicable collective bargaining agreement exists that provides guidelines for leaves of absence. In these instances, the terms of the collective bargaining agreements will prevail for those union employees subject to them. Civic Duties The Organization encourages all employees to accept their civic responsibilities.Jury Duty: If you receive a jury duty summons, please notify your supervisor immediately so your supervisor may plan the department’s work with as little disruption as possible.While non-exempt employees are on jury duty, the Organization will pay the dierence between their basic rate of pay and the total amount of pay they receive from serving as a juror. Exempt employees will continue to receive their regular salary for any week in which they perform any work while on jury duty, pursuant to state and federal law.Unless otherwise required by state or federal law, time spent serving on jury duty will be unpaid for employees who are summoned for jury duty more than once in a three (3) year period.Employees who are released from jury service before the end of their regularly scheduled shift or who are not asked to serve on a jury panel are expected to call their supervisor as soon as possible and report to work if requested.Witness Duty: If you receive a subpoena to appear in court, please notify your supervisor immediately. You are expected to return to work as soon as your service as a witness is completed.Unless otherwise required by federal, state, or local law, time spent on witness duty will be unpaid for non-exempt employees. Exempt employees will continue to receive their regular salary for any week in which they perform any work while on witness duty, pursuant to state and federal law.Voting: If you would like to vote in a public election, but do not have sucient time to vote during non-work hours, you may arrange to take up to two (2) hours o from work with pay to vote. To receive time o for voting, you must obtain advance approval from your supervisor and must take the time o to vote either at the beginning or end of your work shift. The Organization reserves the right to request a copy of your voter’s receipt following any time o to vote.Leave for Emergency Rescue Personnel To the extent required by law, employees who are volunteer ﬁreﬁghters, reserve peace ocers, members of a disaster medical response team, or emergency rescue personnel (“Emergency Rescue Personnel”) may receive unpaid leave to perform their duties in the case of an emergency. Such employees may also take a temporary, unpaid leave of absence, not to exceed a total of fourteen (14) days per calendar year, in order to engage in ﬁre, law enforcement, or emergency rescue training. If you qualify as state-sponsored or requested Emergency Rescue Personnel, please alert your supervisor so that your supervisor is aware of the fact that you may have to take time o for emergency duty and/or WHAT YOU CAN EXPECT FROM US

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25EMPLOYEE HANDBOOKtraining. In the event that you need to take time o for emergency duty and/or training, please alert your supervisor in writing as far in advance as possible. You must provide the Organization with appropriate documentation evidencing your performance of emergency duty and/or attendance at training upon returning to work. You may choose to use any accrued vacation or sick leave time, if available, for an absence described above.Civil Air Patrol Leave The Organization will provide eligible employees who are volunteer members of the California Wing of the Civil Air Patrol and are called to emergency operational missions up to ten (10) days of unpaid leave per calendar year. Leave for a single emergency operational mission cannot exceed three (3) days unless an extension is granted by appropriate government entities and approved by the Organization.To be eligible, employees must have been employed with the Organization for ninety (90) days immediately preceding the commencement of leave.Employees are expected to notify the Organization of the need for Civil Air Patrol Leave by providing their supervisor with certiﬁcation from Civil Air Patrol authorities as soon as possible. The Organization will restore employees who return from Civil Air Patrol leave to their former position or to a position of equivalent seniority status, employee beneﬁts, pay and other terms and conditions of employment.Military Leave of Absence Employees who require time o from work to fulﬁll military duties will be treated in accordance with applicable requirements of state and federal laws. You are expected to notify the Organization in advance of upcoming military duty by providing your supervisor with verbal or written notice as soon as possible. In addition, spouses and registered domestic partners of military personnel who are home on leave during a period of military deployment may take up to ten (10) days of unpaid leave.Leave for Victims of Felony Crimes To the extent required by law, employees who are victims of certain speciﬁed felony crimes, or who are an immediate family member of a victim, a registered domestic partner of a victim, or the child of a registered domestic partner of a victim, may receive unpaid time o from work to attend judicial proceedings related to that crime. Additionally, employees who are victims of such crimes may take unpaid time o from work to be heard at any proceeding, including any delinquency proceeding, involving a post-arrest release decision, plea, sentencing, post-conviction release decision, or any proceeding in which a right of the victim is at issue. To take this leave, you must provide the Organization in advance with a copy of the notice of the proceeding. If advance notice is not possible, you must provide the Organization with appropriate documentation evidencing your attendance at the judicial proceeding upon returning to work.WHAT YOU CAN EXPECT FROM US

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26 EMPLOYEE HANDBOOKLeave for Victims of Domestic Violence, Sexual Assault, or Stalking If you are a victim of or are the immediate family member of a person who is deceased as the direct result of domestic violence, sexual assault, stalking, or a crime that caused physical injury or that caused mental injury and a threat of physical injury, you may receive unpaid leave to attend legal proceedings or obtain or attempt to obtain any relief necessary, including a restraining order, to ensure your own health, safety, or welfare, or that of your child or children. “Family member” for purposes of this policy includes a child, parent, spouse, sibling, or “equivalent” relationship. You may also receive unpaid leave to: (1) obtain services from a domestic violence shelter or rape crisis center; (2) seek medical attention for injuries caused by domestic violence or sexual assault; (3) obtain psychological counseling for the domestic violence or sexual assault; or (4) take action, such as relocation, to protect against future domestic violence or sexual assault. To take this leave, you must provide the Organization with advance notice of your need for leave. If advance notice is not possible, you must provide the Organization with the following certiﬁcation upon returning back to work: (1) a police report showing that you were a victim of domestic violence or sexual assault, (2) a court order protecting you from the perpetrator or other evidence from the court or prosecuting attorney that you appeared in court, or (3) documentation from a medical professional, domestic violence or sexual assault victim advocate, health care provider, or counselor showing that your absence was due to treatment for injuries from domestic violence or sexual assault.You may choose to use any accrued vacation or sick leave time, if available, for an absence described above.In addition, employees who are victims of or are the immediate family member of a person who is deceased as the direct result of domestic violence, sexual assault, stalking, or a crime that caused physical injury or that caused mental injury and a threat of physical injury are entitled to a reasonable accommodation for the employee’s safety while at work. If you require such an accommodation, please notify your supervisor or Human Resources. The Organization will engage in a timely, good faith, and interactive process to determine eective reasonable accommodations. Employees are encouraged to request leave and accommodation under this policy without fear of retaliation.School Disciplinary Action Leave Employees who are requested by their child’s school to appear at the school in connection with the suspension of their child from school will be provided unpaid time o for such purpose. Employees must provide reasonable advance notice that they have been requested to appear at the school where feasible.Unpaid Family School Partnership Leave The Organization encourages its employees to be involved in the education of their children. Parents, guardians, step-parents, foster parents, grandparents, or individuals standing in loco parentis with custody of school age children (K-12) are eligible for up to forty (40) hours of unpaid leave each year, not to exceed eight (8) hours in any calendar month, to participate in school-related activities of their children or their registered domestic partner’s children. Employees may also take such leave to ﬁnd, enroll, or re-enroll their child in a school or with a licensed child care provider, or to participate in activities of the school or licensed child care provider, or to address child care provider or school emergencies.WHAT YOU CAN EXPECT FROM US

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27EMPLOYEE HANDBOOKYou must personally notify your supervisor and Human Resources as soon as you learn of the need for a planned use of this leave. You will not be allowed time o if you do not provide your supervisor with adequate notice. The Organization may require veriﬁcation of the school-related activity. You are requested to schedule activities such as parent/teacher conferences during non-work hours. Employees who use leave for unauthorized purposes will be subject to disciplinary action, up to and including termination.Leave for Organ and Bone Marrow Donors Employees who have been employed for at least ninety (90) days and who provide written veriﬁcation to the Organization that they are an organ or bone marrow donor are entitled to receive a paid job protected leave of absence that may be taken in one or more periods in order to donate. Eligible organ donors are entitled to a leave of absence not to exceed thirty (30) business days in any one-year period of time. Such employees may also be eligible for an additional unpaid leave of absence not to exceed thirty (30) business days in any one-year period of time if they have exhausted all available sick leave. Eligible bone marrow donors are entitled to a leave of absence not to exceed ﬁve (5) business days in any one-year period. Employees will be required to use up to ﬁve (5) days of their vacation for bone marrow donor leave and up to two (2) weeks of their vacation for organ donor leave except when doing so would violate a collective bargaining agreement. The one-year period is measured from the date the eligible employee’s leave begins and will consist of twelve (12) consecutive months.Pregnancy Disability Leave of Absence Employees may take a leave of absence up to four (4) months for disabilities relating to pregnancy, childbirth, or related medical conditions (meaning a physical or mental condition intrinsic to pregnancy or childbirth). “For the purposes of leave under this policy, “four (4) months” means the number of days the employee would normally work within four (4) calendar months (one-third of a year equaling 17 1/3 weeks), if the leave is taken continuously, following the date the pregnancy disability leave commences.Prior to the start of your pregnancy disability leave, the Organization will require a statement from your health care provider indicating that you are unable to perform your job and the anticipated date of your return. In the event your leave exceeds the anticipated date of return, it is your responsibility to provide further veriﬁcation from your health care provider that you are unable to perform your job and the revised anticipated date of return. If you and/or your family participate in our group health plan, the Organization will maintain coverage during your pregnancy disability leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the Organization may recover premiums it paid to maintain health coverage or other beneﬁts for you and your family.Employees granted leaves for pregnancy will be returned to their same or a comparable position to the extent required by state law. Upon the advice of your health care provider, you may also be entitled to reasonable accommodation, to the extent required by law, for conditions related to pregnancy, childbirth or related medical conditions. In addition, a transfer to a less strenuous or hazardous position or duties may be available pursuant to your request, if such a transfer is medically advisable. You should promptly notify Human Resources of your need for a reasonable accommodation as soon as reasonably possible.WHAT YOU CAN EXPECT FROM US

