DEWEY SERVICES, INC. dba DEWEY PEST CONTROL Employee Handbook

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EMPLOYEE HANDBOOK

INTRODUCTORY POLICIES .................................................................................................................... 3

 INTRODUCTORY STATEMENT ........................................................................................... 3

 STATEMENT OF “AT-WILL” EMPLOYMENT STATUS ................................................... 3

 INTRODUCTORY PERIOD .................................................................................................... 3

 EQUAL EMPLOYMENT OPPORTUNITY ............................................................................ 4

 ANTI‐HARASSMENT, NON‐DISCRIMINATION AND RETALIATION POLICY ........... 4

EMPLOYMENT POLICIES AND PRACTICES ........................................................................................ 8

 EMPLOYEE STATUS THAT DETERMINES OVERTIME AND...........................................

BENEFITS ELIGIBILITY ........................................................................................................ 8

 MEAL AND REST PERIODS..................................................................................................8

 TIMEKEEPING REQUIREMENTS ........................................................................................ 8

 PAYMENT OF WAGES .......................................................................................................... 9

 OVERTIME .............................................................................................................................. 9

 PERSONNEL RECORDS......................................................................................................... 9

 PERFORMANCE EVALUATIONS ......................................................................................10

 REFERENCE REQUESTS.....................................................................................................10

 OPEN-DOOR POLICY .......................................................................................................... 10

 DISCIPLINE ........................................................................................................................... 10

 SEPARATION FROM EMPLOYMENT/FINAL PAYCHECK............................................11

 EMPLOYEE BULLETIN BOARDS ...................................................................................... 11

STANDARDS OF CONDUCT .................................................................................................................. 12

 PROHIBITED CONDUCT ..................................................................................................... 12

 SMOKING .............................................................................................................................. 12

 OFF-DUTY CONDUCT ......................................................................................................... 12

 DRUG AND ALCOHOL POLICY.........................................................................................13

 CONFLICTS OF INTEREST ................................................................................................. 14

 LICENSE FOR OPERATORS................................................................................................ 14

 PUNCTUALITY AND ATTENDANCE................................................................................ 14

 PERSONAL STANDARDS ................................................................................................... 15

 CONFIDENTIALITY ............................................................................................................. 15

 CASH RECEIPTS ................................................................................................................... 15

OPERATIONAL CONSIDERATIONS ..................................................................................................... 16

 DEWEY PROPERTY/SEARCHES........................................................................................ 16

 DEWEY-PROVIDED EQUIPMENT ..................................................................................... 16

 EXPENSE REIMBURSEMENT ............................................................................................ 16

 USE OF PERSONAL CELL PHONE .................................................................................... 16

 E-MAIL, VOICEMAIL AND COMPUTER NETWORK SYSTEM PRIVACY ..................16

 USE OF ELECTRONIC MEDIA ........................................................................................... 17

 USE OF DEWEY VEHICLES................................................................................................ 18

 HEALTH AND SAFETY ....................................................................................................... 19

 VIOLENCE IN THE WORKPLACE ..................................................................................... 20

EMPLOYEE BENEFITS AND LEAVES OF ABSENCE ........................................................................21

 LICENSING EXAMINATIONS AND CONTINUING EDUCATION ................................ 21

 REFERRAL BONUS .............................................................................................................. 21

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 HOLIDAYS............................................................................................................................. 21

 VACATION............................................................................................................................21

 SICK LEAVE..........................................................................................................................22

 SICK LEAVE (EMPLOYEES IN THE CITY OF SAN FRANCISCO ONLY) .................... 23

 INSURANCE BENEFITS.......................................................................................................23

 CONTINUATION OF INSURANCE BENEFITS ................................................................. 23

 PROFIT SHARING/RETIREMENT PLAN........................................................................... 24

 FAMILY AND MEDICAL CARE LEAVE ........................................................................... 24

 PREGNANCY DISABILITY LEA VE ................................................................................... 26

 MILITARY LEAVE ............................................................................................................... 28

 REHABILITATION LEAVE .................................................................................................29

 LITERACY ASSISTANCE .................................................................................................... 29

 TIME OFF FOR VICTIMS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT OR ............

STALKING LEAVE AND ACCOMMODATION ................................................................ 29

 VICTIMS OF CRIME LEAVE...............................................................................................30

 VOLUNTEER CIVIL SERVICE PERSONNEL....................................................................31

 CIVIL AIR PATROL LEAVE................................................................................................31

 ORGAN AND BONE MARROW DONOR LEAVE............................................................. 31

 BEREAVEMENT LEAVE.....................................................................................................32

 VOTING TIME ....................................................................................................................... 32

 JURY DUTY ........................................................................................................................... 32

 SCHOOL VISITATION ......................................................................................................... 32

 UNPAID LEAVES OF ABSENCE ........................................................................................ 32

 WORKERS’ COMPENSATION............................................................................................33

 DISABILITY ACCOMMODATION ..................................................................................... 33

 DISABILITY INSURANCE...................................................................................................34

 UNEMPLOYMENT INSURANCE........................................................................................ 34

BINDING ARBITRATION OF DISPUTES .............................................................................................. 35

EMPLOYEE RECEIPT AND ACKNOWLEDGMENT............................................................................ 36

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EMPLOYEE HANDBOOK

INTRODUCTORY POLICIES  INTRODUCTORY STATEMENT

This handbook represents the latest benefits and policies for employees of Dewey Services, Inc. dba Dewey Pest Control (“Dewey”). It is designed to acquaint employees with Dewey and to help you effectively and efficiently operate within Dewey’s policies by explaining our rules, regulations and employment benefits. This handbook is not intended to describe all of the terms and conditions of your employment and it should not be constructed as an employment contract, a guarantee of benefits or any other contractual rights or obligations. Furthermore, it is important to note that circumstances will undoubtedly require that policies practices and benefits described in this handbook will change, Dewey reserves the right to modify or discontinue our policies and or benefits stated in this handbook. With the exception of the Mutual Arbitration Policy, but will notify employees when practical. This handbook is not an employment contract and is not intended to create any contractual rights or obligations.

These guidelines are effective as of June 2016. They replace and supersede any other published rules, policies or employment procedures in force or effect by Dewey prior to the effective date of this handbook. No one at Dewey can make any independent agreement that differs from the policies, benefits and rules in this handbook except where such change is in writing and signed by Dewey’s Vice President, or his authorized representative.

When this handbook refers to “Managers,” the term is meant to include all Dewey management personnel regardless of whether his or her actual title is Manager, Regional Manager, Supervisor or some other designation.

 STATEMENT OF “AT-WILL” EMPLOYMENT STATUS

Employment at Dewey is “at-will.” Which means you are free to terminate your employment with Dewey at any time, with or without a reason. Likewise, Dewey may terminate the employment relationship at any time, for any lawful reason or for no reason at all.

