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[This employee handbook template is offered to members as a general framework for an employee handbook. If used, members should verify that policies are in compliance with their procedures. Members should also review policies with a lawyer/consultant before finalizing.] COMPANY LOGOCOMPANY NAMEEmployee HandbookDate approved by Board of Trustee: DATERevise Date: DATETABLE OF CONTENTSSection I: INTRODUCTIONWelcome & OverviewPurpose of this HandbookCompany Mission StatementCompany ValuesEqual Opportunity StatementAt-Will StatementEmployment CategoriesFull-timePart-timeTemporaryEmployment FormsOrientation PeriodSection II: EMPLOYMENT RECORDSPersonnel FilesJob DescriptionsPerformance EvaluationsDisciplineCorrective Action - Performance Improvement PlanSection III: POLICIES Reasonable Accommodations for Employees with DisabilitiesSexual HarassmentDrug and AlcoholWorkplace ViolenceSafetyEmergency ProceduresDress CodeInformation Systems PolicyPublic and Government CommunicationsSocial MediaOff-Duty MisconductPersonal Vehicle Use, Driver’s License and InsurabilityVisitorsFraud or MisappropriationAnti-Retaliation PolicyFalse Claims ActProhibition on Conducting Personal BusinessUse of Company equipmentConflicts of InterestConfidentialitySmokingSection IV: HOURS AND PAYAttendance and PunctualityWork HourOn CallPaychecksTimekeepingBreaksOvertimePay PeriodsSection V: BENEFITSHolidays (if applicable)Earned Paid Leave (if applicable)Leave of Absence Without PayFamily and Medical LeaveMilitary LeaveFamily Military LeaveLeave for Victims of ViolenceWorkers’ CompensationReturn to Work PolicyMedical and Dental Insurance(if applicable)Life Insurance (if applicable)Short-Term and Long-Term Disability Insurances (if applicable)Retirement Plan (if applicable) COBRA (if applicable)Section VI: TERMINATION OF EMPLOYMENTVoluntary TerminationNotice of TerminationReturn of EquipmentFinal PaySection VII: TERMINATION OF EMPLOYMENTAcknowledgment of HandbookSection I: INTRODUCTIONWelcome & OverviewWelcome to COMPANY NAME. We are a COMPANY DESCRIPTION. Purpose of this HandbookThe purpose of this handbook is to familiarize you - the employee - with the policies, rules and other key aspects of COMPANY NAME. This Handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. You should use this Handbook as a ready reference as you pursue your work with COMPANY NAME, and you are required to review and familiarize yourself with the contents of the Handbook, and to sign and return the Acknowledgment Form, included with it.All employees are required to comply with policies, rules, and procedures set forth in this Handbook. COMPANY NAME reserves the right to interpret this Handbook’s content as it sees fit, and to deviate from policy when it deems necessary. If you do have a separate written employment agreement, signed by an authorized representative and any provision of this Handbook conflicts with a term or terms of that Agreement, the terms of any signed agreement will pany Mission StatementCOMPANY MISSION STATEMENTCompany ValuesCOMPANY VALUESEqual Opportunity StatementCOMPANY NAME is an equal opportunity employer. It is committed to complying with federal, state, and local anti-discrimination laws and providing a workplace that is free from discrimination on the basis of race, color, religion, national origin, sex, pregnancy, sexual orientation (including gender identity and expression), disability, age, ancestry, genetic information, whistleblower status, military/veteran status, or any other status protected by law. This policy applies to all employment decisions, including, but not limited to, recruitment, hiring, promotion, compensation, benefits, transfers, layoffs, returns from layoffs, discipline, termination, and training, and any and all conditions of employment.The Maine Whistleblowers Protection Act provides protection of employees who report or refuse to commit illegal acts. COMPANY NAME employees who consider an activity to be dishonest, illegal, unsafe or fraudulent, should bring the concern to their supervisor or Board of PANY NAME does not tolerate retaliation against any employees. This means that any employee who makes a report of discrimination, harassment, or protected whistleblowing reports is protected from retaliation in the form of an adverse employment action, poor work assignment or threats of physical harm. Employees who believe they are being retaliated against for raising a concern, should contact supervisor directly, or may contact the Maine Human Rights Commission at 207-624-6290. At-Will Statement“At-will” employment means that you or COMPANY NAME may end the employment relationship at any time, with or without cause and with or without notice for any lawful reason. All employees of COMPANY NAME are at will, unless you have a separate employment agreement, signed by you and COMPANY NAME. This Handbook is not intended to in any way create contractual obligations with respect to your employment, and is not to be construed as such. COMPANY NAME may change the terms and conditions of employment at any time with or without cause, and with or without notice. COMPANY NAME also reserves the right to alter an “at-will” employee's benefits, pay rate, and assignments as it deems appropriate. Employment Categories Full-time An employee who is regularly scheduled to work a minimum of 32 hours per week. Full-time employees are eligible for all benefits and paid time off described in this handbook.Part-timeAn employee regularly scheduled to work a set schedule of less than 32 hours per week. Temporary An employee hired, either on a full-time or part-time basis, to temporarily supplement COMPANY NAME staff, or to assist in the completion of a specific project. Temporary employment assignments are generally, but not always, of a limited duration, normally of no more than 3-4 months. Employment for no specifically stated period or beyond any initially stated period does not in any way imply a change in employment status. Temporary employees hired under a specific contract are governed by the provisions of that contract. Employment FormsAll new employees are required to complete and submit a signed copy of the Acknowledgement of Receipt of Employee Handbook form included at the end of this Handbook and provide the documents listed below, either completed or photocopied.Depending upon your role at COMPANY NAME, you may also be asked to sign other agreements as well.Nothing in the Handbook is intended to or shall prevent non-supervisory employees from engaging in activity or commentary relating to the employee’s wages, hours, working conditions, or other conduct that is protected by Section 7 of the National Labor Relations Act.List of documents:Federal Form I-9Employment ApplicationEmployment AgreementJob DescriptionFederal & State W4High School Diploma / GEDDriver’s LicenseVehicle InsuranceVehicle RegistrationEmergency ContactEmployee Benefits (if appliable) Orientation PeriodThe employee’s first 6 months of employment are considered to be an orientation period in order to become familiar with the duties of the new position, to determine if the new job is suitable for the employee, and to permit COMPANY NAME to assess performance. Employee supervisor(s) will be available to offer advice and help staff achieve the best possible performance and may extend a probationary period of an employee. Section II: EMPLOYMENT RECORDSPersonnel FilesCOMPANY NAME will maintain an employee file for each of its employees, which will be treated as confidential and will be stored in a secure location. Personnel files will be treated the same as any other confidential company information. It will include, but is not limited to, any formal or informal employee evaluations and reports relating to the employee's character, credit, work habits, compensation and benefits, and non-privileged medical records relating to the employee. Upon written request, employees and former employees have the right to review and copy their personnel files at the location where such files are ordinarily maintained. Personnel files will be maintained in a secure location and will be generally be kept confidential. Only managers and supervisors with a legitimate employment justification will have access to individual personnel files.Job DescriptionsCOMPANY NAME believes that job descriptions are an important tool for communicating the essential requirements and skills needed to perform each job and assess individual performance. Accordingly, reasonable efforts shall be made to develop and maintain accurate and useful job descriptions for each position. However, job descriptions cannot and do not encompass every duty that may be required of employees.Performance EvaluationsThe evaluation process enables COMPANY NAME to monitor individual progress and establish goals for improvement for every employee. It also gives employees the opportunity to let management know what it could be doing better to improve productivity and job satisfaction. Performance evaluations will be conducted on an annual