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28 EMPLOYEE HANDBOOKMedical Leave of AbsenceEmployees who are ineligible for leave under the federal Family and Medical Leave Act and California Family Rights Act as provided below, or who have exceeded their leave allotment under those laws, are nonetheless eligible for medical leave according to the following policy:Employees are eligible for unpaid leaves of absence for medical reasons. Medical reasons may include illness, injury, medical and surgical procedures, and related medical conditions. You must request a leave of absence if you will be unable to work for medical reasons for a period in excess of three (3) consecutive days. Such requests are subject to management approval and must be made as soon as possible. Each request must be accompanied by a certiﬁcation from your treating physician or Organization approved physician which states that you are unable to work and provides the duration of leave that you require. The Organization reserves the right to have employees on a medical leave of absence examined by a physician of the Organization’s choice. The Organization may require periodic physician’s veriﬁcation of your inability to work. Misrepresenting the reason for applying for a leave of absence may result in disciplinary action, up to and including termination.During a medical leave of absence, the Organization’s medical insurance plan documents will determine whether you and your eligible dependents may continue your health insurance coverage under the Organization’s plan. If you remain eligible for such coverage you must pay your share of the premium the same as if you continued working. If you are not eligible to continue coverage under the Organization’s plan you will be issued a COBRA notice and given the option of continuing coverage at your own expense. The plan document ultimately governs your eligibility for and entitlement to these beneﬁts.Upon your return from a medical leave of absence, we will attempt to return you to your regular job if it is available. If it is not available, you will be placed in a similar job for which you are deemed by management to be qualiﬁed if such a job is available. If no jobs are available at the time, you will be given preferential consideration for any position for which you apply and for which you are deemed by management to be qualiﬁed following your notifying the Organization in writing that you are ready and able to return to work.Failure to report to work as scheduled following a leave of absence without notifying the Organization of your need for additional leave can result in dismissal. Employees who are out on leaves of absence will not accrue such beneﬁts as vacation or holiday pay during their leaves of absence.You should speak directly with Human Resources prior to taking a leave to ensure your understanding of all of your obligations to the Organization while on leave, such as reporting and veriﬁcation obligations, and your obligations to pay health insurance premiums, if applicable. Failure to comply with Organization policy may substantially aect your ability to return to work and/or result in the loss of health insurance coverage.Other EmploymentWhile on a leave of absence, employees are prohibited from holding other employment, including self-employment, not held immediately prior to the start of the leave. In other words, an employee who has another job in addition to the employee’s job with the Organization may continue working that job while on leave from the Organization if medically able to do so, but such an employee may not seek and hold other employment to replace the employee’s employment with the Organization while on leave. This policy remains in force during all leaves of absence including a medical leave and violation may result in disciplinary action, up to and including immediate termination of employment.WHAT YOU CAN EXPECT FROM US

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29EMPLOYEE HANDBOOKFraudProviding false or misleading information or omitting material information in connection with any medical leave will result in disciplinary action, up to and including immediate termination.Family and Medical Leave Act The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain speciﬁed reasons. The maximum amount of leave you may use is either twelve (12) or twenty-six (26) weeks within a twelve (12) month period depending on the reasons for the leave.Employee EligibilityTo be eligible for FMLA leave, you must:• Have worked at least twelve (12) months for the Organization in the preceding seven (7) years (limited exceptions apply to the seven (7) year requirement);• Have worked at least 1,250 hours for the Organization over the twelve (12) months preceding the date your leave would begin; and• Currently work at a location where there are at least ﬁfty (50) employees within seventy-ﬁve (75) miles.All periods of absence from work due to or necessitated by service in the uniformed services are counted in determining FMLA eligibility.Reasons for Taking LeaveFMLA leave may be taken for the following reasons:• Birth of an employee’s child, including time for bonding with the child after birth (up to twelve (12) weeks). Such time is available to employees regardless of sex or gender.• Placement of a child with an employee in connection with the adoption or foster care of the child by the employee (up to twelve (12) weeks). Such time is available to employees regardless of sex or gender.• To care for an immediate family member (employee’s spouse, child, or parent) with a serious health condition (up to twelve (12) weeks).• Because of an employee’s serious health condition that makes the employee unable to perform the functions of the employee’s position (up to twelve (12) weeks).• To care for a Covered Servicemember with a serious injury or illness related to certain types of military service (up to twenty-six (26) weeks) (see Military-Related FMLA Leave for more details).• To handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Uniformed Services (up to twelve (12) weeks) (see Military-Related FMLA Leave for more details).The maximum amount of leave that may be taken in a twelve (12) month period for all reasons combined is twelve (12) weeks, with one exception. For leave to care for a Covered Servicemember, the maximum combined leave entitlement is twenty-six (26) weeks, with leaves for all other reasons constituting no more than twelve (12) of those twenty-six (26) weeks. Also, in addition to leave available under the FMLA WHAT YOU CAN EXPECT FROM US

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30 EMPLOYEE HANDBOOKand CFRA, employees may be eligible for leaves of absence during periods of disability associated with pregnancy or childbirth. Please see the Pregnancy Disability Leave of Absence Policy for further information on this type of leave.DeﬁnitionsA “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either (i) an overnight stay in a medical care facility, or (ii) continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualiﬁed family member from participating in school or other daily activities for more than three (3) full calendar days. The continuing treatment requirement includes two (2) visits to a health care provider or one (1) visit to a health care provider and a continuing regimen of care. An incapacity caused by pregnancy or prenatal visits, a chronic condition (such as asthma, diabetes or migraines) that continues over an extended period of time and requires periodic visits (at least two (2) per year) to a health care provider, permanent or long-term conditions requiring supervision but not active treatment by a health care provider, or absences due to multiple treatments ordered by a health care provider may also meet the deﬁnition of a Serious Health Condition.Identifying the 12-Month PeriodThe Organization measures the twelve (12) month period in which leave is taken by the “rolling” twelve (12) month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a Covered Servicemember, the Organization calculates the twelve (12) month period beginning on the ﬁrst day the eligible employee takes FMLA leave to care for a Covered Servicemember and ends twelve (12) months after that date. FMLA leave for the birth or placement of a child for adoption or foster care must be concluded within twelve (12) months of the birth or placement.Using LeaveEligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule (including the elimination of required overtime) when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a Covered Servicemember, their injury or illness. Eligible employees may also take intermittent or reduced-schedule leave for military qualifying exigencies. Employees who require intermittent or reduced-schedule leave for planned medical treatment must make a reasonable eort to schedule their leave so that it will not unreasonably disrupt the Organization’s operations. Intermittent leave is permitted in increments of at least one (1) hour. Use of Paid LeaveDepending on the purpose of your leave request, the Organization may require you to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with some or all of your FMLA leave. If the Organization does not require you to do so, you may elect to substitute paid leave for FMLA leave, so long as you comply with the Organization’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.). Additionally, depending on the purpose of your leave request, you may choose to take leave pursuant to a short-term or long-term disability leave plan, during the otherwise unpaid portion of your FMLA leave. This paid disability leave runs concurrently with FMLA leave, and may continue longer than the FMLA leave if permitted by the disability leave plan.WHAT YOU CAN EXPECT FROM US

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31EMPLOYEE HANDBOOKMaintenance of Health BeneﬁtsIf you are enrolled in the Organization’s group health plan, the Organization will maintain coverage under its group health plan during your FMLA leave on the same terms as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the Organization may recover premiums it paid to maintain health coverage or other beneﬁts for you and your family. Use of FMLA leave will not result in the loss of any employment beneﬁt that accrued prior to the start of your leave. Consult the applicable plan document for all information regarding eligibility, coverage and beneﬁts.Notice and Medical CertiﬁcationWhen seeking FMLA leave, you must provide the Organization’s Human Resource Department and the Organization’s third-party leave administrator:• Sucient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sucient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You must also inform the Organization if the requested leave is for a reason for which FMLA leave was previously taken or certiﬁed.• Thirty (30) days advance notice of the need to take FMLA leave, if the need for leave is foreseeable, or notice as soon as practicable in the case of unforeseeable leave and in compliance with the Organization’s normal call-in procedures, absent unusual circumstances.• Medical certiﬁcation supporting the need for leave due to a serious health condition aecting you or an immediate family member within ﬁfteen (15) calendar days of the Organization’s request to provide the certiﬁcation (additional time may be permitted under certain circumstances). If you fail to do so, the Organization may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to disciplinary action, up to and including termination. Second or third medical opinions and periodic re-certiﬁcations may also be required.• Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work.• Medical certiﬁcation of ﬁtness for duty before returning to work, if the leave was due to your serious health condition, as permitted by law. The Organization will require this certiﬁcation to address whether you can perform the essential functions of your position.Failure to comply with the above requirements may result in delay, denial of leave, or disciplinary action.Employer ResponsibilitiesThe Organization will inform you whether you are eligible for leave under the FMLA. Should you be eligible for FMLA leave, the Organization will provide a notice that speciﬁes any additional information required as well as your rights and responsibilities. The Organization will also inform you if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against your leave entitlement. If you are not eligible for FMLA leave, the Organization will provide a reason for the ineligibility.WHAT YOU CAN EXPECT FROM US

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32 EMPLOYEE HANDBOOKJob RestorationExcept as otherwise provided by applicable law, upon returning from FMLA leave, you will be restored to the same or a comparable position as the position held prior to the leave.Failure to Return after FMLA LeaveIf you fail to return to work as scheduled after FMLA leave or you exceed the twelve (12) week FMLA entitlement (or in the case of military caregiver leave, the twenty-six (26) week FMLA entitlement), you will be subject to the Organization’s standard leave of absence and attendance policies. This may result in termination if you have no other Organization-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your FMLA leave, the Organization’s obligation to maintain your group health plan beneﬁts may end (subject to any applicable COBRA rights). If you are unable to return to work after FMLA leave, you must notify Human Resources. If the Organization becomes aware of the need for additional leave, the Organization will engage in an interactive process to determine whether the condition is a disability for which additional unpaid leave may be provided as a reasonable accommodation.Other EmploymentWhile on a leave of absence, employees are prohibited from holding other employment, including self-employment, not held immediately prior to the start of the leave. In other words, an employee who has another job in addition to the employee’s job with the Organization may continue working that job while on leave from the Organization if medically able to do so, but such an employee may not seek and hold other employment to replace the employee’s employment with the Organization while on leave. This policy remains in force during all leaves of absence including FMLA leave and violation may result in disciplinary action, up to and including immediate termination of employment.FraudProviding false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including immediate termination.Military-Related FMLA Leave FMLA leave may also be available to eligible employees in connection with certain service-related medical and non-medical needs of family members. There are two forms of such leave. The ﬁrst is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below.Deﬁnitions A “Covered Servicemember” is either: (1) a current Servicemember of the Armed Forces, including a member of the National Guard or Reserves, with a serious injury or illness incurred in the line of duty for which the Servicemember is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list; or (2) a “covered veteran” who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.A “covered veteran” is an individual who was discharged under conditions other than dishonorable WHAT YOU CAN EXPECT FROM US