No one at Dewey other than its Vice President or his authorized representative has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time or to make any agreement contrary to this policy. Dewey’s Vice President or his authorized representative may do so only in a written agreement signed by both parties.

 INTRODUCTORY PERIOD

All employees shall be subject to an Introductory Period for the first 120 calendar days after the date of hire or rehire. Dewey may extend or shorten the duration of the Introductory Period, in its sole and absolute discretion. An absence of four days or more during the Introductory Period will automatically extend it by the length of the absence.

The Introductory Period is intended to give new and rehired employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance, to determine whether the new position meets their expectations and to determine when and if certain employees are eligible for employment benefits.

Nothing in this policy is intended to alter the “at-will” employment relationship.

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 EQUAL EMPLOYMENT OPPORTUNITY

Dewey is committed to abide by all applicable local, state and federal laws dealing with equal employment. This commitment applies to all persons involved in the operations of Dewey and prohibits discrimination by any employee of Dewey including Managers, Supervisors and co-workers.

Anyone at Dewey having the authority to recruit, hire, promote and/or discipline is required to support this non-discrimination policy and to consider all qualified persons without regard to race, color, religion, sex, national origin, sexual orientation, age, marital status, pregnancy, physical or mental handicap, medical condition, genetic characteristics, veteran’s status, any gender-based discriminatory bias or any other basis protected by law.

In addition, Dewey will make reasonable accommodations for known physical and mental disabilities of an otherwise qualified applicant for employment or employee, unless undue hardship upon Dewey would result. Any applicant or employee who requires accommodation in order to perform the essential functions of a job should contact a Manager, Regional Manager, Dewey’s Vice President or his authorized representative. The applicant or employee should advise Dewey what accommodations he or she believes are needed in order to perform the job. Dewey will exchange ideas with applicant or employee to determine possible accommodations, if any. If accommodation is reasonable and does not impose undue hardship upon Dewey, Dewey will make the accommodation.

If an employee believes that he or she has been subjected to any form of discrimination, he or she must provide a written or verbal complaint to a Manager, Regional Manager or to Dewey’s Vice President or his authorized representative. Anonymous complaints will be taken seriously and investigated, but may be less effective due to their nature. Dewey will immediately undertake a thorough investigation and, if necessary, effective remedial action will be taken. Dewey will not retaliate against any employee for filing a good- faith complaint and will not knowingly permit retaliation by management employees or co-workers.

 ANTI‐HARASSMENT, NON‐DISCRIMINATION AND RETALIATION POLICY

Dewey is committed to providing a work environment free of harassment, sexual harassment and harassment because of race, color or any other characteristic protected under state or federal law is prohibited and unlawful. This anti-harassment policy applies to everyone involved in the operations of Dewey.

Dewey strives to maintain a workplace that fosters mutual employee respect and promotes harmonious, productive working relationships. Our organization believes that discrimination, harassment, and retaliation in any form constitute misconduct that undermines the integrity of the employment relationship. All employees should be able to enjoy a work environment free from all forms of discrimination, including but not limited to sexual and other harassment.

Our Dewey policy prohibits conduct that is disrespectful, unprofessional as well as harassment based on sex (including pregnancy, childbirth, breastfeeding or related medical conditions), race, religion (including religious dress and grooming practices), color, gender (including gender identity and gender expression), national origin or ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military and veteran status, association with a person or group with one or more of these actual or perceived characteristics, or any other basis protected by federal, state or local law or ordinance or regulation. All such conduct violates policy.

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No Manager, Supervisor, co‐worker, or other person shall cause a Dewey employee to be in jeopardy of losing a job or promotion, be subject to adverse action or retaliation, or otherwise be placed in an intimidating, hostile, or offensive working environment, as the result of being subjected to rejecting, or reporting sexual harassment. No person shall promise or grant favored treatment in hiring, promotion, discipline, or other employment decision, to an individual on the condition that such individual participate in or tolerate otherwise unwelcome sexual behavior will take preventative, corrective and disciplinary action for any behavior that violates this policy. Disciplinary action up to and including termination will be imposed for unlawful behavior.

SCOPE:

This policy applies to all employees throughout the organization and to all individuals who may have contact with any employee of this organization such as vendors, customers, interns and independent contractors. It applies during normal working hours, at work related or sponsored functions, and while traveling on work related business. There will be no recriminations for anyone who in good faith alleges harassment.

DEFINITIONS:

The term “harassment” is used in this policy to refer to both sexual and other forms of harassment. Below are definitions of sexual and other forms of harassment, as well as examples of conduct that may constitute harassment. (These lists are examples only; they are not all‐inclusive.)

A. Sexual Harassment – Sexual harassment is unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct pertaining to a person’s sex (including pregnancy, childbirth, breastfeeding, sexual orientation or related medical conditions), and/or of a sexual nature when submission to such conduct:

1. is made a condition of employment

2. is made the basis for employment decisions, or

3. unreasonably interferes with an individual’s ability to perform their job duties or otherwise creates

an offensive or hostile working environment.

Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this policy. For example, hostile acts toward an employee because of his/her gender can amount to sexual harassment, regardless of whether the treatment is motivated by any sexual desire. Examples of conduct which may result in sexual harassment may include, but are not necessarily limited to, the following:

• Verbal ‐ unwelcome conduct such as the use of suggestive, derogatory, or vulgar comments; the use of sexual innuendo or slurs; making unwanted sexual advances, invitations, or comments; pestering for dates; making threats; propositions, threats, or suggestive or insulting sounds; inappropriate e‐mail; and/or spreading rumors about or rating others as to their sexual activity or performance.

• Visual/Non‐Verbal ‐ unwelcome conduct such as the display of sexually suggestive and/or derogatory objects, pictures, posters, written material, cartoons, or drawings; the use of graffiti and/or computer‐ generated images of a sexual nature; and/or the use of graphic commentaries, obscene gestures or leering.

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• Physical ‐ unwelcome conduct such as unwanted touching, pinching, kissing, patting, or hugging; the blocking of, or interfering with normal movement; stalking; assault; battery; and/or physical interference with work or study directed at an individual because of the individual’s sex, sexual orientation, or gender.

• Threats, demands, or pressure to submit to sexual requests in order to keep a job or job standing or to avoid other loss, and/or offers of benefits in return for sexual favors.

