EMPLOYEE HANDBOOK

Revised: 12/20/2016

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Table of Contents

OVERVIEW .................................................................................................................................................... 6

EMPLOYMENT AT WILL ............................................................................................................................... 7

EMPLOYER / EMPLOYEE RELATIONS ....................................................................................................... 8

EMPLOYMENT .............................................................................................................................................. 9

EQUAL EMPLOYMENT OPPORTUNITY ................................................................................................... 9

ADA POLICY.............................................................................................................................................. 9

REPORTS OF ALLEGED WRONGDOING ................................................................................................ 9

RELATIONSHIPS BETWEEN EMPLOYEES ........................................................................................... 10

INTRODUCTORY PERIOD ...................................................................................................................... 11

DRUG TESTING / DRUG FREE WORKPLACE ....................................................................................... 11

Pre-Employment Drug Testing: .......................................................................................................... 11

Reasonable Suspicion Testing: ......................................................................................................... 12

Misuse of Controlled Substances or Illegal Drugs and Drug Diversion: ......................................... 12

Last Chance Agreement: .................................................................................................................... 12

BACKGROUND SCREENING ................................................................................................................. 12

HARASSMENT ........................................................................................................................................ 13

WORKPLACE VIOLENCE POLICY ......................................................................................................... 14

BUSINESS HOURS.................................................................................................................................. 15

CONFLICT OF INTEREST ....................................................................................................................... 15

PERSONNEL FILES ................................................................................................................................ 16

HIRING POLICY ....................................................................................................................................... 16

PROCEDURAL ............................................................................................................................................ 17

ATTENDANCE ......................................................................................................................................... 17

BREAK POLICY ....................................................................................................................................... 19

TOBACCO-FREE WORKPLACE ............................................................................................................. 20

PROFESSIONALISM / DRESS CODE ..................................................................................................... 20

PERSONAL BUSINESS / VISITORS AT WORK ..................................................................................... 22

OPEN DOOR POLICY AND EMPLOYMENT RELATED DISPUTES ....................................................... 22

EMPLOYEE CONDUCT ........................................................................................................................... 23

DISCIPLINARY GUIDELINES .................................................................................................................. 24

WORK RULES ......................................................................................................................................... 24

OFFICE EQUIPMENT USAGE ................................................................................................................. 26

PERSONAL PROPERTY ......................................................................................................................... 26

CONFIDENTIALITY OF PATIENT, BUSINESS & PROPRIETARY INFORMATION ................................ 26

HIPAA COMPLIANCE .............................................................................................................................. 27

ELECTRONIC COMMUNICATION DEVICES .......................................................................................... 27

CELL PHONE USE .................................................................................................................................. 29

SOCIAL MEDIA POLICY ......................................................................................................................... 29

SOLICITATION AND DISTRIBUTION OF LITERATURE......................................................................... 29

MEDICAL RECORDS ............................................................................................................................... 30

PATIENT PRESCRIPTION INFORMATION AND REFILLS ..................................................................... 30

PROFESSIONAL VISITS TO ELITE DNA DOCTORS ............................................................................. 30

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COMPENSATION ........................................................................................................................................ 31

EMPLOYMENT CLASSIFICATIONS “HOURLY” AND “SALARIED” EMPLOYEES .............................. 31

FULL-TIME EMPLOYEES .................................................................................................................... 31

PART-TIME EMPLOYEES .................................................................................................................... 31

PER-DIEM / “AS NEEDED” EMPLOYEES ........................................................................................... 31

PAY PROCEDURES ................................................................................................................................ 31

TIME REPORTING ................................................................................................................................... 32

SALARY ADMINISTRATION ................................................................................................................... 32

PERFORMANCE EVALUATIONS ........................................................................................................... 33

BENEFITS ................................................................................................................................................... 34

HEALTH INSURANCE ............................................................................................................................. 34

HOLIDAYS ............................................................................................................................................... 35

CONTINUING MEDICAL EDUCATION (CME) ......................................................................................... 35

PAID TIME OFF (PTO) REQUESTS ........................................................................................................ 36

PAID TIME OFF (PTO) FOR HOURLY EMPLOYEES .............................................................................. 36

PAID TIME OFF (PTO) FOR SALARIED EMPLOYEES .......................................................................... 37

BEREAVEMENT LEAVE ......................................................................................................................... 38

MILITARY LEAVE .................................................................................................................................... 38

FAMILY & MEDICAL LEAVE ................................................................................................................... 39

DOMESTIC VIOLENCE LEAVE ............................................................................................................... 48

LEAVE OF ABSENCE ............................................................................................................................. 48

JURY DUTY ............................................................................................................................................. 49

VOTING .................................................................................................................................................... 49

EDUCATION/TRAINING .......................................................................................................................... 49

SEPARATION OF EMPLOYMENT .............................................................................................................. 49

RESIGNATIONS/SEPARATIONS ............................................................................................................ 49

EXIT INTERVIEWS .................................................................................................................................. 50

KEYS AND COMPANY ISSUED PROPERTY.......................................................................................... 50

EMPLOYMENT REFERENCES ............................................................................................................... 50

INSURANCE CONTINUATION ................................................................................................................ 51

SAFETY & HEALTH .................................................................................................................................... 54

LIFE THREATENING ILLNESSES ........................................................................................................... 54

SAFETY RULES ...................................................................................................................................... 54

WORKER’S COMPENSATION ................................................................................................................ 55

NEATNESS OF WORK AREA ................................................................................................................. 55

EMERGENCY/DISASTER PROCEDURES .............................................................................................. 56

FIRE CONTROL ....................................................................................................................................... 56

EARTHQUAKES ...................................................................................................................................... 57

HURRICANES .......................................................................................................................................... 58

FLOOD & FLASH FLOODS ..................................................................................................................... 58

TORNADO & HIGH WIND ........................................................................................................................ 58

SEVERE WEATHER ................................................................................................................................ 58

BOMB THREAT ....................................................................................................................................... 59

ACKNOWLEDGEMENT AND ATTESTATION ............................................................................................ 61

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Dear New Employee:

On behalf of our colleagues, I welcome you to Elite DNA Therapy Services and wish you every success here.

We are dedicated to providing premier quality, compassionate care, while remaining responsive to the needs of our patients. We will maintain our focus of providing extraordinary patient care by employing qualified individuals and placing them in a team atmosphere.

We believe that each employee contributes directly to our vision of growing and we hope you will take pride in being a member of our team.

This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs and benefits available to eligible employees. Please familiarize yourself with the handbook; it will answer many questions about your employment with Elite DNA. Specific questions should be directed to your Supervisor.

We hope that your experience here will be a challenging, enjoyable and rewarding one. Again, welcome to our Elite DNA family!

Sincerely,

Elizabeth Dosoretz Founder & CEO

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OVERVIEW

PURPOSE OF THIS EMPLOYEE HANDBOOK

These are the policies, practices and procedures for Elite DNA. They are designed to serve as a guide to management and employees in the day-to-day operations of the Company’s personnel management program.

Our primary purpose in developing this handbook is to ensure that all employees of Elite DNA are treated in a consistent and fair manner and that all personnel policies are interpreted the same by all Company employees affected.

This Employee Handbook is provided as a guide and is not to be considered a contract. Only written statements made by organizational representatives specified below are valid and binding employment contracts. These contracts must be in writing.

The Company reserves the right to make changes to the policies, procedures and other statements made in this Employee Handbook. Business conditions, federal and state law and organizational needs are constantly in flux and may require that portions of the handbook be rewritten. This is necessary to successfully provide the appropriate employment relationship and to obtain the goals of the organization.

It is the responsibility of each employee to read, understand and adhere to the policies and procedures outlined in the employee handbook. Department heads and employees should refer to the handbook whenever questions of policy interpretation or implementation arise. Issues needing clarification should be referred to Human Resources.

These policies and procedures are not intended to preclude departments and divisions from implementing and maintaining operating policies and procedures to meet specific operational needs.

As changes are made in the laws governing human resource administration, appropriate amendments to these policies and procedures will be necessary. (Only the Chief Executive Officer, CEO, in writing, may alter or modify any of the policies and procedures in this handbook at any time without prior notice).

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EMPLOYMENT AT WILL

It is hoped that the employment relationship will be a long and mutually rewarding one, however, all employment at Elite DNA is “at will, unless the employee is otherwise covered by contract with the Company.” At will employment means that an employee may resign his employment with Elite DNA at any time for any reason. Similarly, Elite DNA may discontinue the employment relationship at any time for whatever lawful reason it deems appropriate. It is the policy of Elite DNA that all employees, both exempt and non-exempt, who do not have a written employment contract with the Company for a specific, fixed term of employment, are employed at the will of the Company for an indefinite period.

No Company representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, contrary to this policy. Supervisory and management personnel are not to make any representations to employees or applicants concerning the terms or conditions of employment with the Company which are not consistent with Company policies. No statements made in pre-hire interviews or discussions, or in recruiting materials of any kind, are to alter the at-will nature of employment or imply that discharge will occur only for cause.

This policy may not be modified by any statements contained in this Handbook or any other employee handbooks, employment applications, Company recruiting materials, company memoranda or other materials provided to applicants and employees in connection with their employment. None of these documents, whether singly or combined, are to create neither an express or implied contract of employment for a definite period, nor an express or implied contract concerning any terms or conditions of employment. Similarly, Elite DNA policies and practices with respect to any matter are not to be considered as creating any contractual obligation on the Company’s part or as stating in any way that termination will occur only for ― just cause. Statements of specific grounds for termination set forth in this Handbook or in any other Company documents are examples only, not all-inclusive lists and are not intended to restrict the Company’s right to terminate at-will. Completion of an introductory period or conferral of regular status does not change an employee’s status as an employee-at-will or in any way restrict the Company’s right to terminate such an employee or change the terms or conditions of employment.

The Company retains the sole right to exercise all managerial functions including, but not limited to the rights: 1. To transfer employees within departments or into other departments and other classifications.

2. To determine and change the size and qualifications of the work force.

3. To determine and change methods by which its operations are to be carried out.

4. To assign duties and work locations to employees in accordance with the Company’s needs and requirements and to carry out all ordinary administrative and management functions.

5. To assign, supervise, discipline and dismiss employees.

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EMPLOYER / EMPLOYEE RELATIONS

It is the policy of the Company to implement fair and effective personnel policies and require all employees to serve the Company’s best interests. Toward that end, the Company’s goals for its employees include the following:

1. To provide equal employment opportunity and treatment regardless of race, religion, color, sex, age, national origin, disability or veteran status, or any other legally protected category.

2. To establish reasonable hours of work.

3. To monitor and comply with applicable federal, state and local laws and regulations concerning employee safety.

4. To establish lines of communication that enable employees to discuss matters of interest or

concern with their immediate Supervisor or department director.

5. To conduct periodic salary surveys to ensure that levels of compensation are competitive in

the marketplace.

6. To provide eligible employees with holidays, vacations and options for health insurance

benefits.

7. To make prompt and fair adjustment of any reasonable complaints, which may arise in the

everyday conduct of our business, to the extent that it is practicable.

8. To respect individual rights and treat all employees with dignity and respect.

9. To provide buildings and offices that are safe, attractive, comfortable and orderly and meet functional business needs.

10. To promote employees on the basis of their skills and performance and fill vacancies from

within Elite DNA when possible.

11. To ensure compliance with the policies and procedures set forth by the Company and abide

with all state and federal regulations.

The Company expects all employees to:

1. Treat patients in a professional and caring manner. 2. Exceed company and department expectations. 3. Demonstrate a professional, considerate, friendly and positive attitude toward fellow

employees; and 4. Adhere to the policies and procedures set forth by the Company and abide with all state

and federal regulations including those set forth in the Health Insurance Portability and Accountability Act (HIPAA) of 1996.

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EMPLOYMENT

EQUAL EMPLOYMENT OPPORTUNITY

It is the policy of Elite DNA to provide equal opportunity in employment to all employees and applicants for employment. Consistent with the rights and obligations under applicable federal and state law, no person is to be discriminated against in employment because of race, national origin, religion, color, sex, marital status, age, pregnancy, disability, Vietnam or disabled veteran status, or any other category protected by applicable law. In further promoting diversity and eliminating barriers in the workplace, no one will be denied an equal employment opportunity because of birthplace, culture, linguistic characteristics common to a specific ethnic group or because of surname, or membership in any ethnic, religious, academic or political group, or any other category protected by applicable law.

This policy applies to all terms, conditions and privileges of employment including, but not limited to hiring, introductory period, training, placement and employee development, compensation, promotion, transfer, benefits, educational assistance, layoff and recall, social and recreational programs, employee facilities, termination and retirement.

Communications from any applicant for employment, employee, government agency or attorney concerning any equal employment opportunity matter is to be referred to Human Resources.

While overall authority for implementing this policy is assigned to the Director of Human Resources, an effective equal employment opportunity program cannot be achieved without the support of Supervisory personnel and employees at all levels. Employees who feel they may have been subjected to any form of employment discrimination or harassment have a responsibility to report the incident to their Supervisor and/or the Director of Human Resources.

ADA POLICY

Elite DNA does not discriminate on the basis of disability and will reasonably accommodate a qualified individual with a disability.

REPORTS OF ALLEGED WRONGDOING

Definition:

Any employee who, in good faith, reports a violation, suspected violation or questionable practice in violation of any of the company’s defined employee standards of conduct is protected from retaliation based upon the report.

Reporting:

An employee who becomes aware of a violation, suspected violation or questionable practice must immediately notify his/her Supervisor or report the matter to the Office Manager or Human Resources.

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Retaliation:

Protections for any employees reporting a violation or questionable practice are provided in two important areas – in confidentiality, and against retaliation as a result of the report made. The identity of an employee reporting a violation or suspected violation under this policy will be kept confidential, except to the extent that such employees consent to be identified or law requires their identification.

The Company does not tolerate retaliation for reports of violations, suspected violations, or questionable conduct that is made in good faith. However, any knowingly false accusations will be treated the same way as other falsification of records, subject to discipline up to and including termination.

Enforcement:

Employees found to have committed a violation, and those failing to report such a violation will be subject to disciplinary action, that may include termination of employment with the Company.