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33EMPLOYEE HANDBOOKduring the ﬁve (5) year period prior to the ﬁrst date the eligible employee takes FMLA leave to care for the covered veteran. The period between October 28, 2009 and March 8, 2013 is excluded in determining this ﬁve (5) year period.The FMLA deﬁnitions of “serious injury or illness” for current Servicemembers and veterans are distinct from the FMLA deﬁnition of “serious health condition.” For purposes of Military-Related FMLA Leave, the term “serious injury or illness” means an injury or illness incurred by the Servicemember in the line of duty while on active duty in the Armed Forces that may render the Servicemember medically unﬁt to perform the duties of the Servicemember’s oce, grade, rank, or rating, or one that existed before the beginning of active duty and was aggravated by service in the line of duty while on active duty.With regard to covered veterans, the serious injury or illness may manifest itself before or after the individual assumed veteran status, and is: (1) a continuation of a serious injury or illness that was incurred or aggravated when the covered veteran was a member of the Armed Forces and rendered the Servicemember unable to perform the duties of the Servicemember’s oce, grade, rank or rating; (2) a physical or mental condition for which the covered veteran has received a VA Service Related Disability Rating (VASRD) of 50 percent or greater and such VASRD rating is based, in whole or in part, on the condition precipitating the need for caregiver leave; (3) a physical or mental condition that substantially impairs the veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service or would be so absent treatment; or (4) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Aairs Program of Comprehensive Assistance for Family Caregivers.“Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making ﬁnancial and legal arrangements related to the deployment, rest and recuperation, counseling, parental care, and post-deployment debrieﬁngs.Military Caregiver LeaveUnpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. The family member must be a “Covered Servicemember,” which means: (1) a current member or veteran of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy or, in the case of a veteran, who was a member of the Armed Forces, National Guard or Reserves, who was discharged or released under conditions other than dishonorable at any time within ﬁve years prior to the treatment which an eligible employee requests; is otherwise in outpatient status; or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render current member medically unﬁt to perform the duties of the member’s oce, grade, rank, or rating. Military Caregiver Leave is not available to care for Servicemembers on the permanent disability retired list. Serious injury or illness speciﬁcally includes, but is not limited to, aggravation of a preexisting condition while in the line of duty.To be eligible for Military Caregiver Leave, you must be a spouse, son, daughter, parent, or next of kin of the Covered Servicemember. “Next of kin” means the nearest blood relative of the Servicemember, other than the Servicemember’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have been granted legal custody of the Servicemember by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and ﬁrst cousins; unless the Servicemember has speciﬁcally designated in writing another blood relative as their nearest blood relative for purposes of Military Caregiver Leave. You must also meet all other eligibility standards as set forth within the FMLA Leave policy.WHAT YOU CAN EXPECT FROM US

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34 EMPLOYEE HANDBOOKAn eligible employee may take up to twenty-six (26) workweeks of Military Caregiver Leave to care for a Covered Servicemember in a “single twelve (12) month period.” The “single twelve (12) month period” begins on the ﬁrst day leave is taken to care for a Covered Servicemember and ends twelve (12) months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons. If you do not exhaust your twenty-six (26) workweeks of Military Caregiver Leave during this “single twelve (12) month period,” the remainder is forfeited.Military Caregiver Leave applies on a per-injury basis for each Servicemember. Consequently, an eligible employee may take separate periods of caregiver leave for each and every Covered Servicemember, and/or for each and every serious injury or illness of the same Covered Servicemember. A total of no more than twenty-six (26) workweeks of Military Caregiver Leave, however, may be taken within any single twelve (12) month period.Within the “single twelve (12) month period” described above, an eligible employee may take a combined total of twenty-six (26) weeks of FMLA leave including up to twelve (12) weeks of leave for any other FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single twelve (12) month period,” an eligible employee may take up to sixteen (16) weeks of FMLA leave to care for a Covered Servicemember when combined with up to ten (10) weeks of FMLA leave to care for a newborn child.An employee seeking Military Caregiver Leave may be required to provide appropriate certiﬁcation from the employee and/or Covered Servicemember and completed by an authorized health care provider within ﬁfteen (15) days. Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.Qualifying Exigency LeaveEligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered military member” (i.e., the employee’s spouse, son, daughter, or parent). Up to twelve (12) weeks of Qualifying Exigency Leave is available in any twelve (12) month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of twenty-six (26) weeks of leave in a “single twelve (12) month period”). The maximum amount of “Qualifying Exigency Leave” an employee may utilize to bond with a military member on short-term, temporary rest and recuperation during deployment is ﬁfteen (15) days.Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed twelve (12) weeks in any twelve (12) month period (with the exception of Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy.Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under the order of the President of the United States pursuant to certain laws.WHAT YOU CAN EXPECT FROM US

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35EMPLOYEE HANDBOOKQualifying Exigency Leave is available under the following circumstances: • Short-notice deployment. To address any issue that arises out of short notice (within seven days or less) of an impending call or order to active duty.• Military events and related activities. To attend any ocial military ceremony, program, or event related to active duty or a call to active duty status or to attend certain family support or assistance programs and informational brieﬁngs.• Childcare and school activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with sta at a school or daycare facility.• Financial and legal arrangements. To make or update various ﬁnancial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service beneﬁts.• Counseling. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty.• Temporary rest and recuperation. To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to ﬁfteen (15) days of leave for each instance of rest and recuperation. If your spouse or registered domestic partner is a member of the military, you may be entitled to an additional ten (10) days of unpaid leave. Please refer to the Military Leave of Absence above for more details.• Post-deployment activities. To attend arrival ceremonies, reintegration brieﬁngs and events, and any other ocial ceremony or program sponsored by the military for a period of up to ninety (90) days following termination of the covered military member’s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status.• Mutually agreed leave. Other events that arise from the close family member’s call or order to active duty, provided that the Organization and the employee agree that such leave qualiﬁes as an exigency and agree to both the timing and duration of such leave.An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the covered military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the speciﬁc exigency, the amount of leave needed and the employee’s relationship to the military member, within ﬁfteen (15) days. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.California Family Rights ActThe California Family Rights Act (“CFRA”) provides eligible employees the opportunity to take unpaid, job-protected leave for certain speciﬁed reasons. The maximum amount of leave an eligible employee may use is twelve (12) weeks within a twelve (12) month period. In most circumstances, the Organization anticipates that CFRA leave will run concurrently with leave under the federal Family and Medical Leave Act (“FMLA”). In such case(s), the aggregate amount of CFRA leave and/or FMLA leave shall not exceed twelve (12) workweeks in a twelve (12) month period. However, under the following circumstances, CFRA leave will not run concurrently with FMLA leave:WHAT YOU CAN EXPECT FROM US

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36 EMPLOYEE HANDBOOK• CFRA leave for birth of an employee’s registered domestic partner’s child, including time for bonding with the child. • CFRA leave for placement of a child for adoption or foster care with an employee’s registered domestic partner. • CFRA leave to care for an employee’s registered domestic partner, registered domestic partner’s child, parent-in-law, grandparent, grandchild, sibling, or a designated person who has a serious health condition.• FMLA leave taken for disability on account of pregnancy, childbirth, or related medical conditions. (See Family and Medical Leave Act Policy for more information).• Additional FMLA leave to care for a Covered Servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent, or next of kin of the Covered Servicemember (See Family and Medical Leave Act Policy for more information).Employee EligibilityTo be eligible for CFRA leave, you must:• Have worked at least twelve (12) months for the Organization; and• Have worked at least 1,250 hours for the Organization over the twelve (12) months preceding the date your leave would begin.Reasons for Taking LeaveCFRA leave may be taken for the following reasons:• Birth of an employee’s child, including time for bonding with the child after birth. Such time is available to employees regardless of sex or gender.• Placement of a child with an employee or an employee’s registered domestic partner in connection with the adoption or foster care of the child by the employee. Such time is available to employees regardless of sex or gender.• To care for an employee’s spouse, registered domestic partner, child, parent, parent-in-law, grandparent, grandchild, sibling, or a designated person who has a serious health condition.• Because of an employee’s own serious health condition that makes the employee unable to perform the functions of the employee’s position, except for leave taken for disability on account of pregnancy, childbirth, or related medical conditions (see Pregnancy Disability Leave of Absence Policy).• For certain qualifying exigencies (as deﬁned below) related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child, or parent in the Armed Forces of the United States.DeﬁnitionsA “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either (i) inpatient care in a hospital, hospice, or residential care facility, or (ii) continuing treatment or supervision by a health care provider.A “child” means a biological, adopted, or foster child, a stepchild, a legal ward, a child of a domestic partner, or a person to whom the employee stands in loco parentis, regardless of age.A “parent” means a biological, foster, or adoptive parent, a parent-in-law, a stepparent, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child.WHAT YOU CAN EXPECT FROM US

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37EMPLOYEE HANDBOOKA “parent-in-law” means the parent of a spouse or registered domestic partner.A “sibling” means a person related to another person by blood, adoption, or anity through a common legal or biological parent.A “designated person” means any individual related by blood or whose association with the employee is the equivalent of a family relationship. Employees will be limited to identifying one (1) designated person per twelve (12)-month period. A “qualifying exigency” related to the covered active duty or call to covered active duty of an employee’s spouse, domestic partner, child, or parent (“military member”) means any of the exigencies described in California Unemployment Insurance Code section 3302.2, a copy of which you may obtain from Human Resources. These exigencies include:• Childcare and school activities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with sta at a school or daycare facility.• Financial and legal arrangements. To make or update various ﬁnancial or legal arrangements; or to act as the military member’s representative before a federal, state, or local agency in connection with service beneﬁts.• Counseling. To attend counseling (by someone other than a health care provider) for the employee, the military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty.• Temporary rest and recuperation. To spend time with a military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to ﬁfteen (15) days of leave for each instance of rest and recuperation.• Post-deployment activities. To attend arrival ceremonies, reintegration brieﬁngs and events, and any other ocial ceremony or program sponsored by the military for a period of up to ninety (90) days following termination of the military member’s active duty status.Identifying the 12-Month PeriodThe Organization measures the twelve (12) month period in which leave is taken by the “rolling” twelve (12) month method, measured backward from the date of any CFRA leave. CFRA leave for the birth or placement of a child for adoption or foster care must be concluded within twelve (12) months of such birth or placement.Using LeaveEligible employees may take CFRA leave in a single block of time, intermittently (in separate blocks of time), or by reducing their normal work schedule (including the elimination of required overtime) when medically necessary for the serious health condition of the employee or to care for a covered family member. Eligible employees may also take intermittent or reduced-schedule leave for military qualifying exigencies. Employees who require intermittent or reduced-schedule leave for planned medical treatment must make a reasonable eort to schedule their leave so that it will not unreasonably disrupt the Organization’s operations. For the birth of or care for a newly-born child, or for the adoption or foster-care placement of a child, intermittent leave must be taken in increments of at least two (2) WHAT YOU CAN EXPECT FROM US

