employee handbook · stratus.hr is committed to full compliance with the americans with...

Employee Handbook

EE.HR.HANDBK | 3/6/17 859 West, South Jordan Parkway #200 ● South Jordan, UT 84095 801.984.0252 ● Fax 801.984.0254 ● https://stratus.hr

Introduction ................................................................................................................................................ 4

Welcome to Integrity First Lending! ............................................................................................................................. 4

Contact Information ...................................................................................................................................................... 6

Employment At-Will .................................................................................................................................... 7

Equal Opportunity ....................................................................................................................................... 8

Equal Opportunity Employment ................................................................................................................................... 8

Disability Accommodation ............................................................................................................................................ 8

Ethics & Confidentiality ............................................................................................................................. 10

Harassment at the Workplace .................................................................................................................................... 10

Definitions of Harassment .............................................................................................................................................................................. 10

Complaint Procedure .................................................................................................................................................. 11

Retaliation Is Prohibited .............................................................................................................................................. 11

Confidentiality ............................................................................................................................................................. 11

Conflicts of Interest—Ethics and Conduct .................................................................................................................. 11

Confidentiality Agreement .......................................................................................................................................... 12

Workplace Monitoring ................................................................................................................................................ 13

Searches and Inspections ................................................................................................................................................................................ 13

Computer and E-mail Use ........................................................................................................................................... 14

Company Property .......................................................................................................................................................................................... 14

Proper Use ...................................................................................................................................................................................................... 14

Unsolicited E-mail ........................................................................................................................................................................................... 16

Monitoring ...................................................................................................................................................................................................... 16

System Integrity .............................................................................................................................................................................................. 17

Enforcement.................................................................................................................................................................................................... 17

Social Media ................................................................................................................................................................ 17

General Provisions .......................................................................................................................................................................................... 17

Personal Social Networking ............................................................................................................................................................................ 17

Employment Status ................................................................................................................................... 19

Immigration Law Compliance ..................................................................................................................................... 19

E Verify ........................................................................................................................................................................ 19

Employment Classification .......................................................................................................................................... 19

Employee Conduct ...................................................................................................................................................... 20

Employee Discipline .................................................................................................................................................... 21

Problem Resolutions ................................................................................................................................................... 22


Employment Termination ........................................................................................................................................... 22

Records, References, & Changes ................................................................................................................ 23

Access to Personnel Files ............................................................................................................................................ 23

Reference & Background Checks ................................................................................................................................ 23

Personnel Data Changes ............................................................................................................................................. 23

Time Keeping & Payroll .............................................................................................................................. 24

FLSA ............................................................................................................................................................................. 24

Time Keeping ............................................................................................................................................................... 24

Payroll Corrections ...................................................................................................................................................... 24

Paydays, Delivery & Advances .................................................................................................................................... 24

Payroll Deductions ...................................................................................................................................................... 24

Online Access .............................................................................................................................................................. 25

Lost or Stolen Payroll Checks ...................................................................................................................................... 25

Work Schedules ........................................................................................................................................................... 25

Overtime ..................................................................................................................................................................... 25

Online Benefits Enrollment ......................................................................................................................................... 25

Leaves of Absence ..................................................................................................................................... 26

Family Medical Leave Act (FMLA) ............................................................................................................................... 26

Holiday, Personal, Sick and Vacation Leave ................................................................................................................ 27

Jury Duty Leave ........................................................................................................................................................... 28

Military Leave .............................................................................................................................................................. 29

Working Conditions ................................................................................................................................... 30

Professional Appearance ............................................................................................................................................ 30

Fraternization/Personal Relationships in the Workplace ........................................................................................... 30

Safety .......................................................................................................................................................................... 31

Accidents/Injuries ....................................................................................................................................................... 31

Use of Equipment and Vehicles .................................................................................................................................. 31

Cell Phone & Electronic Device Use Policy .................................................................................................................. 32

Workplace Violence Prevention .................................................................................................................................. 32

Drug and Alcohol Policy .............................................................................................................................................. 33

Required Drug and Alcohol Testing Policy .................................................................................................................. 34

Publicity ....................................................................................................................................................................... 34

Unauthorized Interviews ............................................................................................................................................. 34


MISSION STATEMENT

Stratus.hr provides premier benefits, payroll, HR Consulting, risk management and technology solutions to our exclusive and valued clientele, their employees and families

by employing a dedicated, knowledgeable and friendly staff of service professionals.

Communication is critical to the success of any winning team. As an employee of Integrity First Lending, you will want to know what you can expect from us and what we expect of you. This handbook outlines the benefits, practices and policies that are important to you. You should keep this handbook handy as a guide and ready reference. If you have questions as you read through this handbook, please do not hesitate to discuss them with your supervisor. Your supervisor is a very important source of information and will be more than happy to assist you.

Stratus.hr is a professional employer organization in the business of providing outsourced human resource services. Stratus.hr has contracted with Integrity First Lending, to provide services such as payroll administration, employee benefit administration, and other human resource needs. Under this arrangement, both Stratus.hr and the worksite employer are your employers and have certain rights and responsibilities with respect to your employment. As a co-employer, we both want to do our part to assist in making your job more fulfilling. Our goal is to provide you with the best benefits and employee services possible.

How does this co-employer relationship affect you?

As an employee you will report to Integrity First Lending for your day-to-day direction, control, and function at the worksite.

You are responsible for acknowledging both Stratus.hr and Integrity First Lending’s policies and procedures.

As an employee you will contact Stratus.hr for information regarding payroll, employee benefits, and some of the policies affecting employment and have access to a human resource representative.

In the event you need to notify your employer on any formal document, you will be required to notify both employers: Stratus.hr and Integrity First Lending.

It is your responsibility to read, understand and comply with all provisions of this handbook. Described within are many of your responsibilities as an employee and outlines of the programs developed by Stratus.hr to benefit employees. It is one of Stratus.hr’s objectives to provide a work environment for employee and employer that are conducive to both personal and professional growth.

This handbook is not a contract of employment and is not to be interpreted as contractual or binding in nature. This handbook will be ever evolving, as no handbook can anticipate every circumstance or question regarding policy. As Stratus.hr continues to grow and as state and federal laws change, the need may arise to revise, supplement, or rescind any policy or portion of this handbook from time to time as it is deemed appropriate in Stratus.hr’s sole and absolute discretion. The only exception to any change would be the “at-will” employment policy permitting you, Stratus.hr, or


Integrity First Lending to end our employment relationship at any time, with or without cause. Employees will, of course, be notified of any changes to the handbook as they occur.


Stratus.hr is committed to providing the best quality of services to both our clients and our employees. To ensure the best access to our services, we have listed our contact information below:

859 West South Jordan Parkway, 2nd FL PO Box 95330 (mailing) South Jordan, UT 84095 801.984.0252 (office) 877.977.8233 (toll free) 801.984.0254 (fax) 877.977.8233 (toll free fax) https://Stratus.hr (website) [email protected] (general email) Employee Services Representatives Human Resources Consultant [email protected] Payroll Specialist [email protected] Benefits Specialist [email protected]

Office Hours: 8:30 AM – 5:30 PM Monday – Friday

During out-of-office hours, one may leave a message with Stratus.hr’s urgent Voice Mailbox and the voice recording will be escalated and emailed to our service representatives.

Employee Services Representatives

HR Consulting

Employee Handbooks

Training

Policies & Procedures

401k

Life Insurance

Payroll Specialists

Payroll Pay & Deductions

Verifications

Child & Debt Garnishments

Personal Information Changes

Workers’ Comp. Administrators

Policy Administration

Accident Reporting

Accident Filing

Accident Investigations

Certificates

WC Policy Auditing

Benefits Specialists

Health

Dental

Vision

Flex/125 Cafeteria

Supplemental Products

COBRA

Safety Director

Training

Safety Manuals

Vehicle Operation Certification

CPR Certification

Worksite Inspections

Jobsite Safety

OSHA Certification Classes

https://stratus.hr/

mailto:[email protected]





Employment with Stratus.hr and Integrity First Lending is entered into voluntarily, and you are free to terminate your employment at-will at any time, with or without cause or notice. Similarly, Stratus.hr or Integrity First Lending may terminate the employment relationship at-will at any time, with or without cause or notice, so long as there is no violation of applicable federal or state law.