RELATIONSHIPS BETWEEN EMPLOYEES

During working time and in working areas, employees are expected to keep personal exchanges limited so that others are not distracted or offended by exchanges and so that productivity is maintained.

During non-working time, such as lunches, breaks, and before and after work periods, employees are not precluded from having appropriate personal conversations in non-work areas, as long as their conversations and behaviors could in no way be perceived as offensive or uncomfortable to a reasonable person.

Employees are strictly prohibited from engaging in physical contact that would in any way be deemed inappropriate by a reasonable person while anywhere on company premises, whether during working hours or not.

The Company strongly believes that an environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business. Although this policy does not prevent the development of friendships or romantic relationships between co-workers, it does establish very clear boundaries as to how relationships will progress during working hours and within the working environment. Individuals in Supervisory relationships or other influential roles are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information and their ability to influence others.

Employees who allow personal relationships with co-workers to affect the working environment will be subject to appropriate disciplinary action, up to and including termination.

The initial solution will be to make sure that the parties involved no longer work together on matters where one is able to influence the other or take action for the other. Matters such as hiring, terminations, promotions, performance management, and compensation decisions, financial transactions, etc. are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage.

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In some cases, more extreme measures may be necessary, such as transfer to another position or department. The individual with the more senior position will be considered for transfer first to avoid any perception of retaliation against the less senior or subordinate employee.

Elite DNA permits relatives to work at the company; however, the company will not consider employment decisions that would result in a Supervisor/subordinate relationship or in a possible conflict of interest.

Members of the same family are defined as: parent, spouse, child, sibling, grandparent, grandchild, aunt, uncle, cousin, in-laws, step relative, or any person with whom the employee has a close personal relationship such as a domestic partner, romantic partner, or co-habitant.

The provisions of this policy apply regardless of the sexual orientations of the parties involved. Any employee, who feels they have been disadvantaged as a result of this policy, or who believes this policy is not being adhered to, should notify the Director of Human Resources or his Supervisor.

INTRODUCTORY PERIOD

New employees are subject to an orientation period of 90 days from the employee’s start date (Date of Hire), after which the new employee’s performance normally will be evaluated. Orientation offers new employees an opportunity to evaluate Elite DNA as a place to work, and offers the Company an opportunity to evaluate the employee’s performance.

If employee performance does not meet expectations for the job during the 90-day introductory period, the progressive discipline process will be followed as defined in the Employee Conduct and Disciplinary Guidelines sections of this Employee Handbook. During the course of the 90- day introductory period and for the entire term of employment thereafter, the employee will continue to be an at will employee.

Employees rehired after a break in service greater than 30 days will be required to complete a new introductory period. Employees rehired with a break in service less than 30 days will be offered insurance benefits that will begin the first of the month following the date of rehire or the establishment of the new service date (depending on category).

Supervisors are to carefully observe the performance of each employee in a new position. Strengths and weaknesses in performance, attendance, conduct or attitude are to be brought to the employee’s attention and documented.

DRUG TESTING / DRUG FREE WORKPLACE

Pre-Employment Drug Testing:

To ensure the safety and health of our employees and patients, Elite DNA will conduct substance abuse testing of all applicants and employees. Testing must be completed prior to the first day of employment with the Company. If a job applicant refuses to submit to the required drug screening, tampers with or alters a drug test specimen or has a confirmed positive drug test result, he automatically forfeits his eligibility for employment.

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Reasonable Suspicion Testing:

Elite DNA reserves the right to request drug and/or alcohol testing after an employee is involved in any workplace accident, when an employee violates safety rules, when a report of suspected substance abuse is reported to management, or any other time Elite DNA determines, in its discretion, there is reasonable cause or suspicion to do so. Any employee who refuses to submit to a required drug and/or alcohol test will be subject to immediate termination of employment. Any and all incidents involving the potential need to drug test a current employee must be pre-approved through Administration, and a member of the management team must witness the conversation any time drug testing is discussed with an employee.

Employees are required to report to work substance free and able to perform their assigned duties safely and competently. Employees whose behavior or performance suggests the influence of alcohol, drugs, or controlled substances may be required to submit to a drug or alcohol test, if approved by Administration. Refusal to submit to such test shall be considered insubordination and grounds for immediate dismissal.

Reasonable suspicion testing means drug and/or alcohol screening based on the Company’s belief that an employee is using or has used drugs in violation of the Company’s policy, drawn from specific visual or verbal facts that would lead a reasonable person, without any medical training except normal life experiences, to conclude the possibility of drug and/or alcohol use.

Misuse of Controlled Substances or Illegal Drugs and Drug Diversion:

Employees on or off duty are strictly prohibited from engaging in the manufacture, distribution, dispensing, possession, using, buying, selling or transferring of prohibited substances (controlled substances, illegal drugs) on or off Company Property and during both working or non-working hours. The use of alcohol during regular working hours, including breaks or meal periods is strictly prohibited. No alcohol is permitted on any Company property, nor will the company supply alcohol at company-sponsored events. Unauthorized alcohol may not be brought in to company events or consumed during company events. Employees may not consume copious amounts of alcohol while attending company events and may not become intoxicated at company events where alcohol is available to them.

The diversion of drugs for personal use is reason for immediate dismissal.

Last Chance Agreement:

If an employee voluntarily enters into a substance abuse rehabilitation program, the Company will require the employee to submit to random drug and/or alcohol screens as a follow-up to such program. BACKGROUND SCREENING

All employees, independent contractors, students, volunteers or any other individual operating within the Company, who could potentially come into contact with patients, will be required to undergo background screening. Upon completion of the appropriate authorization form provided

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by Administration, the Company’s third-party designee will complete a comprehensive background screening, which includes: address history, national criminal search, review of the National Sex Offender Registry and, if applicable, validation of the individuals Social Security Number. The continued ability of an individual to remain on the Company’s property, or the pending offer to do so, will be immediately revoked if the results of the background screening are deemed to be counter to the Company’s mission to provide a safe atmosphere for its patients, visitors and employees. Administration reserves the right to determine any course of action, including immediate termination or the withdrawal of employment agreements, based upon background screening results.

HARASSMENT

It is the policy of Elite DNA to promote a productive work environment free of harassment. All employees are to be treated with respect and dignity, recognizing the diversity of individual beliefs and opinions. The Company will not tolerate any actions by its employees (or its guests) that harass, disrupt or interfere with an employee’s work performance or which create an intimidating, offensive or hostile work environment.

All employees have the right to work in an environment free of illegal harassment. Illegal harassment includes the following behavior: when it is unwelcome, severe or directed against an individual, and based on race, color, sex (whether or not of a sexual nature), sexual orientation, religion, national origin, protected activity, age, disability, citizenship, military or veteran status, family leave status or other protected characteristic. Verbal harassment, such as name-calling, bullying, derogatory comments or slurs; physical harassment, such as assault, impeding or blocking movement, or any physical interference where normal work or movement is prohibited. Visual harassment, such as derogatory electronic communication, posters, cartoons or drawings; by threats and demands to submit to sexual requests in exchange for job benefits is prohibited. Each Supervisor has a responsibility to ensure that the work place is free of any form of harassment and to pay special attention to the prohibition of sexual harassment.

No Supervisor is to make sexual advances of any type toward any employee. It is a violation of federal and state law and the policy of Elite DNA for a Supervisor to threaten or insinuate, either explicitly or implicitly, that an employee’s refusal or willingness to submit to sexual advances will affect the employee’s terms or conditions of employment.

Any unwelcome sexually harassing or offensive conduct in the work place, whether committed by Supervisors, employees or non-employees, is prohibited. Such conduct includes, but is not limited to: a) sexual flirtations, touching, advances or propositions; b) verbal abuse of a sexual nature; c) graphic or suggestive comments about an individual’s dress or body; d) sexually degrading words to describe an individual; and e) the display in the work place of sexually suggestive objects or pictures.

An employee who believes that they have been subjected to unwelcome harassment must immediately report the harassment to their Supervisor. If the employee feels uncomfortable in

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reporting the harassment to his Supervisor, the employee should immediately contact an Administrator and report the unwelcome harassment.

The Human Resources department will conduct a prompt and thorough investigation of the complaint. The complainant will be interviewed and asked for supporting witnesses and documentation. The accused harasser will be informed of the allegations, be given the opportunity to rebut them and asked for supporting witnesses and documentation. Both parties will be advised of the results of the investigation. The report and investigation will be kept confidential to the extent possible. However, Elite DNA can give no guarantee of confidentiality.

Members of management must report instances of harassment to Human Resources if management knows it is occurring and if the conduct is clearly unwelcome, whether or not an employee has filed a complaint of harassment.

Any employee, Supervisor or manager who is found to have engaged in harassment of another employee will be subject to appropriate disciplinary action, depending on the circumstances, up to and including termination.

The Company recognizes that knowingly false accusations of sexual harassment can have a serious effect on innocent individuals. Therefore, knowingly false accusations will be treated the same as any other falsification of Company records, subject to discipline, up to and including termination.

Retaliation against any employee for filing a complaint or participating in an investigation is strictly prohibited.

WORKPLACE VIOLENCE POLICY

Elite DNA prohibits any violent acts, and threats of violence against co-workers, visitors, patients or any other persons who are either on Company premises or who have contact with employees in the course of their duties. An employee can be discharged or otherwise disciplined for misconduct where the employee has performed an intentional act which caused, or had the potential of causing, physical injury or property damage, or where the employee committed an act which, although unintentional, was in reckless disregard for the safety of others or of property.

Employees must report any incident witnessed or discovered in any way, involving an actual or threatened act of violence to their Supervisor and Human Resources. An investigation of the report will be undertaken and all necessary remedial action will be taken by the Company. Remedial action may include disciplinary action, up to and including termination.

Employees are expected to read, understand and fully comply with this policy, which applies to all Company employees.

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If you have been the victim of an attack or have witnessed one, do the following:

Call the police immediately.

Report the incident to your Supervisor and/or an Administrator.

Carefully and accurately describe the act and the perpetrator(s).

Do not change anything at the scene where the violence occurred.

Do not clean up, reset furniture or touch any objects handled by the perpetrator.

BUSINESS HOURS

Working hours depend on the type of job being performed and needs of the department. Employees are expected to be at their work station and ready to begin work according to their scheduled hours. Due to the nature of various Elite DNA activities, schedules for workdays and lunch periods may vary.

Non-exempt employees are not permitted to commence work before their normal starting time or to continue work after their normal quitting time without prior approval of their Supervisor.

CONFLICT OF INTEREST

A conflict of interest occurs whenever an employee is in a position to influence a decision that may result in personal gain for himself or for a friend or relative as a result of Elite DNA business dealings. A prospective vendor who is an employee, friend, or acquaintance or employee’s family member must submit a written proposal for their service. Vendor selection will be made using established Company guidelines and in an effort to best benefit the Company.

Conflicts of interest include but are not limited to:

Accepting personal favors or gratuities from a current, former or potential vendor.

Accepting any services, loans, travel, gifts, etc. from any person anticipating a future business relationship with Elite DNA.

Being involved in any outside employment or other activity that competes or conflicts with or compromises or adversely affects job performance.

Unauthorized use of Elite DNA tools or equipment or the unauthorized use or application of confidential information or techniques.

Soliciting for or conducting any outside business during paid working time.

Accepting gifts with a monetary value of $35.00 or more.

Acting as an agent or broker of Elite DNA business to outside companies with which the employee’s relatives or friends are affiliated without first notifying Administration to determine if a conflict of interest exists.

The guidelines listed above provide just a few examples of situations that constitute conflicts of interest. During the course of business, many other situations may arise that could create a conflict. If an employee has questions or concerns regarding the possible existence of any actual or potential conflict of interest, it should be directed to Administration.

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PERSONNEL FILES

Keeping personnel files up-to-date is important to maintaining accurate information. All original documents should be sent to Administration for the employee file. Supervisors and Administration are to be notified immediately of changes in any of the following items:

1. Legal name 7. Change of beneficiary 2. Home address 8. Change/status in driving record 3. Home telephone number 9. Military or draft status 4. Number of dependents 10. Birth of a child, adoption or death of a family 5. Marital Status member. 6. Emergency contact

Employees are encouraged to update their Personal information in the payroll software employee portal, under eSelfserve. Should an employee leave employment with the Company, he/she must still report relevant changes of address or status to the Company for the period of one year, to ensure the proper processing and mailing of company related correspondence and W-2s.

HIRING POLICY

It is the policy of Elite DNA to be an equal opportunity employer and to hire individuals upon the basis of their qualifications, suitability and ability to perform the duties of the job that is available. Unless otherwise provided in writing, employment with the Company is considered to be at-will so that either party may terminate the relationship at any time.

The Company will attempt to fill job vacancies by posting positions internally and promoting from within where qualified applicants are available. The following procedures will be followed when considering candidates from outside the Company:

1. All candidates must submit an application and resume to the applicable supervisor /

administrator.

2. The hiring Supervisor/manager is responsible for determining whether an applicant meets

the job qualifications and is compatible with the work environment.

3. Once a candidate is identified, Administration must be notified in writing for purposes of

initiating a background check and pre-employment drug screen. If, at any time, the application is found to be misrepresented or falsified, or if the reference checks or background checks disclose any misrepresentation or falsification on the application, or if the background check discloses information indicating the individual is not suited for employment with the Company, the applicant may be denied employment or, if already employed, may be dismissed.

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4. In all steps of the employment process, employees/applicants with disabilities as defined in

applicable federal and state law will be entitled to reasonable accommodation to permit the disabled person to perform the essential functions of the job and/or to apply for the available job. Elite DNA supports all provisions of the Americans with Disabilities Act (ADA) and provides reasonable work site accommodations for employees who are disabled or become disabled and are still capable of performing the essential functions of their positions.

5. Identified candidates are required to pass a drug screen before being employed and prior to

receiving an offer of employment. The prospective candidate must have the drug testing done within 72 hours of receiving the drug screen order form. A qualified laboratory selected by the Company will perform such tests. Any applicant who refuses to take the test, or whose test results are positive, will be denied employment at that time.