B. Other Forms of Harassment – In addition to sexual harassment, other forms of prohibited harassment include offensive comments or conduct pertaining to a person’s race, religion (including religious dress and grooming practices), color, gender (including gender identity and gender expression), national origin or ancestry, physical or mental disability, medical condition, genetic information, marital status, registered domestic partner status, age, sexual orientation, military and veteran status, association with a person or group with one or more of these actual or perceived characteristics, or any other basis protected by federal, state or local law or ordinance or regulation. Such conduct may include, but is not limited to:

• Making gestures, threats, derogatory comments, or slurs that may be offensive to individuals in a particular group

• Bullying behavior that is threatening, intimidating, verbally abusive or results in other disruptive actions in the workplace

• Displaying derogatory objects, photographs, cartoons, calendars, or posters

• Sending messages by letters, notes, electronic mail, or telephone that may be offensive to individuals in a particular group

DISCUSSION: STANDARDS, GUIDELINES, REPORTING, PROCEDURES, AND WORK RULES

1. RESPONSIBILITY TO REPORT INAPPROPRIATE CONDUCT ‐ Should report to a Manager, Supervisor, Regional Manager or the Vice President or subscribes to a neutral third-party hotline reporting procedure. The number is 1-800-97-STOP-IT (1-800-97-7867-48). The Dewey identification code is 97010. Any employee who feels he/she has become aware of, observes, or has been subjected to any form of harassment and/or discrimination by a Regional Manager, Manager, Supervisor, employee, or non‐employee through his/her actions or words has a responsibility to report or make a complaint about the situation as soon as possible. You are highly encouraged to call 1-800-97-STOP- IT (1-800-97-7867-48) and make a formal complaint. You may also call the Director of Employment Practices at 949-276-8822.

o The employee should make the report or complaint about the conduct to his/her immediate Manager, another member of management, or to Human Resources hotline within three calendar days of the offense or otherwise as soon as practicable.

o Employees are not required to approach the person who is harassing and/or discriminating against them, and they may bypass any offending member of management to report such conduct.

o When making a complaint of harassment or discrimination, you will be asked to provide details of the incident or incidents, names of individuals involved and names of any witnesses. It would be best to communicate your complaint by calling the hotline, or in writing, but this is not mandatory.

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o Managers will refer all complaints involving harassment or other prohibited conduct to the human resources department, or to the appropriate investigative officer. Dewey will immediately undertake an effective, thorough and objective investigation of the allegations.

Additional Resources: You should also be aware that the Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing investigate and prosecute complaints of prohibited harassment in employment. If you think you have been harassed or that you have been retaliated against for resisting or complaining, you may file a complaint with the appropriate agency:

o Equal Employment Opportunity Commission (EEOC) ‐ The EEOC may be contacted by consulting the government agency listings online at http://www.eeoc.gov/

o California Department of Fair Employment and Housing (DFEH)‐ The California DFEH staff is available to talk with you by telephone or in‐person away from the work location. All information will be handled in an appropriate manner. The nearest office is listed online at http://www.dfeh.ca.gov/

2. INVESTIGATION OF COMPLAINTS ‐ The Manager, Regional Manager or Human Resource representative to whom the harassment or discrimination is reported is obligated to take the necessary steps to ensure that an investigation of the discrimination and/or harassment claim is properly initiated. Dewey will conduct its investigation in a confidential manner as soon as possible.

Interviews, allegations, statements, and identities will be kept confidential to the extent possible and allowed by law.

o Atimelyresolutionofeachcomplaintwillbereachedandtheresultsoftheinvestigationwill be communicated to the employee and other concerned parties with a business need to know.

3. CORRECTIVE AND DISCIPLINARY ACTION – If through the investigatory process Dewey determines that harassment or other prohibited conduct has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by Dewey to be responsible for harassment or other prohibited conduct will be subject to appropriate corrective and/or disciplinary action, up to, and including termination. The corrective action issued will be proportional to the severity of the conduct. The alleged harasser’s employment history and any similar complaints of prior unlawful discrimination and/or harassment will be taken into consideration.

4. RETALIATION PROHIBITED ‐ Dewey prohibits retaliation of any kind against employees, who, in good faith, report harassment and/or discrimination or assist in investigating such complaints. If an employee feels he/she has been subjected to any form of retaliation, the employee should report that conduct to his/her immediate Manager or another member of management, or Human Resources within three calendar days of the offense. Employees are not required to approach the person who is retaliating against them, and they may bypass any offending member of management. Any employee determined to have retaliated against such employees will be subject to discipline, up to and including immediate termination of employment.

5. MAKING FALSE AND MALICIOUS COMPLAINTS PROHIBITED ‐ Knowingly filing a groundless and malicious complaint is also prohibited, and will subject such an employee to appropriate disciplinary action up to and including possible termination of employment

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EMPLOYMENT POLICIES AND PRACTICES

 EMPLOYEE STATUS THAT DETERMINES OVERTIME AND BENEFITS ELIGIBILITY

Eligibility for overtime compensation and employee benefits depends on how an employee is classified under applicable law. The classifications do not affect the “at-will” employment relationship. All employees are classified by Dewey under one or more of the following categories:

 Regular Employees: Those who are hired to work on a regular schedule. Regular employees are classified as full-time or part-time.

 Full-Time Employees: Those regularly scheduled to work 32 hours or more per week.

 Part-Time Employees: Those regularly scheduled to work less than 32 hours per week.

 Temporary Employees: Those employed for short-term assignments. Short-term assignments generally are periods of four months or less. However, such assignments may be extended. Temporary employees are not eligible for employee benefits except those mandated by applicable law.

 Non-Exempt Employees: Non-exempt employees are paid either on a salary or hourly basis and receive overtime pay in accordance with applicable law.

 Exempt Employees: Exempt employees are not eligible for overtime pay. These employees are paid on a salary basis and are in certain executive, administrative, professional or other exempt positions.

 MEAL AND REST PERIODS

Employees who work 31⁄2 hours or more may take a paid ten-minute break for every four hours worked,

with the rest period being in the middle of each 4 hour work period as far as practicable.

Employees who work more than five hours must take a minimum 1 hour unpaid meal break, during which he or she shall be relieved of all work-related duties. Employees who work more than five hours, but no more than six hours, may mutually agree with Dewey to waive their right to an unpaid meal period and may continue to work throughout their shift, as long as it is less than six hours. The waiver must be in writing and can be revoked at any time by the employee. All non-exempt employees must accurately account for their mandatory lunch break when time is recorded.

Failure to take required meal breaks may result in disciplinary action, up to and including termination.

 TIMEKEEPING REQUIREMENTS

All non-exempt employees are required to accurately keep track of time worked, including when a meal break is taken. This time record must reflect all of the time at work and when employees leave work, or when work starts and stops. Employees must keep track of their own time, anytime they report for work, when they leave Dewey property and/or when they leave work for home. Because of strict federal and state wage and hour regulations, employees are not authorized to arrive for or start work early or work late. If an employee leaves Dewey property during work hours for any reason, including their unpaid meal period, the leaving and return time must be recorded. Employees are not permitted to record time for one another.

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Failure to maintain time records accurately may result in disciplinary action, up to and including termination.