Nothing contained in this Handbook should be considered either an express or implied contract of employment. These policies are not contractual employment commitments and except for the employment-at-will policy may be changed or revoked at any time. No policy is intended as a guarantee of terms or conditions of employment or of benefits or rights. This Handbook does not alter the employment-at-will relationship in any way. Employment is not for any specific time and may be terminated at will, without notice, at any time with or without reason. These guidelines supersede any previous oral or written policies and practices regarding matters covered in this Handbook.

No manager, supervisor or employee of Stratus.hr and/or Integrity First Lending has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will. Only the president of the Company has the authority to make any such agreement and then only in writing.


In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Stratus.hr and at Integrity First Lending will be based on merit, qualifications, abilities and employer needs. Both Stratus.hr and Integrity First Lending are equal employment opportunity employers and do not discriminate against any person because of race, color, religion, gender, national origin, disability, age or any other characteristic protected by law (referred to as “protected status”). This non-discrimination policy extends to all terms, conditions and privileges of employment as well as the use of all company facilities, participation in all company-sponsored activities, and all employment actions such as promotions, compensation, benefits, and termination of employment.

Employees who become aware of or experience discrimination as a result of race, color, religion, gender, national origin, disability, age or any other characteristic protected by law shall promptly report the matter to his or her supervisor and to their Stratus.hr Employee Services Representative. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee shall immediately contact any other member of management and their Stratus.hr Employee Services Representative. Contact information is provided at the beginning of this manual.

Any supervisor who becomes aware of possible discrimination as a result of race, color, religion, gender, national origin, disability, age or any other characteristic protected by law shall promptly notify the highest management official available and Stratus.hr immediately. Failure to provide notice could result in disciplinary action, up to and including termination.

Anyone engaging in unlawful discrimination will be subject to disciplinary action, up to and including termination.

Stratus.hr is committed to full compliance with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.

Hiring procedures have been established to provide persons with disabilities access to meaningful employment opportunities. Pre-employment inquiries are made only regarding the applicant’s ability to perform the duties of the position.

Reasonable accommodations in accordance with ADA laws are made available to disabled employees, where their disability affects the performance of job functions. All employment decisions are based on the merits of the situation in accordance with defined criteria, not on the disability of the individual.

Qualified persons with disabilities are entitled to equal pay and benefits (or changes in compensation and benefits) as well as equal treatment regarding job assignments, classifications, organizational structures, position descriptions, lines of progression and seniority lists. Leaves of all types will be available to all employees on an equal basis.

Stratus.hr is also committed to not discriminate against any qualified employee or applicant because of his or her relationship or association with a person with a disability. Stratus.hr will follow any applicable state or local law that provides individuals with disabilities greater protection than the ADA.

Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job shall contact the Human Resources department. Stratus.hr encourages individuals with disabilities to request reasonable accommodation.


Upon receipt of an accommodation request, a member of the Human Resources department and your supervisor will meet with you to discuss and identify the precise limitations resulting from the disability and the potential accommodation that Stratus.hr and Integrity First Lending might make to help overcome those limitations.

Stratus.hr and/or Integrity First Lending may request a doctor’s certification to professionally identify the employee’s limitations and to help investigate possible reasonable accommodations.

This policy is neither exhaustive nor exclusive. Stratus.hr is committed to taking all actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state and local laws.


Stratus.hr and Integrity First Lending are dedicated to providing a work environment free of any form of unlawful harassment. We expressly prohibit any form of unlawful harassment by anyone, including any supervisory personnel, co-worker, vendor, client, or customer, that is sexual in nature or based on race, color, religion, gender, national origin, disability, age, status as a veteran, or any other status or characteristic protected by law. Violation of this policy will result in disciplinary action up to and including termination.

Definitions of Harassment

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined in the Equal Employment Opportunity Commission Guidelines as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (i) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (ii) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (iii) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendos; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through e-mail); and other physical, verbal or visual conduct of a sexual nature. Sex-based harassment, that is harassment not involving sexual activity or language (e.g., male manager yells only at female employees and not males), may also constitute discrimination if it is severe or pervasive and directed at employees because of their gender.

Harassment on the basis of any other protected status is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, national origin, disability, age, marital status, genetic predisposition or carrier status, or any other characteristic protected by law, and that: (i) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or effect of unreasonably interfering with an individual's work performance; or (iii) otherwise adversely affects an individual's employment opportunities.

Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail).

Whether or not the conduct rises to the level of unlawful harassment depends on the facts and circumstances in each particular instance. Stratus.hr will investigate all reported incidents.


Each member of management is responsible for creating an atmosphere free of discrimination and harassment. Additionally, employees are responsible for respecting the rights of their co-workers.

If you experience any job-related harassment, you shall promptly report the incident to your supervisor or other available management, and your Stratus.hr Employee Services Representative to conduct a full investigation. If you believe it would be inappropriate to discuss the matter with your supervisor, or if your supervisor is the offending party, you may report the incident directly to any other available member of management and your Stratus.hr Employee Services Representative. Stratus.hr contact information is provided at the beginning of this manual.

EMPLOYEES WHO EXPERIENCE CONDUCT THAT THEY BELIEVE TO BE CONTRARY TO THIS POLICY ARE REQUIRED TO TAKE ADVANTAGE OF THE COMPLAINT PROCEDURE. AN EMPLOYEE’S FAILURE TO FULFILL THIS OBLIGATION COULD AFFECT HIS OR HER RIGHTS.

Stratus.hr prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action up to and including termination.

Stratus.hr, to the extent possible, will maintain the confidentiality of information received as a result of the discrimination or harassment charge and the resulting investigation.

The successful business operation and reputation of Stratus.hr and Integrity First Lending are built upon the principals of fair dealing and the ethical conduct of our employees. Transactions conducted with outside firms must be done in a manner consistent with the framework established by Stratus.hr and Integrity First Lending. Employees owe a duty to Stratus.hr, Integrity First Lending, their customers, vendors and shareholders to act in a way that will merit the continued trust and confidence of others. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.

No presumption is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts or leases, it is imperative that they disclose such influence to Stratus.hr as soon as possible. Stratus.hr can establish safeguards to protect all parties from the existence of any actual or potential conflicts of interest.

There have been times when most of us have had the opportunity or the need to have two jobs at one time. It is important that other employment, as well as outside interests, do not interfere in any way with an employee’s job with PP and Integrity First Lending. You should be careful that extra hours of work do not affect the safe operation of your job by leaving you tired and slow to react. Also, if your second job could create a potential conflict of interest, for example, working for a competitor, you are required to obtain written approval, in advance, from the Company President.


As an employee, you agree that during employment, you will not remove, retain, copy, or utilize any confidential, privileged or proprietary information of Stratus.hr or Integrity First Lending unless authorized to do so. You agree that if you are authorized to remove, retain or copy any confidential, privileged or proprietary information of Stratus.hr or Integrity First Lending, all removed, retained or copied confidential or privileged information shall be returned to an executive of Stratus.hr or Integrity First Lending within one business day of notification of your termination of employment. You agree that upon termination of employment, you will not remove, retain, copy or utilize any confidential, privileged or proprietary information of Stratus.hr or Integrity First Lending.

Confidential information includes but is not limited to: software; prospect worksheets; customer worksheets; customer lists; contractor lists; customer agreements; contractor agreements; service guidelines; marketing information and strategy; financial information and plans; customer and contractor information, both technical and non-technical; present and future plans; sales quotes, costs and margins procedures; pricing and bidding methods and techniques; accounting; finances; compensation information; actual or potential customer information, lists and data; business plans and goals; profit margins and information; servicing methods; production processes; research and development strategies, drawings, CAD data and all other trade secrets and proprietary data.

Confidential information shall not include any data or information that is lawfully in the public domain or becomes known in the marketplace through no wrongful act of an employee, or information that has been independently developed and disclosed by others.

All discoveries, inventions or techniques developed in the course of your employment belong to Stratus.hr or Integrity First Lending. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

All records and files of the Company are property of the Company and considered confidential. No employee is authorized to copy or disclose any file or record. Confidential information includes all letters or any other information concerning transactions with customers, customer lists, payroll or personnel records of past or present employees, financial records of the Company, all records pertaining to purchases from vendors or suppliers, correspondence and agreements with manufacturers or distributors and documents concerning operating procedures of the Company. All telephone calls, letters, or other requests for information about current or former employees should be immediately directed to the PP Human Resources Department.