6. Pre-employment background checks for social security verification, driving record, criminal

background check, professional reference check and Medicare/Medicaid fraud are conducted for all potential candidates prior to employment. Providers holding a medical license will also undergo verification of education. Elite DNA will ensure that all background checks are held in compliance with all federal and state statutes. Failure to meet the company’s hiring criteria in any of the above areas may result in denial of employment.

7. Former employees who were terminated by the Company will not be considered for rehire.

Elite DNA is committed to recruiting and employing a diverse workforce. The Immigration Reform and Control Act of 1986 require employees to present proof of identification and eligibility to work in the United States. Employees are required to submit original documents in conjunction with completing the Employment Eligibility Verification I9 form within the first three (3) days of employment. In addition to the completion of the Employment Eligibility Verification I9 form, Elite DNA participates in the E-Verify (Employment Eligibility Verification) program, sponsored by the U.S. Department of Homeland Security and U.S. Citizenship and Immigration Services. If the E-Verify screening process is unable to be completed due to conflicting or incomplete information, the applicant is solely responsible for resolving the issue within eight (8) working days. Instructions for resolution will be given to applicant by Administration. If, after eight (8) working days, the matter is not resolved, Elite DNA maintains sole discretion to withdraw an offer of employment.

PROCEDURAL ATTENDANCE

Elite DNA is a service company. We provide important and valuable services to our patients. In order to accomplish this mission, it is imperative that every employee be present when scheduled to fulfill patient and customer expectations.

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1. Supervisors will notify employees of the normal work schedule including starting, ending and

break times through direct communication and/or posting of schedules. Employees are expected to engage in carrying out their duties during all scheduled work times. Supervisors will provide details on scheduling and attendance procedures for individual departments or centers.

2. Reduced Hours – Elite DNA reserves the right to assign and adjust work schedules in a manner that is most productive for effective patient care and volume. To achieve this goal, work schedules and work hours may be adjusted up or down in accordance with fluctuations in patient volume.

3. Employees should notify their Supervisors as far in advance as possible whenever they are unable to report to work, know they will be late or must leave early. Such notification should include a reason for the absence and when the employee can be expected to report for work. Notification should be made by the employee and not by a family member unless there is an emergency where the employee is unable to make the call. An employee’s absence is not considered valid until acknowledged by their supervisor via text message or email.

4. Tardiness and poor attendance disrupt workflow, patient care and customer service and will not be tolerated. Unauthorized and/or excessive absenteeism, tardiness, extended lunch or break periods and early departures will result in disciplinary action, up to and including termination. Excessive absenteeism that affects one’s ability to report to work as scheduled is a serious problem regardless of whether the absence is for medical illness documented by a physician, family emergencies, or other legitimate reasons. While the term “excessive” is subjective in nature; at Elite DNA it is generally agreed upon that the following would be examples of ―excessive absenteeism or attendance problems subject to disciplinary action:

Unscheduled absence from work (or reporting to work late) in excess of two days per month in more than 50% of any given 12-month period.

Unscheduled absence from work (or reporting to work late) one or more times per week for 3 or more weeks in a row.

Unscheduled absence from work that follows a pattern (i.e.: every Friday or Monday or following a holiday).

Unscheduled absence from work on a day that was requested to be scheduled off but denied.

5. Department Directors or their designees may, at their discretion, permit employees to make up lost time during a given workweek.

6. Falsification of attendance or leave records is grounds for immediate dismissal. 7. Employees, who are absent because of illness for three (3) consecutive days, are required to

provide written documentation from their physician stating they may resume normal work duties or return to work with limitations. Employees are responsible for any charges made by their physician for this documentation.

8. Employees who report for work in a condition deemed unfit for work, whether because of illness or for any other reason, will not be permitted to work.

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9. All employees are expected to report for work during inclement weather conditions if the

Company does not declare an emergency closing. Hourly employees who are unable to report because of weather conditions may be given the opportunity to make up their time provided it can be done in the same pay week and work schedules and conditions permit, or may be permitted to use accrued Paid Time Off. Otherwise, the time will be unpaid and unexcused. Exempt employees who choose not to report to work during inclement weather may be docked for a full day’s absence or will be given the opportunity to use vacation time provided management receives sufficient notification.

10. Employees who are absent from work for two (2) consecutive days without notifying their immediate Supervisor will be considered to have voluntarily resigned. Administration will advise such employees via certified mail of their terminated status and any remaining open issues (COBRA rights, return of company property, etc.). However, management may consider extenuating circumstances when determining discipline for a no call/no show (for instance, if the employee is in a serious accident and is hospitalized) and has the right to exercise discretion in such cases.

BREAK POLICY

An employee may not accumulate unused meal or rest periods. Hourly employees who work an excess of four consecutive hours must take an unpaid meal period of one/half hour and this should be taken away from their work station during which no work is to be done. Employees requested to perform duties during their lunchtime will be paid for any time worked. Hourly employees are required to punch in and out for lunch each day to verify that they are taking at least a 30-minute lunch break. Failure to do so may result in disciplinary action up to and including termination.

Employees are allowed up to fifteen minutes for paid rest-periods for every four hours of work or major portion thereof, unless applicable law requires otherwise. In addition, all employees are allowed reasonable time to attend to personal needs (i.e. restroom breaks). For insurance purposes, employees leaving the Company premises during break periods must clock-in and clock-out and will be docked for time away in excess of the standard 15-minute break. Taking multiple breaks during the day beyond the two permitted in the timekeeping system is not allowed, and if multiple breaks are taken, pay will be docked accordingly and/or disciplinary action taken. Break periods are not intended to be combined with meal periods or to make up for late arrival or early departure. In certain locations, Elite DNA may provide a lounge equipped with a microwave oven and refrigerator for the convenience of employees who wish to bring their lunch from home. This area is for everyone’s use. It is the responsibility of all employees to share in keeping this facility clean and sanitary. If applicable, these breaks should be scheduled with your manager. If you work in a department where breaks are not directly assigned, please coordinate with your co-workers to maintain adequate coverage at all times.

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TOBACCO-FREE WORKPLACE

Elite DNA is committed to providing a safe and healthy workplace and contributing to the health and well-being of all employees and patients. Effective January 1, 2015, the use of all tobacco products is banned from all areas of the workplace and all company-owned grounds for all employees and visitors. In settings where Elite DNA shares building space with other businesses, Elite DNA employees may not smoke within 300-feet of the premises.

Tobacco usage is prohibited in all worksites without exception. This policy also applies to:

All areas of buildings occupied by Company employees.

All areas of the parking lot.

All visitors (patients and vendors) on Company premises.

All contractors and consultants and/or their employees working on Company premises.

As a reminder, all hourly employees who leave Company premises are required to punch in and out.

PROFESSIONALISM / DRESS CODE

Employees are expected to interact courteously and tactfully with managers, co-workers, customers, vendors or company associates and be well groomed, neat, and dress appropriately for their job function. Failure to act appropriately to the point that productivity or morale suffer, may result in disciplinary action up to and including termination of employment.

While the Company generally observes a business casual professional dress environment, there may be situations requiring more formal attire. When conducting or attending meetings, seminars or when in contact with other business professionals, employees are expected to represent the Company in a more formal professional manner and dress appropriately for conducting such business. Appropriate dress and hygiene are important in promoting a positive company image to our patients and vendors. A professional/casual business dress code is a benefit and must be adhered to in order to be retained.

The Company wishes to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. The following clothing is NOT ACCEPTABLE: spandex; tank tops; tops which bare the midriff; strapless tops or clothes with spaghetti straps; sexually provocative clothing; clothing with profanity; sexually suggestive slogans, cartoons, or drawings; offensive or revealing clothing; the observable lack of undergarments and exposed undergarments; flip flops or beach shoes. Clothing should be worn and fit in such a manner that it does not expose the abdomen, chest or buttocks areas.

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INAPPROPRIATE ATTIRE – ANYTIME

Tank / tube / halter / midriff / spaghetti strap or any other revealing tops / dresses.

Undershirt-type T-shirts.

Athletic sportswear (sports jerseys, or any items worn to play sports, etc.).

Bib overalls.

Leggings and pants that are tight and form-fitting (unless worn with a skirt or dress).

Sweat pants and jogging / wind suits or pajama pants.

Shorts of any length.

Jeans, unless approved by management. Jeans are not to be ripped, contain holes, bedazzled or “acid washed”. **Please see policy exception below**

Mini or short skirts / jumpers / split skirts / dresses shorter than 3” above the knee.

Caps / hats.

Clothing with inappropriate logos, crude slogans, tacky pictures or are in poor taste.

Clothing that is too revealing, tight, short, baggy or oversized.

Any clothing items which are torn, stained or in poor condition.

Beach-type sandals (including flip-flops) and slippers.

Crocs-type footwear. OTHER

Extreme hairstyles, clothing and/or jewelry which does not present a businesslike appearance.

Visible body piercings or art (i.e., facial and tongue piercings) other than pierced ears (moderate in number).

Excessive cologne / perfume.

Long acrylics or fingernails. The Company recognizes that certain job functions and departments may call for the use of jeans and shorts. It is the employee’s responsibility to obtain approval from Administration to wear these items. Friday’s are designated as “Jeans Day”, where employees are allowed to wear Jeans, any color, but non-altered or “fashionable” (i.e., rips, rhinestones or markings); Tennis Shoes, as long as they are clean and in good shape; and Shirt/Top can be professional work top or polo shirt (no t-shirts). Please Note: Directors and Clinic Managers reserve the right to not allow Jeans in certain departments, or for certain employee types, depending on the needs of the business.

Body piercing jewelry will only be worn on the ear. No other areas of the body should be visible with body piercing jewelry. No offensive, political, provocative or inappropriate tattoos may be visible to patients or co-workers. You may be asked to cover them.

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Supervisors are responsible for interpreting and enforcing dress and grooming standards in their areas of responsibility. This includes counseling employees whose appearance is inappropriate. If the employee’s dress or appearance is inappropriate, the employee may be sent home to change. Any work time missed due to failure to comply with this policy will be without compensation. Repeated disregard for this dress and grooming policy may result in disciplinary action up to and including termination of employment.

PERSONAL BUSINESS / VISITORS AT WORK

Personal phone calls or texts during working hours distract employees from their job responsibilities and may be disruptive to coworkers. It is recognized that employees occasionally need to place and receive personal phone calls during the workday. In all cases, personal calls should be minimal, whether the calls are placed or received using company or personal phones. All personal cell phones and other communication devices are required to be kept in silent mode while employees are on duty. It is expected that employees will utilize their scheduled breaks or meal periods for personal phone calls, texting or related communications. Absolutely no personal long distance phone calls or collect calls are to be made from business phones.

Socializing during office hours among office staff should be kept to a minimum. It is expected that employees will observe appropriate office decorum and not engage in personal conversation in public or patient care areas. Personal conversations should be confined to the break room or non-patient care areas.

In order to ensure the safety, privacy and security of our employees, patients and business information, and to ensure that only authorized personnel have access to the company’s facilities, the following policies regarding visitors has been adopted:

1. Personal visitors are not permitted in work areas, shared facilities or patient care areas.

Employees and ex-employees are not permitted access to the interior of the facility and other working areas during their off-duty hours.

2. The presence of children in the workplace with the employee parent during the

employee’s workday is inappropriate and is to be avoided except in emergency situations. This policy is established to avoid disruptions in job duties of the employee and co-workers, reduce property liability, and help maintain the company’s professional work environment.

If a child is brought to the workplace in an unavoidable temporary situation, it will be the responsibility of the employee/parent, and the child must be accompanied and be under the direct supervision of the employee/parent at all times.

OPEN DOOR POLICY AND EMPLOYMENT RELATED DISPUTES

Realistically, in the day-to-day operations of our business, some disputes and misunderstandings may arise. We believe it is important that employees have access to a fair, impartial, and speedy procedure that will resolve all employment-related disputes internally.

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All complaints and related investigations will be taken very seriously. All involved parties in any investigation or related matter (i.e.: verbal conversations, fact finding, written statements, witness statements, etc.) shall be expected to maintain complete confidentiality regarding information they have provided or obtained surrounding an investigation. Any violation of this confidentiality will result in immediate disciplinary action up to and including termination.

EMPLOYEE CONDUCT

It is the responsibility of each employee to perform his duties to the best of his ability and to the standards as set forth in their job descriptions or as otherwise established. Employees are encouraged to take advantage of the learning opportunities available to them and request additional instruction when needed.

The immediate Supervisor must approach corrective measures in an objective manner. If the employee’s performance of assigned tasks is the issue, the Supervisor should generally look to see that proper instructions, appropriate orientation and training have been given and that the employee is aware of the job expectations. Not only single incidents, but also patterns of poor performance should be of concern as these are indicative of overall performance. If conduct / behavior is the issue, the Supervisor should take steps to make sure that the employee has been made aware of the company’s policies and regulations regarding the infraction. If in either case appropriate instructions or information was not communicated, a plan for such communication should be immediately developed and reviewed with the employee.

While Elite DNA supports the use of progressive discipline to address conduct issues such as poor work performance, conduct or behavior and to encourage employees to become more productive workers and conform their behavior to Company standards and expectations, the Company reserves the right to administer appropriate disciplinary action for all forms of disruptive and/or inappropriate behavior. Each situation will be dealt with on an individual basis. Elite DNA reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including but not limited to demotion, oral and written warnings, suspension with or without pay and discharge. Due to the requirements of the Fair Labor Standards Act (FLSA), exempt employees should not be suspended without pay for less than a full day.

Generally, a Supervisor gives a warning to an employee to explain behavior that the Supervisor has found unacceptable. There are two types of warnings, verbal and written:

A verbal warning is when a Supervisor verbally counsels an employee about an issue or concern. A written record of the discussion, noting the date, event and recommended action, is then placed in the Supervisor’s employee file for future reference. Written warnings are used for behavior or violations which a Supervisor considers serious or where a verbal warning has not helped to change unacceptable behavior. An employee should recognize the grave nature of the written warning.

Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he has demonstrated an inability to perform assigned work responsibilities efficiently, the Supervisor, in consultation with Administration, may place the employee on a performance improvement plan (PIP). The plan will last for a predetermined amount of time not

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to exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the Supervisor and the organization. At the end of the performance improvement period, the employee will either be returned to regular employee status or, if established goals have not been met, the PIP may be extended or the employee may be dismissed.

Anyone arrested for an offense other than a minor traffic violation, or convicted of a crime other than a minor traffic violation, must report the arrest or conviction to Administration within 5 days of the arrest or conviction. Failure to do so will be cause for appropriate disciplinary action, up to and including termination.

DISCIPLINARY GUIDELINES

It is mandatory that all employees comply with the Company’s standards of behavior and performance and that any noncompliance with these standards must be remedied. Disciplinary action is intended to be corrective rather than punitive in nature, and as such, any disciplinary action taken under this policy will be appropriate to the infraction of policy, standards of performance or conduct and behavior.

Note: All disciplinary actions, including verbal counseling sessions, must be documented. Proper documentation is essential to clear communication. The purpose of clear communication is to make the employee fully aware of poor performance, conduct or behavior problems and to assist the employee in improving.

Administration is available to assist Supervisors in determining the appropriate action to take, wording of the Performance Improvement Plan and, where feasible, participating in the counseling session. Corrective actions warranting written forms of progressive discipline (PIP, written warning or final warning), suspension, probation or termination of employment requires the consultation and participation of Administration.

WORK RULES

Listing all forms of behavior that are considered unacceptable in the workplace is not possible. The following are examples of serious infractions of rules of conduct that may result in disciplinary action, up to and including immediate termination of employment without the issuance of progressive discipline. The list is not all-inclusive, but is intended to give employees some examples of unacceptable conduct and behavior:

1. Insubordination or refusal to follow Supervisory instruction.

2. Willful violation of security or safety rules.

3. Deliberate destruction or alteration of Company computer information, records or

financial/proprietary information.

4. Willful destruction of Company owned property and equipment.

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5. Sexual, unlawful or unwelcome harassment, which include but not limited to making or

using derogatory comments, epithets, slurs, jokes, postings, bullying and inappropriate language.

6. Accessing or disclosing confidential business or patient records or information obtained on any company operating system outside of your immediate job responsibilities, including

but not limited to any Accounting, Human Resources, IT, Medical Records, Payroll or Finance system.

7. Being dishonest, including but not limited to deception, fraud, embezzlement or cheating.

8. Theft or unauthorized removal or possession of Company property.

9. Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while on duty or while operating employer-owned vehicles or equipment. Unauthorized consumption of alcohol or intoxication at company sponsored events.

10. Use, possession or distribution of any medications or controlled substances stocked by the Company. Unauthorized use of prescription pads, or unauthorized procurement or ordering of prescriptions.

11. Unauthorized possession of dangerous or illegal firearms, weapons or explosives on Company premises where prohibited according to state laws.

12. Failing to report injuries, damage to or accident involving company equipment or vehicles.

13. Negligence or any careless action that endangers the life or safety of another person.

14. Falsifying company records, such as employment applications and time cards. Examples include punching in for another employee or a timekeeper modifying employee time in violation of existing laws and regulations.

15. Being clocked in while off company property for non-business related reasons.

16. Engaging in criminal conduct or acts of violence, or making threats of violence toward

anyone on Company premises or when representing the Company.

17. Gambling on Company property.

18. Conviction of a felony or a crime, including arrest or indictment which Elite DNA determines, in its sole discretion, would materially impair the employee’s ability to

perform his duties to Elite DNA or that would impair Elite DNA’s business reputation.

19. Being absent for two or more days without notification or permission (also referred to as a

voluntary quit or job abandonment).

20. Unauthorized use of telephones, mail system or other Company-owned equipment

including computers.

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21. Sleeping while on duty.

22. Failing to comply with licensure and certification requirements.

23. Failing to conduct oneself in a professional manner, including general conduct in the

workplace; language; respect for co-workers, patients, and vendors; and general office demeanor.

OFFICE EQUIPMENT USAGE

Proper use and care of Elite DNA’s property ensures effective operation as well as reduces maintenance and replacement costs. Employees are responsible for using assigned equipment in a safe and appropriate manner, protecting against loss or theft and for understanding the operations of the machines they use to perform their duties. If a machine is not working properly or in any way appears unsafe, employees must notify their Supervisor immediately so that repairs or adjustments may be made. Under no circumstances should an employee start or operate a machine they deem unsafe, nor should they adjust or modify the safeguards provided.

Elite DNA’s equipment, material and supplies are to be used only for company business.

PERSONAL PROPERTY All items not purchased by Elite DNA are the sole responsibility of the individual employee or contractor. Elite DNA accepts no responsibility for personal items damaged on Elite DNA property. This includes cell phones, personal computers, tablets, office decorations, etc. The organization accepts no liability for the loss of non-Elite DNA property. CONFIDENTIALITY OF PATIENT, BUSINESS & PROPRIETARY INFORMATION

All employees of Elite DNA have a legal and ethical responsibility to protect the privacy of our patients and the medical information related to their illnesses. The nature of this relationship requires strict maintenance of patient confidentiality. In safeguarding the information received, we earn the respect and further trust of our patients. Failure to observe the regulations regarding patient confidentiality and protected health information can result in monetary fines, criminal convictions and potential administrative penalties affecting Medicare / Medicaid participation. Employees breaching such confidentiality will be subject to disciplinary action, up to and including termination of employment.

Elite DNA employees may come in contact with confidential Elite DNA business/proprietary information.

Employees are expected and have a legal duty, to keep this information private. Casual remarks in public or private can be misinterpreted and repeated, therefore personal discipline is necessary and expected in order to maintain confidentiality of Elite DNA.

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HIPAA COMPLIANCE

HIPAA (Health Insurance Portability and Accountability Act – 1996) was enacted by the U.S. Government to enhance patient privacy and ensure the confidentiality of patient health information. In addition, it establishes standardized electronic transmission of healthcare data and protects the system from unauthorized access, misuse or loss of data.

As providers of healthcare services, Elite DNA has adopted clear privacy procedures to ensure compliance and has trained its employees in those procedures. Newly hired employees are required to complete a HIPAA training program and sign a knowledge affidavit as part of their orientation program. Should significant changes in policy or procedure occur, employees would be trained as soon as possible after such changes. Documentation of HIPAA training is maintained for a period of six years in the Human Resources department. Employees should refer to Elite DNA’s HIPAA and Privacy Practices plan for questions and clarification regarding specific HIPAA rules and regulations.

The U.S. Department of Health and Human Services is responsible for enforcing HIPAA privacy rules. As such, employers and employees are subject to civil and/or monetary penalties for violations. Violations of established HIPAA policies and procedures are also subject to internal disciplinary action.

Any personal health information resulting from an employee’s participation in the company’s health and welfare benefit programs is also protected from disclosure under the HIPAA regulations.

ELECTRONIC COMMUNICATION DEVICES

Elite DNA provides its users with Internet access and electronic communications services as required for the performance and fulfillment of their job responsibilities.

Users must understand that this access is for the purpose of increasing productivity and not for non-business activities. Users must also understand that any connection to the Internet offers an opportunity for a non-authorized user to view or access corporate information. Therefore, it is important that all connections be secure, controlled, and monitored.

Elite DNA employees should have no expectation of privacy when using company- owned or company-leased equipment. Information passing through or stored on company equipment can and will be monitored. Elite DNA maintains the right to monitor and review Internet use and mail communications sent or received by users as necessary. Elite DNA employees are responsible for honoring acceptable use policies of networks accessed through Elite DNA’s Internet, e-mail services, software or hardware systems and processes. It is the personal responsibility of every Elite DNA employee to understand and be aware of the value of the information the employee uses in performing their job and the standards defined by the Company.

The Internet connection and e-mail system of Elite DNA are for business use and employees are expected to conduct themselves accordingly.

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Elite DNA must assure the confidentiality of its medical records, human resources, payroll, financial, research, computer systems and management information systems. Toward that end, the following general guidelines are to be followed by employees when utilizing electronic access:

1. Computer passwords are confidential and intended solely for the use of the employee for

whom issued. It is against policy to knowingly use another employee’s password or share one’s own password.

2. Employees may access or view only the confidential information required to do their jobs,

and may not make inquiries about confidential information for other personnel who do not have proper authorization to access such information.

3. Employees are prohibited from disclosing or discussing any confidential medical information

with coworkers who do not have a business need to know, or with others outside the Company, such as friends or family members.

4. Company computers are for business use only and are specifically configured for our

system. Employees may not change the configuration nor load any software, games, screensavers, chat programs, or music players without authorization from Administration.

5. Employees having any reason to suspect unauthorized access or inappropriate use of any

system are required to contact their Supervisor or Administration. 6. Employees may not send information via electronic mail that may breach Company policy or

government regulations. This includes messages that could be considered harassing, offensive or discriminatory in the message language or connotation. Employees receiving unwelcome messages are to notify their Supervisor or Administration immediately so that corrective measures can be taken.

Violation of these policies may result in disciplinary action, up to and including loss of privileges, suspension or termination of employment, as well as legal liability.

It is each employee’s responsibility to read, understand and adhere to all electronic access security policies. Questions concerning these policies may be directed to the employee’s immediate Supervisor or Administration.

CELL PHONE USE While at work, employees are expected to exercise discretion in using personal cellular phones. Personal calls during the work hours, regardless of the phone used, can interfere with employee productivity, safety and may be distracting to others. Employees are required to make personal calls during breaks and lunch and to ensure that friends and family members are aware of the Company policy. Cellular phones may not be used to defame, harass, intimidate, or threaten any other person. Employees are prohibited from using their cell phones in any illegal, illicit or offensive manner.

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SOCIAL MEDIA POLICY

Social media, including networking sites and blogs, are increasing in popularity and activity. Elite DNA believes that social media can assist in raising visibility and support for the business development efforts of our employees. We are also aware that social media will not be used exclusively for company business and that many are using blogs and social networking sites for personal use. However, it is important to keep in mind that what is posted can be tracked, traced and is permanent. When employees create their own blogs, comment on a blog, create a LinkedIn profile, Twitter, use Facebook and/or contribute to or through any of the other online media (i.e., Wikis, blogs, chat rooms, Internet forums, electronic mailing lists, etc.), they are impacting their personal image and potentially impacting the Company. If your online profile indicates that you work for Elite DNA, or its entities or affiliates, then that activity is associated with the Company. Therefore, we are asking all employees to follow the guidelines below regarding online behavior. While each employee is responsible for the content they publish, all Company policies regarding off-duty conduct will apply to social media activity. This will include but not be limited to policies related to anti-harassment, non-discrimination, code of conduct, HIPAA and protecting confidential proprietary information.

The Company will maintain the right to monitor all aspects of its computer and network systems, including, but not limited to, monitoring sites employees visit on the internet, reviewing material downloaded or uploaded by employees, and reviewing emails sent and received by employees. Employees waive any rights to privacy in anything they create, store, send or receive on their Company computer, through the Company network, with Company resources, or on the internet.

Company employees may not engage in social networking during working hours, while on Company property, through the use of a personal cell phones or through the use of Company computers and other electronic property. Authorized employees may engage in social networking at work only when it is directly related to their position and so that it does not otherwise violate Company policy, does not compromise the Company’s interests, and does not interfere with the employee’s regular work duties.

Should any affiliate or practice location of the Company develop or maintain a social media site, outside of the Company web site, approval must be obtained prior to publishing the content. Please contact Administration for further information regarding the review process.

Company policies prohibit employees from revealing sensitive, confidential, or proprietary information/documents of the Company as well as its patients, employees and business partners. Please see the Company’s policy on social media for more specific information.

SOLICITATION AND DISTRIBUTION OF LITERATURE

Employees are prohibited from engaging in solicitation for any purpose during working time. Employees may not solicit at ANY time in immediate patient care areas. An employee on non- work time is prohibited from soliciting employees who are on work time.

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Non-work time includes time before and after work, breaks and meal periods. Employees may not distribute literature at any time in work areas or immediate patient care areas.

Non-employees may not solicit employees at any time, nor distribute literature on Company property at any time.

Employees may only post upon employee bulletin boards in break rooms and not in the immediate patient care areas. All posts must be approved by management prior to being posted. The only postings that will be approved must relate to work and/or previously approved charitable causes that relate to Elite DNA’s mission. Any unauthorized postings will be immediately removed.

For purposes of this policy immediate patient care areas are defined as treatment rooms, nursing stations, patient lounges or waiting areas and adjacent hallways. MEDICAL RECORDS

If a patient, attorney, insurance representative or other similarly situated individual requests medical records, all such requests must be in writing and processed by Elite DNA Administration. Employees should reference Elite DNA’s HIPAA and Privacy Practices plan for further information regarding the release of information.

If any Elite DNA employee sees any unauthorized individual retrieving medical documents, that employee has a legal duty to report the unauthorized person to their Supervisor or Administration. PATIENT PRESCRIPTION INFORMATION AND REFILLS

It is the policy of Elite DNA not to practice medicine over the telephone. Under no circumstances should any Company employee independently determine and inform a patient how he should take a prescribed drug. Only a Physician is permitted by law to prescribe drugs.

The Company will not write a prescription for an employee or be involved in the medical care of an employee unless the employee is referred to our physicians for medical care in their appropriate area(s) of specialty.

All prescription pads are to be kept in a secure area and appropriate clinical staff will have access to them. All prescription pad books should be periodically reviewed and controls should be put in place in the centers to ensure that all pages of prescription pads are secure.

Administration should be contacted with any additional questions. PROFESSIONAL VISITS TO ELITE DNA DOCTORS Should an employee, or an employee’s family member, be seen by an Elite DNA physician for medical reasons, vaccinations, or clinical procedures, the visit must be treated as any other patient office visit where the appropriate documentation, charting and billing will apply. Payment for such visit will be separate and apart from the employee payroll record.

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COMPENSATION

EMPLOYMENT CLASSIFICATIONS “HOURLY” AND “SALARIED” EMPLOYEES

Employees are classified as either hourly or salaried, based upon their job descriptions in accordance with the Fair Labor Standards Act (FLSA). Hourly positions require overtime pay for hours worked in excess of forty (40) hours per week.