 PAYMENT OF WAGES

The schedule of paydays and/or payroll check distribution dates is posted in the common area at each branch

office. Dewey allows wages to be paid through direct deposit. Please contact your Manager for details.

Dewey does not permit wage advances against paychecks or against un-accrued vacation, unless authorized by Dewey’s Vice President or his authorized representative.

Dewey is required by state and/or federal law to withhold a portion of an employee’s pay. These deductions include, but are not limited to, the following items: federal income tax, state income tax, federal social security insurance (FICA), Medicare, state disability insurance (SDI), all court ordered deductions (such as garnishments) and tax liens. Additionally, employees may authorize certain deductions to be made from their paychecks each month for reasons such as payment of group medical insurance premiums and 401(k) contributions.

 OVERTIME

Dewey may require employees to work beyond their normal shift. Dewey will attempt to distribute overtime evenly and to accommodate individual schedules. However, when overtime is required, refusal to work overtime without a compelling reason may result in disciplinary action, up to and including termination.

Dewey will provide advance written notice of required overtime, when possible. For purposes of determining which hours constitute overtime, only hours actually worked in a given workday or workweek can apply. Except in case of emergency, a Manager must previously authorize all overtime. Non- authorized overtime will be paid, but it may result in disciplinary action, up to and including termination.

Exempt employees may have to work hours beyond their normal schedule, but will not be paid overtime.

 PERSONNEL RECORDS

An employee has a right to inspect certain documents in their personnel file, as provided by law, in the presence of a Dewey representative, at a mutually convenient time. Copies may be made, at the employee’s cost, of all payroll records and any other documents that have been signed.

Dewey will attempt to restrict the disclosure of personnel files to unauthorized individuals. Any request for information from personnel files must be directed to Dewey’s Vice President or his authorized representative. Disclosure of personnel information to outside sources will be limited. However, Dewey will cooperate with requests from authorized law enforcement or local, state or federal agencies conducting official investigations and as otherwise legally required.

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 PERFORMANCE EVALUATIONS

Dewey may formally or informally review an employee’s job performance on an as-needed basis or at other times it sees fit. The frequency of performance evaluations may vary depending upon job position, past performance, changes in job duties, or recurring performance problems.

Positive performance evaluations do not guarantee increases in salary, promotion or a promise of continued employment. Salary increases and promotions are solely within the discretion of Dewey and depend upon many factors in addition to performance.

 REFERENCE REQUESTS

All requests for references must be directed to Dewey’s Vice President or his authorized representative.

No Manager, Supervisor or employee is authorized to release references for current or former employees.

Dewey discloses only the dates of employment and the title of the last position held of former employees. If an employee authorizes the disclosure in writing, Dewey will inform prospective employers of the salary or wage last earned.

 OPEN-DOOR POLICY

If an employee has a suggestion or question about his or her job, working conditions, the treatment they are

receiving, or if an employee has a good-faith complaint, the employee should take the following steps:

 Promptly bring the situation, suggestion, question or concern to the attention of a Manager who will pursue appropriate action and/or provide a solution or explanation.

 If a problem persists or if contacting an immediate Manager may be a problem, contact a Regional Manager, the Director of Employment Practices at 949-276-8822 or Dewey’s Vice President or his authorized representative, who will pursue appropriate action and/or provide a solution or explanation.

Of course, Dewey cannot promise that every problem will be solved to the employee’s satisfaction, but Dewey does promise to address the issue.

 DISCIPLINE

Dewey has a discipline policy that may include verbal warnings, written warnings, suspension and/or termination. Dewey may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to and including termination of employment. Dewey’s discipline policy does not limit or alter the “at-will” employment relationship.

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 SEPARATION FROM EMPLOYMENT/FINAL PAYCHECK

An employee who resigns their employment or fails to report to work for four consecutively scheduled

workdays without notice or approval will have voluntarily terminated the employment relationship.

For employees who voluntarily terminate with at least 72 hours advance notice, their final paycheck will be provided on the last day of work. Employees who voluntarily terminate without providing at least 72 hours advance notice, their final paycheck will be provided within 72 hours of their resignation.

Employees who are involuntarily terminated will receive their final paycheck on the last day of work.

All Dewey owned property (equipment, computers, files, keys, etc.) must be returned immediately upon termination of employment, whether voluntary or involuntary.

 EMPLOYEE BULLETIN BOARDS

Dewey maintains bulletin boards in each branch office they are used to communicate information to employees concerning current employment laws, policies and practices. All employees should regularly review all such material.

Employees may not post items on Dewey bulletin boards unless the information or material is first approved by a Manager or Dewey’s Vice President or his authorized representative.

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STANDARDS OF CONDUCT  PROHIBITED CONDUCT

The following conduct is prohibited and will not be tolerated by Dewey. Other types of conduct injurious to business operations, security, personal safety and employee welfare are also prohibited. The following behaviors are listed, for understanding only, as examples that may lead to disciplinary action, up to and including termination. The list does not affect the “at-will” employment relationship.

 Falsification of employment records, employment information or other records.

 Recording the work time of another employee or allowing another employee to record one’s own

work time, or allowing the falsification of any time record.

 Theft (which includes not turning-in cash receipts), deliberate or careless damage of any Dewey

property, its employees or clients.

 Removing or borrowing Dewey property without authorization.

 Unauthorized use of Dewey equipment, time, materials or facilities.

 Provoking a fight or fighting during working hours on Dewey or clients’ property.

 Participating in horseplay or practical jokes on Dewey time or on Dewey property.

 Carrying firearms or dangerous weapons on Dewey or clients’ property.

 Engaging in criminal conduct whether or not related to job performance.

 Causing or participating in a disruption of any kind on Dewey time or on Dewey property.

 Insubordination, including, but not limited to, failure or refusal to obey the orders or instructions

of management or the use of threatening language toward management.

 Using abusive language on Dewey property.

 Failure to notify management when unable to report to work and unexcused absences.

 Failure to obtain permission to leave work for any reason during working hours.

 Failure to observe work schedules, including rest and meal breaks.

 Sleeping or malingering on the job.

 Working overtime without authorization or refusing to work assigned overtime without a

compelling reason.

 Wearing extreme, unprofessional or inappropriate styles of clothing or hair while working.

 Violating any safety, health, security or Dewey policy, rule or procedure.

 Committing a fraudulent act or a breach of trust.

 Committing or involvement in any act of unlawful harassment of another individual.

 Spending time at computers or on the Internet on matters not related to work.

 Using or being under the influence of drugs or alcohol on Dewey or clients’ property.

 SMOKING

Smoking or the use of e-cigarettes is allowed in any designated smoking area. However, it is strictly

prohibited in a Dewey structure, vehicle or on any client’s property.

