Visionserve alliance employee handbook

LAST REVISED JUNE 2020Visionserve Alliance

8760 Manchester Rd., St. Louis, MO 63144

VisionServe Alliance Employee Handbook

Contents: 1. Welcome to VisionServe Alliance p.2

2. About the Company p.2

3. Workplace Commitments (Equal opportunity, non-harassment policy etc.)

p.3

4. Company Policies and Procedures p.10

5. Employment Classification p.15

6. Attendance Policies & Leave Policies p.16

7. Work Performance p.18

8. Discipline Policy p.18

9. Employee Benefits p.19

10. Leaving VisionServe Alliance p.20

11. Acknowledgements of Receipt p.21

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1. WELCOME TO VISIONSERVE ALLIANCE

We are excited you have joined our team. The part you will play as an employee is an important one, as we can only be as strong as each member of our team.

Please read the handbook thoroughly, sign the receipt form and keep your handbook nearby for future reference. The policies in this handbook are intended as guidelines only and are subject to change at the discretion of VSA. We will do our best to notify you as soon as possible of any and all policy changes that impact you as an employee. If at any time you have questions regarding any of our policies, please see your supervisor.

This handbook is not a contract, express or implied, nor does it guarantee employment for any specific length of time. Although we hope our employment relationship will be long term, neither VSA or you can end the relationship at any time, with or without notice, with or without reason, to the extent allowed by law.

2. ABOUT THE COMPANY

VisionServe Alliance is a consortium of Executive Directors/CEOs of 501(c)(3) nonprofits throughout the United States that provide unique and specialized services to people who are blind or with severe vision loss. We bring together the full diversity of services for one conversation with the ultimate goal of coordinating the many issues and leveraging the expertise and other resources of organizations operating independently of one another in the field. Members include organizations focusing on national advocacy and/or service issues, employment and manufacturing, adult vision rehabilitation, K-12 residential, day and on-line schools, early intervention and pre-school, dog guides, low vision clinics, and Braille production. Collaborative projects, national trends, stronger management and leadership, and advocacy issues have been born from these conversations and activities.

Mission: To engage leaders in building a better world through services for people with vision loss.

Core Values:

Exceptional Leadership – lets add the definitions of each of these Diversity Inclusion Innovation Collaboration

Purpose: Facilitating executive leadership development and strategic networking leadership opportunities in order to strengthen capacity and impact in the field of blindness and low vision.

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3. WORKPLACE COMMITMENTS

Employment at-will disclaimer: The employment policy of VisionServe Alliance (VSA) is to provide equal opportunity to all persons. VSA will recruit, hire, train and promote qualified individuals in all job titles, and ensure that all other personnel actions are administered without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, marital status, military and/or veteran status, national origin, citizenship status or disability.

Statement on equal employment opportunity:All VSA employees are employed at-will. This means that employees are free to resign their employment at any time, just as VSA is free to terminate their employment for any lawful reason, at any time, with or without cause or notice. No one other than an officer of VSA has the authority to make any agreement contrary to this policy. Furthermore, any such agreement must be in writing and must be signed by an officer of the company.

Harassment, Discrimination & Retaliation:All employees of VSA have a right to work in an environment free from all forms of harassment, discrimination and retaliation. We respect the rights and dignity of each employee. Harassment, discrimination or retaliation based on an individual’s race, color, religion, sex, sexual orientation, gender identity, genetic information, marital status, military and/or veteran status, national origin, citizenship status or disability or, any other basis protected by law, will not be sanctioned nor tolerated. All employees are expected to avoid any behavior or conduct that could reasonably be interpreted as unlawful harassment or discrimination. Also, any retaliation against an individual who has complained of harassment or discrimination is against the law and will not be tolerated. In addition, retaliation against individuals who cooperate in an investigation of a complaint of harassment or discrimination is against the law and will not be tolerated.

Sexual Harassment: We are committed to providing an environment where everyone can work together comfortably and productively, free from sexual harassment. Sexual harassment is against the law, a violation of company policy and will not be tolerated here. Harassment by co-workers, supervisory or management employees, clients, or customers (basically, anyone) will not be tolerated.

Harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

Sexual harassment occurs when:

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Your job depends on your going along with this behavior. The conditions of your employment depend on your going along with this

behavior. The harassment creates a hostile or offensive work environment, which

interferes with your ability to do your job.

Sexual harassment does not refer to casual conversation or compliments of a socially acceptable nature. For example: The average person would not, or should not be offended if you said, “You look nice today.” (Although watch your tone of voice.)

The following list provides some examples of conduct that could be viewed as sexual harassment. This list does not cover every type of behavior that could be perceived as sexual harassment. But, it should be used to guide our behavior.

Direct or implied requests by a supervisor or manager for sexual favors in exchange for actual or promised job benefits.

Job benefits could include; a favorable performance review, a salary increase, a promotion, increased benefits, or continued employment.

Sex oriented verbal kidding, teasing, or joking. Foul or obscene language or gestures. Display of foul or obscene printed or visual material. Physical contact such as patting, pinching, or brushing against another’s

body. Comments on an individual’s body. Comments about an individual’s sexual activity, deficiencies, or prowess. Displaying sexually suggestive objects, pictures, or cartoons. Unwelcome leering, whistling, brushing against the body, gestures,

suggestive or insulting comments. Inquiries into one’s sexual experience and discussion of one’s sexual

activities.

Sexual harassment also includes continuing to express sexual or social interest after being informed directly, or even indirectly, that the interest is unwelcome.

Communication by e-mail, voice mail, company bulletin boards, newsletters or otherwise of any of the material noted above, which any reasonable person would consider harassing or offensive is a violation of the Company policy against harassment.

All Other Forms of Harassment:

Sexual harassment is not the only form of prohibited workplace conduct. Harassment on the basis of any other protected characteristic 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

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race, color, religion, sex, national origin, age, disability, citizenship, sexual orientation, gender identity and/or expression, marital status or any other characteristic protected by law or that of his/her relatives, friends or associates, and that:

Has the purpose or effect of creating an intimidating, hostile or offensive work environment.

Has the purpose or effect of unreasonably interfering with an individual's work performance.

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 or other more recent technological means, such as blogging).

Individuals with Disabilities: VSA complies with the Americans with Disabilities Act, (ADA), and applicable state and local laws provided for nondiscrimination in employment against qualified individuals with disabilities. VSA also provides reasonable accommodation for such individuals in accordance with these laws. It is the policy of VSA to ensure that:

Qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-employment process and those employees with disabilities are treated in a nondiscriminatory manner in all terms, conditions, and privileges of employment.

Keep all medical-related information confidential in accordance with the requirements of the ADA and retain such information in separate confidential files.

Provide applicants and employees with disabilities with reasonable accommodation, except where such an accommodation would create an undue hardship on VSA.

Notify individuals with disabilities that VSA provides reasonable accommodations to qualified individuals with disabilities by including this policy in the VSA employee handbook, and by posting the Equal Employment Opportunity Commission's poster on not discriminating against individuals with disabilities and other protected groups conspicuously in our office.

Who Is Covered By Discrimination, Harassment & Retaliation Policy:

This policy covers all employees, including all supervisors, managers, executives, and all directors. It also covers all persons with whom the company does business. This includes customers, vendors, salespeople, clients and members of the public.

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Reporting Complaints

Complaint Procedure:An employee who believes he or she has been discriminated against or harassed based on his or her sex, race, color, sexual orientation/gender identity, religion, national origin, age, disability, genetic information, veteran/military status, pregnancy, or marital status should report the matter to the President/CEO or your direct Supervisor. Supervisors or managers who believe an employee has been subjected to discrimination or harassment based on his or her sex, race, color, sexual orientation/gender identity, religion, national origin, age, disability, veteran status, pregnancy, or marital status, or who receive a complaint from an employee alleging such discrimination or harassment, must immediately report the matter to the President/CEO or your direct Supervisor even when the employee complaining asks the supervisor or manager to keep the allegation confidential and take no action.