Protection of the Company’s Trade Secrets and Confidential Information

As part of their employment with the Company, employees may be exposed to and/or provided with trade secrets and other confidential and proprietary information of the Company relating to the operation of the Company’s business and its customers (hereinafter referred to as the Company’s “Trade Secrets/Confidential Information”). The Company’s Trade Secrets/Confidential Information includes, but is not limited to, one or more of the following: information concerning the nature of the Company’s business and its manner of operation; the methods and systems used by the Company in soliciting, selling and providing its products and/or services to its customers; financial and accounting information, such as cost, pricing and billing information, customer profiles, financial policies and procedures, and revenues and profit margins; sales and marketing information, such as sales strategies and programs; information concerning the Company’s customers and potential customers; customer lists; prospective customer lists; customer buying habits and special needs; Company policies and procedures; information concerning the Company’s business


relationships with persons, firms, corporations and other entities; and all other information relating to the business of the Company.

As part of the consideration employees provide to the Company in exchange for their employment and continued employment with the Company is their agreement and acknowledgement that all Trade Secrets/Confidential Information developed, created or maintained by them shall remain at all times the sole property of the Company, and that if the Company’s Trade Secrets/Confidential Information were disclosed to a competing business or otherwise used in an unauthorized manner, such disclosure or use would cause immediate and irreparable harm to the Company and would give a competing business an unfair business advantage against the Company.

Employees will not, except as required in the conduct of the Company’s business or as authorized in writing by the Company, disclose during their term of employment or subsequent thereto any Trade Secrets/Confidential Information. Furthermore, all records, files, plans, documents and the like relating to the business of the Company which employees prepare, use or come in contact with shall be and shall remain the sole property of the Company and shall not be copied without written permission of the Company and shall be returned to the Company on termination or cessation of employment, or at the Company’s request at any time.

Employees will not engage in competition with the Company at any time following their termination or cessation of employment with the Company while making use of the Company’s Trade Secrets/Confidential Information.

Stratus.hr and Integrity First Lending may use various business and employee monitoring methods to ensure quality control, customer service, production, workplace standards, employee evaluations and safety measures that meet company standards. Some forms of monitoring may include, but are not limited to, accessing computer/e-mail files and documents, listening/recording business calls and security cameras.

Employees understand that they have no expectation of privacy in connection with the use of business equipment or with the transmission, receipt, or storage of information on equipment provided by Stratus.hr or Integrity First Lending.

Stratus.hr and Integrity First Lending are sensitive to the legitimate privacy rights of employees. Every effort will be made to guarantee that workplace monitoring is done in a legal, ethical and respectful manner. Monitoring of the workplace will be conducted by authorized persons.

Searches and Inspections

In order to protect the safety and property of all of our employees, the Company reserves the right to inspect employees’ lockers, desks, cabinets, briefcases, toolboxes, purses, personal computers, personal motor vehicles and any other personal belongings brought onto Company property. Employees are expected to cooperate in any search. Failure to cooperate will result in disciplinary action up to and including termination of employment.

All files and records stored on Company computers are the property of the Company and may be inspected at any time. Company computers are for business purposes only and should not be used for non-work related matters. Use of Company computers for unauthorized purposes is prohibited. Electronic mail and voice mail messages are to be used for business purposes only and are considered Company property. The Company may access its computers at any time with or without prior notice and the employee should not assume that any data stored in Company computers is confidential.


The following policy governs the use of all Company-owned computers, personal computers used for Company business, e-mail and voice mail systems, and Internet access via Company computers and/or data lines. Personal computers used for Company business include laptops or home computers that are connected with the Company’s network on a regular or intermittent basis. This policy may not be changed except in a written document issued by the President of the Company or the Human Resources Department.

All Company computers, e-mail and voice mail facilities, and Internet access accounts are the Company’s property to be used to facilitate the business of the Company. All information that is temporarily or permanently stored, transmitted or received with the aid of the Company’s computers, e-mail (including personal password-protected web-based e-mail) and Internet remain the sole and exclusive property of the Company. As such, employees should have no expectation of privacy in connection with their access and use of such equipment and systems.

Employees should not use or access the Company’s computers, voice mail, e-mail and Internet systems in any manner that is unlawful, inappropriate wasteful of Company resources, or contrary to the Company’s best interests. These electronic tools are provided to assist employees with the execution of their job duties and should not be abused.

Company Property

All software that has been installed on Company computers and personal computers used for Company business is Company property and may not be used for any non-business, unlawful or improper purpose. In addition, all data temporarily or permanently received, collected, downloaded, uploaded, copied and/or created on Company computers, and all data temporarily or permanently received, collected, downloaded, uploaded, copied and/or created on non-Company computers used for Company business that relates in any manner to the Company’s business is subject to monitoring by the Company, is the exclusive property of the Company and may not be copied or transmitted to any outside party or used for any purpose not directly related to the business of the Company.

Upon termination of employment, an employee shall not remove any software or data from Company-owned computers and shall completely remove all data collected, downloaded and/or created on non-Company computers used for Company business that relate in any manner to the Company’s business. Upon request of the Company, a terminating employee shall provide proof that such data has been removed from all personal computers used for Company business.

Proper Use

Employees are strictly prohibited from using Company computers, Company e-mail and Company voice mail systems, and Company Internet access accounts, or personal computers used for Company business, for any improper purpose. The Company’s Anti-Discrimination Policy and Policy Against Harassment extend to the use of the Company’s computers, e-mail, voice mail and Internet systems and personal computers used for Company business. Any employee who uses the Company’s computers, e-mail, voice mail and Internet systems in violation of these policies will be subject to discipline, up to and including immediate termination.

It is not possible to identify every type of inappropriate or impermissible use of the Company’s computers, e-mail, voice-mail and Internet systems. Employees are expected to use their best judgment and common sense at all times


when accessing or using the Company’s computers, e-mail, voice-mail and Internet systems. The following conduct, however, is strictly prohibited:

Employees may not transmit, retrieve, download, or store inappropriate messages or images relating to race, religion, color, sex, national origin, citizenship status, age, disability, or any other status protected under federal, state and local laws.

Employees may not use the Company’s computers, e-mail, voice mail and Internet systems in any way that violates the Company’s policy against unlawful harassment, including sexual harassment. By way of example, employees may not transmit messages that would constitute sexual harassment; may not use sexually suggestive or explicit screen savers or backgrounds; may not access, receive, transmit or print pornographic, obscene or sexually offensive material or information; and may not transmit, retrieve, download, store or print messages or images that are offensive, derogatory, defamatory, off-color, sexual in content, or otherwise inappropriate in a business environment. Employees are also prohibited from making threatening or harassing statements to another employee, or to a vendor, customer, or other outside party.

Employees are strictly prohibited from altering, transmitting, copying, downloading or removing any proprietary, confidential, trade secret or other information of the Company, or of the Company’s customers. In addition, employees may not alter, transmit, copy or download proprietary software, databases and other electronic files without proper and legally binding authorization.

Employees should not download, transmit, or retrieve messages from multi-network gateways, real-time data and conversation programs including, but not limited to, instant messaging services (e.g. AOL Instant Messenger and Yahoo Messenger), Internet chat rooms and bulletin boards during their work shift, unless such activity is necessary for business purposes.

Employees may not use or allow another individual to use the Company’s computers, e-mail and Internet systems for any purpose that is either damaging or competitive with the Company or detrimental to its interests.

Employees are strictly prohibited from using the Company’s computers, e-mail or Internet systems in any manner that violates the federal Anti-SPAM law.

Employees must honor and comply with all laws applicable to trademarks, copyrights, patents and licenses to software and other electronically available information. Employees may not send, receive, download, upload or copy software or other copyrighted or otherwise legally protected information through the Company’s computers, e-mail and Internet systems without prior authorization.

Employees may not solicit personal business opportunities or conduct personal advertising through the Company’s computers, e-mail or Internet systems.

Employees may not engage in gambling of any kind, monitor sports scores, or play electronic games through the Company’s computers, e-mail or Internet systems.

Employees may not engage in day trading, or otherwise purchase or sell stocks, bonds or other securities or transmit, retrieve, download or store messages or images related to the purchase or sale of stocks, bonds or other securities through the Company’s computers, e-mail or Internet systems.

See Social Media, Social Networking and Weblogs Policy for information about proper use of these applications.