 OFF-DUTY CONDUCT

Dewey does not seek to interfere with the off-duty conduct of its employees; however, certain types of off- duty conduct may interfere with Dewey’s business interests. For this reason, employees are expected to conduct their personal affairs in a manner that does not adversely affect Dewey’s, or their own, integrity, reputation or credibility, and does not adversely affect Dewey’s business interests.

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Employees are expected to devote their professional energies to Dewey. For this reason, second jobs are discouraged. The following types of additional employment outside of Dewey are strictly prohibited, unless prior authorization is received, which authorization may be revoked at any time:

 Employment that conflicts with a work schedule, duties and/or responsibilities at Dewey.

 Employment that creates a conflict of interest or is incompatible with the position at Dewey.

 Employment that impairs or has a detrimental effect on work performance at Dewey.

 Employment that requires an employee to conduct work for the additional employment on Dewey

property during work hours or using the facilities and/or equipment of Dewey.

 Employment that competes with the business or other interests of Dewey.

If additional employment is authorized, Dewey will assume no responsibility for it and shall not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of it.

 DRUG AND ALCOHOL POLICY

Dewey requires all employees to report for work fit to perform their duties and prohibits the inappropriate use or possession of drugs or alcohol. The inappropriate use, possession, transfer, distribution, manufacture and/or sale of drugs or alcohol, or being under the influence of drugs or alcohol, is strictly prohibited during work hours, while on Dewey property and while operating a vehicle or potentially dangerous equipment owned or leased by Dewey. Any violation of this policy may result in disciplinary action, up to and including termination.

Dewey reserves the right to inspect employees, as well as any articles and property in their possession. We also reserve the right to inspect lockers, desks, boxes, Dewey vehicles, personal vehicles on Dewey property, packages, lunch boxes, containers, articles in such areas and other objects brought onto Dewey property that might conceal drugs, alcohol and/or other inappropriate materials.

To the extent permitted by law, and subject to San Francisco Police Code section 3300A.5 for those employees working in the City of San Francisco, an employee may be required to submit to testing procedures designed to detect the presence of drugs or alcohol. By way of example only, testing may be required if an employee: (1) is acting in a manner that leads to a reasonable suspicion that they either possess, control, or are under the influence of drugs or alcohol; (2) is directly or indirectly involved in a work-related accident or mishap; or (3) is reasonably suspected to have been involved in the inappropriate use, possession, transfer, distribution, manufacture or sale of drugs or alcohol in Dewey-controlled areas, on Dewey property, while on duty, or while operating a vehicle or potentially dangerous equipment owned or leased by Dewey.

Dewey will make every reasonable effort to ensure the accuracy of the test results and to minimize any interference with the employee’s legitimate privacy interests. Any employee who does not consent to and/or fully cooperate with any search and/or testing procedure is subject to discipline, up to and possibly including immediate discharge. Employees must fully comply with these requirements. Dewey, to the extent required by law, may reasonably accommodate employees with chemical dependencies (alcohol or drugs) in seeking treatment and/or rehabilitation, if it does not impose an undue hardship on its business. Employees desiring such assistance should request rehabilitation leave. Dewey is not obligated to continue to employ an employee whose performance of essential job duties is impaired because of drug or alcohol abuse, nor is Dewey obligated to re-employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired as a result of drug or alcohol abuse. Treatment and rehabilitation are not intended to affect consequences for employees who violate the regulations described above. Rather, rehabilitation is an option for an employee who acknowledges a

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problem and voluntarily seeks treatment to end their dependency. This policy does not affect the “at- will” employment relationship.

 CONFLICTS OF INTEREST

Relatives of employees may be eligible for employment with Dewey only if they do not work in positions in which a conflict of interest could arise. Dewey defines “relatives” as spouses, registered domestic partners, children, siblings, parents, in-laws (and relatives of registered domestic partners), and step- relatives. Present employees who marry or register as domestic partners will be permitted to continue working in their current job position only if they do not work in a direct supervisory relationship with one another or in job positions involving a conflict of interest.

Dewey reserves the right to determine other relationships not covered by this policy represents being a conflict of interest. In any case where Dewey determines, in its sole discretion, that a relationship presents an actual or potential conflict of interest, it may take appropriate action, including, but not limited to, transfers, reassignments, changing shifts or disciplinary action, up to and including termination.

 LICENSE FOR OPERATORS

While Dewey Employs you, you may not apply for a personal Structural Pest Control Operators License without putting your employment relationship with Dewey at risk. Anyone applying for a personal Pest Control Operator’s License is presumed to be pursuing self-employment in the same competing business as Dewey.

 PUNCTUALITY AND ATTENDANCE

Employees are expected to report to work as scheduled and prepared to start work. Employees are also expected to remain for their entire work schedule, except for meal periods or when required to leave for authorized reasons. Late arrival, early departure or other absences are disruptive and must be avoided.

If an employee is unable to report for work on any particular day at the designated start time for his or her position, he or she must call a Manager at least 30 minutes before the scheduled work time for that day. In all cases of absence or tardiness, employees must provide their Manager with an honest explanation and an estimated length of the absence and/or tardiness. Unless there are extenuating circumstances, employees are required to call in on any day they are scheduled but will not work.

Excessive absences or tardiness (whether excused or not) will not be tolerated. Excessive absences, failing to report absences on time and repeated or excessive tardiness may lead to disciplinary action, up to and including termination.

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 PERSONAL STANDARDS

Each employee is a representative of Dewey in the eyes of the public. It is important to report to work properly groomed and wearing appropriate attire. Employees are expected to dress in a manner consistent with the nature of the work performed. Employees who report to work inappropriately dressed or in a poor state of personal hygiene may be asked to leave and return in acceptable attire.

Unacceptable attire for office personnel includes, but is not limited to, ripped or faded clothing, shirts with slogans, logos or photographs, workout clothes, low cut tops, tank or halter tops, shorts, sandals or flip flops and sun dresses without a cover. Service technicians are to wear their uniforms at all times while performing work duties. In addition, they must remain clean shaven, especially when using respirators to ensure proper safety. If you have any questions about your attire, please discuss them with your Manager.

 CONFIDENTIALITY

Employees may have access to confidential information regarding Dewey, its business (including client lists, products, publications, service or technology development, pricing and other similar information), its finances, its suppliers, its clients or fellow employees. Each employee has the responsibility to safeguard such confidential information and prevent revealing or divulging it, except in the performance of work duties. Any breach of this policy will not be tolerated and will result in immediate termination and legal action may be taken by Dewey.

 CASH RECEIPTS

All cash receipts, checks collected by Dewey employees are the sole property of Dewey, which must be turned-in daily/nightly, or as soon as reasonably practical after their receipt. Failure to do so will be considered theft and will result in the immediate termination of employment.