Every complaint of discrimination or harassment will be investigated promptly, thoroughly, and in an impartial manner. The individual who conducts the investigation will objectively gather and consider the relevant facts.

VSA will protect the confidentiality of complaints to the extent possible. VSA cannot guarantee complete confidentiality because it cannot conduct an effective investigation without revealing certain information to the alleged wrongdoer and potential witnesses. However, information about the allegation will be shared only with those who need to know about it. Records relating to such complaints shall be kept confidential on the same basis.

If discrimination or harassment is established, VSA will take immediate and appropriate remedial measures designed to stop the discrimination or harassment, correct its effects on the employee, and ensure that the discrimination or harassment does not recur. Remedial measures will include disciplining the offender if the offender is an employee. Such disciplinary action can range from verbal or written warnings to immediate termination, depending upon the circumstances. When necessary, the company will take immediate measures before completion of the investigation to ensure that further discrimination or harassment does not occur while the investigation is being conducted.

Retaliation:VSA will not tolerate retaliation, coercion, intimidation, interference, discrimination, or harassment of or against any employee for making a good-faith complaint of discrimination or harassment or for providing information related to such a complaint. An employee who believes he or she has been retaliated against as the result of making a complaint or for providing information related to such a complaint must report this matter immediately to the President/CEO or your direct Supervisor. The registering of a complaint will in no way be used against the employee, nor will it

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ever have an adverse impact on the individual’s employment status. Any individual who engages in retaliatory actions will be subject to discipline, up to and including immediate termination.

Act Responsibly:As an employee of VSA, it is your responsibility to behave in a manner that will minimize the possibility that someone else will regard your conduct as discrimination or harassment. VSA trusts that all employees will act respectfully and responsibly in maintaining a pleasant working environment free of discrimination and harassment. All employees are responsible for communicating with appropriate business decorum whether by means of e-mail, the internet, hard copy, in conversation, or using other technology or electronic communications. Also, please remember that the very nature of harassment and discrimination makes it virtually impossible to detect unless a complaint is made. Do not assume that VSA is aware of your problem! It is your responsibility to bring this information to that attention of VSA so that the issue can be promptly investigated and resolved.

If you have any questions concerning this policy, please contact the President/CEO or your direct Supervisor.

We encourage every employee to let your direct supervisor know immediately of the situation unless your direct supervisor is the source of the problem. If your direct supervisor is the source of the problem, you should contact the President of VSA. If the President is the source of the problem or does not respond in an appropriate or timely manner, contact the Chairperson of the Board of Directors.

In addition, we will ask that you provide in writing the date and time of the event, and the names of any witnesses. Also describe the activity that you found unwanted or offensive in detail and the context surrounding the activity. Details are important in determining the severity and context of the activity.

All company employees are responsible to help ensure that we avoid harassment, discrimination and retaliation. Report harassment before it becomes severe or pervasive (consistent). Please do not wait until the situation gets out of hand or becomes too much for you to handle. We can only help if we are made aware that there is a problem.

Investigation of Complaints: The company takes all discrimination, harassment and retaliation claims seriously. A prompt and thorough investigation of all complaints of harassment, discrimination and retaliation will be made. The investigation will be made in such a way as to maintain confidentiality to the greatest extent possible under the circumstances. Our investigation will include a private interview with the person filing the complaint, and with witnesses, if necessary. We will also interview the person alleged to have engaged in the harassment, discrimination or retaliation. When we have completed our investigation, we will, to the extent appropriate, inform the person filing the

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complaint and the person alleged to have engaged in harassing, discriminatory or retaliatory conduct of the results of that investigation.

VSA will protect the confidentiality of complaints to the extent possible. VSA cannot guarantee complete confidentiality because it cannot conduct an effective investigation without revealing certain information to the alleged wrongdoer and potential witnesses. However, information about the allegation will be shared only with those who need to know about it. Records relating to such complaints shall be kept confidential on the same basis.

It may be necessary to undertake intermediate measures before completing the investigation to ensure that further harassment does not occur.

Examples of such measures are: making scheduling changes so as to avoid contact between the parties; transferring the alleged harasser; or placing the alleged harasser on non-disciplinary leave with pay pending the conclusion of the investigation.