Unsolicited E-mail

Electronic mail has become an extremely important and efficient means of communication, particularly in the business world. However, the abuse of electronic mail systems, as well as the receipt and transmission of unsolicited commercial electronic mail places an incredible drain on the Company’s servers and network, and imposes significant monetary costs to filter and remove unsolicited e-mails from our system. To eliminate the receipt and transmission of unsolicited commercial electronic mail, the Company complies with the federal “CAN-SPAM” law. All employees are responsible for complying with the federal Anti-Spam regulations and therefore may not use the Company’s computers, servers, network or e-mail system to:

Transmit unsolicited commercial electronic mail promoting the Company’s business, goods, products and services without prior authorization.

Transmit unsolicited commercial electronic mail promoting the employee’s personal business, goods, products and services.

Transmit commercial electronic messages to the Company’s customers who have elected to “opt-out” of receiving the Company’s electronic advertisements.

Initiate a transmission of a commercial e-mail message that contains or is accompanied by false or misleading information.

In addition, to help the Company eliminate the receipt of unsolicited commercial e-mail from outside parties advertising various websites, products or services and to further prevent the receipt of offensive or undesired outside e-mail, you should:

Not use your Company computer to access any website not directly related to Company business; and

Delete unfamiliar or suspicious e-mail from outside the Company without opening it.

Monitoring

Employees should expect that any information created, transmitted, downloaded, received , reviewed, viewed, typed, forwarded, or stored in Company computers or personal computers used for Company business, or on the Company’s voicemail system may be accessed by the Company at any time without prior notice. Employees should have no expectation of privacy or confidentiality in such data, messages, or information (whether or not password-protected), or that deleted messages are necessarily removed from the system.

Employees must provide all passwords and access codes for Company computers or personal computers used for Company business to the Integrity First Lending IT Manager. Changing passwords or creating new passwords without notifying the Integrity First Lending IT Manager is strictly prohibited.

The Company’s monitoring policy may include, but is not limited to, physical inspection of home drives, memory devices, and handheld devices; review of content passing through the Company’s network, data lines, and other systems, review of personal e-mail (including personal web-based password-protected e-mail) and text messages accessed using Company computers and/or Company data connections; key loggers and other input monitoring mechanisms; and use of screen monitoring software, hardware, and video drives.


System Integrity

Because outside storage devices may compromise the Company’s systems, employees are not permitted to use personal storage devices or copies of software or data in any form on any Company computer without first (1) obtaining specific authorization from the Integrity First Lending IT Manager, and (2) scanning the data for viruses. Any employee who introduces a virus into the Company’s system via use of personal software or data shall be deemed guilty of gross negligence and/or willful misconduct and may be held responsible for the consequences, including cost of repair and lost productivity.

Similarly, information is not to be downloaded directly from the Internet onto the Company’s computer system. All information downloaded from the Internet is to be placed on a disk and scanned for viruses before being introduced into the Company’s system.

Enforcement

Violations of this policy may result in disciplinary action, up to and including termination of employment. Employees who damage the Company’s computer system through its unauthorized use may additionally be liable for the costs resulting from such damage. Employees who misappropriate copyrighted or confidential and proprietary information, or who distribute harassing messages or information, may additionally be subject to criminal prosecution and/or substantial civil money damages.

Stratus.hr takes no position on your decision to start or maintain a blog or participate in other social networking activities. However, it is the right and duty of the company to protect itself from unauthorized disclosure of information. Stratus.hr’s social networking policy includes rules and guidelines for company-authorized social networking and personal social networking and applies to all executive officers, board members, management and staff.

General Provisions

Blogging or other forms of social media or technology include, but are not limited to, video or wiki postings, sites such as Facebook and Twitter, chat rooms, personal blogs or other similar forms of online journals, diaries or personal newsletters not affiliated with Stratus.hr or Integrity First Lending.

Unless specifically instructed by Stratus.hr and Integrity First Lending, employees are not authorized to speak on behalf of Stratus.hr or Integrity First Lending. Employees are expected to protect the privacy and reputation of Stratus.hr, Integrity First Lending, its employees and clients, and are prohibited from disclosing proprietary and nonpublic information to which employees have access. Such information includes, but is not limited to “confidential information” as defined in this Handbook.

Personal Social Networking

Stratus.hr and Integrity First Lending respect the right of employees to write blogs and use social networking sites and do not want to discourage employees from self-publishing and self-expression. Employees are expected to follow the guidelines and policies set forth to provide a clear line between you as the individual and you as the employee.

Stratus.hr and Integrity First Lending respect the right of employees to use blogs and social networking sites as a medium of self-expression and public conversation and do not discriminate against employees who use these media for personal interests and affiliations or other lawful purposes.


Bloggers and commenters are personally responsible for their commentary on blogs and social networking sites. Bloggers and commenters can be held personally liable for commentary that is considered defamatory, obscene, proprietary or libelous by any offended party, not just Stratus.hr or Integrity First Lending.

Employees shall not use employer-owned equipment, including computers, company-licensed software or other electronic equipment, nor facilities or company time, to conduct personal blogging or social networking activities without permission.

Employees shall not use blogs or social networking sites to harass, threaten, discriminate or disparage against employees or anyone associated with or doing business with Stratus.hr or Integrity First Lending.

If you choose to identify yourself as an employee of Stratus.hr or Integrity First Lending, please understand that some readers may view you as a company spokesperson. Because of this possibility, we ask that you state that your views expressed in your blog or social networking area are your own and not those of the company, nor of any person or organization affiliated or doing business with Stratus.hr or Integrity First Lending.

Employees shall not post on personal blogs or other sites the name, trademark or logo of Stratus.hr or Integrity First Lending or any business with a connection to Stratus.hr or Integrity First Lending without permission. Employees shall not post company-privileged information, including copyrighted information or company-issued documents.

Employees shall not post on personal blogs or social networking sites photographs of other employees, clients, vendors or suppliers, nor shall employees post photographs of persons engaged in company business or at company events without permission.

Employees shall not post on personal blogs and social networking sites any advertisements or photographs of company products, nor sell company products and services without company permission.

Employees shall not link from a personal blog or social networking site to Stratus.hr or Integrity First Lending’s internal or external web site without permission.

If contacted by the media or press about any communication that relates to Stratus.hr or Integrity First Lending, employees are encouraged to speak with their manager or company spokesperson before responding.

If you have any questions relating to this policy, your personal blog or social networking, ask your manager or supervisor.

Stratus.hr or Integrity First Lending investigates and responds to all reports of violations of the social networking policy and other related policies. Violation of the company’s social networking policy will result in disciplinary action up to and including immediate termination. Discipline or termination will be determined based on the nature and factors of any blog or social networking post. Stratus.hr and Integrity First Lending reserve the right to take legal action where necessary against employees who engage in prohibited or unlawful conduct.


It is Stratus.hr’s policy to employ persons legally authorized to work in the United States without regard to citizenship, ethnic background, or national origin. In compliance with the Immigration Reform and Control Act of 1986, new employees as a condition of employment, must provide actual documents verifying eligibility to work and complete INS Form I-9. These conditions apply to rehired employees as well.

Employees with questions or seeking more information regarding immigration law issues are encouraged to contact an Stratus.hr Employee Services Representative. Employees may raise questions or complaints regarding immigration law compliance without fear of reprisal.

Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States. Upon hire, Stratus.hr will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Stratus.hr is required to provide you written instructions and an opportunity to contact SSA and/or DHS before taking adverse action against you, including terminating your employment. E-Verify will not be used to pre-screen job applicants or to re-verify current employees and may not limit or influence the choice of documents presented for use on the Form I-9. If you believe that your employer has violated its responsibilities under this program or has discriminated against you during the verification process based upon your national origin or citizenship status, please call the Office of Special Counsel for Immigration Related Unfair Employment Practices at 1-800-255-7688. (TDD: 1-800-237-2515).

It is the intent of Stratus.hr to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. All employees are classified as either exempt or non-exempt for the purposes of the Fair Labor Standards Act.

Exempt:—Exempt employees are typically managers, executives, administrative staff, professional staff, technical staff, officers, directors, owners and others whose duties and responsibilities allow them to be exempt from overtime pay provisions as provided by applicable laws.

Non-exempt:—Non-exempt employees are typically those who do not fall in the exempt category. Non-exempt employees are eligible for overtime pay under the specific provisions of federal and state laws.

For benefit eligibility, employees are further classified as follows:

Regular full-time:—are scheduled for at least 30 hours per week and are not on temporary status. These employees are eligible for all employee benefit programs provided by Stratus.hr subject to the terms, conditions and limitations of each benefit plan and the Client Service Agreement.