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OPERATIONAL CONSIDERATIONS  DEWEY PROPERTY/SEARCHES

Equipment, supplies, computer network systems, furniture, vehicles and others items owned or provided by Dewey are its sole property and are to be used only for work-related purposes. Prior authorization must be obtained before any Dewey property may be removed from the premises or used for reasons other than for work.

An employee’s personal property, including, but not limited to, packages, purses, backpacks or anything else on Dewey property may be inspected for Dewey property, drugs, alcohol, weapons and otherwise. Employees have no expectation of privacy and may not withhold permission for searches.

 DEWEY-PROVIDED EQUIPMENT

Dewey may issue employees equipment depending on their particular job assignment. This equipment may include the following: but is not limited to, respirator, safety mask, laceration cap, protective goggles, protective gloves, flashlight, coveralls and a first aid kit. This equipment is for protection and must be worn or utilized whenever required by law or when necessary to perform work functions. If any breathing apparatus is required, it must be worn as directed by a Manager and/or the manufacturer’s operating instructions. Safety masks require a tight seal around the face, and facial hair is not allowed, as it may prevent a proper seal. This equipment is Dewey property and must be returned when employment ends.

 EXPENSE REIMBURSEMENT

Employees must be authorized in advance to incur business expenses, and all such expenditures must be documented in detail, on an expense report that is submitted to a Manager for review and approval. All original receipts for expenses are to be attached to the expense report.

 USE OF PERSONAL CELL PHONE

Dewey may issue its employees a cell phone to be used exclusively for conducting Dewey business. Employees may be charged for any unauthorized (non-business) use of the cell phone. Employees shall return the cell phone to Dewey at its request in good working order, less ordinary wear and tear.

Employees are not authorized to use their personal cell phone to conduct Dewey business.  E-MAIL, VOICEMAIL AND COMPUTER NETWORK SYSTEM PRIVACY

Dewey respects the individual privacy of its employees. However, an employee cannot expect privacy rights to extend to work-related conduct or the use of Dewey-owned equipment or supplies.

Dewey has a right to access information. Although employees may have individual access codes to voicemail, e-mail and computer systems networks, these systems are accessible at all times by Dewey, and may be subject to periodic, unannounced inspections by Dewey. All system passwords must be made available to Dewey, and employees may not use passwords that are unknown to Dewey.

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Systems are restricted to Dewey business. Employees are expected to use e-mail, voicemail and computer network systems for Dewey business only and not for personal purposes. Personal purposes include, but are not limited to, soliciting or proselytizing for commercial purposes, religious or political causes, outside organizations, social networking sites or other non-work-related situations.

Certain content is forbidden. Employees are prohibited from using Dewey’s systems in any way that may be disruptive or offensive to others, including but not limited to, the transmission of sexually explicit messages, cartoons, ethnic or racial slurs or anything that may be construed as harassment or disparagement of others.

Password security and integrity must be maintained. Employees are prohibited from the unauthorized use of passwords of other employees to gain access to the internet, their e-mail and voicemail messages and other secure areas or sites.

Personal or inappropriate use of Dewey’s systems may result in disciplinary action, up to and including termination.

 USE OF ELECTRONIC MEDIA

Dewey uses various forms of electronic communication including, but not limited to, computers, tablets, e- mail, voicemail, telephones, cell phones, fax machines and the Internet. All electronic communications, including software, databases, hardware and digital files, remain the sole property of Dewey and are to be used only for Dewey business, and not for personal use.

As referenced above, electronic communications and media may not be used in any manner that would be discriminatory, harassing or obscene, or for any other purpose that is illegal, against Dewey policy or that is not in Dewey’s best interests. Employees may not install personal software on Dewey computer systems.

Dewey reserves the right to access and review electronic files, messages, mail and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violations of Dewey policy or any law occurs.

Employees are not permitted to access the electronic communications of other employees or third-parties, unless directed to do so by your Manager or Regional Manager.

Employees who use devices on which information may be received and/or stored, including but not limited to, cell phones, laptops, fax machines and voice mail, are required to use these methods in strict compliance with the confidentiality policy established by Dewey. Except for such uses, these communication tools should not be used for communicating confidential or sensitive information.

Access to the Internet, websites and other types of Dewey-paid computer access are to be used for Dewey business only. Dewey’s Vice President or his authorized representative must approve any information about Dewey, it services or other types of information that will appear in the electronic media about Dewey before the information is placed on an electronic information resource that is accessible to others.

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 USE OF DEWEY VEHICLES

Dewey may authorize the use of its vehicles for job-related purposes. In addition to applying good common

sense regarding their safe operation, the following rules on operating all types of vehicles apply:

 Dewey vehicles are to be used by employees only for business purposes and not personal use.

 Use of any vehicle for Dewey business must have the prior approval of a Manager.

 Non-employees may not be transported at any time in any vehicle being used for Dewey business,

except those who have a legitimate business justification for being transported.

 Any mechanical defects of a Dewey vehicle should be immediately reported to your Manager or

Supervisor.

 All Dewey vehicles should be maintained to provide a clean and orderly appearance, both inside

and out.

 Deweyacceptsnoresponsibilityforcitationsissuedtoanemployeebyanylawenforcementagency

while driving a vehicle on Dewey business. All liabilities created by any citation will be the

responsibility of employees who receive them, and must be reported immediately.

 All employees operating vehicles on Dewey business are required to obey all traffic regulations. Employees are required to wear seat belts and are prohibited from using cell phones at all times

while driving.

 Employees should reasonably inspect their Dewey vehicle prior to operating it.

 Employees who are involved in an accident in the course of using any Dewey vehicle are expected

to immediately report the details of the accident to their Manager.

 Smoking and use of e-cigarettes inside a Dewey vehicle is prohibited.

 Unauthorized or inappropriate use of Dewey issued credit cards.

The existence or occurrence of one of the following events or violations will be a disqualification for employment and/or will result in the immediate termination of employment:

 Driving under the influence of alcohol or drugs.

 Refusal to submit to an alcohol or drug test.

 Hit and run.

 Failure to immediately report an accident to your Manager.  Reckless driving.

 Speed contest.

 Operating a motor vehicle during a period of license suspension/revocation.  Negligent homicide arising out of the use of a motor vehicle.

 Using a motor vehicle for the commission of a felony.

 Operating a Dewey vehicle without authority.

 Making a false accident report.

 Attempting to elude a peace officer.

 Making inappropriate gestures to other vehicles while in a Dewey vehicle.  Inappropriate use of Dewey gas cards

The existence or occurrence of the following events will result in discipline, up to and including termination, at Dewey’s sole discretion.

 Major moving violations: Includes speeding in excess of 10 mph over the posted limit, failure to stop for a signal or sign, including railroad crossings and careless driving. Three major moving violations within three years will result in immediate termination.