basis, and may also be supplemented by more informal, intermittent communication and review sessions. A member of COMPANY NAME management will complete a written evaluation, which will become a permanent part of the employee’s personnel file. The evaluator will attempt to schedule a meeting to discuss individual performance evaluations to accommodate the work schedules of both the employee and the evaluator. DisciplineViolation of any policy or procedure set forth in this Handbook, and other employee performance or conduct issues that arise, may result in a range of disciplinary consequences at the discretion of COMPANY NAME. Types of discipline can include, but are not limited to, the following:Verbal warning (with a written note to personnel file);Written warning;Performance improvement plan (PIP) (typically issued in conjunction with another form of discipline);Paid or unpaid administrative leave or suspension;Termination.Discipline is not necessarily progressive. Any or all these steps may be bypassed depending on the severity of the situation. COMPANY NAME may consider all the facts and circumstances to impose whatever level of discipline it deems appropriate regardless of the employee’s past disciplinary history. In keeping with the “at will” employment policy, COMPANY NAME has complete discretion in making discipline decisions and may terminate an employee for a first offense if it determines that level of discipline is warranted.The severity of the corrective action reflects the nature of the offense and increasingly severe measures will be taken for more serious or repeated offenses. Serious offenses may result in immediate terminationCorrective Action - Performance Improvement PlanCorrective action is a tool that may be used as part of the disciplinary process. A performance improvement plan (“PIP”) may be issued in conjunction with counseling, verbal warning, written warning or suspension. Corrective action plans will always be in writing. A PIP will include:Behaviors requiring improvementPerformance expectations or standards to be met Recommended activity to monitor/evaluate performance, and a timetable for improvement (including a schedule for follow up meetingsConsequences that will be applied if improvement is not demonstratedThe plan will be presented to and discussed with the employee. The employee is required to sign the corrective action plan, thereby signifying acceptance of the plan. If the employee refuses to sign the plan, this refusal will be noted in writing and the employee will be asked to provide written reasons for non-acceptance. During and/or upon conclusion of a PIP, the supervisor will assess the employee’s performance and decide whether the employee has satisfied the terms of the plan. If the employee has failed to satisfy the terms of the plan, COMPANY NAME has full discretion to terminate that person’s employment.Section III: POLICIESReasonable Accommodations for Employees with DisabilitiesCOMPANY NAME complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local laws. Consistent with those requirements, COMPANY NAME will reasonably accommodate qualified individuals with a disability if such accommodation would allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship or a direct threat to others. If you believe that you need a workplace accommodation in order to do your job or enjoy equal access to the workplace, you should make a written request to the supervisor describing the specific accommodation requested and explaining the need for accommodation.Upon such request, COMPANY NAME will promptly engage in an interactive exchange with the employee, as needed, in order to determine the feasibility of providing the requested accommodation, or any other reasonably available accommodation. COMPANY NAME may in some cases request medical documentation to substantiate that the employee has a qualifying disability and needs the reasonable accommodation. Documentation may be requested to: (1) describe the nature, severity, and duration of the employee's impairment, the activity or activities that the impairment limits, and the extent to which the impairment limits the employee's ability to perform the activity or activities; and, (2) substantiate the need, feasibility, and potential efficacy of the requested accommodation. The Employee shall not be required to provide confidential health care information beyond that which meets the substantiation criteria.Sexual HarassmentNo form of sexual harassment will be tolerated, even if it does not rise to the level of unlawful harassment. This policy prohibits conduct that COMPANY NAME, in its sole discretion, considers unacceptable or inappropriate, even if the conduct in question does not rise to the level of unlawful harassment or discrimination, or other unlawful conduct.Note that the conduct described need not occur at work in order to be considered harassment. Even conduct or conversations that take place “off hours” may implicate this policy. Sexual harassment is not permitted regardless of where it occurs, if it contributes to a hostile or offensive work environment. Communications that take place via electronic media can constitute or contribute to harassment. Sexual harassment can be perpetrated by a man or a woman, and can occur between members of the same sex. The law defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal, written, or physical conduct of a sexual nature when:Submission to such behavior is made either explicitly or implicitly a condition of an individual's employment;Submission to or rejection of such behavior is used as a basis for employment decisions affecting an individual; orSuch conduct has the purpose or effect of unreasonably interfering with an individual's work performance or of creating an intimidating, hostile, or offensive work environment.Any employee that believes s/he has been the target of harassment, including sexual harassment, must report that to their supervisor. Employees may also report illegal harassment, including sexual harassment, to the Maine Human Rights Commission at Maine Human Rights Commission, 51 State House Station, Augusta, Maine 04333-0051, or at mhrc.Drug and AlcoholEmployees are not permitted to use, sell, transfer, possess, or be under the influence of alcohol or drugs while on COMPANY NAME’s premises, on work duty, and on breaks. COMPANY NAME recognizes that there are state laws that decriminalize the use of marijuana for recreational and medical purposes. However, marijuana is still an illegal substance under federal law. Employees are not permitted to use, sell, transfer, possess, or be under the influence of marijuana in any form, or to be under the influence of marijuana, while COMPANY NAME’s property, on work duty, and on breaks. An employee may be presumed to be under the influence of marijuana if she or he has ingested marijuana in any form within two hours of starting work. Furthermore, employees must ensure that their persons and effects do not emit the odor of marijuana (or any other illegal drug or alcohol) in the workplace.The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace. Operating a personal vehicle for business use under the influence of alcohol or drugs is a very serious offense and will be grounds for termination. Any employee suspected of violating this policy will be promptly removed from his or her work area and work duties, and the matter will be investigated by the supervisor. Any employee who suspects another employee of possessing, using, or being under the influence of alcohol or illegal drugs in violation of this policy are required to immediately report their suspicion to supervisor, and cooperate in any subsequent investigation. If it is found that an employee has violated the Drug and Alcohol policy, that person may be disciplined, up to, and including, termination. If COMPANY NAME is sponsoring or otherwise promoting an event at which alcoholic beverages are served, employees are expected to use sound professional judgment and to drink in moderation. Employees, and/or their invited guests, should also ensure that they are, always, within the legal limit for alcohol consumption and can behave in a safe, professional, and respectable manner. COMPANY NAME does not condone underage drinking. No one is required to drink alcoholic beverages at COMPANY NAME -sponsored events.Workplace ViolenceTo ensure a safe work environment for all employees, COMPANY NAME expressly prohibits any acts or threats of violence by any employee against any other employee, client, vendor, or visitor, except in extreme cases where self-defense may become necessary. If you notice any behavior that could be perceived as an act or threat of violence, you should report it immediately to your PANY NAME also prohibits the possession of weapons, concealed or otherwise, on company property or during any time spent on company business or as a representative of COMPANY NAME. The only exception to this rule is that an employee who has a valid permit to carry a concealed firearm (under title 25 M.R.S., ch. 252) may keep