Regular part-time:—are regularly scheduled for less than 30 hours per week and are not on temporary status. These employees are not eligible for the group benefit plans offered. Other benefits may apply subject to terms and conditions of employment.


Temporary:—are typically those who are hired as interim replacements to temporarily supplement the workforce, or to assist in a specific project for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. All legally mandated benefits, i.e. Social Security and Workers’ Compensation Insurance, are provided.

For every new employee, the first ninety (90) days of employment is an introductory period. During this first ninety (90) days, your job performance, attendance, attitude and overall interest in your job will be observed. During this period, you may not be eligible for certain Company benefits. Employees who fail to demonstrate the commitment, performance and attitude expected by PP and Integrity First Lending may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment relationship. You continue to have the right to terminate your employment at any time, with or without cause or notice, and the Company has a similar right.

To ensure orderly operations and provide the best possible work environment, Stratus.hr and Integrity First Lending expect employees to follow rules of conduct that will protect the interests and safety of all employees and organizations.

The following infractions of rules of conduct will result in immediate termination:

Theft or inappropriate removal or possession of Stratus.hr’s or Integrity First Lending’s property

Criminal activity of any type

Threatening or intimidating a co-employee, client, customer, vendor or other person

Falsification of records

Possession, distribution, sale, transfer, or use of illegal drugs or alcohol in the workplace, while on duty, during

break period, or while operating employer owned vehicles or equipment

Possession of weapons or dangerous unauthorized materials, such as explosives or firearms, in the workplace

Sexual or other unlawful harassment or verbal or physical abuse

Insubordination or other disrespectful conduct

Unauthorized contact of a customer or use of customer’s private information

Sleeping or appearing to sleep on the job

Fraud or manipulation of any sales transaction, commission, process or documents

Failure to set alarms, secure or lock location during non-business hours

Any form of retaliation, fighting or threatening violence in the workplace

Refusal to take a drug test

Disrespect of customer property or unauthorized access to customer personal areas

Violation of Social Media expectations; Employees must refrain from all negative/disruptive/harassment type

conduct

Mishandling of company funds

Failure to keep and maintain confidential information

The following infractions of standards of conduct may be disciplined up to and including termination:

Boisterous or disruptive activity in the workplace

Negligence or improper conduct leading to damage of employer-owned or customer owned property

Violation of safety or health rules

Smoking in prohibited areas


Excessive tardiness, absenteeism or any absence without notice

Unauthorized absence from your work station during the workday

Unauthorized use of telephones, mail systems, internet or other employer-owned equipment

Unauthorized disclosure of business secrets or confidential information

Unsatisfactory performance or conduct

Opening location late – Closing location early

Use of cellular phone while driving during work hours or while conducting work business

Cash shortages, missing and/or late bank deposits

Allowing customers, friends or any other unauthorized persons into off-limit areas without permission

Making false statements, which have a negative impact on your employer success and/or integrity of your

employer and its personnel

Gossiping or excessive socializing in the workplace

Poor attitude

Inappropriate language

Excessive personal calls, emails or similar behavior

Conducting similar or competitive industry side businesses without prior authorization from management

Failure to act professionally and responsibly at company functions. Employees are required to act in a manner that

is respectful to the company, staff, and themselves.

Failure to complete assigned tasks

Failure to maintain appropriate attire & hygiene

Unauthorized overtime

Failure to notify supervisor of any absence prior to scheduled shift

Gambling on company property or through the use of the company’s property

Accepting or requesting gifts or gratuity of any kind from a customer or supplier without the expressed written

authorization of the Integrity First Lending President

Misuse of company property

Off-Duty use of company facilities without permission

Working overtime without approval

Violations of the dress code

Please note that Managers will be held to a higher standard and are expected to lead by example.

To ensure orderly business operations and provide the best possible work environment, Stratus.hr and Integrity First Lending expect employees to conduct themselves in a professional and courteous manner at all times while at the worksite and/or during business hours. The disciplinary procedure is written to correct any problem, prevent recurrence and prepare the employee for satisfactory future performance.

Disciplinary action may call for any of the following steps depending on the severity of the problem and number of occurrences: verbal warning, written warning, suspension with or without pay, and termination of employment. The use of “progressive discipline” is used at management’s discretion and is not intended to change the at will status of your employment. Management recognizes that certain types of issues are serious enough to justify a more severe procedure even for a first offense. Certain conduct, as noted above will result in immediate termination.

If you have any questions, please contact your supervisor or Stratus.hr Employee Service Representative.


Stratus.hr and Integrity First Lending strive to ensure fair and honest treatment of all employees and encourage an “open door” policy. Employees with concerns regarding work performance or atmosphere are strongly encouraged to meet with their supervisor and speak openly to help resolve any issues. You may also contact your Stratus.hr Service Representative. Stratus.hr contact information is provided at the beginning of this manual.

Termination of employment is an inevitable part of personnel activity within any organization. The reason being, employment is based on mutual consent; you the employee, Stratus.hr, and Integrity First Lending have the right to terminate employment at will with or without cause, at any time, with or without notice.

Stratus.hr or your supervisor may schedule an exit interview or request that an exit interview form be completed by the employee at the time of employment termination. The exit interview will provide an opportunity to discuss such issues as eligible benefits, conversion privileges, and return of company property and repayment of any outstanding debts to Integrity First Lending or Stratus.hr. Employee suggestions, complaints, and questions can also be discussed at that time. Your Stratus.hr Employee Services Representative will be able to answer specific benefit questions and provide all required separation paperwork.

Some qualifying benefits may be continued at the employee’s expense pursuant to COBRA or state continuation laws, if the employee or dependents choose to. The employee and dependents will be notified in writing of any benefits eligible to be continued and the terms, conditions, and limitations of such continuance.

Employees who separate employment from the worksite employer should contact Stratus.hr for reassignment opportunities. Contact information is provided at the beginning of this manual.


Stratus.hr maintains a personnel file on each employee. Personnel files contain information such as applications, resumes, and records of training, documentation of performance, wage increases and disciplinary actions. These files are the property of Stratus.hr. Access to those files is restricted only to those representatives having a legitimate reason to review the information. A current employee may request to review the contents of their personnel file. However, Stratus.hr or Integrity First Lending retains the right to pull out certain confidential documents. The current employee may review the file in the presence of an Stratus.hr Representative and no documents may be copied or retained by the employee. Requests to review the file must be made in writing and, depending upon the circumstances and amount of information, Stratus.hr reserves the right to a reasonable time frame in which to schedule the viewing of requested materials. Stratus.hr will comply with local laws regarding requests for access to employee files should they vary from the standard policy.

To ensure that employees are qualified for a position, Stratus.hr may check professional and personal references on employees as well as conduct background checks. These verifications may check into such things as work history, criminal history, DMV records, credit checks and others as deemed necessary. Employees will be required to fill out a form authorizing Stratus.hr, the worksite employer and their representatives to conduct such checks into credit history or criminal convictions.

It is the responsibility of each employee to immediately notify Stratus.hr of any changes in their personnel data. Employees must update all changes within 30 days. Such data includes address, phone, emergency contact, household status (i.e. marriage, divorce, dependents) and personal changes such as educational accomplishments and certifications. Timely notification of a change is critical if that change has any possible effect on an employee’s benefits options. Most benefits offer only a small window of time in which to make necessary changes. Any changes that will affect payroll must be submitted to Stratus.hr no later than the last day of the pay period. Changes made after this time may not be reflected until the following pay period. If you find a discrepancy or have any questions or concerns regarding your personnel data please contact a representative from Stratus.hr by phone or by email using the contact information at the beginning of this manual.


Stratus.hr and Integrity First Lending are subject to all regulations pertaining to the Fair Labor Standards Act (FLSA). This includes all overtime, minimum wage, and payroll deduction regulations. It is our policy to comply with the requirements of the FLSA.

Improper payroll deductions are not allowable under FLSA and may result in the loss of “Exempt Status.”

If you believe an improper deduction has been made, please contact your worksite supervisor and your Stratus.hr Service Representative so that the deduction can be immediately investigated. If it is determined that an improper deduction occurred, you will be promptly reimbursed.

Employees shall accurately record all time worked each day, by project if necessary. Time records must be kept and turned in at the end of each pay period. Inadvertent errors in posting time could result in late pay and/or delivery of paychecks. Intentionally altering, falsifying, tampering with time records or recording time for yourself or another employee may result in disciplinary actions up to and including termination and/or criminal prosecution.