 Minor moving violations: Includes any moving violation other than a major moving violation. Four minor moving violations within three years will result in immediate termination.

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 If you are involved in any type of accident, it will be reviewed by senior management. If they feel additional safety training is necessary, you will be required to spend one day in the office undergoing safety training and you will lose one day of production. If you are involved in a second accident within a twelve-month period from the first accident Dewey senior management will determine if your employment ends or another appropriate action should be taken. The goal is to eliminate accidents from occurring.

 Non-moving violations: Includes violations not directly tied to driving error (for example, faulty equipment, parking citations, etc.). Four non-moving violations within three years will result in immediate termination.

 DamagetoCompanyVehicle:Anydamagetocompanyvehicleduetoadriver’snegligentbehavior by either commission or omission is the driver’s responsibility and it is grounds for immediate dismissal.

A global positioning system (“GPS”) device may be installed in the Dewey vehicle that you operate. Its purpose is to audit driving practices in order for Dewey to become more route and fuel efficient. The information we gather may be used to determine efficiencies in services, travel, waiting times, breaks, meal periods and after business related activities associated with fuel and travel efficiency.

 HEALTH AND SAFETY

Employee safety, will remain, an integral part of Dewey’s business operations. Managers have the full responsibility to enforce the safe job procedures developed for each job function. However, prevention of injuries in our operation is only possible through a team effort. Employees are expected to follow all applicable safety procedures. We expect employees to ask for help when they are uncertain of the safe way to do the job. We ask employees to inform their Manager of any perceived hazards, and we expect each employee to exhibit the same enthusiasm and pride in supporting our safety program that we do.

All accidents must be immediately reported to a Manager. Any injury, no matter how minor, that occurred at the workplace or during the course of employment, must be reported promptly.

By using good judgment, following proper safety procedures and operating equipment properly, employees will help Dewey meet its objective of preventing personal injury and property damage. Employees who jeopardize or violate health and safety rules are subject to discipline, up to and including termination. The following are a few of the safety guidelines employees must follow:

 Report any unsafe or hazardous condition to management immediately. All reports can be made without fear of reprisal.

 Comply with Dewey’s safety rules and Structural Pest Control Board's safety requirements.

 Do not operate defective equipment, and report all equipment defects immediately.

 Notify a Manager of any emergency situation.

 Avoid awkward positions when bending, stooping, or turning and request assistance when lifting,

pushing or carrying heavy objects.

 Know the location, contents, and use of first aid, fire equipment and other safety equipment.

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All accidents, whether to an employee, client, or visitor, must be immediately reported to a Manager:

 Employees are required to notify their Managers immediately if suffering an industrial injury or if they are involved in an accident on Dewey time.

 All employees involved in a industrial injury or accident of any kind shall be subject to a potential post-accident drug and alcohol test. Employees will be tested where there is reasonable basis to believe alcohol or drug use contributed to the accident or injury. Manager or Regional Manager should document the reasons that prompted suspicion of drug or alcohol use when ordering a drug or alcohol test.

 If you are involved in any type of accident, it will be reviewed by senior management. If they feel additional safety training is necessary, you will be required to spend one day in the office undergoing safety training and you will lose one day of production.

 VIOLENCE IN THE WORKPLACE

Dewey is committed to providing a workplace that is free from acts of violence or threats of violence. In keeping with this commitment, Dewey has established a policy that provides “zero tolerance” for actual or threatened violence against co-workers, visitors or any other persons who are either on our premises or have contact with employees in the course of their duties. Security and safety in the workplace is every employee’s responsibility. It is therefore essential that you understand the importance of workplace safety and security.

Emergency assistance must be sought immediately in situations where anyone becomes aware of an imminent act of violence, a threat of imminent violence, or actual violence. In such situations, that person should immediately call 911 or contact law enforcement authorities.

Dewey has adopted the following guidelines to ensure the safety of its employees:

 Unauthorizedpossessionofanyweaponorimplement,whichmightbeusedasaweapon,isstrictly prohibited.

 ReportallviolenceandthreatsofviolenceassoonaspossibletoyourManagerorSupervisorand/or Dewey’s Vice President or his authorized representative.

 Immediately report all suspicious individuals or activities to your Manager or Supervisor.

 Do not put yourself in peril. If you hear a violent commotion near your workstation, do not try to

see what is happening. Call 911 immediately and hide.

 Cooperate with security, law enforcement and medical personnel that respond to a call for help.

 Only Dewey Management may respond to inquiries from the media about workplace violence.

 If qualified to do so, provide first aid to injured persons.

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EMPLOYEE BENEFITS AND LEAVES OF ABSENCE  LICENSING EXAMINATIONS AND CONTINUING EDUCATION

If, while employed with Dewey, a license to perform work duties is required and the employee is not licensed, Dewey will pay the examination fees for the first time the employee takes the Structural Pest Control Board Applicator license exam and Field Representative License exam, Branch 1, 2 or 3. The employee is responsible for lisence fees payable to the State of California for the isuance of a license.

From time-to-time, Dewey offers educational opportunities and training programs aimed at improving your work performance and fulfilling continuing education requirements. These are typically conducted in- house through Dewey’s training department and various outside companies, and are provided at no cost to employees.

 REFERRAL BONUS

Regular, full-time employees who refer a qualified candidate to Dewey, who is hired and remains employed

for a period of at least six months, will receive a $100 referral bonus.

 HOLIDAYS

Dewey observes six paid holidays per year: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. A holiday that falls on a Saturday or Sunday is usually observed on the preceding Friday or following Monday. If an employee works on one of these six holidays, they will be paid their regular rate of pay, plus an additional eight hours called Holiday Pay, at their regular rate of pay.

To be eligible for Holiday Pay, employees must work regularly scheduled working days immediately preceding and immediately following the holiday, unless the absence on either day is approved in advance, or is one of the employee's three authorized sick days per year. Temporary employees, part-time employees and employees on their Introductory Period are not eligible for Holiday Pay unless they actually work on that day.

 VACATION

Regular, full-time employees are eligible for vacation benefits. Part-time employees, temporary employees,

and seasonal employees are ineligible to participate.

Vacation benefits will accrue as set forth below. No vacation is accrued during a leave of absence.

Year

Accrual Rate (Hours Per Month)

Hours Per Year

Maximum Hours Allowed

1

2 – 9 10 – 19 20 +

3.333 hours 6.666 hours 10.0 hours 13.333 hours

40 40

80 120 120 180 160 240

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All accrued, but unused vacation during a given year is not forfeited and will “carry over” to the next year. However, the maximum amount of vacation that an employee is allowed to have accrued at any one time is equal to 1 1/2 times the amount that they accrue at that particular time. Once the maximum has been reached, accruals will stop until vacation has been taken.