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38 EMPLOYEE HANDBOOKweeks, with shorter increments allowed on any two (2) occasions. For all other kinds of CFRA leave, intermittent leave may be taken in increments of at least one (1) hour. Use of Paid LeaveDepending on the reason for your leave, the Organization may require you to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with some or all of your CFRA leave. If the Organization does not require you to do so, you may elect to substitute paid leave for CFRA leave, so long as you comply with the Organization’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.). Additionally, depending on the reason for your leave, an eligible employee may choose to take leave pursuant to a short- or long-term disability leave plan, during the otherwise unpaid portion of their CFRA leave. This paid disability leave runs concurrently with CFRA leave and may continue longer than the CFRA leave, if permitted by the disability leave plan.Maintenance of Health BeneﬁtsThe Organization will maintain coverage under the Organization’s group health plan during your CFRA leave, on the same terms and conditions as if you had continued to work. If applicable, you must make arrangements to pay your share of health plan premiums while on leave. In some instances, the Organization may recover premiums it paid to maintain health coverage or other beneﬁts for you or your family during your leave. Use of CFRA leave will not result in the loss of any employment beneﬁt that accrued prior to the start of your leave. Consult the applicable plan document for all information regarding eligibility, coverage and beneﬁts.Notice and Medical CertiﬁcationIn order to qualify for CFRA leave, you must provide:• Reasonable advance notice (at least thirty (30) days) if the need for leave is foreseeable, or notice as soon as practicable in the case of unforeseeable leave, in compliance with the Organization’s standard call-in procedures, absent unusual circumstances.• Medical certiﬁcation supporting the need for leave due to a serious health condition aecting you or a covered family member, within ﬁfteen (15) calendar days of the Organization’s request (additional time may be permitted under certain circumstances). If you fail to do so, the Organization may delay the start of your leave, retract any designation of CFRA leave, or deny leave, in which case your leave of absence would be treated in accordance with our other leave of absence and attendance policies. Second or third medical opinions and periodic re-certiﬁcations may also be required.• Appropriate documentation, within ﬁfteen (15) days of the Organization’s request (additional time may be permitted under certain circumstances), supporting the need for leave due to a qualifying military exigency. Such documentation may be in the form of a copy of the military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the speciﬁc exigency, the amount of leave needed, and the employee’s relationship to the military member. • Periodic reports as required by the Organization during the leave regarding your status and intent to return to work.• Medical certiﬁcation from your medical provider of your ﬁtness to return to work, if the leave was due to your own serious health condition, as permitted by law. Failure to comply with the above requirements may result in delay, denial of leave, or disciplinary action.WHAT YOU CAN EXPECT FROM US

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39EMPLOYEE HANDBOOKEmployer ResponsibilitiesThe Organization will inform you whether you are eligible for leave under CFRA. Should you be eligible for CFRA leave, the Organization will provide a notice that speciﬁes any additional information required as well as your rights and responsibilities. The Organization will also inform you if leave will be designated under CFRA and, to the extent possible, note the amount of leave counted against your leave entitlement. If you are not eligible for CFRA leave, the Organization will provide a reason for the ineligibility.Job RestorationExcept as otherwise provided by applicable law, upon returning from CFRA leave, you will be restored to the same or a comparable position as the position held prior to the leave. Failure to Return after CFRA LeaveIf you fail to return to work as scheduled or fail to contact the Organization after your CFRA leave expires, you will be subject to the Organization’s standard leave of absence, attendance, and other policies. Likewise, following the conclusion of your CFRA leave, the Organization’s obligation to maintain your group health plan beneﬁts may end (subject to any applicable COBRA rights). If you are unable to return to work after CFRA leave, you must notify Human Resources. If the Organization becomes aware of the need for additional leave, the Organization will engage in an interactive process to determine whether the condition is a disability for which additional unpaid leave may be provided as a reasonable accommodation.Other EmploymentWhile on a leave of absence, employees are prohibited from holding other employment, including self-employment, not held immediately prior to the start of the leave. In other words, an employee who has another job in addition to the employee’s job with the Organization may continue working that job while on leave from the Organization if medically able to do so, but such an employee may not seek and hold other employment to replace the employee’s employment with the Organization while on leave. This policy remains in force during all leaves of absence including CFRA leave and violation may result in disciplinary action, up to and including immediate termination of employment.FraudProviding false or misleading information or omitting material information in connection with a request for CFRA leave may result in disciplinary action, up to and including immediate termination.Personal Leave of Absence Following the completion of one (1) year of service with the Organization, additional types of unpaid personal leaves of absence may be granted at the sole discretion of management, for up to a maximum of six (6) months. Failure to report to work as scheduled following a personal leave of absence may result in disciplinary action, including termination. Time spent on personal leave of absence will not be used for computing beneﬁts such as vacation or holidays.WHAT YOU CAN EXPECT FROM US

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40 EMPLOYEE HANDBOOKYou should speak directly with Human Resources prior to taking a leave to ensure your understanding of all of your obligations to the Organization while on leave, such as your periodic reporting and re-veriﬁcation obligations. Failure to comply with Organization policy may substantially aect your ability to return to work under this policy.Education Leave of Absence Following the completion of one (1) years of service with the Organization, an employee may be granted in the sole discretion of management up to one (1) year of unpaid leave for the purpose of attending an educational institution. Veriﬁcation of attendance through transcripts may be required. Failure to report to work as scheduled following an education leave of absence may result in disciplinary action, including termination. Time spent on an education leave of absence will not be used for computing beneﬁts such as vacation or holidays.You should speak directly with Human Resources prior to taking a leave to ensure your understanding of all of your obligations to the Organization while on leave, such as your periodic reporting and re-veriﬁcation obligations. Failure to comply with Organization policy may substantially aect your ability to return to work under this policy.Bereavement Leave Employees covered under a Collective Bargaining Agreement are provided bereavement leave through their respective union. Union employees should consult the collective bargaining agreement for more details regarding bereavement leave and consult Human Resources if they have any questions.All employees are eligible to receive up to ﬁve (5) working days of paid bereavement leave in the event they miss regularly scheduled work days due to the death or funeral of a member of the employee’s family except when doing so would violate a collective bargaining agreement. A family member includes your spouse, registered domestic partner, child, stepchild, registered domestic partner’s child, son or daughter-in-law, parent, parent-in-law, grandparent, grandchild, sibling, brother or sister-in-law, your registered domestic partner’s parents, individual living in the same household as the employee, or a designated person as deﬁned under the California Family Rights Act (CFRA). Unrelated persons who held the eective role of any of the above relationships will be considered as an immediate family member for the terms of this policy (e.g., foster parent). To be eligible, employees must have been employed with the Company for at least thirty (30) days immediately preceding the commencement of leave. Employees who are notiﬁed of the death of a family member while at work will be unpaid for the remainder of the scheduled hours that day. Eligible employees may take bereavement leave in a single block of time or intermittently within three (3) months of the employee’s family member’s death. All time o in connection with the death of a family member, as deﬁned above, should be scheduled with your supervisor. The Organization will make reasonable eorts to safeguard the employee’s privacy with respect to a request for bereavement leave. Employees are encouraged to request leave under this policy without fear of retaliation.WHAT YOU CAN EXPECT FROM US

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44 EMPLOYEE HANDBOOKEMPLOYEE CONDUCTAbsenteeism and TardinessYou are expected to be at work ready to perform your job duties on time each day. Absenteeism or tardiness, even for good reasons, is disruptive of our operations and creates a burden for co-workers. Absenteeism or tardiness can result in disciplinary action, up to and including termination.If you are going to be late or absent from work for any reason, you must personally notify your supervisor within two (2) hours of the start of the workday or as far in advance as possible so that proper arrangements can be made to handle your work during your absence. Of course, some situations may arise in which prior notice cannot be given. In those circumstances, you are expected to notify your supervisor as soon as possible or practicable. Leaving a message, voice mail, or sending an email or text message does not qualify as personally contacting your supervisor.If you are required to leave work early, you must also personally contact your supervisor and obtain permission. Leaving work early without authorization is strictly prohibited.When an unexcused absence is due to illness, the Organization may require supporting medical documentation in accordance with federal, state, and local law.Although you may be terminated at any time for failing to report to work without contacting the Organization, if you fail to report for work or call in for more than three (3) consecutive calendar days, you may be considered to have abandoned your job and may be terminated.Sign-In/Sign-OutEach Organization worksite maintains a daily sign-in/sign-out log. All employees are required to sign-in when reporting to work and sign-out when the workday is completed. Alcohol and Drug PolicyThe Organization is covered by the federal Drug-Free Workplace Act, and provides a drug-free workplace. When you arrive to work, the Organization expects you to be mentally and physically ready to perform your job duties, and free from being under the inﬂuence of illegal drugs and marijuana (regardless of prescription) or other unauthorized, mind-altering, or intoxicating substances.As a covered employer, the Organization must certify to the contracting government agencies that it provides a drug-free workplace in connection with the performance of its government contracts. All employees will be given and will be required to sign an Employee Notiﬁcation Statement. The Organization will include drug-free awareness information in its programs and will comply with the requirements that the government be notiﬁed of any employee’s workplace-related drug conviction. In connection with our drug-free workplace compliance eorts, you should be aware of the following requirements. • You must, as a condition of your employment, report any conviction under a criminal drug statute for violations occurring on Organization-owned or occupied premises or while conducting WHAT WE EXPECT OF YOU

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45EMPLOYEE HANDBOOKOrganization business o Organization premises. A report of a conviction must be made to Human Resources within ﬁve (5) days of the conviction. Within ten (10) days of the notice of your conviction, we must notify all governmental agencies with which we contract about your criminal drug statute conviction. • Within thirty (30) days of the date the Organization receives notice of your conviction, you will be subject to disciplinary action, up to and including termination. Any employee who is not terminated will be required to satisfactorily participate in and complete a drug abuse assistance or rehabilitation program. • Each employee must, as a condition of employment, sign an Employee Notiﬁcation Statement, which sets forth the requirements of the Drug-Free Workplace Act.Any question regarding the Organization’s drug-free workplace compliance eorts should be directed to the President/CEO.Additionally, all employees are prohibited from manufacturing, cultivating, distributing, dispensing, possessing, or using illegal drugs and marijuana (regardless of prescription) or other unauthorized, mind-altering, or intoxicating substances while on Organization property (including parking areas and grounds), or while otherwise performing their work duties away from the Organization’s premises. Included within this prohibition are lawful controlled substances which have been illegally or improperly obtained. This policy does not prohibit the possession and proper use of lawfully prescribed drugs other than marijuana taken in accordance with the prescription.Employees are also prohibited from having any such illegal or unauthorized controlled substances (and marijuana regardless of prescription) in their system while at work and from having excessive amounts of otherwise lawful controlled substances in their systems. This policy does not apply to the authorized dispensation, distribution or possession of legal drugs where such activity is a necessary part of an employee’s assigned duties.All employees are prohibited from distributing, dispensing, possessing, or using alcohol while at work or on duty. Furthermore, o-duty alcohol use, while generally not prohibited by this policy, must not interfere with your ability to perform the essential functions of your job. From time to time, the Organization may host events where alcohol is served. During these authorized Organization events, employees are permitted to engage in moderate consumption of alcohol that is served. Employees are expected to exercise good personal judgement concerning alcohol consumption and must not over indulge.Prescription DrugsWith the exception of medically prescribed marijuana, the proper use of medication prescribed by your physician is not prohibited; however, we do prohibit the misuse of prescribed medication. Employees’ drug use may aect their job performance, such as by causing dizziness or drowsiness. You are required to disclose any medication that may cause a risk of harm to yourself or to others in performing your job duties. It is your responsibility to determine from your physician whether a prescribed drug may impair your job performance.WHAT WE EXPECT OF YOU