Eligible vacation, sick, or other authorized leave taken by you must be recorded. If an employee cannot document paid time off, the appropriate supervisor may record the time for the employee. It is the employee’s responsibility to ensure that his/her time record is completely accurate. Employees are encouraged to maintain a personal copy of their time records.

Stratus.hr takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that the payrolls are paid promptly on the scheduled pay date.

In the event that there is an error in the amount of pay, it is the employee’s responsibility to promptly bring the discrepancy to the attention of their immediate supervisor. The worksite employer will contact their Stratus.hr Employee Services Representative to correct any errors as soon as possible. You may also contact a representative from Stratus.hr by phone or by email using the contact information at the beginning of this handbook.

Information regarding paydays and check delivery can be obtained from your immediate supervisor or your Stratus.hr Employee Services Representative. Depending upon the eligibility of your employer, you may be able to receive your check via direct deposit. Stratus.hr and Integrity First Lending do not advance wages on unearned income. Please see your immediate supervisor regarding any questions on this issue.

Federal and State laws require Stratus.hr to take certain deductions from every employee’s earned income. Among these are the applicable federal, state and local income taxes and social security taxes.

Stratus.hr also offers programs and benefits that may require an employee contribution. If an eligible employee elects to participate in such a benefit, the contribution amount will be deducted from each payroll check.


Court ordered garnishments for debt obligations may also be deducted from an employee’s payroll check. The withheld amounts are then forwarded to the obligatory party.

You have online access to many important documents and features. You can find the most up-to-date information including the Employee Handbook, W2 and pay check history online. To connect to our Employee Management website, go to http://darwin.innovativestaffing.com. Enter your username which is your first initial followed by your last name and the last four digits of your social security number, i.e. John Doe would enter jdoe7890. Enter your password which is your 8 digit birth date, i.e., Employee with birth date of 1/1/1980 would enter 01011980. You will be allowed to change your password. If you have questions or need further assistance, please contact Stratus.hr using the contact information provided at the beginning of this manual.

Stratus.hr reserves the right to determine if a lost or stolen payroll check will be reissued and the timing of such event. Stratus.hr will not reissue a replacement check until the “stale date” has expired on the original check (usually 90 days from issuance).

If you have any questions regarding any payroll issue, please contact your Stratus.hr Employee Services Representative.

Work schedules will be determined by Integrity First Lending and will specify the work week and hours of operation. Please refer to Integrity First Lending for specific details on your work schedule.

When business operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime hours. Where possible, advance notification of these required assignments will be provided. All overtime work must receive the supervisor’s prior authorization. Overtime assignments will be distributed as equitably as practical to all employees qualified for the required work.

Overtime compensation is paid to all non-exempt employees in accordance with federal and state wage and hour laws. Overtime pay is based on actual hours worked. Time off for any qualified leave of absence will not be considered hours worked for purposes of overtime calculations.

Employees who work overtime without receiving the supervisor’s prior authorization may be subject to disciplinary action, up to and including possible termination of employment.

If you are a full-time, eligible employee working at least 30 hours or more and would like to enroll in our benefits program you may do so by logging on to http://benefits.Stratus.hr.com. Your default username is the first letter of your first name, followed by your last name, followed by the last four digits of your Social Security number; e.g., an employee named Michael Bluth, with a Social Security number of XXX-XX-6789, would enter mbluth6789 for his username. Your default password is the last four digits of your Social Security number; e.g., Michael Bluth would enter 6789 for his password. If you have any questions regarding benefits please contact a member of Stratus.hr’s benefit team by phone or by e-mail using the contact information provided at the beginning of this Handbook.


Employees are eligible to take FMLA leave if they have worked for their employer for at least 12 months, have worked for at least 1,250 hours over the previous 12 months, and work at a location where at least 50 employees are employed by the employer within 75 miles. FMLA laws grant eligible employees up to a total of 12 work-weeks of unpaid leave during a rolling 12-month period for one or more of the following reasons:

Birth and care of a newborn child of the employee; Placement with the employee of a child for adoption or foster care; To care for an immediate family member (spouse, child or parent) with a serious health condition; or, To take medical leave when the employee is unable to work because of a serious health condition.

In addition, FMLA laws grant eligible employees leave for the following reasons:

Military Caregiver Leave: A covered employer must grant an eligible employee who is a spouse, son, daughter, parent or next of kin of a covered service member with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a “single 12-month period” to care for the service member. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reason during the “single 12-month period.”

Qualifying Exigency Leave: A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during the normal 12-month period established by the employer for FMLA leave for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation.

Under some circumstances, employees may take FMLA leave intermittently — which means taking leave in smaller blocks of time, or by reducing their normal weekly or daily work schedule.

If FMLA leave is for birth and care, placement for adoption, or foster care, use of intermittent leave is subject to the employer's approval.

FMLA leave may be taken intermittently whenever medically necessary to care for a seriously ill family member, or if the employee is seriously ill and unable to work.

If you are eligible for FMLA leave, a “rolling” 12-month period measured backwards from the date you take leave will be used for computing the period within which the 12 weeks of leave may be taken. If you live in a state, county, or city that provides more generous benefits, you will be given those benefits. Please check with your Stratus.hr Service Representative for any local variations that may be applicable.

A covered employer is required to maintain group insurance coverage and the associated employer portion of the premium, if any, for an employee on FMLA leave if such insurance was provided to the employee before the leave was taken and on the same terms as if the employee had continued to work. If applicable, arrangements need to be made for the employees to pay their share of insurance premiums while on leave. In some instances, the employer may recover premiums it paid to maintain health coverage for an employee who fails to return to work from FMLA leave.


Employees are required to provide employers a 30-day advance written notice of the need to take FMLA leave when the need is foreseeable and such notice is practicable. Employers may also require employees to provide:

Medical certification supporting the need for leave due to a serious health condition affecting the employee or an immediate family member;

Second or third medical opinions (at the employer's expense) and periodic recertification;

Periodic reports during FMLA leave regarding the employee's status and intent to return to work.

When intermittent leave is needed to care for an immediate family member or the employee's own illness, and is for planned medical treatment, the employee must try to schedule treatment so as not to unduly disrupt the employer's business operation.

FMLA leave is unpaid leave. Pay that will end during leave includes all forms of compensation paid by Stratus.hr and Integrity First Lending to you, including but not limited to wages, bonuses, commissions and discounts. You are required to use any accrued paid time off for the applicable FMLA leave unless you are currently receiving workers’ compensation benefits. FMLA does not affect your eligibility, if any, for short or long term disability payments and/or workers’ compensation benefits under those plans. FMLA leave runs concurrently with any other applicable paid or unpaid leave. Using available paid time off, short-term disability or workers’ compensation will not extend your leave time beyond the maximum time allowed of 12 weeks of FMLA leave per 12-month period.

For more detailed information regarding FMLA, contact your Stratus.hr HR Representative.

After completion of the introductory period (except as provided below), full-time employees will receive these specific holidays off with pay any time they fall on a normally scheduled work day for the employee. Each calendar year the Company will distribute a schedule of the year’s holidays. However, the Company reserves the right to change the schedule or eliminate holidays with or without notice. The following are generally the paid holidays:

New Year’s Day Memorial Day Fourth of July Labor Day Thanksgiving Day Day after Thanksgiving Christmas Eve (1/2 Day) Christmas Day New Year’s Eve (1/2 Day)

To be eligible for holiday pay, you must work your last scheduled day before the holiday and the first scheduled day after the holiday. Holiday pay does not count as “hours worked” for purposes of calculating an employee’s entitlement to overtime during the week in which the holiday occurs.

Some departments may be open on a holiday due to business necessity. Employees will be given as much advance notice as possible if they are required to work on a holiday, although advance notice may not always be possible. Employees asked to work on a holiday will only receive their normal rate of pay for work performed on a holiday.

Managerial employees will generally not receive additional holiday pay.


Paid Vacation

The Company provides vacation benefits to all regular full-time employees.

Vacation benefits do not accrue during the first six months of employment. Beginning in the employee’s seventh month of employment and through the completion of the employee’s tenth year of employment, the employee will earn .833 of a day of vacation pay for each full month of employment. This means that an employee earns the equivalent of five (5) days of vacation pay during the last six months of his/her first year of employment and the equivalent of ten (10) days of vacation pay per year during his/her second through tenth years of employment.