a firearm in the employee's vehicle if the vehicle is locked, and the firearm is not visible.SafetyIt is the policy of the COMPANY NAME to provide all employees with a safe and healthy workplace. An effective health and safety program is an integral part of doing or being in business; it must be part of everything that takes place within our operation and it must be part of everyone's responsibility. While COMPANY NAME must provide safe and healthful conditions for each of its employees, in return the COMPANY NAME expects and insists that employees recognize their individual obligation to conduct themselves with due regard not only for their own safety but for the safety of their fellow employees as well. To ensure that a safe working environment is maintained, all employees shall actively promote safety and accident prevention as an integral part of their normal job functions. Each employee is responsible for implementing this policy by continually observing all safety practices, rules, and standards throughout the workday. Since safety and efficient operations are integrated and inseparable, similar methods of control are required to address accident prevention as are used to maintain process quality and customer relations. Of even more importance, there are the loss of earnings and physical injuries suffered by employees as a result of accidents. These alone are factors which, in themselves, justify a constant and intensive accident prevention program. Full cooperation of all employees is essential to successfully achieving the purposes of this safety policy.Remember, all accidents and injuries can be prevented!You are expected also to immediately report to your supervisor when a work-related injury or illness is suspected and/or when you deem medical care may be required, regardless of the severity of the injury or illness. In situations that require immediate, emergency medical treatment, employees should report (or be taken) to the nearest hospital, or call (or have another employee call) 911. COMPANY NAME will also comply with Maine’s Video Display Terminal (VDT) Law to the extent it is applicable. The VDT law requires that certain training be provided to employees whose primary duty is to operate a video display terminal, for example, a computer, for more than 4 hours at a time daily. The training will involve instruction on the proper use of VDTs and protective measures operators may take to avoid or minimize adverse symptoms from extended VDT use. This training will be provided to all VDT operators annually and to new operators within the first month of their employment.Emergency ProceduresYou must notify your supervisor immediately when:An individual you are working with or who is in your care dies (after contacting 911 orthe local emergency service and following provided directions)An individual threatens suicideA life-threatening situation occurs such as attempted suicide (after contacting 911, the local emergency service, or Crisis and following provided directions)An individual you are working with or who is in your care requires emergency care and/or hospitalization (after contacting 911 or the local emergency service and following provided directions)A situation arises such as assault or fire setting that requires intervention by law enforcement (after contacting 911 or the local emergency service and following provided directions);Dress CodeCOMPANY NAME strives to maintain a professional atmosphere that is conducive to our business environment, contributes to the morale of all employees, and projects an image of efficiency and professionalism to visitors and the public. All employees are expected to be clean in the workplace and practice good hygiene.In any business, proper attire is expected at all times. At COMPANY NAME, we see this as an issue of respect; respect for the individuals we support, our co-workers, our Company, and ourselves. Therefore, it is expected that your appearance and grooming will be appropriate for your particular work environment. As a representative of COMPANY NAME, your appearance plays an important role in establishing a positive image. During all regular work hours, and at Company-sponsored events or on Company business, employees are expected to dress appropriately for the occasion.If you do not adhere to the above guidelines, you may be counseled by your supervisor contact, as applicable. Violations of this policy may also result in your being sent home from your scheduled shift. Repeated violations may result in disciplinary action, up to and including termination of employment. Employees are relied on to exercise common sense and good judgment regarding their clothing and appearance in the workplace and to dress in a manner that is consistent with the goals of this rmation Systems PolicyEmployees may not use COMPANY NAME information systems for non-business purposes—including solicitation of others for commercial ventures, religious or political causes, outside organizations or other non-business matters—except as otherwise permitted by law. This policy in no way restricts employees’ rights to engage on their own behalf in protected concerted activity, such as discussing wages, hours, or other working conditions. All communications and information transmitted, received, or stored on COMPANY NAME information systems, and the systems themselves, are property of COMPANY NAME. Therefore, COMPANY NAME maintains the right to monitor or review any material transmitted, received, or stored using its COMPANY NAME information systems any time there is a legitimate business or security reason for doing so. Thus, for example, COMPANY NAME may look at email messages, web history, or word documents stored on Company Information Systems. Employees therefore should have no reasonable expectation of privacy while using COMPANY NAME information systems.Employees are strictly prohibited from creating, distributing, soliciting, storing, viewing, or downloading material that is: Threatening, violent, abusive, obscene, sexually oriented, discriminatory, or otherwise harassing;Illegal or intended to facilitate illegal activity, including material that could violate copyright or licensing laws;Slanderous, defamatory, demeaning, or constituting unlawful trade disparagement of management, employees, clients, vendors, or any other person or entity;Derived from unknown or unreliable sources which might introduce viruses or otherwise damage COMPANY NAME Information Systems;In violation of COMPANY NAME’s other policies as contained in this Handbook.In addition, when communicating with outside parties on behalf of COMPANY NAME using Company Information Systems or otherwise, employees are expected to conduct themselves in a professional and courteous manner. Note that these rules of conduct also apply when an employee uses his or her own technology to communicate as a representative of COMPANY NAME (e.g., using your personal cell phone to send a business email). Employees are also not permitted to download or stream movies, videos of more than a couple minutes, music, games or pornography on Company Information Systems. Employees must comply with all software licenses, copyrights, and other laws as governing intellectual property and on-line activity. Employees may not use Company Information Systems in any manner that exposes the systems to a security breach, virus, or other risk. Employees are responsible for safeguarding passwords and taking other necessary security measures intended to protect the integrity of Company Information Systems. Furthermore, COMPANY NAME’s confidentiality policy applies fully to all communications made over company information systems.Public and Government CommunicationsIn most instances only the supervisor is authorized to speak on behalf of COMPANY NAME. No employee may speak or take any position on behalf of COMPANY NAME, or represent COMPANY NAME to the public, any government agency or official, or otherwise, without the prior consent of an authorized representative. Social MediaCOMPANY NAME understands that employees are free to create and maintain personal social media profiles during non-work hours and on non-work equipment. Employees generally may not use social media websites on company information systems or during work time unless authorized to do so by a supervisor. When and if an employee makes any business-related comment on his/her personal social media, it should be made clear that the comment is made in his or her personal capacity and not as a representative of COMPANY NAME. Employees may not post material that disparages the services or products provided to the public by COMPANY NAME, and may not comment on COMPANY NAME’s clients/customers without authorization. Employees must comply with all applicable employment policies including COMPANY NAME’s harassment, discrimination, and confidentiality policies when using social media. Employees should refrain from making defamatory, demeaning, discriminatory, harassing, threatening, violent, abusive or obscene related in any way to their employment. This