If it is determined that harassment has occurred, we will act promptly to eliminate the offending conduct, and where it is appropriate, we will also impose disciplinary action.

Disciplinary Action: If it is determined that harassing, discriminatory or retaliatory conduct has been committed by one of our employees or a customer, vendor or client, we will take such action as is appropriate under the circumstances. Such action may range from counseling to termination from employment, and may include such other forms of disciplinary action, as we deem appropriate under the circumstances. Some examples of other possible actions: transfer or reassignment, demotion, training, monitoring of the harasser, suspension, etc.

If an investigation reveals that harassment, discrimination and/or retaliation has occurred, the offending party may also be held legally liable for his or her actions under state or federal anti-discrimination laws or in separate legal actions.

Confidentiality of Inventions, Discoveries, Conflicts & Technical Information: It is the policy of VSA to ensure that the operations, activities, and affairs of VSA and our clients are kept confidential. If, during employment with VSA, employees obtain confidential or proprietary information about VSA and or its members, such information is to be handled in strict confidence and not to be discussed with outsiders. Employees are also responsible for the internal security of such information, meaning only share the information with others on a need to know basis. In addition, employees shall not engage in any planning or other business or technical activity that is in conflict with VSA’s confidential business or which conflicts with the business interests of VSA.

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Also, please understand that all inventions and discoveries made by its employees during the period of employment will be assigned to VSA.

Upon hire, employees will be asked to sign a statement of confidentiality and periodically, to acknowledge awareness of, and reaffirm commitment to this policy.

Whistleblower Protection:VSA expects its directors, officers, employees, and other representatives to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As employees and representatives of VSA, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility: It is the responsibility of all directors, officers, and employees of VSA to report Wrongful Conduct in accordance with this Whistleblower Policy.

Wrongful Conduct:“Wrongful Conduct” is defined in this Whistleblower Policy to include: a serious violation of VSA policy; a violation of applicable state and federal law; or the use of VSA property, resources, or authority for personal gain or other nonorganizational-related purposes except as provided under VSA policy.

This definition of Wrongful Conduct is not intended to be an exclusive listing of the illegal or improper activity encompassed by the Whistleblower Policy. Rather, the Whistleblower Policy is intended to serve as a means of reporting all serious improprieties that potentially impact the integrity and effective operation of VSA.

No Retaliation: No director, officer, or employee who in good faith reports Wrongful Conduct will suffer harassment, retaliation or adverse employment consequence. Any director, officer, or employee who retaliates against anyone who has reported Wrongful Conduct in good faith is subject to discipline up to and including termination of employment or removal from the board of directors, as applicable. This Whistleblower Policy is intended to encourage and enable employees and others to raise serious concerns within VSA prior to seeking resolution outside of VSA.

Open Door Policy:The purpose of the Open Door guideline is to implement the philosophy of VSA that employees should be encouraged to raise their work-related concerns informally with their immediate supervisors. He or she is most directly responsible for your success on the job, so communication should logically begin there. If it is not possible or you do not feel comfortable discussing the problem with your supervisor, your concerns can be addressed with your supervisor’s direct supervisor or the CEO. VSA will attempt to keep all such expressions of concern, their investigation, and the terms of their resolution confidential, recognizing, however, that in the

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course of investigating and resolving the concerns, some dissemination of information to others may be appropriate.

It may not always be possible to achieve the result you want, but if not, VSA will attempt in each case to explain why. VSA believes that employee concerns are best addressed through informal and open communication. No employee will be disciplined, retaliated against, or otherwise penalized for raising a good-faith concern.

Reporting Wrongful Conduct: VSA encourages its directors, officers, and employees to share their questions, concerns, suggestions, or complaints with someone who can address them properly. Any director, officer, or employee may report Wrongful Conduct to the President or the Chairman of the Board of Directors. If the Wrongful Conduct implicates one or both of the President or the Chairman of the Board of Directors, or if the reporting individual is not comfortable speaking with or not satisfied with responses of the foregoing individuals, the issue may be reported to any member of the Board of Directors. The President, Chairman of the Board of Directors, and all members of the Board of Directors to whom a report of Wrongful Conduct is made are required to immediately advise the full Board of Directors of such report of Wrongful Conduct.