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46 EMPLOYEE HANDBOOKNotiﬁcation of ImpairmentEach employee who observes or has knowledge of another employee in a condition which impairs the employee in the performance of their job duties, or who presents a hazard to the safety and welfare of others, or is otherwise in violation of this policy, must promptly report that fact to their supervisor or another member of management.Who is TestedYou may be required to submit to drug or alcohol screening whenever the Organization has a reasonable suspicion that you have violated any of the rules set forth in this policy. Reasonable suspicion may arise from, among other factors, supervisory observation, co worker reports or complaints, performance decline, attendance or behavioral changes, results of searches or other detection methods, or involvement in a work-related injury or accident that may have been caused by drug or alcohol impairment. Injury or accident-based testing does not apply where the incident or accident is unlikely to have occurred as a result of drug or alcohol use, or where the cause of the incident or injury is known or clear (e.g., back sprains from lifting a heavy object, bug bites that require treatment, etc.).Additionally, employees in safety sensitive positions may be tested on a random or periodic basis to the extent permitted by applicable state and federal laws.DisciplineViolation of this policy or any of its provisions may result in disciplinary action, up to and including termination of employment.Enforcement PolicyIn order to enforce this policy and procedures, the Organization may investigate potential violations and require employees to undergo drug or alcohol screening, including urinalysis, blood tests, or other appropriate tests and, where appropriate, searches of all areas of the Organization’s physical premises, including, but not limited to work areas, personal articles, employees’ clothes, desks, work stations, lockers, and personal and Organization vehicles. You will be subject to disciplinary action, up to and including termination of employment for refusing to cooperate with searches or investigations, refusing to submit to screening, tampering with any screening sample, or for failing to execute consent forms when required by the Organization.What Happens When an Employee Tests Positive for Prohibited SubstancesAll employees who test positive in a conﬁrmed substance test will be subject to disciplinary action, up to and including termination.Attitude and ProfessionalismAll employees must display a positive attitude towards their job and arrive to work motivated to perform their job duties. Further, employees are expected to demonstrate courtesy and professionalism toward their co-workers, clients, vendors, and/or members of the public in the course of their job duties. Rudeness, profanity or disruptive conduct will not be tolerated.WHAT WE EXPECT OF YOU

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47EMPLOYEE HANDBOOKA bad attitude or a failure to conduct oneself professionally creates a dicult working environment and prevents the Organization from providing quality service to our clients.If you consistently fail to approach your job duties with a positive attitude and in a professional manner, you may be subject to disciplinary action, up to and including termination.Damage to PropertyDeliberate or careless damage to a co-worker’s, vendor’s, or client’s property or the property of the Organization will not be tolerated.Fraud, Dishonesty and False StatementsEmployees and applicants are prohibited from providing false, dishonest, or misleading information on any application, medical history record, leave request, time entry, investigative questionnaire, workplace injury report, or any other Organization document. Employees are likewise prohibited from making any materially dishonest or false statement to another employee, or client, vendor, or other third party in the course of performing the employee’s job duties.Under the law, an employee may be held personally liable for making misrepresentations to clients. It is also against the law and against Organization policy for an employee to provide, or assist a client in providing, false or misleading information on a credit application or regarding credit status to any ﬁnancial institution.Any employee found to have made false, dishonest, or misleading statements or omissions as detailed above will be subject to immediate termination of employment. If you observe any such violations, please report them to Human Resources or another member of management immediately.GamblingGambling is prohibited on Organization property, or through the use of the Organization’s property such as computers and telephone equipment.Gifts, Gratuities, Favors, or Rewards Employees may not request or accept any gift, gratuity, favors, or rewards of any kind from a client, vendor, contractor, potential contractor, or supplier without the express written authorization of the President/CEO. Violation of this policy is grounds for disciplinary action, up to and including termination. If there are questions regarding the minimum/maximum thresholds, appropriateness, or reporting and disclosures (e.g. form 700), employees should review applicable policies or contact the Fiscal oce. Illegal ActivityEmployees are not permitted to engage in any kind of illegal activity while on duty or on the Organization’s property, or while o the job which reﬂects detrimentally on the Organization’s reputation.InsubordinationWe all have duties to perform and every employee must follow directions from their supervisor or manager. Employees must not refuse to follow the reasonable, job-related directions of a supervisor WHAT WE EXPECT OF YOU

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48 EMPLOYEE HANDBOOKor management ocial or to treat a supervisor or management ocial in an insubordinate manner. Employees who engage in insubordinate conduct may be subject to disciplinary action, up to and including termination.Misuse of PropertyEmployees are prohibited from misusing, or using without authorization, equipment, vehicles or other property of the Organization, clients, vendors, or other employees of the Organization. Any non-business use of the Organization’s oce equipment must be approved by management.O-Duty Use of FacilitiesEmployees are prohibited from being on Organization premises or making use of Organization facilities while not on duty. Employees are expressly prohibited from using Organization facilities, Organization property, or Organization equipment for personal use. This section is not intended to prohibit the use of the Organization’s facilities where required under an applicable collective bargaining agreement or in accordance with applicable federal, state, and/or local laws.O-Duty Social and Recreational ActivitiesDuring the year, the Organization may sponsor social or recreational activities for its employees. Your attendance at these events is completely voluntary and not required as a condition of employment and the time spent will not be considered time worked. Neither the Organization nor its insurer will be liable for the payment of workers’ compensation beneﬁts for any injury that arises out of your voluntary participation in any o-duty recreational, social, or athletic activity that is not part of your job duties.Outside EmploymentIt is important that other employment, as well as outside interests, do not interfere in any way with your job with the Organization. You should be careful that extra hours of work do not aect the performance of your job duties by leaving you tired or distracted. Also, if your second job creates a potential conﬂict of interest (i.e., working for a competitor) you are required to obtain written approval, in advance, from Human Resources or the President/CEO. All requests should be in writing and should include the following information:• The type of work to be engaged in, including an explanation of the task to be performed• The hiring organization/company• The hours of work• The reason for desiring such employmentPersonal Dress and Appearance We expect all employees to use good judgment with respect to their dress and appearance and to present a neat and well-groomed appearance. We feel that these qualities go further than any other factor in making a favorable impression on clients and your co-workers.Employees should dress according to the requirements and any safety considerations of their job duties. Flashy, ill-ﬁtting, revealing, oensive, and other non-businesslike and distracting clothing are unacceptable. Employees who are provided with Organization uniforms must keep them in a neat and clean condition and must wear them at all times when on duty. Employees may be ﬁnancially responsible WHAT WE EXPECT OF YOU

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49EMPLOYEE HANDBOOKfor replacement of uniforms and personal protective equipment due to dishonest, willful, or grossly negligent conduct in accordance with federal, state, and local laws. The Organization will replace uniforms as needed due to normal wear and tear and/or changes in standards as necessary. Employees must notify the Organization when such uniforms are not made available, inadequate, or are in need of replacement.Employees who report to work in unacceptable attire may be required to leave work and return in acceptable attire. Such time away from work will be without pay.The Organization will not enforce this policy in violation of any federal, state, or local equal employment opportunity laws. The Organization will provide reasonable accommodations to this policy for an employee’s religious beliefs and practices, medical needs, or other protected reasons, provided the requested accommodation does not create an undue hardship for the Organization and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. Once the Organization is aware of the need for an accommodation, the Organization will engage in an interactive process to identify possible accommodations. For more information, please see the Reasonable Accommodations policy.Personal MailAll mail which is delivered to the Organization is presumed to be related to our business. Mail or packages sent to you at the Organization may be opened by oce personnel and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home or personal mailbox. Organization postage meters and letterhead may not be used for personal correspondence.Personal Telephone Calls and VisitsWe ask our employees to refrain from making or receiving personal calls except in emergencies. Long distance / international business calls must be cleared by your supervisor unless your job duties include the routine making of long distance calls. Employees will be held ﬁnancially responsible for unauthorized calls and will be subject to disciplinary action, up to and including immediate termination if the use of personal telephone or electronic devices during scheduled work time persists.Personal visits by friends or relatives during work hours can be disruptive to our operations and may be permitted based on your role and department. If you receive a non-business-related visit from a friend or relative, you must notify your supervisor at the time of your guest’s arrival and departure. Non-employees are strictly forbidden from entering unauthorized areas.Poor PerformanceYou are expected to make every eort to learn your job and to perform at a level satisfactory to the Organization at all times. Consistent failure to do so may result in disciplinary action, up to and including termination.Romantic or Sexual Relationships with Other EmployeesThe Organization has adopted this policy because of the potential problems posed by romantic or sexual relationships between employees. These problems include conﬂicts of interest, interference WHAT WE EXPECT OF YOU

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50 EMPLOYEE HANDBOOKwith the productivity of co-workers, and potential charges of sexual harassment. Such problems can be particularly serious in situations in which one person has a position of authority over the other, such as in a supervisor-subordinate position.The Organization imposes the following restrictions on romantic or sexual relationships between employees:1. A supervisor or manager must not engage in a romantic or sexual relationship with a subordinate employee under any circumstances.2. If a supervisor or manager becomes involved in a romantic or sexual relationship with a non-subordinate non-management employee, the supervisor or manager must disclose the existence of such relationship immediately to Human Resources. The Organization will take all steps it deems necessary to prevent conﬂicts of interest and potential legal claims.3. All employees must avoid romantic or sexual relationships with other employees that create conﬂicts of interest, potential charges of sexual harassment, or discord or conﬂicts in the workplace.4. All employees are expected to behave in a professional manner and avoid inappropriate displays of aection, arguments over relationship issues, etc., in the workplace.Questions and clariﬁcations will be addressed by Human Resources.SleepingEveryone needs to be fully alert while on the job in order to protect the safety of all employees and to properly serve our clients. Therefore, sleeping or inattention on the job will not be tolerated.SmokingSmoking is prohibited in all Organization buildings and vehicles. This policy speciﬁcally extends to electronic cigarettes (“e-cigarettes”) or any other personal vaporizing devices. Smoking must be conﬁned to designated outdoor areas. Of course, smoking is prohibited in all areas where hazardous and ﬂammable materials are present.Solicitation – Distribution PolicyIn order to allow employees to perform their job duties and provide our clients with their undivided attention, the solicitation by an employee of another employee for the support of any organization is prohibited during the working time of either employee. In addition, the distribution of paper advertising materials, handbills or other literature is prohibited in all working areas and sales areas at all times. Similarly, non-employees may not come on the Organization’s property at any time to solicit for any cause or distribute material or literature of any kind for any purpose.TheftTheft of money or property from the Organization, your co-workers, or clients is strictly prohibited. Employees found to have stolen or misappropriated money or property will be subject to immediate termination and will WHAT WE EXPECT OF YOU