policy in no way restricts employees’ rights to engage in protected concerted activity, such as discussing wages, hours, or other working conditions, through social media. Unauthorized use of COMPANY NAME’s information systems does not include communications regarding wages, hours, or other terms and conditions of employment that may be protected by Section 7 of the National Labor Relations Act. Additionally, this policy is not intended to in any way restrict or prohibit employee conduct that may be protected by Section 7 of the National Labor Relations Act.Off-Duty MisconductAll employees are representatives of COMPANY NAME’s in the community. Accordingly, COMPANY NAME expects employees to conduct themselves, both on and off the job, in a responsible manner. Significant off- the-job misconduct including, but not limited to, fraud, theft, drug-dealing or illegal drug use, illegal gambling and/or violence, or criminal behavior, may result in employee discipline and/or termination, if warranted. A criminal arrest and/or conviction may or may not impact COMPANY NAME’s decision-making; COMPANY NAME at all times has discretion to investigate independently and reach its own conclusions regarding culpability.Personal Vehicle Use, Driver’s License and InsurabilityYour position at COMPANY NAME may require you to use your personal vehicle and have a valid driver’s license. If you are in one of these positions, you must maintain a valid driver’s license and an acceptable driving record as determined by the Company’s insurance carrier and local program funding requirements. Employees may only take clients to travel that has been preapproved by their Supervisor. Mileage for personal vehicle use on behalf of COMPANY NAME will be reimbursed at the prevailing IRS rate. You must not use any type of hand-held wireless device, including a cell phone, while drivingyour vehicle during working time or while transporting an individual in your care. It is your responsibility to promptly notify your supervisor contact in the event that your driving privileges become restricted, are revoked or lapse. Driving under the influence of alcohol or drugs, or transporting alcohol or drugs while on Company time or on Company business is prohibited. You will be responsible for traffic violations, citations, fines, and other consequences that may occur. Accidents, no matter how minor, must be reported immediately to your supervisor. If you are involved in an accident you are expected to document the details of the accident at the scene and submit a formal accident report to your supervisor as soon as possible. You must record the name, address, telephone number and license plate number of others involved in the accident and others who have witnessed the accident.Loss or restriction of your driving privileges or failure to maintain required driving standards oran acceptable driving record may result in re-assignment of job duties or disciplinary action upto and including termination of employment.VisitorsUnidentified, unwelcome, or unexpected visitors can be disruptive to the workplace and caneven pose a security problem. Because of the nature of our business, we must limit access toour worksites and offices to visitors who have a clear business reason for being there, such asco-workers, licensing inspectors, and vendors. Unless otherwise directed, employees must have advance approval from the supervisor to have a visitor on Company premises or onsite during a Company activity or in places where the individuals we serve live and, in each case, the visitor must be accompanied by an employee at all timesFraud or MisappropriationEmployees are prohibited from engaging in any form of fraud or misappropriation in any aspect of their employment. “Fraud” is defined as a deception or inaccuracy that results in a personal or business advantage (even when the deception or inaccuracy is inadvertent rather than intentional, such as inaccurate submissions to federal health care programs for reimbursement). “Misappropriation” is defined as intentionally taking something to which you are not entitled, including but not limited to: using company credit card for personal use; inappropriate use of member funds; using personal identifying information of any individuals served or any employee without permission; falsifying reported revenue or earnings; forging or misusing a signature on a government filing or company report; or sharing proprietary financial or transactional information with third parties in exchange for something of value to you..It is a crime to knowingly provide false, incomplete or misleading information on any business related matter for the purpose of defrauding the company. Engaging in fraud or misappropriation is a serious violation any may result in immediate termination of employment. Penalties may include imprisonment, fines, or denial of insurance benefitsAnti-Retaliation PolicyCOMPANY NAME strictly prohibits and does not tolerate unlawful retaliation against any employee. All forms of unlawful retaliation are prohibited. Forms of retaliation may include termination, threats, or discipline, other forms of reprisal, intimidation, or discrimination against an employee due to that person’s participation in activities protected by law, and including whistleblowing or taking legally protected leave time. Some examples of activity that is may be protected by law include:In good faith, reporting to COMPANY NAME or a public body what the employee reasonably believes is a violation of a law or regulation, if first brought to the attention of a supervisor to allow COMPANY NAME to redress the issue; In good faith, reporting to COMPANY NAME or a public body what the employee reasonably believes is a condition or practice that would put at risk the health or safety of that employee or any other individual;Participating in, or being asked to participate in, an investigation, hearing or inquiry held by a public body, or in a court action; Supporting another employee's internal or administrative complaint of unlawful discrimination (by, for example, testifying or providing an affidavit in support of a co-worker who has filed a discrimination complaint with the EEOC or the Maine Human Rights Commission, or other local body;In good faith, refusing to carry out a directive to engage in activity that would be a violation of a law or regulation, or that would expose the employee or any individual to a condition that would result in serious injury or death, after having sought and been unable to obtain a correction of the illegal activity or dangerous condition COMPANY NAME;Requesting an accommodation under the Americans with Disabilities Act or Maine nondiscrimination statutes; andRequesting or taking leave under the Family and Medical Leave Act.Employees are always encouraged to bring such concerns to the attention of COMPANY NAME’s supervisor.False Claims ActCOMPANY NAME is committed to maintaining fair and accurate billing procedures in accordance with all applicable Federal and Maine laws, regulations and policies, and every employee is expected to conduct their business with integrity, honesty, and high moral standards. In pursuit of that goal, COMPANY NAME maintains policies in accordance with the False Claims Act (“FCA”) and the whistleblower protections under the FCA and related federal and state laws. The FCA prohibits knowingly presenting or causing to be submitted a false claim to the government, knowingly using a false record or statement to obtain payment on a false claimpaid by the government, or to engage in a conspiracy to defraud the government by theimproper submission of a false claim for payment. The FCA also permits a whistleblower to bring an action under the FCA on behalf of the government and share in any recovery. No retaliation will be taken against anyone reporting a perceived issue, problem, or concern in “good faith.” “Good faith” means an employee actually believes that the reported information is true.Prohibition on Conducting Personal BusinessCOMPANY NAME believes that when you attend to your personal business during your working time, you are being disrespectful to the Company and to the individuals we support. Therefore, you are prohibited from conducting personal business on work time. Work time includes all time which you are scheduled to work. Scheduled breaks and off duty meal periods are not considered work timeUse of Company equipmentThe purpose of this policy is to ensure that all property maintained by COMPANY NAME is kept in the best possible working condition and to ensure proper use of such property and COMPANY NAME networks.