Acting in Good Faith: Anyone filing a complaint of Wrongful Conduct must be acting in good faith and have reasonable grounds for believing the information disclosed indicates Wrongful Conduct. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense. An allegation is not in good faith if it is made with reckless disregard for or willful ignorance of facts that will disprove the allegation.

Handling of Reported Wrongful Conduct: A representative of the Board of Directors will notify the sender and acknowledge receipt of the reported Wrongful Conduct or suspected Wrongful Conduct within ten business days, unless such report was submitted anonymously. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.

4. COMPANY POLICIES AND PROCEDURES

Code of Professional Conduct:VSA expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action.

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Dress Code:An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and position. Office dress is business casual and employees can wear jeans on Fridays.

Payday:Paychecks are distributed by direct deposit on the 1st and the 16th of the month. If the pay date lands on a holiday, paychecks will be distributed on the closest business day before the holiday. Paychecks include salary or wages earned less any mandatory or elected deductions. Mandatory deductions include federal or state withholding tax, and other withholdings. Elected deductions are deductions authorized by the employee, and may include, for example, contributions to benefit plans. Contact your supervisor to obtain the necessary authorization forms for requesting additional deductions from their paychecks. Notify a supervisor if the paycheck appears to be inaccurate or if it has been misplaced. VSA reserves the right to charge a replacement fee for any lost paychecks. Advances on paychecks are not permitted. Information regarding final paychecks can be found under the termination section of this handbook. Any change in name, address, telephone number, marital status or number of exemptions claimed by an employee must be reported to VSA’s payroll processor immediately.

Company Property:Company property, such as equipment, telephones, computers, and software, is not for private use. These devices are to be used strictly for company business and are not permitted off grounds unless authorized. Company property must be used in the manner for which it was intended. Upon termination, employees are required to surrender any company property they possess. Company computers, Internet and e-mails are a privileged resource, and must be used only to complete essential job-related functions. Employees are not permitted to download any “pirated” software, files or programs and must receive permission from a supervisor before installing any new software on a company computer. Files or programs stored on company computers may not be copied for personal use. Phones are provided for business use. The company requests that employees not receive personal calls while on duty. If urgent, please keep personal calls to a minimum and conversations brief. Employees are reminded that they should have no expectation of privacy in their use of company computers or other electronic equipment. Violations of these policies could result in disciplinary action.

Social Media Policy:At VSA, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

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This policy applies to all associates who work for VSA.

Guidelines:In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether or not associated or affiliated with VSA, as well as any other form of electronic communication.

The same principles and guidelines found in VSA’s policies apply to employees’ activities on-line. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of the company or the company’s legitimate business interests may result in disciplinary action up to and including termination.

Know and follow the rules:Carefully read this Social Media Policy, the Equal Employment Policy, the Non-Harassment/Non-Discrimination Policy, and the Code of Professional Conduct and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be respectful:Always be fair and courteous to fellow associates, customers, members, suppliers or people who work on behalf of VSA. Also, keep in mind that you are more likely to resolve work-related complaints by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, members, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or company policy.

Be honest and accurate:Make sure you are always honest and accurate when posting information or news, and if you make a mistake, correct it quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that

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you know to be false about VSA, fellow associates, members, customers, suppliers, people working on behalf of VSA or competitors.

Post only appropriate and respectful content:• Maintain the confidentiality of VSA trade secrets and private or confidential information. Trades secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications.

• Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.

• Do not create a link from your blog, website or other social networking site to a VSA website without identifying yourself as a VSA associate.

• Personal use of the VSA’s logo is prohibited.

• Express only your personal opinions. Never represent yourself as a spokesperson for VSA. If VSA is a subject of the content you are creating, be clear and open about the fact that you are an associate and make it clear that your views do not represent those of VSA, fellow associates, members, customers, suppliers or people working on behalf of VSA. If you do publish a blog or post online related to the work you do or subjects associated with VSA, make it clear that you are not speaking on behalf of VSA. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of VSA.”