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51EMPLOYEE HANDBOOKalso be reported to law enforcement. The Organization reserves the right to inspect all purses, briefcases, backpacks, packages, lockers, and vehicles on the Organization’s property to investigate allegations of theft. Failure to cooperate in such a search will result in disciplinary action, up to and including termination.Workplace Violence PolicyThe Organization has a zero-tolerance policy for violent acts or threats of violence against our employees, applicants, clients, or vendors.We do not allow ﬁghting or threatening words, or conduct. Weapons of any kind are strictly prohibited and not permitted on Organization premises, including parking areas.No employee may commit or threaten to commit any violent act against a co-worker or third party. This includes discussions of the use of dangerous weapons, such as bombs, guns, or knives, even in a joking manner.Employees who are subjected to or threatened with violence in the workplace, or are aware of another individual who has been subjected to or threatened with violence, are to report this information to their supervisor or Human Resources as soon as possible.All threats should be taken seriously. Please bring all threats to our attention so that we can deal with them appropriately. All threats will be thoroughly investigated, and all complaints which are reported to management will be treated with as much conﬁdentiality as possible. The Organization will not penalize you or retaliate against you in any way for reporting a workplace violence problem in good faith.WHAT WE EXPECT OF YOU

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52 EMPLOYEE HANDBOOKSTANDARDS OF CONDUCT FOR MAAC’S CHILD DEVELOPMENT PROGRAMMAAC’s Child Development Program (CDP) will ensure all sta, consultants, contractors, and volunteers abide by the program’s standards of conduct that:i. Ensure sta, consultants, contractors, and volunteers implement positive strategies to support children’s well-being and prevent and address challenging behavior;ii. Ensure sta, consultants, contractors, and volunteers do not maltreat or endanger the health or safety of children, including, at a minimum, that sta must not:A. Use corporal punishment;B. Use isolation to discipline a child;C. Bind or tie a child to restrict movement or tape a child’s mouth;D. Use or withhold food as a punishment or reward;E. Use toilet learning/training methods that punish, demean, or humiliate a child;F. Use any form of emotional abuse, including public or private humiliation, rejecting, terrorizing, extended ignoring, or corrupting a child;G. Physically abuse a child;H. Use any form of verbal abuse, including profane, sarcastic language, threats, or derogatory remarks about the child or child’s family; or,I. Use physical activity or outdoor time as a punishment or reward;iii. Ensure sta, consultants, contractors, and volunteers respect and promote the unique identity of each child and family and do not stereotype on any basis, including gender, race, ethnicity, culture, religion, disability, sexual orientation, or family composition;iv. Require sta, consultants, contractors, and volunteers to comply with program conﬁdentiality policies concerning personally identiﬁable information about children, families, and other sta members in accordance with Protections for the Privacy of Child Records (found in subpart C of part 1303 of the Head Start performance standards) and applicable federal, state, local, and tribal laws; and,v. Ensure no child is left alone or unsupervised by sta, consultants, contractors, or volunteers while under their care.Sta, consultants, and volunteers who violate these standards of conduct will be addressed and may result in disciplinary action up to and including termination of any related contract and /or employment. WHAT WE EXPECT OF YOU

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53EMPLOYEE HANDBOOKPROCEDURES AND GUIDELINESBackground Screening To ensure that employees of the Organization continue to be qualiﬁed and to ensure that the Organization maintains a safe and productive work environment free of any form of violence, harassment or misconduct, and to determine eligibility for promotion, re-assignment, or retention, the Organization reserves the right to conduct background screening on all of its employees.In addition, certain programs require licensing, including but not limited to education background veriﬁcation, including transcripts, ﬁngerprint clearance, physical examination, and TB and other immunization clearance.Should you have any questions regarding the Organization’s background screening policy, please contact Human Resources.Bulletin and Message BoardsThe Organization may maintain a bulletin board(s), message board(s), or internal webpage as a source of information for employees. Any such resource is to be used solely to post information approved by the Organization regarding Organization policies, governmental regulations, and other matters of concern to all employees. No information may be placed on these resources without the prior approval of Human Resources.Organization Credit CardsThe Organization may issue an Organization credit cards to certain employees for work-related expenses. Organization credit cards must be used in accordance with the Organization’s Credit Card policy. Employees will be held responsible for any personal or unauthorized charges incurred on Organization credit cards. Consult Human Resources for the full Organization Credit Card policy. Children at WorksitesEmployees are prohibited from bringing their children onto Organization premises or the Organization’s worksites during work hours. In consideration of the Organization’s philosophy, the health and safety of the child and of the employee, and the urgency of the situation, exceptions may be made with the approval of the Department Director.Organization Keys/Entry CardsEach employee to whom a key and/or entry card is given is responsible for proper use of that key and/or entry card and will be required to sign for it. A lost or misplaced key and/or entry card must be reported immediately to your supervisor. Never duplicate or loan a key and/or entry card to anyone for any reason. See your supervisor if you need another key and/or entry card. All keys and/or entry cards must be turned in to Human Resources upon separation from the Organization. Employees who take a leave of absence must turn in any keys and/or entry cards prior to beginning their leave.WHAT WE EXPECT OF YOU

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54 EMPLOYEE HANDBOOKOrganization Vehicles & Safe DrivingOnly authorized employees may operate Organization vehicles. If an Organization vehicle incurs any damage while under the charge of a particular employee, that employee must report the damage immediately.You must hold a valid state driver’s license for the class of vehicle you are driving and proof of automobile insurance. All persons in Organization vehicles are required to use their seat belts. Not using seat belts in an Organization vehicle may lead to disciplinary action, up to and including termination. Only persons authorized by your supervisor can be passengers in Organization vehicles. Permitting unauthorized passengers may lead to disciplinary action, up to and including termination.You must notify the Organization immediately of any change in the status of your driving record. Any employee whose duties include the operation of Organization vehicles who is convicted of DUI/DWI or for reckless driving will be considered to have an unacceptable driving record and the employee’s continued employment will be subject to review. Further, you may never use a motorcycle to conduct business or provide transportation for a customer or fellow employee. Any employee whose duties include the operation of Organization vehicles who becomes uninsurable under the Organization’s liability policy will be considered to have an unacceptable driving record and the employee’s continued employment will be subject to review.If you receive a trac citation while operating an Organization vehicle, you will be responsible for paying any ﬁne or penalty. If you are involved in a trac accident while operating an Organization vehicle, you are required to call 911 and report the accident. You must also report the accident to Human Resources immediately.Mileage Reimbursement: Employees who must use their personal car for Organization business will be reimbursed at the IRS Standard Mileage Rate. Mileage reimbursements are intended to cover expenses related to the operation of a personal vehicle, including the price of gasoline, insurance, maintenance, and ordinary wear-and-tear costs.Conﬂicts of InterestOur policy forbids employees from engaging in any other business which competes with the Organization. Organization policy also forbids an employee from holding a ﬁnancial or ownership interest in an entity that does business with or is a competitor of the Organization (except where such ownership consists of securities of a corporation regularly traded on the public stock market). Providing consulting services to any entity that does business with or is a competitor of the Organization, except with the knowledge and written consent of the President/CEO, is also prohibited. If you think that there is a possibility that any business venture of yours may conﬂict with this policy, it is your responsibility to notify the President/CEO and obtain approval in writing.Employee Rights in EmergenciesEmployees are permitted to leave work or refuse to report to work during an “emergency condition.” An “emergency condition” is deﬁned to mean (i) conditions of disaster or peril caused by natural forces or a criminal act, or (ii) an order to evacuate a workplace, worksite, an employee’s home, or the school of an employee’s child. Notably, an “emergency condition” does not include a health pandemic.Employees must provide advance notice of the emergency condition requiring them to leave or refuse to report to the workplace or worksite. If advance notice is not feasible, employees must provide notice as soon as possible.WHAT WE EXPECT OF YOU

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55EMPLOYEE HANDBOOKThe Organization will not take any adverse action against employees for refusing to report to, or leaving, a workplace or worksite within the aected area if the employee has a reasonable belief that the workplace or worksite is unsafe. Furthermore, the Organization will not prevent employees from accessing their mobile device or other communications device to seek emergency assistance, assess the safety of the situation, or communicate with a person to verify their safety.Employment of RelativesTo prevent conﬂicts of interest, interference with the productivity of co-workers, and claims of favoritism, the Organization imposes certain limitations on the employment of employees’ immediate family members, in situations in which one person has a position of authority over the other, such as in a supervisor-subordinate position. Additionally, no employee or their immediate family member may serve on the Board of Directors or the Head Start Policy Council. For the purposes of this policy, “immediate family member” includes: spouse, registered domestic partner, parent, step-parent, spouse’s or registered domestic partner’s parents, brother or sister, brother or sister-in-law, children (including stepchildren), son or daughter-in-law, aunt or uncle, niece or nephew, grandparent, or grandchild. Hazardous and Toxic MaterialsIf your job requires that you use hazardous or toxic materials, you are expected to comply with all laws, rules, and regulations concerning their safe handling and disposal. If you have any questions about the materials you work with or the proper safety or disposal procedures to follow, please discuss them with your supervisor before taking any action.HousekeepingWork areas must be maintained in a clean, healthy, and orderly fashion to prevent unsafe conditions and potential accidents. If you observe conditions or equipment which are potentially dangerous, report them immediately to your supervisor. It is each employee’s responsibility to make sure the work area is clean and orderly at the completion of the scheduled work shift. Employees may not litter or discard personal items on the premises.MeetingsFrom time to time, individual or group meetings may be scheduled either during or outside of your normal working hours. You are required to attend all Organization meetings involving your department or which you have been asked to attend, unless excused by your supervisor.ParkingSo that we will have sucient and convenient parking for our clients, we require all of our employees to park their vehicles in the area designated for employee parking. If you have any questions as to where you should park your vehicle, please ask your supervisor.WHAT WE EXPECT OF YOU