“Property,” as the term is used in this policy, is defined as any piece of equipment, furnishing, vehicle, building or supply leased, owned, donated or otherwise in the custodial care of COMPANY NAME or any person acting as its agent.No COMPANY NAME employee should expect any privacy on COMPANY NAME premises or when using COMPANY NAME property or networks, except that which is required by law.Any employee who is found to have neglected or misused COMPANY NAME property will be subject to disciplinary action up to and including termination. If an employee’s misuse of COMPANY NAME property damages the property, COMPANY NAME reserves the right to require the employee to pay all or part of the cost to repair or replace the property. Misappropriation of COMPANY NAME property is grounds for immediate termination and possible criminal action. COMPANY NAME property (including computers, pagers, telephones, cellphones, copiers, fax machines, Internet services and printers) is intended for business use only. Limited personal use as necessary is allowable but should be the exception and not the rule. COMPANY NAME reserves the right to discipline employees for excessive personal use of company property.Use of Company VehiclesAny employee for whom driving is an essential job duty must be authorized and approved by supervisor to drive COMPANY NAME vehicles. It is the responsibility of the employee driver of a COMPANY NAME vehicle to ensure that the vehicle is in full operational condition before each use. The employee driver will sign a vehicle log report noting any problems with, or damage to, the vehicle before each use. Should the employee return the vehicle to the company with damage to the vehicle, the vehicle log report will be used as support evidence of the condition of the vehicle before it was used by the employee driver. Any vehicle found to be unsafe will be removed from the operational fleet until appropriate maintenance or repairs have occurred.Use and Dissemination of Company Information“Information,” as the term is used in this policy, includes without limitation any information owned or used by COMPANY NAME, such as:Any company employee, customer or client listsAny company database information, including addresses and telephone numbersAny information from COMPANY NAME employee personnel les, including employee addresses, telephone numbers, employment status and wage historyAny photographs, videotapes and sound clips of any COMPANY NAME employee, customer or clientConflicts of InterestDuring your employment, situations may arise in which your work may relate to, directly or indirectly, a matter in which you or a family member may have a material financial interest. COMPANY NAME has high expectations for its employees to act with candor and demonstrate integrity. On occasion, you may encounter gifts from outside individuals or entities as a result of your work, which may give rise to a conflict. If a conflict of interest, or the potential future conflict of interest arises, you are required to disclose the conflict or potential conflict to your supervisor as soon as practicable.It is critical for both compliance with and efficacy of this policy that conflicts and potential conflicts are quickly disclosed. You are expected to cooperate with management to resolve any conflicts of interest. A failure to disclose and/or cooperate to enforce this policy will be grounds for discipline, depending on the details of the situation, up to and including termination of employment.ConfidentialityAll information that is learned or obtained about clients in the course of an employee’s job is to be regarded as strictly confidential. This means that such information should not be discussed inside COMPANY NAME except when necessary in performing job duties, and then shared only for business-related reasons. No employee shall disclose any information about a client outside COMPANY NAME. If any employee discloses any such information outside COMPANY NAME, then the employee will be subject to immediate suspension or other disciplinary action up to and including termination of employment.SmokingSmoking, vaping, and other tobacco use is not permitted on COMPANY NAME premises, except in specific outdoor areas that may be designated by COMPANY NAME that will be at least 20 feet from any facility entrance. Smokers must properly dispose of their cigarette butts.Section IV: HOURS AND PAYAttendance and PunctualityIn the event of an unscheduled absence or tardiness, employees must notify management before the start of the workday or shift with as much advance notice as possible. Employees are expected to schedule medical and other personal appointments so as not to conflict with working hours to the extent possible. In the event a conflict is unavoidable, the employee must submit a written request to management with as much notice as possible and any available PTO will generally be applied. Management will determine whether an unscheduled absence or tardiness is excused or unexcused. Unexcused absences or lateness, and any pattern or recurrence thereof, is not acceptable and may result in disciplinary action, up to, and including, termination of employment. Failure to call in before an unscheduled absence will – absent extenuating circumstances – generally be considered an unexcused absence. Management generally will apply any available paid time off to an unscheduled absence or lateness.If an employee is absent for more than three (3) consecutive work days for medical reasons, or if the employee has exhibited a pattern of absences for medical reasons, COMPANY NAME may request that the employee produce a physician’s note verifying the absence and that the employee is fit to return to work.Work HourRegular office hours are from 8:00 am to 4:30 pm. Hours for the employee’s specific job may differ from these hours. Time spent commuting between an employee’s home and the COMPANY NAME work site is not work time and is not under any circumstances compensable. Full-time hourly employees are expected to be at work during normal business hours, but must take breaks in accordance with COMPANY NAME’s break policy and Maine law.Employees may make scheduling requests to their supervisors and efforts will be made to accommodate reasonable requests, but the supervisors have ultimate discretion when scheduling hours. Employees may not deviate from their scheduled hours, except with their supervisor’s permission.Employees will be compensated in the following manner for work:Regular working hours (first 40 hours) – regular wageWeekend or on call hours – 1.25x regular wageOvertime hours – 1.5x regular wage On CallAn emergency on call is defined as an unscheduled requests to attend to emergency work related business. Such requests can be made directly by an appropriate management official or directly by customer or staff by calling an on-call phone number. On call employees to must return to work to resolve unforeseen or emergency work after leaving the building or work location at the end of his or her regular shift and before the beginning of the next regularly scheduled shift. Employees may receive calls outside of working hours, on holidays, or weekends and must be available at anytime to respond to emergencies. Employees may be eligible for stipend or increased hourly rate for such emergency requests. Employees who knowingly disregard emergency calls will subject to disciplinary action, up to and including termination.PaychecksYou will be paid biweekly on DAY OF WEEK. The pay period covers the hours, Sunday through Saturday of the previous pay period.Employees may have their paychecks directly deposited into their bank accounts and must provide advance written authorization for COMPANY NAME to do so. COMPANY NAME will provide accurate records of all electronic transfers, including the date of the pay period, the hours, total earnings and itemized deductions, when the transfer is made. COMPANY NAME is required to deduct federal and state income taxes from your paycheck, along with social security and Medicare taxes. COMPANY NAME may make other deductions that are authorized by the employee, such as deductions for health insurance premiums.All deductions from your pay will be identified on your pay stub. Employees should carefully review their pay stub each pay period. If you have questions about any deductions or if you believe an improper deduction has been made, you must immediately report your concerns to your supervisor, who will promptly investigate all complaints concerning an employee’s pay. If COMPANY NAME has made an improper deduction from your pay, it will reimburse you as soon as practicable. TimekeepingIt is your responsibility to ensure that your timecard accurately reflects all compensable hours actually worked, not just your scheduled hours. For example, if you work during an allotted break time or begin working 10 minutes before your shift is scheduled to begin, it is your responsibility to accurately record your time. Remember, employees may not work any hours over 40 in a week except with the express consent and authorization of a supervisor. Even when overtime is not in question, employees may not deviate from their scheduled hours, except with the supervisor’s permission, unless the deviation is minimal (e.g. finishing 5 minutes after end of scheduled shift). Employees may be disciplined for working time outside of their regularly scheduled hours without the authorization of a supervisor. However, in all cases, that time must be recorded