Using social media at work: Refrain from using social media while on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the company Equipment Policy. Do not use VSA email addresses to register on social networks, blogs or other online tools utilized for personal use.

Media contacts:Associates should not speak to the media on VSA’S behalf without clearing this with the Director of Communications. All media inquiries should be directed to them.

For more information: If you have questions or need further guidance, please contact the Director of Communications.

Privacy:Employees and employers share a relationship based on trust and mutual respect. However, the company retains the right to access all company property including computers, desks, file cabinets, storage facilities, and files and folders—electronic or

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otherwise—at any time. Employees should not entertain any expectations of privacy when on company grounds or while using company property. All documents, files, voicemails, and electronic information, including e-mails and other communications, created, received, or maintained on or through company property are the property of the company, not the employee. Therefore, employees should have no expectation of privacy over those files or documents.

Personnel Files:VSA maintains a personnel file on each employee. These files are kept confidential to the extent possible. Employees may review their personnel file upon request. It is important that personnel files accurately reflect each employee’s personal information. Employees are expected to inform VSA of any change in name, address, home phone number, home address, marital status, number of dependents or emergency contact information. Employment files are the property of the Company and may not be copied. Neither may these files be removed from company premises.

Drug-Free Workplace: Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while on duty. In addition, employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work, on company premises or engaged in company business. Prescription drugs or over-the-counter medications, taken as prescribed, are an exception to this policy. Anyone violating this policy may be subject to disciplinary action, up to and including termination.

Inclement Weather:If inclement weather prevents you from being able to get to work, please call or text your direct supervisor before you shift starts. Your supervisor can approve your working from home during these instances.

Intruder Procedures:Should you become aware of an intruder in our building, here is a plan specific to our VSA offices:

• If there is time, turn off the lights, silence cell phones and hide. Since our office has a glass door (easily breakable), hide in the Director’s office which has a wooden door and lock the door.

• Bring the fire extinguisher with you as a potential deterrent. • Get under a desk or a table.• Call 911• If the intruder takes you by surprise, grab the fire extinguisher and/or mace

and hit or spray him/her in the face. This should stop him/her long enough for you to escape.

• Hit him/her with a chair; aim for the face.

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• If you are sure your way is clear, leave the building. Do not take anything with you. Know your route. Exit the building with your hands up which signals to the police you are unarmed.

• Our meeting place will be the Schnucks on the corner of Brentwood and Manchester Roads.

5. EMPLOYMENT CLASSIFICATIONS

Proper classification of employees is important to administering salaries, determining eligibility under VSA’s employee benefits plan, and complying with employment and tax laws.

All employees – whether full-time, part-time, or temporary – are classified as exempt or non-exempt for overtime and minimum wage requirements.

Basic employee classifications are as follows:

• Full-time regular employees are employees hired to regularly work 40 or more hours each week. Full-time regular employees can be exempt or non-exempt (see below).

• Part-time regular employees are employees hired to regularly work fewer than 40 hours per week. Part-time employees can be exempt or non-exempt. In general, employees who are regularly scheduled to work 30 or more hours per week are eligible to participate in certain employee benefits programs. Some benefits are adjusted on a pro-rata basis to account for the employee’s reduced working hours (NOTE: See summary plan description or plan document for each benefit plan for specific eligibility information).

• Temporary employees are part-time or full-time employees hired by VSA to work for the duration of specific projects or assignments. Temporary assignments generally do not extend beyond a 12-month period, unless approved by management. Temporary employees can be exempt or non-exempt.

• Contract employees are employees of firms with which the company has contracted for services or self-employed individuals with which VSA has contracted directly.

VSA classifies each employee or position as exempt or non-exempt:

Exempt employees are not subject to federal and state minimum wage and overtime requirements. An employee is exempt if determined to be an executive, administrative, professional, outside sales representative, or in certain computer-related occupations as defined by the Fair Labor Standards Act.