Overtime is defined as the hours worked, excluding holidays, vacation days and leave with pay, over 40 hours in a workweek. Hourly employees will be paid at the rate of time and one- half their regular rate of pay for all hours worked over 40 in a workweek. Overtime is limited to Company emergency situations and must be pre-approved by department Supervisors.

The decision to work overtime does not rest solely with the employee. When overtime is necessary it must be approved by the employee’s Supervisor prior to working the overtime. In cases when overtime is worked and prior approval is not received by the Supervisor the overtime worked will be paid; however, the employee working the overtime will be subject to disciplinary action up to and including termination of employment.

Employees determined to be exempt from overtime under the Fair Labor Standards Act do not receive overtime compensation. Such employees are paid a salary which is intended to compensate them for all hours worked in a workweek, however few or many.

FULL-TIME EMPLOYEES

Employees who have successfully completed the introductory period and who work at least forty (40) hours per week are considered regular full-time employees.

PART-TIME EMPLOYEES

Part-time employees are those individuals who are consistently scheduled to work at least 16 and less than 33 hours per week. Part-time employees who consistently work 30 or more hours per week (60 hours per bi-weekly pay period) are eligible for the insurance benefits offered through the Company. Elite DNA defines “consistently” as an employee working at least 60 hours in 23 of the 26 bi-weekly pay cycles per year.

PER-DIEM / “AS NEEDED” EMPLOYEES

Employees who work less than sixteen (16) hours per week are considered per-diem employees or work on an as needed basis. Per-diem employees are not eligible for company benefits described in this Handbook, unless otherwise noted or to the extent required by state and federal laws.

PAY PROCEDURES

The Company pays its employees on a regular basis and in a manner so that the amount, method and timing of such payments comply with any applicable laws or regulations.

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1. Payday is every other Friday (bi-weekly) for services performed for the two (2) week period

ending the previous Sunday at 12:00 Midnight. If the regular payday occurs on a holiday, employees will be paid on the last working day prior to the regular payday.

2. Paychecks and payroll advices include a statement showing gross pay, Federal, State, Social

Security, local income taxes and net pay. Employees may elect to have additional voluntary deductions taken from their pay only if they authorize the deductions in writing and if the Company approves the additional deductions.

3. Direct deposit payroll is available to all W4 employees. Employees electing direct deposit

may receive a paycheck for the first pay cycle, depending on the date when the direct deposit form was processed by Accounting.

4. Employees who discover a mistake in their paycheck, lose their paycheck or have it stolen

should notify the Company immediately. In the case of a mistake, the error will be remedied promptly. In the case of loss or theft, Payroll will attempt to stop payment on the check and reissue a new one to the employee. However, the employee is solely responsible for the monetary loss and the Company is not responsible for the loss or theft of a check.

TIME REPORTING

Depending on their job classification, Employees must submit their time on a weekly basis, either online, via time clock or in hard copy. Time records must show all hours worked on a daily and weekly basis. Time must be recorded to the minute and must show starting and quitting times, and lunch periods. Paid Time Off (PTO), must also be recorded on time records. All hourly employees are responsible for attesting to their time at the end of each pay period.

Falsification of an employee’s time record or of a coworker’s time record is subject to disciplinary action, to include termination of employment. Punching in or out for another employee as well as performing work duties while not clocked in are two examples of falsification of the time record.

It is the responsibility of each Supervisor to review, correct and approve their employee’s time records and submit them to Payroll. Multiple failures to timely approve and/or lock employee’s time records may result in disciplinary action to the timekeeper to include termination. Appropriate timekeeping codes should be used for hours worked. Any exception should be directed to Administration for clarification, before the entry is made.

Licensed providers, and those specifically identified by Administration, such as BCBA’s, are not required to record their time, but must account for daily attendance in accordance with the provider presence policy.

SALARY ADMINISTRATION

It is the policy of the Company to pay compensation that is competitive with rates being paid for similar jobs by other employers in the labor market. All compensation policy decisions must take into consideration the Company’s overall economic condition and competitive position.

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Human Resources is responsible for coordinating the continuing internal review of all compensation and for ensuring that each job is evaluated and assigned a salary range that accurately and fairly reflects each job’s responsibilities and performance criteria. In addition, Human Resources will participate in or conduct compensation surveys covering other employers with similar jobs. This and other available information will be used to determine the relative competitive position of the Company’s pay structure.

Where salary ranges have been established, employee compensation within the range will be based upon such factors as length of service, experience, individual productivity and external market factors.

New employees will generally be hired at the starting rate assigned to job title. Supervisors may recommend higher starting rates depending upon an applicant’s experience or skill level or on other competitive considerations. Such recommendations require approval of Administration prior to implementation.

Employees promoted into new positions generally will receive promotional increases at least to the minimum of the new job position. No increase will be granted that brings an employee’s base salary above the maximum of the new position. Promotional increase recommendations require approval of Administration prior to implementation. Employees transferring laterally from one job to another in the same salary range generally will not receive an increase.

Administration will handle reclassification or transfer to a lower level position on an exception basis. Such decisions will be made prior to any discussion with the employee. The salary of an employee transferred or reclassified to a lower level position should not in most cases exceed the maximum of the new salary range.

When a position is reclassified to a higher salary range and job title as a result of a significant change in job duties, the employee’s salary will be increased to at least the minimum of the new salary range.

Special adjustments to salary may be granted to correct internal or external equity issues with the approval of Administration. PERFORMANCE EVALUATIONS

Performance evaluations are a means of measuring individual performance against job requirements. Evaluations provide an opportunity for employees and Supervisors to discuss performance expectations and assist in the development of personal, departmental and organizational goals.

It is the policy of the Company that Supervisors periodically evaluate each employee’s performance on the job. Supervisors are to complete performance evaluations on the following occasions:

1. By the end of the 90-day introductory period. 2. Annually as designated by Administration. 3. At any other time deemed appropriate to recognize improved or deteriorated performance.

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Written evaluations should include the Supervisor’s comments and recommendations, an action plan for both the employee and Supervisor and performance goals for the next evaluation period. Administration should review each Supervisor’s written evaluation to assure that the evaluation function has been properly completed in as fair and objective a manner as possible.

After the evaluations are released from Administration, the Supervisor should meet with the employee to discuss the evaluation, assess the employee’s strengths and weaknesses in a constructive manner and set objectives and goals for the period ahead. The employee should be given the opportunity to examine the evaluation and make written comments about any aspect of it. The employee and Supervisor should then sign and date the evaluation and forward it to Administration for review and inclusion in the employee’s personnel file.

Information obtained through the performance evaluation may be considered when making decisions affecting an employee’s training needs and opportunities, pay, promotion, transfer or continued employment.

Disagreement with the evaluation is not subject to the grievance procedure set forth in these policies and procedures. However, employees wishing more than the chance to add written comments to their performance evaluation may request a review by Administration.

The procedures discussed in this policy are only guidelines. The Company may unilaterally modify or revoke them in whole or in part when deemed appropriate. Accordingly, these procedures are not a promise or contract, express or implied that they will be used in every instance. BENEFITS

HEALTH INSURANCE

Employees scheduled to work thirty (30) or more hours per week are eligible for benefits on the first of the month following 90 days of employment.

Information regarding a complete summary of benefits can be found in the annual benefits guide distributed during open enrollment each year.

Benefit packages are discussed with eligible employees several weeks prior to the effective date of coverage. Employees may accept or decline coverage at that time by completing their benefit enrollment packet. The enrollment packet must be completed at least two weeks prior to the effective date of coverage.

Note: Employees must notify Administration within thirty (30) days of a life event change that may affect their benefit status.

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An employee is eligible for the 30-day period of time immediately following a life event during which they may apply for coverage or change covered individuals, in the following cases:

Birth of a child

Adoption, placement for adoption

Marriage

Divorce

Loss of eligibility for coverage (loss of coverage under another group health plan as a result of legal separation, divorce, death, termination of employment, reduction of hours of employment or the termination of employer contributions).

Death of an insured family member or spouse whose insurance plan covers the Company employee.

Benefits end on the employee’s last day worked. Any employee re- hired after 30 days of resigning, must again satisfy the benefit eligibility period.

CONTINUING MEDICAL EDUCATION (CME) Employees who are eligible for CME funds must follow company procedure to ensure approval is received for the CME event, related time-off and reimbursement. Employees should adhere to the following policies:

All requests to use CME funds must be submitted to the President for review and

approval.

All requests should be made in writing at a minimum of 30-days prior to the event, to

ensure appropriate schedules are blocked and alternate patient arrangements are made.

Employees are responsible for coordinating their own registration, travel arrangements

and accommodations.

All expenses incurred for the CME event will be reimbursed AFTER the completion of the

event and only upon submittal of a fully completed Expense Report with supporting

receipts. All documentation should be submitted to Nicole Bolooki in Administration.

All employees utilizing CME funds must adhere to the policies and procedures outlined in

the Elite DNA “Travel Policy”, available in HR. This includes Elite DNA standards

regarding meal per diems, room rates, acceptable expenses, etc.

HOLIDAYS

The following holidays are recognized by the Company as paid holidays:

New Year’s Day Labor Day Memorial Day Thanksgiving Day Independence Day Christmas Day

Holidays that fall on Saturday will be observed the preceding Friday. Holidays that fall on Sunday will be observed the following Monday. Eligible employees receiving holiday pay must first complete the 90-day introductory period.

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Unless an absence has previously been approved, hourly employees are required to work the scheduled day before and after the holiday to receive holiday pay, unless the day before or after falls on a Saturday or Sunday. Unexcused absences the day before or the day after the holiday will result in forfeiture of holiday pay. Non-salaried employees are eligible for holiday pay if the observed day falls on day that the employee is normally scheduled to work. For example, if the holiday is observed on Monday, and the employees normal work schedule is Tuesday to Friday, they will not receive holiday pay. The company recognizes that some employees may wish to observe, as periods of worship or commemoration, certain days which are not included in the Company’s list of observed holidays. Employees requesting to take a day off for such reasons may be permitted to do so if the employee’s absence from work will not result in an undue hardship on the ability of the Company to conduct business, and providing prior approval has been obtained from the employee’s Supervisor. Employees may use accumulated paid time off on such occasions, or they may take such time off as an unpaid, excused absence. PAID TIME OFF (PTO) REQUESTS

Non-provider employees must submit a request for PTO with a minimum of 24 hours prior to the day requested. The request MUST be submitted through eSelfserve and the request MUST be approved by the Supervisor/Clinic Manager PRIOR to taking the time off. The requests will NOT be approved retroactively.

Provider employees (to include Physicians) must submit a request for PTO with a minimum of TWO WEEKS prior to the first day requested off and through eSelfserve only. Also, time off will only be approved if it is determined there will not be a negative impact on patient care. Providers are responsible for ensuring appropriate arrangements are made for their patients in their absence.

PAID TIME OFF (PTO) FOR HOURLY EMPLOYEES

The first day of work is the employee’s official anniversary date for purposes of this policy. The anniversary date is used to compute various conditions and benefits described in this Handbook, including Paid Time Off. Paid Time Off (PTO) is available to hourly employees who are in full-time and part-time capacities, to provide opportunities for rest, relaxation, and personal pursuits. In the event that available PTO is not used by the end of the anniversary year, employees will not be paid for the unused time.

Important Note: Negative balances of PTO are NOT allowed.

The payroll that includes the employee’s anniversary date will begin the new year of service and replenishment of the employee’s annual PTO bank, becoming immediately available for the employee to draw on. A resigning employee with unused PTO will not be paid for the unused time. Under no circumstances will the Company allow an employee to “cash out” or “convert to cash” any accrued unused PTO. RESTRICTIONS: PTO is not available for use until after completion of the 90-day introductory period.

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FULL-TIME EMPLOYEE: Unless otherwise specifically outlined in an employment agreement, full-time employees will receive 10 days (80 hours) of PTO per year. This amount will reset on the employee’s anniversary date. Any additional PTO agreement must be made in writing between the employee and Administration. PART-TIME EMPLOYEE: A part-time employee will receive 5 days (40 hours) of PTO per year. PER-DIEM EMPLOYEE: A per-diem employee is not eligible for PTO. PTO can only be used in one hour Increments. All PTO requests must be formally submitted by the employee, through the APS eSelfServe.com website. Requests for PTO will not be approved via any other method. The Company prohibits the use of unpaid time off except in emergency situations or if the employee is not yet eligible for PTO. All unpaid time off must be approved in advance by the Supervisor and will only be considered after all PTO has been exhausted. Excessive absences occurring after PTO has been exhausted will be subject to disciplinary action.

Every effort will be made to grant an employee requested PTO. However, PTO cannot interfere with the department’s operation and therefore, must be approved in advance by the Supervisor.

Should conflicts arise with requests for PTO, preference will be given on a first-come, first-serve basis. In the event of simultaneous requests, the senior employee will be granted their request.

Under no circumstances will the company allow an employee to “cash out” or “convert to cash” any unused PTO, except in the event of a pre-negotiated employment agreement.

PAID TIME OFF (PTO) FOR SALARIED EMPLOYEES Per Department of Labor guidelines, under Federal Regulation Title 29 (b)(V)(A) 541 (G) 541.602, exempt, salaried employees may utilize time in their PTO bank for absences (scheduled or unscheduled) lasting an 8 (eight) hour working day. The PTO bank is available to salaried employees upon date of hire. Once all time in an employee’s PTO bank has been exhausted, the company may deduct wages from the employee for full day absences, beginning the second day of absence. Deductions will be made in increments of 8 (eight) hours. The employee’s manager and Administration will monitor for excessive absences and take appropriate action as necessary, up to and including termination. Important Note: Negative balances of PTO are not allowed. Vacation time for salaried employees is based upon anniversary date. Salaried employees may take vacation time upon employment. Vacation requests must be submitted through the APS eSelfServe.com website in advance to the employee’s Supervisor, and approval is subject to business needs.