so it can be paid. If a time adjustment is needed (for example, you forget to punch in or out), see the supervisor as soon as possible for a correction. Under no circumstances may an employee record time for or at the direction of another employee.Altering, falsifying, tampering with time records, or recording time on another employee’s time record may result in disciplinary action, up to and including termination of employment.BreaksExempt employees may take reasonable meal and rest breaks throughout the workday. Non-exempt employees are entitled and required to take a 30-minute meal break every workday, and may not in any case work more than 6 hours without taking such break. If for any reason an employee does not use his/her 30-minute meal break, s/he must sign a written waiver acknowledging that s/he is entitled to 30-minute unpaid meal break and has chosen not to use it. If an employee does forego his/her meal break, it is the employee’s responsibility to accurately record all time actually worked. Lunch breaks are unpaid. OvertimeNon-exempt, hourly employees will be paid 1.5 times their normal hourly rate for all compensable hours worked over 40 hours in a week. Paid leave, such as any holidays, PTO, earned paid leave, or vacation time does not apply toward worked time. Employees may not work overtime hours except with the authorization of, and at the direction of, their supervisor.Section V: BENEFITSHolidays (if applicable)COMPANY NAME observes NUMBER holidays as noted below:New Year's DayMartin Luther King DayPresident's DayPatriot's DayMemorial DayIndependence DayLabor DayColumbus DayVeteran's DayThanksgiving DayChristmas DayAdditional or different holidays may be observed to comply with applicable laws. If additional or different local or state holidays are observed, COMPANY NAME may substitute or adjust the list of holidays above. Note that employees on call may need to respond to emergency situations during holidays.Earned Paid Leave (Only ten (10) employees or more)[This template is suggested for use by members with more than 10 employees across every location in Maine who currently have no paid leave policy. If used, members should verify that it aligns with other of its employment policies that may be affected and use this template as a starting point There is complexity to the new law and we recommend that you consider this as a template and have your draft policy reviewed by a lawyer/consultant before finalizing.]COMPANY NAME offers paid leave in compliance with Maine’s Earned Paid Leave law. Beginning on January 1, 2021 all employees will be eligible for Earned Paid Leave (“EPL”) as follows:Employees accrue or “earn” EPL at the rate of one (1) hour for every forty (40) hours worked, up to forty (40) hours per year of employment. Employees begin accruing EPL immediately upon employment, but may not use EPL until after 120 calendar days of employment, at which time they may use their EPL as accrued.Employees may use accrued EPL for any reason, including for vacation and personal reasons, and for absences due to illness, injury, health conditions, treatment, or preventative medical care for the employee, their spouse, child(ren), parents, or parents-in-law, or for emergencies or sudden necessities. For planned EPL employees must provide 30 days’ notice to their Supervisor. In the event of unplanned EPL for illness, injury, emergencies, or other sudden necessities, employees must provide as much notice as is feasible under the circumstances. The amount of accrued EPL that may be used under this policy cannot exceed forty (40) hours in a twelve (12) month period. EPL may be taken in increments of no less than 1 hour. EPL will be paid at the base rate of pay (as defined in Maine’s Earned Paid Law law) that the employee received in the week immediately prior to taking EPL. In addition to the employee’s hourly wage the employer may have to include other earnings for non-exempt employees including some bonuses. Full-time exempt employees’ base hourly rate for Earned Paid Leave is their current weekly salary divided by 40 hours.Employees who have unused accrued EPL at the end of their employment year are eligible to carry over up to a maximum of forty hours of EPL into the following year. However, employees are only eligible to use a maximum of 40 hours of EPL per year. This means that an employee who carries over 40 hours of EPL will not accrue any additional EPL hours in the following year. For example, if an employee carries over 8 hours of unused accrued EPL from the previous year, in the current year they will only be entitled to accrue up to 32 additional hours of EPL, regardless of how much leave the employee uses in the current year. EPL on Termination/ResignationOption I: Employees will be paid for any accrued and unused EPL upon termination or resignation. Option II: Employees will not receive a payout of accrued and unused EPL at termination or resignation of employment. If, however, an employee returns to employment within 1 year, their accrued but unused EPL will be reinstated.If, upon separation from employment for any reason, the employee has used more EPL than he or she has accrued, the employer has the right to deduct the used but unaccrued EPL from the employee’s final paycheck. Leave of Absence Without PayCOMPANY NAME recognizes that in extenuating circumstances, staff may have a need for time off beyond the PTO and holiday time offered. In special situations, staff may be eligible for a leave without pay. Any leave requests must be in writing, and written approval must be obtained from the supervisor. In determining whether an unpaid leave request may be approved, consideration will be given to factors such as past practices, staff seniority, reasons for the request, and scheduling needs.Family and Medical LeaveTo qualify for federal FMLA leave, you must meet all of the following: Have worked for COMPANY NAME for at least 12 months, although it need not be consecutiveWorked at least 1,250 hours in the last 12 monthsBe employed at a worksite that has 50 or more employees within 75 miles Please note that depending upon the number of employees employed by COMPANY NAME, and the individual employee’s position, tenure, and circumstances, the state and federal FMLA may not apply to COMPANY NAME employees. If eligible, you may take up to 12 or 26 weeks of family or medical leave, whichever is applicable (as explained below), within the relevant 12-month period defined below. You may take up to 12 weeks of unpaid FMLA leave in a 12-month period, which uses a “rolling” method that is measured backward from the date you use any FMLA leave, for any of the following reasons:The birth of a child, in order to care for that child (leave to be completed within one year of the child’s birth);The adoption of a child or placement with you for foster care, in order to care for the newly placed child (leave to be completed within one year of the child’s placement);To care for a spouse, son, daughter, or parent with a serious health condition;To care for your own serious health condition, which renders you unable to perform any of the essential functions of your position; orA qualifying exigency of a spouse, son, daughter, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, son, daughter, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by the FMLA’s regulations (known as military caregiver leave).If you do not qualify for Federal FMLA, you may qualify for Maine FMLA. To qualify for Maine FMLA leave, you must all of the following: Have worked for COMPANY NAME for at least 12 consecutive monthsNot be eligible for federal FMLA, Be employed at a worksite that has 15 or more employees. If eligible, you may take up to 10 weeks of unpaid family or medical leave within a 2-year period. You may be required to take paid leave, including PTO or other leave available, and if the total leave time is less than ten weeks, the additional weeks of unpaid leave time will be added to attain the total of 10 weeks. Maine FMLA law permits family and medical leave to be taken for the following reasons:Serious health condition of the employee; The birth of the employee’s child or the employee's domestic partner’s child; The placement of a child 16 years of age or less with the employee or with the employee's domestic partner in connection with the adoption of the child by the employee or the employee's domestic partner;A child, domestic partner's child, parent, domestic partner, sibling or spouse with a serious health condition; The donation of an organ of that employee for a human organ transplant; or The death or serious health condition of the employee's spouse, domestic partner, parent, sibling or child if the spouse, domestic partner, parent, sibling or child as a member of the state military forces, as defined in Title 37-B, section 102, or the United States Armed Forces, including the National Guard and Reserves, dies or incurs a serious health condition while on active duty. ProceduresAny FMLA leave taken by an employee during the preceding twelve (12) month period will