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56 EMPLOYEE HANDBOOKPersonnel RecordsThe Organization provides employees access their personnel records in accordance with state law and/or local ordinances, unless an applicable collective bargaining agreement exists that provides guidelines for personnel records. In these instances, the terms of the collective bargaining agreements will prevail for those union employees subject to them. Recognizing the conﬁdential nature of the information in your personnel record, the Organization limits access to the personnel records to you and those with proper authorization or pursuant to legal process.No documents contained in your personnel ﬁle will be released without your consent, except pursuant to legal process. Any records of medical evaluation results will be maintained in a separate ﬁle, in accordance with legal requirements, and may only be reviewed by authorized individuals.You may review your own personnel ﬁle with Human Resources present to answer any questions. Additionally, a manager may review your personnel ﬁle if you have a current reporting relationship to that manager or have been interviewed and are being considered for a position reporting to that manager. Your personnel records also are subject to review by investigative agencies, or during periodic internal audits conducted by the Organization.Within thirty (30) days of an employee’s written request, or the written request of the employee’s designated representative, the Organization will either make personnel records available to the employee for inspection or provide a copy of the employee’s personnel records to the employee or the employee’s designated representative. The employee is responsible for the cost of copying the records.SafetyIt is our policy to promote safety on the job. The health and well-being of our employees is foremost among the Organization’s concerns. For this reason, you are urged to follow common sense safety practices and correct or report any unsafe condition to your supervisor. Each employee is expected to assist the Organization in maintaining safe working conditions. Safety is a state of mind and requires constant vigilance and common sense. Safety is everyone’s responsibility, remember: IT TAKES US ALL. All accidents, including those which do not involve serious injury and those involving clients, must be reported immediately to your supervisor. It is only through full knowledge of every accident that the Organization can become a safer, healthier place to work for everyone.Consult the Organization’s Injury and Illness Prevention Program (IIPP) for additional information. Searches and InspectionsIn order to protect the safety and property of all of our employees, the Organization reserves the right to inspect employees’ lockers, desks, cabinets, briefcases, backpacks, toolboxes, purses, personal computers, personal motor vehicles, and any other personal belongings brought onto Organization property. Employees are expected to cooperate in any search. Failure to cooperate will result in disciplinary action, up to and including termination of employment.WHAT WE EXPECT OF YOU

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57EMPLOYEE HANDBOOKTECHNOLOGY AND INFORMATIONMobile and Electronic DevicesExcessive use of personal mobile or electronic devices (“mobile devices”) during the workday can interfere with employee productivity and be distracting to others. Employees are, therefore, prohibited from using mobile devices for personal purposes during working hours except in an emergency. Employees should ensure that friends and family members are aware of the Organization’s policy.Employees may not use a mobile device in a manner that violates our Policy Against Unlawful Harassment, Discrimination, and Retaliation, Equal Employment Opportunity Policy, or any other Organization policies.The Organization will not be liable for the loss of personal mobile devices brought into the workplace.Personal Use of Organization-Provided Mobile DevicesThe Organization may issue an Organization-owned mobile device to an employee for work-related communications. These devices should be used in accordance with this policy. Employees will be held responsible for any charges incurred for an employee’s personal or unauthorized use of any Organization-provided mobile devices. Employees are provided with an Organization mobile device are required to turn in their device to their supervisor prior to a leave of absence or extended vacation.Recording Devices Employees are prohibited from taking photographs or making audio or video recordings of our clients at any time. Employees are also prohibited from taking photographs or copying for their own use conﬁdential business documents not related to employee wages or working conditions at any time. Employees who violate this policy are subject to disciplinary action, up to and including immediate termination of employment.Safety Issues for Mobile Devices Employees are required to refrain from using mobile devices while driving in connection with their job duties, except as set forth below. Safety must come before all other concerns. You are not permitted to use any mobile device to write, send, or read any text-based message while driving, except through the use of hands-free voice command. Under no circumstances are employees allowed to place themselves or anyone else at risk to communicate via mobile devices.Employees who are charged with trac violations resulting from the use of mobile devices while driving will be solely responsible for all ﬁnes, penalties and liabilities that result from such actions. Employees who violate this policy will be subject to disciplinary action, up to and including termination.ReimbursementUnless expressly authorized by the Organization, using a personal mobile device for work is not a necessary part of the job and is strictly prohibited. The Organization provides mobile devices for employees who are required to use mobile devices for business. If you feel that your job duties require WHAT WE EXPECT OF YOU

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58 EMPLOYEE HANDBOOKuse of a mobile device, please seek authorization from a supervisor prior to using your personal mobile device for work. To the extent possible, employees should conduct Organization business by using Organization-provided phones rather than by their personal mobile devices.The Organization reimburses employees for business expenses reasonably incurred in performing their duties, including employees’ mandatory use of their personal mobile device. If your job requires you to use your personal mobile device, such usage will generally be reimbursed at a reasonable rate. If you believe that the business that is being conducted via your mobile device results in an expense to you that is greater than what the Organization is oering, please contact Human Resources.Reimbursement for any expense will only be made upon the employee’s timely submission of a request for reimbursement along with sucient documentation, such as receipts. It is the employee’s responsibility to seek reimbursement for business expenses, as the Organization can only reimburse expenses for which it receives a request and sucient documentation.Information TechnologyThe following policy governs the use of all Organization-owned computers, databases, and personal computers used for Organization business, email and voice mail systems, and Internet access via Organization computers and/or data lines, hereinafter referred to in this policy as “Organization IT.” Personal computers used for Organization business include laptops, tablets, or home computers that are connected with the Organization’s network on a regular or intermittent basis.The Organization invests in information technology to facilitate the business of the Organization. These tools are intended to assist employees with the execution of their job duties and must not be abused. Employees should not use or access Organization IT in any manner that is contrary to this policy.Organization PropertyAll Organization IT is the Organization’s property. All information that is temporarily or permanently stored, transmitted or received with the aid of Organization IT remains the sole and exclusive property of the Organization.In addition, all data temporarily or permanently received, collected, downloaded, uploaded, copied, and/or created on Organization IT, and all data temporarily or permanently received, collected, downloaded, uploaded, copied, and/or created on non-Organization computers used for Organization business that relates in any manner to the Organization’s business is subject to monitoring by the Organization, is the exclusive property of the Organization and may not be copied or transmitted to any outside party or used in any manner that violates this policy.All software that has been installed on Organization IT may not be used in any manner that violates this policy.Upon termination of employment, employees are prohibited from removing any software, documents, or data from Organization IT and must completely remove all data collected, downloaded, and/or created on non-Organization computers used for Organization business that relate in any manner to the Organization’s business. Upon request of the Organization, a terminating employee will provide proof that such data has been removed from all personal computers used for Organization business.WHAT WE EXPECT OF YOU

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59EMPLOYEE HANDBOOKProhibited Use Under Any Circumstances It is not possible to identify every type of inappropriate or impermissible use of Organization IT. The following conduct, however, is strictly prohibited under any circumstances and at any time:• Employees may not transmit, retrieve, download, or store inappropriate messages or images relating to sex, race, religion, ethnicity or any other protected category as deﬁned in the Equal Employment Opportunity Policy, or any other status protected under federal, state, and local laws.• Employees may not use Organization IT in any way that violates the Organization’s policy against unlawful harassment, including sexual harassment. By way of example, employees may not transmit messages that would constitute sexual harassment; may not use sexually suggestive or explicit screen savers or backgrounds; may not access, browse, receive, transmit, or print pornographic, obscene or sexually oensive material or information; and may not access, browse, transmit, retrieve, download, store, or print messages or images that are oensive, derogatory, defamatory, o-color, sexual in content, or otherwise inappropriate in a business environment. Employees are also prohibited from communicating threatening or harassing statements to another employee, or to a vendor, client, or other outside party.• Employees may not use Organization IT in any manner that violates the Organization’s Employee Conduct policies.• Employees may not use Organization IT in any manner that violates the Protection of the Organization’s Trade Secrets and Conﬁdential Information policy.• Employees may not use or allow another individual to use Organization IT for any purpose that is competitive with the Organization. All such access and use is unauthorized.• Employees must honor and comply with all laws applicable to trademarks, copyrights, patents and licenses to software and other electronically available information. Employees may not send, receive, download, upload, or copy software or other copyrighted or otherwise legally protected information through Organization IT, email, or the Internet without prior authorization.• Employees may not engage in gambling of any kind, stream movies or videos, watch television programs, or play electronic games utilizing Organization IT.• Employees may not engage in day trading, or otherwise purchase or sell stocks, bonds or other securities or transmit, retrieve, download, or store messages or images related to the purchase or sale of stocks, bonds, or other securities through Organization IT.Prohibited Use During Working TimeThe following conduct is prohibited during an employee’s working time, which excludes time spent on an employee’s meal or rest break, or before or after an employee’s shift:• Employees may not solicit personal business opportunities or conduct personal advertising through Organization IT.• Employees may not download, transmit, stream, or retrieve messages, data, or information from multi-network gateways, real-time data, and conversation programs including, but not limited to, messaging services, social media, or similar platforms, unless such activity is necessary for business purposes.Unsolicited EmailAbuse of email, as well as the receipt and transmission of unsolicited commercial email places an incredible drain on the Organization’s servers and network, and imposes signiﬁcant monetary costs to ﬁlter and remove unsolicited emails from our system. To eliminate the receipt and transmission of WHAT WE EXPECT OF YOU