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Approved vacations are beneficial to the operation of the Company and beneficial to its exempt employees; therefore, unused vacation time will not be carried over or paid out at the end of the calendar year. If time has been accrued and not used, a resigning employee will not be paid for the unused time. The Company prohibits the use of unpaid time off except in emergency situations or if the employee is not yet eligible for PTO. All unpaid time off must be approved in advance by the Supervisor and will only be considered after all PTO has been exhausted. Excessive absences occurring after PTO has been exhausted will be subject to disciplinary action.

Under no circumstances will the company allow an employee to “cash out” or “convert to cash” any accrued unused PTO, except in the event of an individual, pre-negotiated employee agreement BEREAVEMENT LEAVE

All full-time employees who have completed their 90-day introductory period receive two days paid time off for bereavement leave for the death of an immediate family member if traveling less than 300 miles or three days if traveling more than 300 miles.

Part-time employees who have completed their 90-day introductory period receive two days paid time off for bereavement leave for the death of an immediate family member if traveling less than 300 miles or three days if traveling more than 300 miles at their reduced hour’s rate based on scheduled hours.

Bereavement Leave time should be taken to include the funeral, memorial or related service.

Leave must be taken within 30 days of the death.

For purposes of this policy, “immediate family members” are defined as employees:

Spouse Uncle Child Niece Stepchild Nephew Mother Grandparents Father Mother-in-law Brother Father-in-law Sister Brother-in-law Aunt Sister-in-law

Documentation substantiating such time off will be required. MILITARY LEAVE

Employees ordered to or volunteering for active military service, training or full-time National Guard duty are granted certain reemployment and benefit rights in accordance with the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Employees entering the military must provide advanced official documentation (unless the notice is precluded by military necessity) in order to be granted a leave of absence under this policy. Military leave is available for non-contract employees and for long-term deployments only. Policy details include the following:

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Benefits: Upon official deployment, Elite DNA will pay all elected benefits for the employee,

except for FSA, for up to 6 months or 12 pay periods. If deployment continues beyond this time, Elite DNA will offer coverage for the remainder of the military leave at the regular employee rate, to be paid for by the employee on leave, with a cap of an additional 18 months. After 2 years of deployment, Elite DNA will offer COBRA coverage at the employee’s expense. It is the employee’s responsibility to provide power of attorney information for health care coverage to Administration prior to leaving on deployment, so that COBRA coverage may be elected or declined should the time arise. Employee must fill out a new beneficiary designation form prior to leaving for deployment.

Compensation: Upon official deployment, employees are eligible for reimbursement of all

or a portion of their salary based on a sliding scale. This scale is based on the employee’s annual salary earned at the time of deployment, the salary paid to the employee by the military, and on the length of service time and performance with the company prior to deployment. Prior to implementation of the prorated salary, the employee may choose to take accrued PTO at their current rate should they decide to do so. Administration will evaluate the employee’s salary and work history applied to the sliding scale, and will develop an individual payment schedule for the employee prior to deployment.

Contract employees will be evaluated based on the terms provided in their individual

contracts.

Employees anticipating a military deployment should contact Administration immediately to work out a plan for potential military leave under this policy.

FAMILY & MEDICAL LEAVE

In accordance with the Family and Medical Leave Act, the Company offers both family and medical leave to its employees. The purpose of this policy is to provide employees with a general description of their rights under the Family and Medical Leave Act.

1. ELIGIBILITY

Employees eligible for unpaid family and medical leave are those who: (1) have a cumulative (not necessarily continuous) 12 months of prior service with the Company within a period of 7 years, (2) have worked at least 1,250 hours during the 12 months immediately preceding the date on which the family or medical leave would commence, and (3) work at a location where at least 50 employees are employed (or where at least 50 employees are employed within a 75-mile radius).

Separate periods of employment will be counted if the break in service exceeds 7 years due to active military service, National Guard or Reserve military service obligations or when there is a written agreement, including a collective bargaining agreement, stating the employer's intention to re-hire the employee after the service break. For eligibility purposes, an employee will be considered to have been employed for an entire week if the employee was on the payroll for only part of a week or if the employee is on leave during the week.

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2. TYPES OF FAMILY AND MEDICAL LEAVE AVAILABLE

Leave to Care for or Bond with Child - This is leave needed by the employee to care for or bond with the employee's child within 12 months of the birth or placement for adoption or foster care of the child.

Leave to Care for a Spouse, Child or Parent Who Has a Serious Health Condition - This is leave needed by the employee to care for a spouse, child or parent who has a serious health condition (as defined below or by law, if the law changes after the effective date of this policy). A child, for the purposes of this policy, includes an individual who is either (1) under the age of 18 or (2) older but incapable of self-care because of a mental or physical disability. The child must also be related to the employee as a biological, adopted, foster, step-child, legal ward or a child of a person standing "in loco parentis."

Persons who are "in loco parentis" include those with day-to-day responsibilities to care for and financially support a child or who had such responsibility for the employee when the employee was a child.

Leave for the Serious Health Condition of the Employee - This is leave needed by the employee because of a serious health condition that makes the employee unable to perform the functions of the employee's position. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves:

inpatient care in a hospital, hospice or residential medical care facility, including any period of

incapacity or any subsequent treatment in connection with such inpatient care or a condition that requires continuing care by a licensed health care provider;

continuing treatment by a health care provider for any period requiring an absence from work

for more than 3 consecutive, full calendar days with the first visit to the health care provider within 7 days of the onset of the incapacity and a second visit within 30 days of the incapacity.

a chronic serious health condition that continues over an extended period of time, which may cause episodic rather than a period of continuing period of incapacity (i.e., asthma, diabetes, epilepsy) and for chronic conditions requiring periodic health care visits for treatment, such visits must take place at least twice a year;

a period of incapacity for a long-term or permanent condition for which treatment may not be effective (i.e., Alzheimer's Disease, severe strokes or the terminal stages of a disease); any absence for multiple treatments by a health care provider for restorative surgery

or any condition that would likely result in a period of incapacity of more than three calendar days if untreated (i.e., cancer (chemotherapy), severe arthritis (physical therapy), and kidney disease (dialysis));

or any period of incapacity due to pregnancy or for prenatal care.

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Family and medical leave does not include routine physical, eye or dental examinations. In addition, the taking of over-the-counter medication such as aspirin, antihistamines or salves or bed rest, drinking fluids, exercise, and other similar activity which may be initiated without a visit to a health care provider is not by itself sufficient to constitute a regimen of continuing treatment to allow the employee to take leave under this policy.

Therefore, unless complications arise, the following are not considered serious health conditions: the common cold, the flu, ear aches, upset stomach, minor ulcers, headaches other than migraine, and routine dental or orthodontia problems. For such absences, please see the Company's handbook, your Supervisor, or Human Resources.

An employee's on-the-job injury may also qualify as a serious health condition. In this instance, the Company will designate the leave of absence due to an on-the-job injury as a medical leave.

The leave of absence will begin to run from the beginning of the absence caused by the on-the-job injury and will run simultaneously with any workers' compensation benefits that also may be provided the employee.

Qualifying Exigency Leave for Families of Members of Reservists, the National Guard, and Retired Members of the Regular Armed Forces - This is leave needed by the employee because of a qualifying military exigency related to active duty, or a call to active duty status, of the employee's spouse, child or parent. This leave applies to family members of regular Armed Forces service members deployed to a foreign country, reservists, National Guard members called into federal service, and retired members of the regular armed forces. Military exigencies that qualify for this leave include: (1) short- notice deployment; (2) military events and related activities; (3) non-routine childcare and school activities; (4) non-routine financial and legal arrangements; (5) related counseling; (6) rest and recuperation; (7) post-deployment activities; and (8) additional qualifying activities.

Leave to Care for Covered Service member with a Serious Injury or Illness - This is leave needed by the employee to care for a spouse, child, parent or next-of-kin (nearest blood relative of the service member) who is a member, or a veteran who was a member of the Armed Forces, National Guard or Reserves at any time during the 5-year period preceding the date on which the veteran undergoes qualifying medical treatment, recuperation or therapy, of the Armed Forces (including a member of the National Guard or Reserves and those on the temporary disability retired list) who has a serious injury or illness (1) incurred in the line of duty on active duty for which he or she is undergoing medical treatment, recuperation, or therapy, or pre-existing conditions that were aggravated by service in the line of duty while on active duty; (2) otherwise in outpatient status; or (3) otherwise on the temporary disability retired list. (A "serious injury or illness" means an injury or illness incurred by the covered service member in the line of duty on active duty that may render the service member medically unfit to perform the duties of the member's office, grade, rank or rating.) 3. DURATION OF LEAVE

In General - Except in cases of leave to care for a service member, eligible employees are entitled to a total of 12 weeks of family or medical leave in any twelve (12) month period. The twelve (12) month period shall be measured as a rolling twelve (12) month period measured backward from date leave is used.

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Leave to Care for Service member - Eligible employees are entitled to a total of 26 weeks of leave in a single 12-month period. This 12-month period begins on the first day an eligible employee takes leave to care for a covered service member and ends 12 months after that date. This leave entitlement is applied on a per-covered-service member and per-injury basis except that no more than a total of 26 weeks of leave may be taken in a single 12-month period. Leave under this policy that has already been taken for other family or medical leave circumstances will be deducted from the total 26 weeks available.

Leave for Married Employees - In cases where both husband and wife work for the Company, and they want to take leave for the birth of a child, adoption or placement of a child in foster care, or to care for a parent (not a parent in-law) with a serious health condition, the husband and wife may only take a combined total of 12 weeks of leave. Similarly, if both husband and wife work for the Company, they will be eligible for a combined total of 26 weeks of leave to care for a covered injured or ill service member.

Leave Limitations for Birth or Placement for Adoption or Foster Care - An employee's entitlement to leave for the birth or placement for adoption or foster care expires at the end of the 12-month period beginning on the date of the birth, placement, or adoption. Any such leave must be concluded within this 12-month period.

Intermittent Leave or Reduced Work Schedule Leave - An employee may take family or medical leave in 12 consecutive weeks, may use the leave intermittently (take a day or less periodically when needed over the year), or, under certain circumstances, may use the leave to reduce the workweek or workday resulting in a reduced-hour schedule. In all cases, the leave may not exceed a total of 12 workweeks or 26 workweeks to care for an injured or ill service member over a 12-month period of time.

Intermittent leave can be taken in separate blocks of time but no less than one hour. If the employee takes less than one hour of leave and returns to work before the hour expires, the employee will be paid for the time he or she worked.

In applicable states, all exempt employees using intermittent leave will be transferred to hourly status for the duration of the leave and will be required to clock in and out.

The Company may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent or reduced schedule, in instances of when leave for the employee or employee's family member is foreseeable and for planned medical treatment, including recovery from a serious health condition to care for a child or birth, or placement for adoption or foster care. For the birth, adoption or foster care of a child, the Company and the employee must mutually agree to the schedule before the employee may take the leave intermittently or work a reduced-hour schedule. Leave for a birth, adoption or foster care of a child must be taken within one year of the birth or placement of the child.

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4. USE OF PAID AND UNPAID LEAVE

The Company retains the discretion to require an employee who is taking leave under this policy to use any available paid vacation, personal or sick leave while on family or medical leave. Sick leave may be run concurrently with family or medical leave if the reason for the leave is covered by the established sick leave policy. Once the employee's available paid-time-off benefits are exhausted, the remainder of the leave will be unpaid.

Any Disability Leave for the birth of a child and for an employee's serious health condition will be designated as family or medical leave and will run concurrently with leave under this policy. For example, if an employer provides 6 weeks of pregnancy disability leave, the 6 weeks will be designated as family or medical leave and counted toward the employee's 12-week entitlement.

The employee may then be required to substitute accrued (or earned) paid leave as appropriate before being eligible for unpaid leave for what remains of the 12-week entitlement. An employee who is taking leave for the adoption or foster care of a child must use all paid vacation, personal or family leave prior to being eligible for unpaid leave.

The Company maintains discretion to require an employee who is using military leave under this policy for a qualifying exigency to use any available paid vacation and personal leave while on family or medical leave. The Company also maintains discretion to require an employee using leave to care for a service member under this policy to use any available paid vacation, personal leave or sick leave (as long as the reason for the absence is covered by the Company's sick leave policy while on family or medical leave). Once the employee's available paid time off benefits are exhausted, the remainder of the leave will be unpaid.

5. REQUESTS FOR AND APPROVAL OF LEAVE

Notice and Scheduling of Leave - Employees must provide the Company with at least 30 days’ notice of the need for family or medical leave whenever the need for the leave is foreseeable (such as when the leave is for an expected birth or placement for adoption or for planned medical treatment). When planning medical treatment, employees should consult with the Human Resources Department and attempt to schedule the treatment so as to minimize the impact of the employee's absence on the operations of the Company and their fellow employees. In cases where the need for leave cannot be anticipated thirty (30) days in advance, the employee must give notice of the need for leave as soon as practicable. Failure to give proper notice of the need for family or medical leave may result in delay of the commencement of leave.

6. REQUIRED DOCUMENTATION AND NOTICES

Certification for the Employee's Serious Health Condition

The Company will require certification for the employee's serious health condition. The employee must respond to such a request within 15 calendar days of the request or as soon as reasonably possible under the circumstances to do so despite the employee's diligent, good faith efforts. Failure to provide certification may result in a denial of leave, denial of continuation of leave until

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the certification is provided, automatic re-designation of the leave as other than family or medical leave under this policy, or treatment of the absence as unexcused.

The Company may directly contact the employee's health care provider for authentication or clarification purposes using a health care professional, an HR professional, leave administrator or management official. The Company will not use the employee's direct Supervisor for this contact. Before the company makes this direct contact with the health care provider, the employee will be given an opportunity to resolve any deficiencies in the medical certification. In compliance with HIPAA Medical Privacy Rules, the Company will obtain the employee's permission for clarification of individually identifiable health information.

The Company has the right to ask for a second opinion if it has reason to doubt the certification. The Company will pay for the employee to get a certification from a second doctor, which the Company will select. The Company may deny leave to an employee who refuses to release relevant medical records to the health care provider designated to provide a second or third opinion. If necessary to resolve a conflict between the original certification and the second opinion, the Company may require the opinion of a third doctor. The Company and the employee will mutually select the third doctor, and the Company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under this policy pending the second and/or third opinion.