be used to determine the amount of available leave pursuant to the Family and Medical Leave Act, calculated on a “rolling” 12-month period measured backward from the date of any FMLA leave usage. For example, if an employee used four weeks of leave beginning February 1, 2017, four weeks of leave beginning June 1, 2017, and four weeks of leave beginning December 1, 2017, the employee would not be entitled to any additional leave until February 1, 2018. On February 1, 2018, the employee would be entitled to four weeks of leave, and on June 1, 2018, the employee would be entitled to an additional four weeks, etc.While you are on FMLA leave, COMPANY NAME will maintain your group health insurance coverage at the same level and under the same circumstances as when you were actively working. On returning from approved FMLA leave, you have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law.You have the following obligations to receive either state or federal FMLA leave:You must give at least 30 days’ notice of the intended date upon which family medical leave will commence and terminate, unless prevented by medical emergency from giving that notice; If requested by COMPANY NAME, you must provide certification from a physician to verify the amount of leave requested, except in certain circumstances where alternative treatments do not allow for certification see 26 M.R.S. § 844(1)(B). Certification may include:The date the serious health condition began;The possible duration of the condition;The appropriate medical facts regarding the condition;If the leave is based on the care of a spouse, child or parent, a statement that the employee is needed to provide the care and an estimate of the amount of time that need will continue;If the leave is based on the employee's own serious health condition, a statement that the employee is unable to perform the functions of his/her job;In the case of intermittent leave or leave on a reduced hours basis for planned medical treatment, the date and duration of the treatment should be specified; andIn the case of intermittent leave or leave on a reduced hours basis for medical conditions that do not necessarily involve planned medical treatment, an estimate as to the anticipated frequency and timing of the absences should be given.You must continue paying your share of any health plan premium, and if the premium is more than 15 days late, COMPANY NAME may notify you of the cancellation of your health plan at least 15 days before coverage ceases.For purposes of this policy, a serious health condition means an illness, injury, impairment or physical or mental condition that involves:Any period of incapacity or treatment in connection with or consequent to in- patient care in a hospital; hospice or residential medical care facility;Any period of incapacity requiring absence from work or other regular daily activities for more than three (3) calendar days that also involves continuous treatment by or under the supervision of a healthcare provider; orContinuous treatment by or under the supervision of a healthcare provider for a chronic long-term health condition that is incurable or so serious that if not treated would result in a period of incapacity of more than three (3) calendar days; or prenatal care.In the case of unpaid FMLA leave for serious health conditions, the leave may be taken intermittently or on a reduced hours basis only if such leave is medically necessary. Where an employee requests intermittent leave or leave on a reduced hours basis due to a family member's or the employee's own serious health condition, COMPANY NAME has the option, in its sole discretion, to require the employee to transfer to a temporary alternative job for which the employee is qualified and which better accommodates the intermittent leave or reduced hours leave than the employee's regular job. The temporary position will have equivalent pay and benefits as the employee's regular job.In the case of FMLA leave due to reasons other than the employee’s own serious health condition, the employee must use available family sick time (as appropriate), personal time, compensatory time, and then vacation time during the FMLA leave time. The remainder of the FMLA leave will be unpaid.Employees who return to work from FMLA leave within or on the business day following the expiration of the ten/twelve/twenty-six (10/12/26) weeks are entitled to return to their job or an equivalent position without loss of benefits or pay.Military LeaveUnder Federal law (USERRA) and/or Maine law, COMPANY NAME may not discriminate against any employee due to that employee’s military activity or status. Employees may be eligible to take a leave of absence for military purposes (including active duty, reserve duty, or National Guard duty), and be entitled to reinstatement to the same or equivalent position upon return to work. Under USERRA, military leave generally must not exceed 5 years for the protections to apply. Military leave is unpaid.The employee must give prior reasonable notice, if possible, to COMPANY NAME of the anticipated absence for military duty. If COMPANY NAME so requests, the employee must provide copies of his or her military orders prior to leaving for service, or as soon as practicable. The law also provides that COMPANY NAME may not require an employee returning from military leave to report back to work in less than certain minimum time periods depending on the length of the leave.USERRA and Maine law contain detailed provisions concerning military members’ civilian employment and re-employment rights, and the conditions for exercising those rights. Employees should contact Supervisor if they are anticipating a military leave of absence in order work through the process. Family Military LeaveUnder Maine law, eligible employees may receive up to 15 days of unpaid family military leave, upon notice and request, in connection with a covered deployment of certain family members. Please note that depending upon the number of employees employed by COMPANY NAME at any given time, this law may not apply to COMPANY NAME. To be eligible, an employee must be employed by COMPANY NAME for at least 12 months and for at least 1250 hours of service during the 12 months immediately preceding the leave. You must be the spouse, domestic partner (see FMLA policy for definition of domestic partner), or parent of a person who is a resident of the State and is deployed for military service for a period lasting longer than 180 days.The leave must be used during the 15 days immediately preceding or immediately following the deployment, or some combination of both (e.g. 8 days before, 7 days after deployment). Employee benefits may continue, at the current employee rate, during the leave, and employment (or equivalent employment) will be restored after the leave, unless COMPANY NAME proves that the employee was not restored to such employment because of conditions unrelated to the employees’ exercise of family military leave rights.An employee who uses or seeks to use a family military leave, is free from retaliation.The employee must give at least 14 days' notice of the intended date upon which the family military leave will commence if leave will consist of 5 or more consecutive workdays, and, if not, as soon as is practicable. COMPANY NAME may require certification from the proper military authority to verify eligibility for Family Military Leave. This will generally be in the form of, but is not limited to, military orders provided to the service member, or other written certification. Employees may use vacation and sick time during a family military leave.Leave for Victims of ViolenceUnder Maine law, an employee may take reasonable and necessary leave from work when the employee (or certain relatives of the employee) is a victim of violence, assault, sexual assault, stalking or any act that would support an order for protection. The leave may be taken to prepare for and attend court proceedings, receive medical treatment, or obtain necessary services to remedy a crisis caused by domestic violence, sexual assault, or stalking. The leave may be with or without pay at the discretion of COMPANY NAME. COMPANY NAME may not sanction an employee or deprive the employee of pay or benefits for taking the leave. However, COMPANY NAME does not have to grant this leave if granting it would cause undue hardship to COMPANY NAME, if the request for leave is not communicated to COMPANY NAME within a reasonable time under the circumstances, or the requested leave is impractical, unreasonable, or unnecessary based on the facts then known to COMPANY NAME. COMPANY NAME will not sanction an employee or deprive an employee of pay or benefits for exercising a right granted by this section.Workers’ CompensationUnder Maine’s Workers’ Compensation law, you may be entitled to payment for lost wages and medical expenses related to any injury sustained while on duty for COMPANY NAME. If you are injured while on duty you must notify your supervisor of the injury as soon as practicable, but in no case, later