After the completion of an employee’s tenth year of employment, the accrual rate will increase to 1.25 days of vacation pay for each full month of employment. This means that an employee will earn the equivalent of fifteen (15) days of vacation pay during each year, starting in his/her eleventh year of employment.

Vacation accrual may not be accrued in excess of the maximum accrual cap for an employee’s continuing length of service. Once an employee’s unused and accrued vacation reaches the maximum cap, the employee will not become eligible for any additional time except to the extent that the prior vacation time has been used. [In other words, employees with less than 10 years of service may not accrue more than 10 days of vacation at any time, and employees with 10 years or more of service may not accrue more than 15 days of vacation at any time.]

The actual dollar amount that an employee receives while on vacation may vary according to the compensation plan of the employee. To be eligible for vacation pay, you must work your last scheduled day before the vacation and the first scheduled day after the vacation, unless you receive prior approval from your supervisor.

Vacation time is given to employees so that they are better able to perform their jobs when they return. For this reason, we require employees to take their vacation and we do not permit employees to take pay in lieu of time off.

In addition, employees who are out on a leave of absence do not accrue vacation time while they are on their leave. Vacations must be scheduled and approved by your supervisor at least two weeks in advance. Also, the Company, at its sole discretion, may require you to take your vacation at a particular time, and may also refuse an employee’s application for vacation. Any accrued vacation time will not be paid out upon the termination of your employment.

Paid Sick Leave

All full-time employees who have successfully completed their introductory six month period may take up to five (5) paid sick days per year. Sick leave is to be used for an illness of the employee, or an illness of the employee’s child, parent, or spouse. Sick leave is not to be used for vacation or personal time off. The Company may require verification of illness from a physician. The sick leave year runs from anniversary to anniversary. This benefit does not accrue and cannot be carried over from one year to the next. Employees will not be compensated for unused sick days when they leave their employment.

If you receive a call to jury duty, please notify your supervisor immediately so he or she may plan the department’s work with as little disruption as possible. While you are on jury duty, the Company will pay the difference between your basic rate of pay and the total amount of pay you receive from serving as a juror, for up to two days per calendar year. Employees who are released from jury service before the end of their regularly scheduled shift or who are not asked to serve on a jury panel are expected to call their supervisor as soon as possible and report to work if requested.


Witness Duty: If you receive a subpoena to appear in court, please notify your supervisor immediately. You are expected to return to work as soon as your service as a witness is completed.

Employees are required to present to their supervisor, upon receipt, any jury duty summons they may receive. This will enable the supervisor to make arrangements to accommodate the employee’s absence. Stratus.hr or Integrity First Lending may request a “deferment” if, in either’s judgment, the employee’s absence would create “serious operational difficulties.”

A military leave of absence will be granted to eligible employees as required by state and federal law. If eligible, all vacation, sick, personal and holiday benefits will continue to accrue during a military leave absence.

Employees on temporary duty (less than 31 days) are required to return to work at the first regularly scheduled shift after the end of duty, allowing for reasonable travel time. Employees on longer military leaves must promptly report for reinstatement in accordance with all state and federal laws.

Every reasonable effort will be made to return eligible employees to their previous position or a comparable one. Returning employees will be treated as though they were continuously employed for purposes of determining benefits based on length of service, such as rate of benefit accrual and job seniority rights.

Bereavement Leave

Our full-time employees are eligible to receive up to 2 days of paid bereavement leave in the event they miss regularly scheduled work days due to the death or funeral of a member of the employee’s immediate family. Your immediate family includes your spouse, children, stepchildren, parents, grandchildren, brother or sister, or your spouse’s parents.

An employee who is notified of a death in his or her immediate family while at work will be paid for the remainder of the scheduled hours that day. The 2 day eligibility for paid bereavement leave will not commence until the next regularly scheduled work day which is lost. All time off in connection with the death of an immediate family member, as defined above, should be scheduled with your supervisor.

An employee may use any available earned unused vacation benefit in lieu of this unpaid bereavement leave.


Appropriate dress and hygiene are important in promoting a positive company image to customers, both internally and externally. It is very important that you are well-groomed, neat, and dress appropriately for your job function. We expect your appearance to represent your employers in a professional manner.

We expect all employees to use good judgment in choosing dress and appearance and to present a neat, well-groomed appearance and a courteous disposition. We feel that these qualities go further than any other factor in making a favorable impression on the public and your fellow workers.

Employees should dress and present themselves in a business-like manner that reflects professional standards. Flashy, skimpy, tight-fitting, revealing, offensive and other non-business-like clothing are unacceptable. Employees who are provided with Company uniforms should keep them in a neat and clean condition and must wear them at all times when on duty. Employees who report to work in unacceptable attire may be requested to clock out, leave work and return in acceptable attire. Such time away from work will generally be without pay.

Employees are also expected to behave and conduct themselves in a professional manner at all times in the workplace. Unprofessional behavior in the workplace, such as inappropriate comments, jokes, gestures, printed materials, sexually related conversations, inappropriate touching of another employee (such as but not limited to kissing, hugging, massaging, sitting on laps), and any other behavior of a sexual nature is prohibited. Employees who fail to observe these standards will be subject to disciplinary action, up to and including termination.

Employees are expected to observe the Company’s personal appearance and behavior policy at all times while at work.

Integrity First Lending has adopted this policy in recognition of its responsibility to provide guidelines on and to caution employees of the potential problems posed by romantic and sexual relationships with other employees. These problems include conflicts of interest, interference with the productivity of coworkers, and potential charges of sexual harassment. These problems can be particularly serious in situations in which one person has a position of authority over the other, such as in a supervisor-subordinate position.

Integrity First Lending does not prohibit consensual amorous relationships between employees, but it does impose the following restrictions:

1. Integrity First Lending prohibits supervisors and managers from engaging in amorous or sexual relationships with subordinates and requires the supervisor or manager to disclose the existence of such relationship immediately. If such a relationship exists, supervisors and managers are required to take steps to resolve any potential conflict of interest or impropriety created by the relationship.

2. All employees must avoid amorous or sexual relationships with other employees that create conflicts of interest, potential charges of sexual harassment, or discord or distractions that interfere with other employees’ productivity.

3. All employees are expected to behave in a professional manner and avoid inappropriate displays of affection, etc., in the work environment.

This policy shall apply without regard to gender and without regard to the sexual orientation of the participants in a relationship of the kind described.


It is Stratus.hr’s and Integrity First Lending’s objective to ensure that your work environment is as safe as possible. To assist in providing a safe and healthful environment for all employees, customers and visitors, we have established a workplace safety program. It is the responsibility of Integrity First Lending to provide to you a place of employment that is free from recognizable hazards that are causing or are likely to cause death or serious physical harm or injury to you or any other employee as set forth in OSHA’s code of federal regulations.

Stratus.hr will provide each worksite employer access to Stratus.hr’s Safety Director to provide Employee & Supervisor Safety Training, Safety Manuals, Vehicle Operation Certifications, CPR Certifications, job site inspections for safety hazards, and OSHA classes. Training may be in the form of, but not limited to, written materials, videos, or hands-on experience. Regular safety meetings, memos, bulletin board postings or other form of relaying information are needed to keep an open line of communication.

Every employee has the primary responsibility to perform all duties in a safe and productive manner to prevent injury to themselves and others. As a condition of employment, employees must obey all established policies for health, safety, and preventing injuries/accidents, or near-misses while at work, and to comply with all safety rules and exercise caution and common sense in all work activities.

Employees shall immediately report any unsafe condition or activity to the appropriate supervisor. No one is ever expected or required to perform work that he/she believes is unsafe. As an employee, if you have any questions or are not sure how to perform your job duties safely, you are instructed NOT to begin the task until you discuss the situation with your supervisor. Employees who violate safety standards, cause hazardous or dangerous situations, fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action up to and including termination of employment. The success of any safety plan depends on the alertness and the personal commitment of all employees. Contact your immediate supervisor and/or your Stratus.hr Employee Services Representative for further information or training.

In the case of on-the-job accidents that result in illness or injury, regardless of how insignificant the injury may appear, employees are required to immediately notify their supervisor and seek emergency medical attention if necessary by calling 911. Any incident must be reported to your Stratus.hr Employee Services Representative within 24 hours. Failure to report any incident in a timely manner may significantly delay needed coverage.