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Non-exempt employees are entitled to minimum wage and overtime pay of at least one-and-one-half times their regular rate for hours worked in excess of 40 hours in any workweek. Any employee who is not classified as exempt is non-exempt. All overtime must be approved in advance

6. ATTENDANCE POLICIES AND LEAVE POLICIES

General: VSA maintains normal working hours of 8:00 to 5:00. Hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee should contact the supervisor. The company does not tolerate absenteeism without excuse. Employees who will be late to or absent from work must notify a supervisor in advance preferably at least ½ hour before their start time or as soon as practicable in the event of an emergency. Chronic absenteeism may result in disciplinary action, up to and including termination. Employees who need to leave early, for illness or otherwise, must inform a supervisor before departure. Unauthorized departures may result in disciplinary action, up to and including termination.

Breaks:

When working conditions permit, employees are eligible for one 15-minute break for every 3.75 hours worked. When working a shift of 5 or more hours, employees are required to take a 30-minute lunch which will not count as part of their paid hours.

Recording Work Hours:

TIME OFF:

Holidays:The following holidays are observed as paid days off for full-time employees:

New Year’s Day Memorial Day July 4 Labor Day Thanksgiving Day and the day after Christmas Eve through New Year’s Eve

If a holiday falls on a weekend day, the Friday before or Monday following will be the holiday, as determined by the CEO at the beginning of each year.

Part-time employees will receive these paid time off holidays, prorated for the percentage of time typically worked and if they would have been scheduled to work on that holiday, after they have worked for VSA for 1 year.

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Jury Duty Leave:If you are a full-time employee who is summoned to jury duty, VSA continues your regular straight time salary during your active period of jury duty equal to a maximum of 2 of your standard workweeks. You are permitted to retain the allowance you receive from the court for such service.

If you are not a full-time employee, you are given time off without pay while serving jury duty.

Sick Leave:Sick pay is for absence from work due to illness or illness or injury of self, children in one’s immediate family, spouse recovering from surgery or other significant health related matters, or upon approval from the CEO (or manager).

Sick days will be accrued at 7.5 hours per month for full-time employees to a maximum of 250 hours.

An employee absent from work for more than six consecutive days due to illness or injury must provide written documentation regarding their illness and submit a return to work statement to the CEO upon return.

Accrued sick days will not be paid upon termination of employment.

Vacation: Full-time Employees will earn vacation days dependent upon length of service. Vacation days will be accrued one working day equivalent per month from date of employment or accepting full-time status.

Years 1 – 4: 12 daysBeginning Year 5 – 9: 18 daysBeginning 10th year: 24 days

New Employees must complete ninety days of employment prior to taking accrued vacation days.

All vacation requests must be submitted in writing and approved by Supervisor. Vacations may be taken as weekly periods or as individual days or hours as long as the period chosen meets with the immediate supervisor’s approval. To minimize problems, employees must schedule vacation time with their supervisor at least 1 week in advance. The final determination of vacation schedules is the responsibility of the employee’s immediate supervisor. If conflicts arise, or if insufficient notice is given, the employee’s supervisor may deny certain vacation requests.

Employees may not carry over unused earned vacation days from year to year. Vacation days are valid for twelve months from month earned, i.e., one day earned in March must be used before March of the next year.

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Employees terminated for any reason, voluntary or otherwise, will receive full pay for eligible, unused vacation. Vacation pay will be included in the employee’s final check.

Voting:If you are eligible to vote at any popular election, you are encouraged to vote before your normal working hours or at the end of your working day.

Employees who do not have sufficient time outside of their regular working hours to vote in a statewide election may request time off to vote. Employees are expected to use flextime or personal leave to accommodate time off for voting.

7. WORK PERFORMANCE

Performance Evaluations:VSA will typically evaluate an employee’s performance annually. The goal of a performance review is to identify areas where an employee excels and areas that need improvement. VSA uses performance reviews as a tool to determine pay increases, promotions and/or terminations. All performance reviews are based on merit, achievement and other factors that may include but are not limited to:

Quality of work Attitude Knowledge of work Job skills Attendance and punctuality Teamwork and cooperation Compliance with company policy Past performance reviews Improvement Acceptance of responsibility and constructive feedback

A performance review does not guarantee a pay increase or promotion. Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at-will relationship with the company. Forward any questions about performance expectation or evaluation to the supervisor conducting the evaluation.