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60 EMPLOYEE HANDBOOKunsolicited commercial email, the Organization complies with the federal “CAN-SPAM” law. Commercial email means email the primary purpose of which is the commercial advertisement or promotion of a commercial product or service. You are responsible for complying with the federal Anti-Spam regulations and therefore you may not use Organization IT to transmit unsolicited commercial email:• Promoting the Organization’s business, goods, products, and services without prior authorization.• Promoting your own personal business, goods, products, and services.• To the Organization’s clients who have elected to “opt-out” of receiving the Organization’s electronic advertisements. • That contains or is accompanied by maliciously false information.In addition, to help the Organization eliminate the receipt of unsolicited commercial email from outside parties advertising various websites, products, or services and to further prevent the receipt of oensive or undesired outside email, you should delete unfamiliar or suspicious email from outside the Organization without opening it.Telework and MonitoringEmployees should review the Organization’s separate policy details and complete a request to telework agreement before being considered for working remotely. Employees should expect that all information created, transmitted, downloaded, received, or stored in Organization IT may be accessed by the Organization at any time without prior notice. Employees should have no expectation of privacy or conﬁdentiality in such data, messages, or information (whether or not password-protected), or that deleted messages are necessarily removed from the system.The Organization’s monitoring policy may include, but is not limited to, inspection of internet activity, e-mails sent or received, internal drives, external memory devices, and mobile devices; review of content passing through the Organization’s network, data lines, and other systems; and use of screen monitoring software.System IntegrityBecause outside storage devices may compromise Organization IT, employees are not permitted to use personal storage devices or copies of software or data in any form on any Organization computer without ﬁrst: (1) obtaining speciﬁc authorization from the IT Department, and (2) scanning the data for viruses or malware. Any employee who introduces a virus or malware into the Organization’s system via use of personal software or data will be deemed guilty of gross negligence and/or willful misconduct and may be held responsible for the consequences, including cost of repair and lost productivity.Similarly, information is not to be downloaded directly from the Internet onto Organization IT. EnforcementViolations of this policy may result in disciplinary action, up to and including termination. Employees who damage Organization IT through unauthorized use may additionally be liable for the costs resulting from such damage. Employees who unlawfully misappropriate copyrighted or conﬁdential and proprietary information, or who unlawfully distribute harassing messages or information, or who unlawfully access the computer systems and information it stores may additionally be subject to criminal prosecution and/or substantial civil money damages.WHAT WE EXPECT OF YOU

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61EMPLOYEE HANDBOOKProtection of the Organization’s Trade Secrets and Conﬁdential InformationIn the course of your employment with the Organization, you may be exposed to and/or provided with trade secrets (“Trade Secrets”) and other conﬁdential and proprietary information (“Conﬁdential Information”) of the Organization relating to the operation of the Organization’s business and its clients (collectively referred to as “Trade Secrets/Conﬁdential Information”).“Trade Secrets” mean information, including a formula, pattern, compilation, program, device, method, technique or process, that: (1) derives independent economic value, actual or potential, from not being generally known to the public or to other persons or entities who can obtain economic value from its disclosure or use; and (2) is the subject of eorts that are reasonable under the circumstances to maintain its secrecy. The Organization’s Trade Secrets are: (1) not generally known to the public or to the Organization’s competitors; (2) were developed or compiled at signiﬁcant expense by the Organization over an extended period of time; and (3) are the subject of the Organization’s reasonable eorts to maintain their secrecy.“Conﬁdential Information” means information belonging to the Organization, whether reduced to writing or in a form from which such information can be obtained, translated, or derived into reasonably usable form, that has been provided to employees during their employment with the Organization and/or employees have gained access to while employed by the Organization and/or were developed by employees in the course of their employment with the Organization, that is proprietary and conﬁdential in nature.As part of the consideration you provide to the Organization in exchange for your employment and continued employment with the Organization, you agree and acknowledge that all Trade Secrets/Conﬁdential Information developed, created or maintained by you remains at all times the sole property of the Organization, and that if the Organization’s Trade Secrets/Conﬁdential Information were disclosed to a competing business or otherwise used in an unauthorized manner, such disclosure or use would cause immediate and irreparable harm to the Organization and would give a competing business an unfair business advantage against the Organization.Employees are strictly prohibited, at all times during their employment with the Organization, except with prior written approval of the Organization’s President/CEO, from forwarding from their Organization email account to personal email account(s) any emails or documents containing any Trade Secrets/Conﬁdential Information, as well as from copying, transferring or uploading to employee’s personal cloud-based or online storage accounts (such as a personal Dropbox or Google Drive account) any documents containing any Trade Secrets/Conﬁdential Information. Employees are also strictly prohibited, at all times during their employment with the Organization, except with the express or implicit authorization of the Organization, and then only for the sole beneﬁt of the Organization during the term of employment, from removing from the premises of the Organization any physical item or document, or any written, electronic or recorded copy of any physical item or document, containing or embodying any Trade Secrets/Conﬁdential Information, including without limitations the same in electronic or digital form. Employees must not leave any of the Organization’s Trade Secrets/Conﬁdential Information unattended in any area, whether on or o the Organization’s premises, where leaving such information unattended creates a risk that the information may be accessed or acquired by any individual who is not authorized to view or access the Trade Secrets/Conﬁdential Information.Employees must not, except as required in the conduct of the Organization’s business or as authorized in writing by the Organization, disclose or use during the term of their employment or subsequent thereto any Trade Secrets/Conﬁdential Information. Furthermore, all records, ﬁles, plans, documents, and the WHAT WE EXPECT OF YOU

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62 EMPLOYEE HANDBOOKlike relating to the business of the Organization you prepare, use, or come in contact with remains the sole property of the Organization and is not to be copied without written permission of the Organization and is to be returned to the Organization on termination of your employment, regardless of whether requested by the Organization to do so at the time of your termination, or at the Organization’s request at any time.Social MediaThis policy governs employee use of social media, including any tools used to share content and proﬁles, including but not limited to: social networking websites, apps, and blogs. The lack of explicit reference to a speciﬁc site or type of social media does not limit the application of this policy.The Organization respects the rights of all employees to use social media. However, because communications by Organization employees on social media could, in certain situations, negatively impact business operations or create legal liability, it is necessary for the Organization to provide these guidelines. These guidelines are intended to ensure employees understand the types of conduct that are prohibited. This policy will not be interpreted or applied so as to interfere with the rights of employees to discuss or share information related to their wages, hours, or other terms and conditions of employment. Employees have the right to engage in or refrain from such activities.Employees engaging in use of social media are subject to all of the Organization’s policies and procedures, including, but not limited to, the Organization’s policies: (1) protecting trade secrets and conﬁdential information related to the Organization’s operation; (2) safeguarding Organization property; (3) prohibiting unlawful discrimination, harassment and retaliation; and (4) governing the use of Organization IT.Employees are prohibited from the following:• Disclosing on social media the Organization’s or any third party’s Trade Secrets/Conﬁdential Information (as deﬁned above).• Using social media to post or to display comments about co-workers, supervisors, clients, vendors, suppliers, or members of management that are obscene, physically threatening or intimidating, or that otherwise constitute a violation of the Organization’s Policy Against Unlawful Harassment, Discrimination, and Retaliation.• Using social media to post or display content that is an intentional public attack on the Organization’s products and/or services in a manner that a reasonable person would perceive as calculated to harm the Organization’s business and is unrelated to any employee concern involving the terms and conditions of employment.• Disclosing or publishing on social media any promotional content about the Organization or its products, unless authorized and approved by the Organization.• Using social media while on working time, unless authorized and approved by the Organization.• Posting a photograph or video of a vendor, supplier, or client on social media without that individual’s express permission.• Misrepresenting on social media an employee’s title or position with the Organization.• Using social media to violate other established Organization policies or procedures.Violations of this policy may result in disciplinary action, up to and including termination. If you have any questions about this policy, contact your supervisor or Human Resources.WHAT WE EXPECT OF YOU

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63EMPLOYEE HANDBOOKEmployees may not use Organization-owned equipment, including Organization information technology, Organization-licensed software, or other electronic equipment, or facilities or Organization time, to conduct personal blogging or social networking activities.Employees should know that the Organization has the right to and will monitor the use of its information technology, telephone, and other equipment and systems, as well as any publicly accessible social media. Employees should expect that any information created, transmitted, downloaded, exchanged, or discussed on publicly accessible online social media may be accessed by the Organization at any time without prior notice.Social media account ownership: To the extent employees are authorized as part of their job duties to use social media account(s) to advance the Organization’s interests, the Organization, not the employee, owns the account(s) and employees are required to return all logins and passwords for such accounts at the end of employment.Unauthorized InterviewsEmployees should not speak to the media on the Organization’s behalf without contacting the President/CEO or the President/CEO’s designee. All media inquiries should be directed to them. When designated as a spokesperson for the agency, or in public statements or actions made as an individual, employees are expected to be accurate in their statements, exercise proper restraint, and show respect for the opinions of others at all times. Failure to comply with these standards will subject an employee to disciplinary action, up to and including termination. WHAT WE EXPECT OF YOU

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64 EMPLOYEE HANDBOOKCHANGES IN STATUSChanges in Personnel RecordsTo keep your personnel records up to date and to ensure that the appropriate beneﬁts are available to you, you are expected to notify the Organization promptly of any change of name, address, phone number, number of dependents, or other applicable information.Outside Inquiries Concerning EmployeesAll inquiries concerning employees from outside sources, including requests for references, should be directed to Human Resources. No employee information should be given by any other employee or manager to an outside source. The Organization’s policy as to references for employees who have left the Organization is to disclose only the dates of employment and the title of the last position held. Notice of Resignation In the event you choose to resign from your position, we ask that you provide at least two (2) weeks’ written notice. You are responsible for returning Organization property in your possession or for which you are responsible.Exit InterviewAny employee leaving the Organization may be requested to attend an exit interview conducted by the employee’s supervisor or Human Resources. The purpose of the interview is to determine the reasons for separation and to resolve any questions of compensation, Organization property or other matters related to the separation.To Sum It All UpThis handbook highlights your opportunities and responsibilities at the Organization. Please keep in mind that if you are part of a bargaining unit, the collective bargaining agreement (CBA) will prevail if the provision of the CBA conﬂict with this handbook. By always keeping the contents of the handbook in mind, you should be successful and happy in your work here. Once again, welcome to MAAC and we look forward to working with you!WHAT WE EXPECT OF YOU

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65EMPLOYEE HANDBOOKEMPLOYEE ACKNOWLEDGMENT AND AGREEMENTBy signing below, I acknowledge that I have received a physical or electronic copy of the Metropolitan Area Advisory Committee (“Organization” or “MAAC”) Employee Handbook and I will familiarize myself with its contents.I acknowledge that nothing in the Employee Handbook creates or is intended to create a promise or representation of continued employment and that my employment, position, and compensation at the Organization are at-will, shall be for no speciﬁc duration, and may be changed or terminated at the will of the Organization, unless modiﬁed by a collective bargaining agreement governing the terms and conditions of employment. Both I and the Organization have the right to terminate my employment at any time, with or without cause or prior notice. By signing below, I certify that I understand that employment at-will is the sole and entire agreement between myself and the Organization concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations (whether written or oral) concerning the duration of my employment with the Organization and/or the circumstances under which my employment may be terminated. My employment-at-will status may only be changed in a written document signed by the President/CEO of the Organization.MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE LEGALLY BOUND TO ALL OF THE ABOVE TERMS.DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE ACKNOWLEDGMENT AND AGREEMENT._____________________________________ Print Full Name_____________________________________ Signature_____________________________________ Date[RETAIN IN EMPLOYEE PERSONNEL FILE]5240284.1

MAAC HR Employee Handbook - English

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