To report an incident, contact the Stratus.hr Service Center at 801.984.0252. If you are calling after business hours, leave a message to include your name, your work site employer name, a telephone number you may be reached at, and state that you were injured in. You will be contacted by an Stratus.hr Service Representative as soon as possible.

Workers’ compensation fraud affects everyone and is a crime punishable by law. If you suspect anyone of committing workers’ compensation fraud, please report it to Stratus.hr immediately, 801.984.0252. The identity and disclosures will be kept as confidential as possible.

Only authorized employees may use Company vehicles. If a Company vehicle incurs any damage while under the charge of a particular employee, that employee will be responsible for reporting the damage immediately.

You must hold a valid state driver’s license for the class of vehicle you are driving. Further, you may never use a motorcycle to conduct either business or provide transportation for a customer or fellow employee. All people in Company vehicles are required to use their seatbelts. Not using seatbelts in a Company vehicle may lead to disciplinary


action, up to and including termination. Only people authorized by your supervisor can be passengers in Company vehicles. Permitting unauthorized passengers may lead to disciplinary action, up to and including termination.

You must notify the Company immediately of any change in the status of your driving record. Any employee whose duties include the operation of Company or customer vehicles who is cited for D.U.I. or for any other serious moving violation will be considered to have an unacceptable driving record and his or her continued employment will be subject to review. Any employee whose duties include the operation of Company or customer vehicles who becomes uninsurable under the Company’s liability policy will be considered to have an unacceptable driving record and his or her continued employment will be subject to review.

If an employee receives a traffic citation while operating a Company or customer vehicle, the employee will be responsible for paying any fine or penalty. If an employee is involved in a traffic accident while operating a Company or customer vehicle, the employee is required to call a police officer to the scene of the accident. The employee must report the accident to your on-site supervisor immediately. Do not attempt to render medical care or assistance beyond your ability.

While at work, employees are expected to exercise the same discretion in using personal cellular phones, PDAs, and other handheld electronic devices as is expected for the use of all Company devices and equipment. In the remainder of this policy, these devices are collectively referred to as “handheld devices.” Excessive use of these handheld devices during the workday can interfere with employee productivity and be distracting to others. A reasonable standard is to limit personal calls, and personal text messaging, instant messaging, emailing and other means of electronic communications during work time to no more than one per day as needed. Employees are, therefore, asked to use these handheld devices for personal use outside of working hours, and to ensure that friends and family members are aware of the Company's policy. Flexibility will be provided in circumstances demanding immediate attention. The Company will not be liable for the loss of handheld devices brought into the workplace.

Employees are expected to refrain from using their handheld devices while driving in connection with their job duties, except as set forth below. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull over to the side of the road and safely stop the vehicle before using any handheld device. Under no circumstances are employees allowed to place themselves or anyone else at risk to fulfill business needs. If an employee needs to make a phone call while driving, they should pull over and make their call. Under no circumstances may an employee while driving use any electronic wireless communications device to write, send, or read any text-based communication, including text messages, instant messages, and/or email messages.

Employees who are charged with traffic violations resulting from the use of their handheld devices while driving will be solely responsible for all liabilities that result from such actions. Employees who violate this policy will be subject to disciplinary action, up to and including termination.

Stratus.hr and Integrity First Lending are committed to preventing workplace violence and to maintaining a safe work environment. We have a zero tolerance policy of violence or the threat of violence at the workplace regardless of whether it originally began inside or outside the workplace. Given the increasing violence in society in general, the following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence that may occur during business hours or at a worksite.


All employees, including supervisors and temporary employees, as well as customers and vendors should be treated with respect and courtesy at all times. Employees are to refrain from verbal or physical fighting and “horseplay” or other conduct that may cause harm to others. Firearms, weapons and other dangerous or hazardous devices or substances are prohibited from all worksites.

Employee conduct that threatens, intimidates, or coerces an employee, customer, vendor, or any other individual at any time, including off-duty periods, will not be tolerated. These acts, as well as all threats of (or actual) violence, both direct and indirect, must be reported immediately to a supervisor or other member of management and also to your Stratus.hr Employee Services Representative. This includes threats by employees as well as by customers, vendors, solicitors, or any other member of the public.

If you feel the situation is such that physical harm is imminent or becoming a danger to others, you are required to contact the local police immediately. Everyone’s safety is our highest concern.

Stratus.hr and Integrity First Lending will thoroughly investigate all reports regarding these matters. The identity of the individual reporting the incident and parties involved will be protected as much as possible. Any employee determined to be “responsible for” or “participating in” any incidents will be subject to disciplinary actions up to and including termination and legal action.

Stratus.hr and Integrity First Lending encourage all employees to bring their disputes or differences with others to the attention of their supervisor or Stratus.hr Employee Services Representative before the situation escalates into potential violence. We are eager to assist in the resolution of any disputes and will not discipline employees for raising such concerns.

Domestic violence has had increasing effects within the work environment. If you have concerns regarding yourself or others and a domestic situation, speak with your supervisor or Stratus.hr Employee Services Representative. All individuals and disclosures will be kept as confidential as possible.

In compliance with the Drug-Free Workplace Act of 1988, Stratus.hr and Integrity First Lending have a longstanding commitment to providing a safe, quality-oriented and productive work environment. Alcohol and drug abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, Stratus.hr and Integrity First Lending are committed to the elimination of drug and/or alcohol use in the workplace.

No employee shall use, possess, distribute, sell or be under the influence of alcohol, legal or illegal drugs. All employees are required during work hours, on the worksite and while conducting business-related activities, to be alcohol and drug free. If you are using legally prescribed medications or taking over-the-counter medications which may influence your behavior or work in any way, you are required to contact your supervisor prior to returning to work. The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform in a safe and effective manner.

Stratus.hr and Integrity First Lending use random and scheduled drug testing to help administer this policy. Testing will be done on employees for cause including reasonable suspicion, following a workplace accident and post-rehabilitation. You will be notified of any additional testing that may be done where required by Integrity First Lending, as a requirement of a contract with a federal, state agency or otherwise required by law.

Any employee violating this drug and alcohol policy, refusing to take a drug test when asked or required by this policy, or having the test return positive for drugs or alcohol will be removed from the workplace, and may be referred to an Employee Assistance Program (EAP) and/or disciplined up to and including termination.


Stratus.hr and Integrity First Lending reserve the right to conduct a drug test as part of the approval for hiring for any employment position.

Employees are subject to testing based upon (but not limited to) observations by the supervisor or management of apparent workplace use, possession of drugs or alcohol or impairment. Worksite Management will contact their Stratus.hr Employee Service Representative regarding the procedures for testing under suspicious circumstances.

Employees are subject to testing when they cause or contribute to accidents that seriously damage an Stratus.hr or worksite employer vehicle, machinery, equipment, or property and/or result in an injury to themselves or another employee requiring off-site medical attention. A probable belief circumstance will be presumed to arise in any instance involving a work-related accident or injury in which an employee who was operating a motorized vehicle (including, but not limited to, forklift, pickup truck, overhead cranes, aerial/man-lifts) is found to be responsible for causing the accident. In any of these instances, the investigation and subsequent testing must take place within two (2) hours following the accident. Under no circumstances will the employee be allowed to drive him or herself to the testing facility.

Employees who have tested positive, or otherwise violated this policy, are subject to discipline up to and including termination of employment. Depending upon the circumstances and the employee’s work history/record, the extent of the discipline will be decided on a case-by-case basis.

Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. If the employee refuses to be tested yet we believe they are impaired, under no circumstances will the employee be allowed to drive himself or herself home.

The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including termination.

Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the Medical Review Officer (MRO) shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed where relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee or applicant.

In the course of advertising, public relations or other similar conduct for business purposes, the Company may utilize media resources. The Company may use your photograph, picture, and/or voice transcription for promotion or advertising at any time without compensation.

As a means of protecting yourself and the Company, no unauthorized interviews are permitted to be conducted by individuals representing themselves as attorneys, peace officers, investigators, reporters, or someone who wants to “ask a few questions.” If you are asked questions about the Company or its current or former employees, you are to refer that individual(s) to your on-site supervisor or the PP Human Resources Department. A decision will then be made as to whether that individual may conduct any interview and they will be introduced to you by your on-site supervisor or the PP Human Resources Department with a reason for the questioning. Similarly, if you are aware that an unauthorized interview is occurring at the Company, immediately notify your on-site supervisor or the PP Human Resources Department.

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