Every Employee will typically receive a performance evaluation every year by their immediate supervisor.

8. DISCIPLINE POLICY

The company reserves the right to discipline and/or terminate any employee who violates company policies, practices, rules of conduct, or poor performance. The

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following actions are unacceptable and may result in disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to:

• Engaging in acts of discriminationor harassment in the workplace;

• Possessing, distributing or being under the influence of illicit controlled substances or being under the influence of a controlled substance or alcohol at work, on company premises, or while engaged in company business;

• Unauthorizeduse of company property, equipment, devices or assets;

• Damage, destruction or theft of company property, equipment, devices or assets;

• Removing company property without prior authorization or disseminating company information without authorization;

• Insubordination or refusal to comply with directives;

• Falsification, misrepresentation or omission of information, documents or records;

• Lying;

• Failing to adequately perform job responsibilities;

• Excessive or unexcused absenteeism or tardiness;

• Disclosing confidential or proprietary company information without permission;

• Illegal or violent activity;

• Falsifying injury reports or reasons for leave;

• Possessing weapons on premises unless otherwise permitted by law;

• Disregard for safety and security procedures;

• Disparaging or disrespecting supervisors and/or co-workers; and

• Any other action or conduct that is inconsistent with company policies, procedures, standards or expectations.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate every act that could lead to disciplinary action. The company reserves the right to determine the severity and extent of any disciplinary action based on the circumstances of each case.

9. EMPLOYEE BENEFITS

Health Insurance Reimbursement:

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Heath insurance reimbursement of up to $250 per month is available after 90 days of full-time employment and proof of insurance. This benefit is subject to yearly review by the Board.

Retirement Plan:The Company contributes up to 5% of your salary to a 403(b) retirement plan after one year of full-time employment.

10. LEAVING VISIONSERVE ALLIANCE

Reference Requests: All requests for employment information or verification regarding present or past employees are to be directed to the company President. The President of VisionServe Alliance will generally state only that a person is or was employed, the dates of employment, the employee's job title, and last wage. Although, upon receipt of a written authorization, VSA may provide certain additional information as allowed by law.

Return of Company Property: Employees are responsible for all VSA materials, including, but not limited to, books, computers, software, data, files, or written information issued to them, developed or prepared by them, or in their possession or control. All such VSA property must be returned by employees to the supervisor on or before their last day of work, or at any other time as requested by VSA.

Termination of Employment: Employment with the company is on an at-will basis and may be terminated voluntarily or involuntarily at any time. Upon termination, an employee is required:

• To turn in all reports and paperwork required to be completed by the employee when due and no later than the last day of work;

• To return all files, documents, equipment, keys, access cards, software or other property belonging to VSA that are in the employee’s possession, custody or control, and turn in all passwords to his/her supervisor;

• To participate in an exit interview.

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11. ACKNOWLEDGEMENT OF RECEIPT

Acknowledgement of Receipt for Company Handbook (Employee keeps a copy and turns this signed page into their supervisor)

I acknowledge that I have received a copy of the Employee Handbook. I understand that I am responsible for reading the information contained in the Handbook.

I understand that the Handbook is intended to provide me with a general overview of the company’s policies and procedures. I acknowledge that nothing in this Handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time.

I understand and accept that my employment with VisionServe Alliance is at-will. I have the right to resign at any time with or without cause, just as the company may terminate my employment at any time with or without cause or notice, subject to applicable laws. I understand my at-will employment cannot be altered by any verbal statement or alleged verbal agreement made by VSA personnel. It can only be changed by a legally binding, written contract covering employment status. See previous at-will employment language.

I acknowledge that VisionServe Alliance may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures of the company, whether outlined in this Handbook or elsewhere, in whole or in part, with or without notice at any time, at the company’s sole discretion.

_________________________________________________________________Signature of Employee Date

_________________________________________________________________VisionServe Alliance Representative Date

Last Revised June 2020

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