Certification for the Family Member's Serious Health Condition

The Company will require certification for the family member's serious health condition. The employee must respond to such a request within 15 calendar days of the request or as soon as reasonably possible under the circumstances to do so despite the employee's diligent, good faith efforts. Failure to provide certification may result in a denial of leave, denial of continuation of leave until the certification is provided, automatic redefinition of the leave as other than family or medical leave under this policy, or treatment of the absence as unexcused.

The Company may directly contact the health care provider for verification or authentication purposes using a health care professional, an HR professional, leave administrator or management official. The Company will not use the employee's direct Supervisor for this contact. Before the Company makes this direct contact with the health care provider, the employee will be a given an opportunity to resolve any deficiencies in the medical certification. In compliance with HIPAA Medical Privacy Rules, the Company will obtain permission for clarification of individually identifiable health information.

The Company has the right to ask for a second opinion if it has reason to doubt the certification. The Company will pay for the employee to get a certification from a second doctor, which the company will select. The Company may deny family or medical leave to an employee who refuses to release relevant medical records to the health care provider designated to provide a second or third opinion. If necessary to resolve a conflict between the original certification and the second opinion, the Company may require the opinion of a third doctor. The Company and the employee will mutually select the third doctor, and the company will pay for the opinion. This third opinion will be considered final. The employee will be provisionally entitled to leave and benefits under this policy pending the second and/or third opinion.

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Certification of Qualifying Exigency Leave for Families of Members of Reservists, the National Guard, and Retired Members of the Regular Armed Forces

The Company will require certification of the qualifying exigency leave for families of members of reservists, the National Guard, and retired members of the regular armed forces. The employee must respond to such a request within 15 calendar days of the request or as soon as reasonably possible under the circumstances to do so despite the employee's diligent, good faith efforts. Failure to provide certification may result in a denial of leave, denial of continuation of leave until the certification is provided, automatic redefinition of the leave as other than family or medical leave under this policy, or treatment of the absence as unexcused.

Certification for Care of Serious Injury or Illness of Covered Service Member Leave

The Company will require certification for the serious injury or illness of the covered service member. The employee must respond to such a request within I5 calendar days of the request or as soon as reasonably possible under the circumstances to do so despite the employee's diligent, good faith efforts. Failure to provide certification may result in a denial of leave, denial of continuation of leave until the certification is provided, automatic redefinition of the leave as other than family or medical leave under this policy, or treatment of the absence as unexcused. The Company will also accept invitational travel orders (ITOs) or invitational travel authorizations (ITAs) issued by the Department of Defense.

Recertification

The Company may request medical recertification for the serious health condition of the employee or the employee's family member service member no more frequently than every 30 days and only when circumstances have changed significantly, or if the employer receives information casting doubt on the reason given for the absence, or if the employee seeks an extension of his or her leave. Otherwise, the Company may request recertification for the serious health condition of the employee or the employee's family member every 6 months in connection with a family or medical leave absence. The Company may provide the employee's health care provider with the employee's attendance records and ask whether need for leave is consistent with the employee's serious health condition.

With regard to leave based on the serious health condition of the employee or the employee's family member or service member, the Company may request medical recertification of the condition every thirty (30) days, upon expiration of the minimum duration of the condition set forth in a previous certification, or when the employee requests an extension of leave, circumstances described in the original medical certification have changed significantly (such as the duration or nature of the illness or complications), or the Company receives information that casts doubt on the continuing validity of the medical certification. The Company may provide the employee's health care provider with a record of the employee's absence pattern and ask the health care provider if the serious health condition and the need for leave is consistent with such a pattern.

Procedure for Requesting Family or Medical Leave

All employees requesting leave under this policy must provide verbal or written notice of the need for the leave to Human Resources. Within 5 business days after the employee has provided this notice, Human Resources will complete and provide the employee with the DOL Notice of

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Eligibility and Rights (http://www.dol.gov/esa/whd/fmla/finalruleIWH381.pdf).

When the need for the leave is foreseeable, the employee must provide the employer with at least 30 days' notice. When an employee becomes aware of a need for leave less than 30 days in advance, the employee must provide notice of the need for the leave either the same day or the next business day the employee becomes aware for the need for leave.

When the need for FMLA leave is not foreseeable, the employee must comply with the company's usual and customary notice and procedural requirements for requesting leave, absent unusual circumstances.

Designation of FMLA Leave

Within 5 business days after the employee has submitted the appropriate certification form, Human Resources will complete and provide the employee with a written response to the employee's request for FMLA leave using the DOL Designation Notice. If the leave is qualifying, the Company, if possible, will advise the employee of the amount of leave that will be designated as family or medical leave. The Company will also advise the employee whether it will require a fitness-for-duty certification upon the employee's return to work if the leave is because of the employee's serious health condition.

Preliminary Designation of Leave Sometimes the Company will know the reason for the leave, but will not be able to confirm that the leave qualifies as family or medical leave, or the Company will have requested a Certification of Health Care Provider form or other certification that has not yet been received, or the Company and employee are in the process of obtaining a second or third medical opinion. In these instances, the Company may preliminarily designate the leave as qualifying family or medical leave. Upon receipt of the requisite information from the employee, or of a Certification of Health Care Provider form confirming the leave qualifies, the preliminary designation will become final. If the employee fails to provide information necessary to confirm that an absence is eligible, fails to provide the completed Certification of Health Care Provider form or other certification in a timely manner, or if the documentation does not confirm the absences are eligible, the designation of the absence(s) as preliminarily eligible is automatically withdrawn, and the absences are considered unexcused and treated accordingly. Intent to Return to Work from FMLA Leave

On a basis that does not discriminate against employees on FMLA leave, the company may require an employee on FMLA leave to report periodically on the employee's status and intent to return to work.

7. BENEFIT PARTICIPATION WHILE ON LEAVE

An employee on approved family or medical leave may continue group health insurance coverage during the leave by paying the employee's normal share of the cost of such coverage during the leave on or before the date when payroll deductions for such costs would normally be made. Failure to pay the employee's share of the premium when due may result in elimination of coverage after thirty (30) days.

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An employee who fails to return from family and medical leave may be required to reimburse the Company for the Company's cost of maintaining group health insurance coverage for the employee and/or the employee's dependents while on leave, unless the employee's failure to return to work is due to reasons beyond the employee's control, such as the continuation, recurrence or onset of a serious health condition of the employee or the employee's spouse, parent or child or, in the case of service member family leave, the next-of-kin family member of the employee.

8. BENEFITS WHILE ON LEAVE

Benefits such as sick pay and vacation do not continue to accrue to employees who are out on leave. Employees on an unpaid leave of absence shall not be entitled to holiday pay for a holiday that falls during the leave.

9. REINSTATEMENT FOLLOWING LEAVE

Request for Reinstatement - An employee desiring to return from family or medical leave, prior to the date the leave was due to expire, must give written notice to his or her Supervisor of the desire to return to work preferably at least fourteen (14) days, but no later than two (2) working days, prior to the desired return date.

An employee returning from family or medical leave for his or her own serious health condition must notify his/her Supervisor of availability immediately upon being released to return to work by the employee's health care provider. Failure to do so within two (2) working days of release to work will subject an employee to disciplinary action. The employee must also provide the Company with a certification from the health care provider confirming the employee's fitness to return to his or her normal duties (or any limitations if the employee's activities are limited) if requested by the Company or if the duration of the leave for the employee's own serious health condition exceeded two (2) or more working days. Failure to provide a requested fitness-for-duty certification may result in denial of reinstatement until this certification is provided. Reinstatement - An employee returning from family or medical leave will normally be reinstated to the position held by the employee at the time the leave commenced or to an equivalent position. However, an employee returning from family or medical leave will have no greater right to employment or reinstatement to a specific position than an employee who had been continuously employed. Employees who are considered to be "key" employees may not, under certain circumstances, be reinstated. Key employees will be given written notice that he or she qualified as a key employee at the time the employee requests leave.

10. BENEFITS AT REINSTATEMENT

Employees returning from family or medical leave will have their benefits reinstated to the same levels as they enjoyed at the time the leave commenced, except for any paid leave benefits used during the leave. Changes in benefits which took place during the leave at the employee's election due to annual enrollment or family status change or that would have occurred had the employee not taken the leave will also apply. An employee's pay rate will also be adjusted to reflect any unconditional or across-the-board pay changes during the period of the leave.

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11. TAKING MORE THAN THE ALLOWED LEAVE

The Company is not able to keep jobs open indefinitely. Employees who fail to return after exhausting their leave under this policy, and who have no other leave options available to them, will be subject to administrative discharge. An extension may be granted if the Company determines that a leave extension is required to comply with other federal or state laws.

If an employee fails to return to work at the end of an approved leave of absence, including any extension of the leave, the employee will be considered to have voluntarily terminated employment.

Pregnancy-Related Disability Leave (“PDL”) – California Employees Only

California employees who are temporarily disabled and unable to work due to pregnancy or a related disability will be granted a pregnancy leave of absence, without pay, for the period of the disability, provided such a period shall not exceed four (4) months. However, California employees eligible for FMLA leave may extend their leave for an additional twelve weeks to bond with their new child. Pregnancy disability leaves will be granted on the basis of a physician’s written statement that an employee is temporarily no longer able to work due to a pregnancy- related disability.

An employee planning to take a PDL leave must submit a written request and a physician’s statement to the employee’s Supervisor and the Human Resources Department. The physician’s statement must provide the Company reasonable notice of the date the leave will commence, the estimated duration of the leave, and the expected return to work date.

Employees returning to work after a pregnancy-related disability leave must present to the Company a written certificate from a physician verifying that the employee is able to safely return to work and perform her duties. Employees should contact the Human Resources Department prior to the expiration of the leave of absence to discuss reinstatement, or to discuss any other questions related to PDL leave.

DOMESTIC VIOLENCE LEAVE

Florida’s Domestic Leave Law allows victims of domestic violence, sexual assault, or stalking to take reasonable leave from work – paid or unpaid – to take care of legal or law enforcement needs and obtain health care. This is available to all employees who have worked for Elite DNA for (1) one year. Please contact Administration for further guidance and information. LEAVE OF ABSENCE

Under certain circumstances, an employee may need to take up to 30 days of non-FMLA leave of absence that extends beyond the standard timeframe allowed by their PTO balance. These cases are handled on an individual basis by Administration. Any employee requiring a leave of absence and who has satisfied the 90-day introductory period should alert their manager and contact Administration regarding their situation. Administration will obtain information on individual necessity for the leave and work constraints, research the individual situation to determine if any existing leave programs are applicable, and work with the employee and the manager to make a determination on whether the employee is eligible for a leave of absence. All leaves of absence

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will be handled in a manner which is consistent throughout the Company.

JURY DUTY

Jury duty is a civic responsibility and time off with full pay is given up to five (5) days for such services, unless applicable state law provides otherwise. Employees are eligible for jury duty compensation upon employment.

The Supervisor must be notified within forty-eight (48) hours of receipt of the jury duty notice. The Company will not require the use of PTO to respond to a summons for jury service, unless applicable law provides otherwise. It is required that a copy of the summons be sent to Administration. Employees, not required to report for jury duty, must report to work. Employees who are released from jury duty prior to the end of the work day must call their immediate Supervisor once they are released to determine if they should come in to the office, or if their work for the day is covered. All jury duty summons will be verified with the court prior to payment of time for jury duty. Failure to provide appropriate documentation for jury duty or failure to return to work if excused or dismissed from jury duty will result in disciplinary action, up to and including termination. VOTING

Although polls are open for extended hours, we realize that in some instances our employees are required to work overtime and may find that these hours are not sufficient to enable them to make it to the polls. If you have a problem in this respect, please let your Supervisor know so that arrangements can be made for you to have the necessary time off to vote.

EDUCATION/TRAINING

From time-to-time, the Company may arrange to have employees attend both formal and informal training programs to enable the employee to progress in their technical knowledge. Employees may be selected to attend schools, workshops, or training programs. Employees will receive a normal paycheck while attending these schools or workshops. All or a portion of the expenses for off-premises training may be paid for by the Company depending on the nature of the course. Pre-approved travel expenses are reimbursable. Employees need to obtain prior approval from their Supervisor.

SEPARATION OF EMPLOYMENT

RESIGNATIONS/SEPARATIONS

All employees are expected to give written notice of their intent to resign to their immediate Supervisor. Clinical or management employees are requested to provide a minimum of four weeks’ notice of a resignation. All other employees are requested to provide a minimum of two weeks written notice of a resignation. Employees may not use accrued paid time off to work out notice of resignation.

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Elite DNA reserves the right to discontinue the employment relationship at any time upon receiving notice of resignation. No new requests for PTO will be accepted once notice of resignation has been given.

Accrued, unused PTO will not be paid out at the time of separation, unless specified in an individual’s employment agreement. If an employee’s PTO exceeds the hours accrued to that date, the difference will be deducted from the final paycheck.

All final pay checks are live checks and will be mailed to the terminating employee’s home address on file in the payroll system.

Employees may not accrue PTO rights or privileges beyond the last day worked.

EXIT INTERVIEWS

Employees terminating employment are encouraged to contact Administration two weeks prior to their last day of employment in order to schedule an exit interview. The purpose of the exit interview is to elicit information about the job or related matters that might assist the Company in improving working conditions/employment relationships within the Company.

Prior to the last day of employment, employees will receive important information regarding their final paycheck and insurance continuation options. They will also be required to return all Company issued property at this time. Employees are responsible to pay for any lost or damaged items. The value of any Company property issued and not returned may be deducted from the employee’s paycheck and they may be required to sign a wage deduction authorization for this purpose. KEYS AND COMPANY ISSUED PROPERTY

With no exceptions, all employees in possession of a Company door key have a legal duty to not duplicate or give the key to any other person. When an employee leaves the Company’s employment, the employee must return all office keys.

