Hallmark Information Technology and Hallmark Recruiting ...

Hallmark TotalTech, Inc.

DBA

Hallmark Information Technology

and

Hallmark Recruiting & Staffing Services

Employee Guidelines

Including CHRO and FMLA

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THE WORD "HALLMARK" MEANS "THE MARK OF EXCELLENCE."

WELCOME

For those of you who are starting employment with Hallmark TotalTech d/b/a Hallmark Information Technology and

Hallmark Recruiting and Staffing (¡°Hallmark¡± or ¡°the Company¡±), let us extend a warm and sincere welcome. We hope

you will enjoy working with us.

We prepared these Employee Guidelines to assist you in finding the answer to many of the most frequently asked

questions regarding personnel policies, compensation and benefits. Of course, continue to feel free to ask the Office

Manager or the Company President any questions regarding your employment.

The contents of these Guidelines are guidelines only and supersede any prior policy compilation. Neither these

Guidelines nor any other company guidelines, policies or practices creates an employment contract, bargain or

agreement or confers any contractual rights whatsoever. The Company has the right, with or without notice, in an

individual case or generally, to modify its interpretation of and/or change any of its guidelines, policies, practices,

working conditions or benefits at any time. Nothing in these Guidelines should be construed as a promise of specific

treatment in any specific situation upon which an employee should rely. Many matters covered by this handbook also

are described in separate official documents. These official documents always are controlling over any statement

made in this handbook or by any supervisor or manager.

Employment with the Company is at-will and either the employee or the Company may terminate employment at any

time, with or without cause or reason. No representative of the Company is authorized to provide any employee or

employees with an employment contract or special arrangement concerning terms or conditions of employment unless

the contract or agreement is in writing and signed by the President of the Company. Please note that violation of any

of these Employee Guidelines may result in discipline, up to and including termination of employment. This notice

applies to all employees regardless of date of hire.

We look forward to working together and continuing to work together.

EQUAL EMPLOYMENT OPPORTUNITY PHILOSOPHY

Providing ¡°equal employment opportunity¡± is one of the most important personnel policies of Hallmark. We respect

diversity and accordingly are an equal opportunity employer that does not discriminate on the basis of race, color,

creed, religion, national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, sexual

orientation, veteran status, genetic information or any other characteristic protected by applicable federal, state or local

laws. It is Hallmark¡¯s policy to comply with all relevant federal, state and local laws with respect to equal employment

opportunity for employees and applicants in all aspects of employment, including the terms or conditions of

employment, recruitment, hiring practices, benefits, discipline and termination.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to

bring these issues to the attention of the President of the Company. We will not allow any form of retaliation against

individuals who raise issues of equal employment opportunity in good faith. To ensure our workplace is free of artificial

barriers, violation of this policy will lead to disciplinary action, up to and including discharge.

ACCOMMODATION OF INDIVIDUALS WITH DISABILITIES

The employment policies and practices of Hallmark are to recruit and employ qualified job applicants without

regard to disability or physical or mental disability. This policy applies to all areas of employment, including recruitment,

hiring, training and development, transfer, demotion, termination, lay-off, rates of pay or other forms of compensation

and all other conditions and privileges of employment in accordance with applicable Federal, State and local laws.

Hallmark will endeavor to make a reasonable accommodation to the known physical or mental limitations of a

qualified applicant or employee with a disability unless the accommodation would impose an undue hardship on the

operation of our business.

Hallmark emphasizes its compliance with the Civil Rights Act of 1991, the Americans with Disabilities Act and

all other applicable laws which pertain to equal employment opportunity and disability discrimination.

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SEXUAL AND OTHER HARASSMENT IS PROHIBITED

Hallmark will not tolerate harassment by or of its employees either by another employee of Hallmark or by an

employee of Hallmark¡¯s clients. To avoid any potentially inappropriate conduct in the workplace, it is the Company¡¯s

policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of race,

color, creed, religion, national origin, ancestry, citizenship status, age, disability or handicap, marital status, sexual

orientation, veteran status, genetic information or any other characteristic protected by applicable federal, state or local

laws.