than 30 days of the injury at the very latest. However, COMPANY NAME encourages employees to report any work-related injuries as soon as possible to ensure that your claim receives prompt attention. You must notify your supervisor of any work-related illness or injury regardless of the severity of the illness or injury. In situations where the illness or injury requires immediate, emergency medical treatment, you should report (or be taken) to the nearest hospital.When an employee is unable to work, he or she will generally be entitled to compensation equal to 2/3 of the employee’s gross average weekly wages or salary, but not more than $441 or 100% of the state average weekly wage as adjusted annually by the Maine Department of Labor, whichever is higher. An employee injured on the job may also be entitled to reasonable and proper medical treatment at COMPANY NAME’s expense.Any employee who is on a workers’ compensation leave may stay on COMPANY NAME’s group health insurance plan, provided that the insurance plan permits such coverage. Alternatively, you may elect not to continue coverage, in which case you may be entitled to continuation of coverage under COBRA.Any employee who sustains a compensable injury will generally be entitled, upon request, to be reinstated to his or her former position, if that position is available and suitable to the employee’s physical condition. If such position is not available or suitable to the employee’s physical condition, the employee will generally be entitled, upon request, to be reinstated to any other available position suitable to the employee’s physical condition. As such, COMPANY NAME will make reasonable accommodations for the physical condition of the employee unless none exists or doing so would constitute undue hardship on COMPANY NAME. COMPANY NAME’s duty under this paragraph continues for one year after the date of the injury. COMPANY NAME reserves the right to dispute any claim for workers’ compensation benefits. Disputes and/or appeals will be handled by the Workers’ Compensation Board.Workers’ compensation benefits are generally an employee’s exclusive remedy for work-related injuries. Employees may not sue in court for work-related injuries.No employee will be discriminated or retaliated against in any way due for asserting a workers’ compensation claim, testifying in a workers’ compensation hearing, or otherwise exercising any right under the law. Return to Work PolicyCOMPANY NAME believes it is in the best interest of its employees to facilitate the expedient return of staff to full duty after they have suffered an absence due to a work-related injury or illness. When possible, temporary modified work assignments will be made available to employees as a positive means of rehabilitation following a disabling injury that makes an employee unable to perform the full duties of his/her regular position. Modified duties must meet COMPANY NAME’s staffing needs as well as accommodate the employee’s medical restrictions while taking into consideration the welfare and safety of the employee, his/her co-workers and/or citizens. The employee’s supervisor will develop a modified duty assignment. Every effort will be made to place an employee in his/her department either by temporarily modifying his/her current position or creating a modified position. If the employee cannot be placed in his/her department, then COMPANY NAME may attempt to transfer the employee to a position outside his/her department if modified duties can be found that are compatible with his/her work restrictions.The employee must obtain written medical approval from his/her physician concerning his/her ability to perform the assigned modified duties.Medical and Dental Insurance (if applicable)Eligible employees, their spouses, and/or their dependents may participate in COMPANY NAME’s group medical insurance and dental plan. All full-time employees, and part-time employees who work 32 hours a week or more, are eligible to enroll in medical and dental insurance on the first day of the month following 60 days of continuous employment. Specifics about coverage, deductibles, out-of-pocket expenses, etc. are provided in the Summary Plan Description.Life Insurance (if applicable)Eligible employees may participate in a life insurance plan. Specifics about coverage and policy limits are provided in the Summary Plan Description. Short-Term and Long-Term Disability Insurances (if applicable)Eligible employees may participate in the short-term and long-term disability insurance plans. Specifics about coverage and policy limits are provided in the Summary Plan Descriptions.Retirement Plan (if applicable) Each employee who is enrolled in COMPANY NAME’s 401K PLAN OR PLAN TYPE and actively contributing to their 401K PLAN OR PLAN TYPE by CONTRIBUTION DATE in a calendar year will automatically receive a contribution to their 401K PLAN OR PLAN TYPE from COMPANY NAME of PERCENT CONTRIBUTING of the employee’s salary for that calendar year and for each calendar year thereafter during their employment with COMPANY NAME provided they continue to actively contribute to their 401K PLAN OR PLAN TYPEAs part of the annual budget process, the COMPANY NAME will review the number of eligible employees actively contributing to the 401K PLAN OR PLAN TYPE and, based on the availability of funds and COMPANY NAME’s budget projections for the upcoming Fiscal Year, make recommendations to the Board for an allocation of additional matching contributions. If the COMPANY NAME has determined that the proposed budget will not to any extent financially support a matching contribution, share that with its employees.Employees also have the opportunity to make additional contributions under the plan. Specifics about the retirement plan are provided in the Summary Plan Description.COBRA (if applicable)In certain instances where health insurance coverage ends, such as when employment terminates, plan participants and their dependents may have the opportunity to temporarily extend their coverage at group rates under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Please note that depending upon the number of employees employed by COMPANY NAME at any given time, this law may not apply. Please consult your supervisor to find out if COBRA applies and to obtain more detailed information on COBRA rights and benefits.COBRA benefits are available if you lose your group health coverage due to a reduction of hours of employment or the termination of your employment (for reasons other than gross misconduct on your part). COBRA requires that the employee pay the entire premium for the extended coverage, plus 2% for administrative costs. COBRA applies whether an employee leaves voluntarily or involuntarily, if he or she is not terminated for gross misconduct. COBRA allows benefits to continue for 18 months from the qualifying event. Additional time may be available if you meet the necessary requirements permitted by law.Section VI: TERMINATION OF EMPLOYMENTVoluntary TerminationShould an employee elect to leave COMPANY NAME voluntarily, please provide a minimum of two weeks' notice. Notice of TerminationIn the event of layoff or involuntary termination for anything other than disciplinary reasons, employees will be given two weeks' notice or pay in lieu of notice.Return of EquipmentAll equipment and supplies issued to the employee must be returned to COMPANY NAME prior to the staff member’s last day of active employment. Employees must make arrangements with COMPANY NAME management to check in such equipment and supplies at a time acceptable to COMPANY NAME. Employees are responsible for any lost or damaged items. The value of any property not returned may be deducted from the employee’s final paycheck.Final PayFinal pay owed will be made no later than two weeks after the staff member’s final day of work. Employees who have used more time than they have earned will have that amount deducted from their final paycheck.Section VII: ACKNOWLEDGMENT OF HANDBOOKAcknowledgment of HandbookBy my signature below, I acknowledge that I have been provided with a copy of the COMPANY NAME Employee Handbook. I understand that the Handbook is provided for general informational purposes only, and that it is not a contract of employment.I understand that employment at COMPANY NAME is "at will" and always based on the ongoing mutual agreement of the employee and COMPANY NAME, and that this means that I am privileged to terminate my employment, in my sole discretion, with or without specific cause, at any time, and that the management of COMPANY NAME has the same privilege to terminate my employment, in its sole discretion, with or without specific cause, at any time.I understand that it is my responsibility to read and comply with the policies contained in the Employee Handbook and any revisions made to it.Date: _______________________________ _______________________________________Signature of Employee_______________________________________Printed Name of Employee ................
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