Additionally, any company property including but not limited to cell phones, laptop computers, pagers, stationery, company letterheads, prescription pads, and all proprietary information must be returned prior to departure on the last day of employment. EMPLOYMENT REFERENCES

Requests for references regarding former employees must be made in writing on the requesting Company’s letterhead and include a signed waiver to release information from the former Elite DNA employee. References will be limited to verification of dates of employment, position held and salary.

Under no circumstance should any employee, manager or affiliate respond to requests for references, either verbally or in writing. All such requests are to be forwarded to the Human Resources for response.

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INSURANCE CONTINUATION

The law – the Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees who lose their health benefits the right to choose to continue group health benefits provided by the Company under certain circumstances. Several events that can cause employees and their family members to lose group health coverage may result in the right to COBRA coverage. These include:

Voluntary or involuntary termination of covered employee’s employment;

Reduced hours of work for the covered employee;

Covered employee becoming entitled to Medicare;

Divorce or legal separation of a covered employee;

Death of a covered employee; or

Loss of status as a dependent child under the plans rules.

Under COBRA, the employee or family member may qualify to keep their group health plan benefits for a set period of time, depending on the reason for losing the health coverage.

In the event of termination of employment with the Company or loss of eligibility to remain covered under our group health insurance program, the employee and eligible dependents will have the right to continue coverage under our health insurance program at their own expense under COBRA laws.

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Company Supplemental Policies &

Safety Guidelines

September 2015

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SAFETY & HEALTH

LIFE THREATENING ILLNESSES

Elite DNA is committed to providing a working environment free from harassment or discrimination of its employees with life-threatening diseases. If qualified, an employee diagnosed to have a serious disease or infection will be permitted to continue active employment provided the employee’s work is performed satisfactorily with or without reasonable accommodation; the essential functions of the job do not endanger the health or safety of others; or continued employment would not constitute an undue hardship upon Elite DNA. Medical records and medical information will be treated as strictly confidential in accordance with HIPAA regulations. Dissemination will be limited to those designated by Senior Management as having a business need to know the information. The only other circumstances which may result in disclosure are (1) a court or administrative subpoena compelling disclosure, or (2) a written request for disclosure by the employee accompanied by an appropriate waiver and release.

Should an employee be diagnosed with a communicable disease, the Health Department will notify us immediately and prohibit the employee from returning to work.

SAFETY RULES

The Company makes every reasonable effort to provide a safe and healthy working environment. It is each employee’s responsibility to perform their duties in a safe manner and report any observed unsafe working conditions to their Supervisor. Safety is to be given primary importance in every aspect of planning and performing all activities.

Below are some general safety rules. Your Supervisor may post other safety procedures in your department or work area:

Avoid overloading electrical outlets with too many appliances or machines.

Use flammable items, such as cleaning fluids, with caution.

Walk—don’t run.

Ask for assistance when lifting heavy objects or moving heavy furniture.

Lift heavy objects with your legs, not your back. Pivot, do not twist.

Sit firmly and squarely in chairs that roll or tilt.

Wear or use appropriate safety equipment as required in your work.

Wash your hands often, especially after working with a patient or medical equipment.

Avoid ”horse play” or practical jokes.

Start work on any machine only after safety procedures and requirements have been explained (and you understand them).

Wear appropriate personal protective equipment, like shoes, gloves, goggles, etc., in designated areas or when working on an operation which requires their use.

Observe all OSHA rules and regulations.

Watch out for the safety of fellow employees.

Use the right tool for the job, and use it correctly.

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Know the location of alarms and procedure for using them.

Entrances are properly locked and secure when leaving after hours.

Observe disaster emergency protocols (fire, flood, etc.).

Remember, failure to adhere to these rules will be considered as serious infractions of safety rules, and will result in disciplinary actions.

WORKER’S COMPENSATION

Every Elite DNA employee is protected by Workers’ Compensation. Workers’ Compensation laws exist to ensure that employees injured on the job are provided with prompt, automatic benefits. The Company pays the full cost of workers’ compensation insurance. Coverage begins the day of employment and continues throughout employment. All Workers’ Compensation accidents or incidents must be reported to Administration within 24 hours of the incident.

To be compensated under state workers’ compensation laws, an injury must “arise out of and in the course of employment.” This includes first-aid type injuries. An occupational disease is one that results from exposure to harmful conditions of employment. Under the Occupational Safety and Health Act (OSHA) the company must comply with:

The general duty to provide a workplace free from recognized hazards that could cause

serious injury or death.

Record keeping, reporting, and posting responsibilities.

Nondiscrimination and anti-retaliation rules.

Applicable safety standards.

Federal OSHA law requires that Elite DNA keep records of all illnesses and accidents, which occur during the workday. Report any work related injury or occupational illness to your Supervisor immediately and complete an incident report. Failure to report an injury may jeopardize your right to collect workers’ compensation payments as well as health benefits and result in monetary fines to the company. The employee cannot return to work without a written release from the approved Workers’ Compensation Doctor. Employee’s injured during working hours and/or while traveling on Company business must be drug tested and will not be allowed to return to work until test results are received by Administration.

NEATNESS OF WORK AREA

Good housekeeping helps prevent accidents. A clean orderly workplace will help you each day at your work. It helps make your workplace more pleasant and helps you feel better about your work. Easily accessible trash receptacles and recycling containers are located throughout the building. Please put all litter and recyclable materials in the appropriate receptacles and containers. Wipe-up accidental spills immediately. Close cabinet doors and drawers. Keep stairs, aisles and walks free of obstructions. Be careful not to overfill racks, bins and storage areas. Please report anything that needs repairing or replacing to your Supervisor immediately.

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EMERGENCY/DISASTER PROCEDURES

There is no way to prevent natural disasters; however, planning ahead for a possible disaster can make a life-or-death difference. The Company’s objective is to insure the safety of all patients and employees, to eliminate or minimize interruptions in patient treatment plans by decreasing the possibility of potential damage to facilities and equipment, and to secure and protect all vital records including but not limited to medical records, current patient charts, financial records, contracts, etc.

In the event of a facility emergency or disaster, Administration will be responsible for implementation of a disaster management plan. Administration will initiate the evacuation of patients, visitors and employees to a facility or safe site at an appropriate distance from the particular event. Appropriate civilian authorities will be contacted immediately. If possible, disconnect power sources from non-essential equipment and machines. Injured employees will be sent to the nearest emergency room. Administration will maintain a listing of all individuals in the facility at the time of the event and prior to the return to the facility. Administration should know where the gas, electric and water main shutoff controls are and how to turn them off if there is a leak or electrical short. Keep necessary wrenches nearby. Staff members will not be permitted to return to the facility until authorized by Administration. Administration will confer with the appropriate civil authorities to determine the facility’s status for occupation.

All employees should maintain contact with their direct supervisor or Administration to determine when and where they should return to work.

FIRE CONTROL

It is every Supervisor’s responsibility to familiarize their staff members, particularly newly hired employees, of fire evacuation routes and fire alarms. Fire drills are held periodically in each of our facilities.

You can prevent fire and its deadly damage when you eliminate fire hazards and learn how to respond quickly and properly to a fire.

FIRE DEVELOPS WHEN THREE ELEMENTS CREATE A CHAIN REACTION:

Fuel – solids (combustibles like paper, wood, rags), liquids (solvents, gasoline, oil),

flammable gases and vapors.

Oxygen – The greater the concentration of oxygen, the brighter the blaze and the more rapid the burning.

Ignition source – such as sparks, arc, flames or sources of heat that could cause vaporization.

WORKPLACE FIRE EMERGENCY:

Avoid panic – the greatest danger in most emergencies is panic behavior.

Know your escape route – Learn escape routes from all your work areas. In a real fire, dense smoke may reduce your vision and the lights may be out.

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Fire drills are important – Know the sound of emergency alarms in your facility. Pay attention during drills so you know what to do and where to report.

Know the location of all fire extinguishers and emergency cut-off for electricity, water, gas and the fire alarm.

Act fast – If you spot a fire, activate facility alarm systems. When an alarm sounds, get out immediately according to your escape plan.

FIRE EXTINGUISHER SAFETY:

Know the extinguisher to use for each fire class:

[A] for fires involving combustibles like wood or paper [B] for flammable liquids and gases [C] for fires where electricity may be present [D] for combustible metals like magnesium

Fire extinguishers are labeled for use on either a single class or fire [A] or [D], or for multiple classes of fires [BC], or [ABC]. Only trained employees should use fire extinguishers.

Use PASS:

Pull the pin Aim the hose at base of fire Squeeze the trigger Sweep back and forth with extinguisher

REMEMBER THESE FIREFIGHTING TIPS:

Most fire extinguishers are emptied in less than a minute.

Do not attempt to fight a large fire. Always leave yourself a way out – keep your back to an exit.

EARTHQUAKES

Since the magnitude of an earthquake cannot be predetermined, all employees must initiate emergency precautions within a few seconds after the initial tremor is felt. Employees in earthquake prone areas will practice earthquake drills at least twice a year.

Instruct patients, visitors and employees to duck or drop to the floor; take cover under a desk or table and hold on to it when the earthquake strikes.

Remain calm.

Sit down and cover eyes with arms. Remain in same position until the shaking stops.

Move carefully and watch out for fallen debris. Beware of aftershocks.

Be careful of fires, as they are common earthquake hazards.

Evacuate the building if the integrity of the structure is deteriorating.

Assist others to a safe location.

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HURRICANES

Unlike other disasters, hurricanes can be detected and tracked days in advance, which in most cases, provides ample time to prepare. When a hurricane is imminent:

Raise patient charts, bottom drawer contents and computers off the floor – 3 feet if possible

Cover computers, printers, keyboards, copiers, phones and other equipment with plastic

Disconnect power sources from equipment

FLOOD & FLASH FLOODS

Floods are the most common of all natural disasters. It is important to prepare as floods can occur with little or no warning. If flooding is imminent:

Notify patients of closing and advise them that their appointments will be rescheduled

Disconnect power sources from equipment

Raise patient charts, bottom drawer contents and computers off the floor, three feet if possible

Lock all doors, windows and gates to minimize looting

Do not walk or drive through rising water

TORNADO & HIGH WIND

Tornados can occur with little or no advance warning and it is imperative that all employees be aware of signs of a severe storm and procedure.

Tornados often have dark, often greenish skies, large hail, loud roar, frequent lightening and can occur near the trailing edge of a storm.

Once it is determined that a tornado is imminent, all patients, visitors and employees should go into the centermost part of the building. Remain there until the storm has passed.

SEVERE WEATHER

If a severe weather watch is posted and employees need to take time off work for preparedness concerns, time will be deducted from their bank of Paid Time Off (PTO).

If a severe weather warning is issued and management closes the facility, the time off will be paid.

An employee who has previously scheduled to be absent on a day the facility closes due to severe weather will be charged PTO as scheduled.

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BOMB THREAT

Bombing and the threat of being bombed are harsh realities in today’s world. Bombs can be constructed to look like almost anything and can be placed or delivered in any number of ways. The only common denominator that exists among bombs is that they are designed or intended to explode. Should you suspect anything that looks unusual do not approach it. Instead it should immediately be reported to your Supervisor so that a trained bomb technician can determine what it is.

All front desk personnel and receptionists should be trained in what to do if a bomb threat call is received.

It is always desirable that more than one person listens in on the call. A calm response to the bomb threat caller could result in obtaining additional information. If told that the building is occupied or cannot be evacuated in time, the caller may be willing to give more specific information on the bomb’s location, components, or method of initiation.

The bomb threat caller is the best source of information about the bomb. When a bomb threat is called in:

Keep the caller on the line as long as possible. Ask them to repeat the message.

If the caller does not indicate the location of the bomb or the time of detonation, ask him for this information.

Inform the caller that the building is occupied and the detonation of a bomb could result in death or serious injury to many innocent people.

Pay particular attention to background noises, such as motors running, music playing and any other noise, which may give a clue as to the location of the caller.

Listen closely to the voice (male, female), voice quality (calm, excited), accents, and speech impediments. Immediately after the caller hangs up, report the threat to Administration.

Report the information immediately to 911 or police department, fire department, ATF, FBI or

other appropriate agencies.

When a written threat is received, save all the materials, including any envelope or container. Once the message is recognized as a bomb threat, further unnecessary handling should be avoided. Every possible effort must be made to retain evidence such as fingerprints, handwriting and postal marks.

Initiating a search after a threat is received and evacuating the building expeditiously after a suspicious package or device is found is critically important. Under no circumstances should any employee move, jar or touch a suspicious object or anything attached to the bomb.

IT IS OF PARAMOUNT IMPORTANCE THAT ALL INQUIRIES FROM THE NEWS MEDIA BE DIRECTED TO EITHER THE CEO OR PRESIDENT.

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ACKNOWLEDGEMENT AND ATTESTATION I, , acknowledge receipt of Elite DNA Therapy Services, LLC Employee Handbook and the Supplemental Policies and Safety Guidelines or have been given access to it via the APS eSelfServe.com portal.

As an employee of Elite DNA, I accept full responsibility for reading, understanding and adhering to the policies, practices, procedures and benefits outlined in the Employee Handbook. I understand that my employment is at-will and that I will become eligible to participate in the Company’s benefit programs (if qualified) on the first of the month following successful completion of the 90-day introductory period.

I have been advised of my job title, hours of work and rate of pay. Procedures regarding time recording, performance evaluations, disciplinary guidelines and paid/unpaid time off have also been explained to me.

I have been advised of policies regarding attendance, break periods, lunch periods, personal business and professional conduct and appearance and agree to abide by them. I further agree to adhere fully to the Company’s policies regarding confidentiality, solicitation and distribution, storage and handling of drugs and patient prescription information, handling of medical records and protection of patient health information.

I understand that the Company provides Internet access and electronic communications services for employees where needed to perform their job responsibilities and that such access and usage is for business purposes only.

I understand that Elite DNA is a drug free workplace and conducts substance abuse testing of all applicants and random testing of employees during their employment to ensure the safety of all employees and patients.

I agree to follow all Company safety rules, to include fire safety, reporting of accidents or injuries, and the violence and weapons policy.

I have been given the opportunity to ask questions during orientation and advised to direct questions regarding personnel policies and payroll to my immediate Supervisor during my term of employment.

Employee Signature Date

Company Representative Signature Date