Hallmark supports the statements from the State of CT Commission on Human Rights and Opportunities:

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COMPLAINT REPORTING PROCEDURE

If you feel you have been subjected to conduct that violates the Equal Employment Opportunity, Accommodation of

Individuals with Disabilities, or the Sexual and Other Harassment is Prohibited policies above, or if you have a

complaint about any conduct in the workplace, you should immediately report the matter to the President or Vice

President of the Company. If you do not receive a satisfactory response within five (5) business days after reporting

any incident of what you perceive to be violations of these policies, it is your obligation to contact another member of

management. Every report of this nature will be investigated as the Company considers appropriate and corrective

action will be taken where appropriate as determined by the Company in its reasonable discretion. Employees are

required to cooperate in all investigations. Violation of this policy will result in disciplinary action, up to and including

discharge as determined by the Company in its reasonable discretion. All complaints will be kept confidential to the

extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of

retaliation against individuals who report such conduct to management in good faith or who cooperate in the

investigations of such reports in accordance with this policy. Employees who make complaints in bad faith may be

subject to disciplinary action, up to and including discharge.

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COMMUNICATING WITH HALLMARK

Although you will likely spend a large portion of your working time at a client site, it is important to remember

that Hallmark is your employer. Communicate with us as you would with any employer. Call us with any questions,

comments or problems that arise. You are welcome to leave messages on our voice mail if we are closed or out of the

office, but PLEASE remember to call and speak with one of us personally if the issue is important in nature (For

example, calling in late or requesting an absence).

MANDATORY COMPLETION OF GUARANTEE SERVICE PERIOD

The first three (3) days of your employment with Hallmark is a contractual guarantee period with our client.

That means that if you do not successfully complete three (3) days of work, Hallmark does not get paid for that period.

For that reason, you must complete the minimum guarantee service period for your assignment in order to be

paid a wage rate in excess of the minimum wage from Hallmark. In the event you voluntarily quit your employment

with Hallmark or otherwise fail to complete the first three days of a new assignment, your rate of pay shall revert to the

legal minimum wage permissible in the state in which you are employed. You will only receive wages at the rate

agreed to in your offer of employment if you complete the guarantee service period for your assignment.

PAYROLL PROCEDURES

Our payroll is run every Tuesday. Time slips must be filled out accurately and must be signed by you and

your supervisor. You should submit to Hallmark your approved time sheet for the preceding week no later than 5:00

p.m. MONDAY.

You have three options for providing the time slip to Hallmark:

1.

2.

3.

You may fax a copy of your time slip to Hallmark prior to Monday at 5:00 pm; or

You may mail your time slip, or otherwise deliver it to Hallmark, so that it is received by Hallmark no

later than 5:00 p.m. on Monday; or

You may scan and email your time slip to the accounting department prior to Monday at 5:00 pm.

Paychecks will be direct deposited to employee selected account on Tuesday and the funds are normally available on

Thursdays (check with your bank for transaction times).

Paystubs are available via internet personal login and password. To receive payroll update and/or changes IT IS

YOUR RESPONSIBILITY TO ENSURE THAT WE HAVE YOUR CORRECT MAILING AND/OR EMAIL ADDRESS. If

you do not receive your direct deposit on Thursday, you must contact Hallmark immediately. Hallmark reserves the

right to seek reimbursement for stop payment fees from the employee.

ATTENDANCE, ABSENTEEISM AND TARDINESS

REGULAR ATTENDANCE IS AN ESSENTIAL JOB FUNCTION FOR ALL EMPLOYEES.

If for any reason, you cannot report to work, it is your responsibility to notify Hallmark in advance. Failure to notify us

of an absence or lateness in advance of your shift may result in disciplinary action, up to and including dismissal.

Employees who are going to be late or absent must contact both their client Manager and the Hallmark Office Manager

(860-529-7500 ext. 200). We will then contact the appropriate person at your assignment location.

If your work shift begins when Hallmark is closed or you are unable to speak directly either with your client Manager or

Hallmark¡¯s Office Manager, you must notify the supervisor on your assignment and leave voice mail messages for your

client Manager and the Hallmark Office Manager.

Hallmark reserves the right to request a doctor¡¯s note to support any absence as permitted by applicable law.

Excessive or repeated absenteeism or tardiness which is not permitted under applicable law is unacceptable. .

Additionally, if you are absent for more than two (2) consecutive working days without notifying Hallmark, you will be

deemed as having voluntarily resigned your employment except where it has been impossible or impracticable to notify

Hallmark of your absences due to incapacity or other extenuating circumstances.

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