For example:

 During the sixth year of employment, the maximum accrual is (120 hours) 15 days total.

 During the fifteenth year of employment, the maximum accrual is (180 hours) 22 1/2 days total.

All requests for vacation should be forwarded to a Manager in advance. Dewey will grant a vacation request whenever possible; however, it is granted or denied at Dewey’s discretion based on scheduling and other business reasons. A minimum of one day (8 hours) up to a maximum of ten days of vacation may be used at one time. Upon termination, all accrued, but unused vacation benefits will be paid to the employee at their final rate of pay.

LEGISLATED LEAVES

LEAVE TYPE

WHO'S ELIGIBLE

LENGTH OF LEAVE

FMLA Medical Military Leave

PDLA Personal Workers' Compensation

SICK LEAVE

Must be employed for 12 months / 1 year

Based on Doctors' Release from Work / Not A Protected Leave All Employees Covered Per Federal and State statutes

All Female Employees

All Employees / Not A Protected Leave

All Employees Covered Per Federal and State statutes

12 Weeks 60 Days

4 Months or 17 1/3 Weeks

30 Days



Dewey will provide all employees with 24 hours of paid sick leave, which can be used for any purpose allowed under Labor Code Section 246.5 (diagnosis, care, or treatment of an existing health condition, or preventive care for, an employee or an employee’s family member, or for an employee who is a victim of domestic violence, sexual assault or stalking). Each calendar year thereafter the employee will be provided another 24 hours of paid sick leave. There will be no carryover of unused sick leave from year to year.

Newly hired employees will be provided with 24 hours of accrued sick leave on their date of hire and then provided 24 hours on January 1 of the following year, with no carryover of unused sick leave. An employee may use the paid sick days beginning on the 90th day of employment.

Unused sick leave is not paid out to employees upon termination of employment.

Once an employee has exhausted their paid sick leave, the employee may use accrued vacation, if available. If no accrued vacation is available, the employee may be granted unpaid time off at the discretion of Dewey. Leave that qualifies under FMLA/CFRA will be granted.

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 SICK LEAVE (EMPLOYEES IN THE CITY OF SAN FRANCISCO ONLY)

All employees who work in the City of San Francisco shall accrue one hour of paid sick leave for every 30 hours worked, up to a maximum accrual of 72 hours, which shall carry-over from year-to-year. Accruals of sick leave hours begin to accrue 90 calendar days after the commencement of employment. Once the maximum accrual been reached, accruals will stop until sick leave has been taken.

Sick leave is available in the case of actual illness or injury of an employee or for doctor, dentist or other medical visits, including those for receiving medical care, treatment or diagnosis. In addition, employees in the City of San Francisco may use their sick leave to care for the actual illness or injury of an employee’s child, parent, legal guardian, grandparent, spouse, registered domestic partner and/or the child of a registered domestic partner (these relationships include biological relationships, as well as those resulting from adoption, step-relationships and foster care relationships), as well as a “designated person” who must be identified before-hand. In addition, sick leave is available if any of these individuals have been the victim of a crime and the employee needs to take time off to attend judicial proceedings relating to the crime, and all other situations provided for under law.

If no sick or vacation time is available, and Dewey allows additional leave, which it is not require to do, the time off shall be treated as an unpaid leave. Sick leave that qualifies as FMLA/CFRA will be counted as such.

 INSURANCE BENEFITS

Regular, full-time employees are eligible for various insurance benefits after the completion of their

Introductory Period, including:

 Medical Benefits (Dental and LTD optional): Eligible employees may enroll within the first 30 days of being hired. Employees must either login to the ADP Portal website at https://portal.adp.com or call the ADP Employee Support Line at 877.343.9552 to go thru the enrollment process even if they are waiving participation.

 Life Insurance: Eligible employees are provided life insurance coverage at no cost. Supplemental life insurance may be available at an additional cost.

To verify insurance coverage employees can either login to the ADP Portal or call the ADP Employee Support Line at 877.343.9552 for assistance. For assistance with ADP Self Service log-in, password,benefit selections, address changes, life events, etc.contact ADPdirect atSupport Line: 877.343.9552, Website: https://portal.adp.com, or Support Fax: 866.568.6444

Dewey reserves the right to change, amend or discontinue the benefits it offers to its employees and their dependents at any time. Dewey will provide reasonable notice when practical.

 CONTINUATION OF INSURANCE BENEFITS

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA), and CAL-COBRA for certain California employees, give employees and their qualified dependents the opportunity to continue their medical and dental insurance coverage when a “qualifying event” would normally result in the loss of eligibility. Examples of qualifying events include, but are not limited to, separation from Dewey, death, a reduction in work hours, a divorce or legal separation and/or a dependent child no longer meeting eligibility requirements.

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You and your eligible dependents will be provided written notification describing your rights granted under COBRA and/or CAL-COBRA upon a qualifying event. Should you elect coverage, it is important to follow all guidelines as mandated by federal and state law and the insurance carrier. Failure to do so could cause ineligibility or cancellation of coverage.

 PROFIT SHARING/RETIREMENT PLAN

Dewey offers a profit sharing plan at no cost for regular, full-time employees who have successfully completed one year of continuous employment. Regular, full-time employees are also eligible to participate in Dewey’s 401(k) program on the first enrollment date after one year of continuous employment. Dewey makes plan contributions periodically, at its sole discretion, for the benefit of all plan participants.

For information regarding eligibility and benefits, employees should contact their Manager.

 FAMILY AND MEDICAL CARE LEAVE

Dewey provides Family and Medical Care Leave, (FMLA), as well as leave under the California Family Rights Act, (CFRA) to the extent required by law. The Family Medical Leave and California Family Rights Leave run concurrently. The guidelines regarding Family and Medical Care Leave are as follows:

After one year of aggregate employment, any employee who has worked at least 1,250 hours (excluding vacations, holidays, sick leave and leaves of absence) during the immediately preceding 12 month period will be granted an unpaid leave of absence due to the birth of a child; placement of a child by adoption or for foster care; to care for a child, spouse, registered domestic partner, child of a registered domestic partner or parent with a serious health condition; for the employee’s own serious health condition, including work related injuries or illness, and for certain military-related reasons related to covered service-members. This leave is available only to an employee who is employed at a location where 50 workers are employed, or who work within 75 miles of each other.

A. Leave Time

Leave time may not exceed 12 weeks off in any 12-month period, commencing with the first day on which any Family and Medical Care Leave is taken. A Family and Medical Care Leave may be taken in addition to any leave of absence that an employee may be entitled to on account of a disability resulting from pregnancy disability. No more than a combined total of 12 weeks of family and medical care leave in a 12- month period will be granted to a husband and wife who both work for Dewey where the leave is taken on account of the birth of a child, for placement of a child by adoption or for foster care, or to care for a child, spouse or parent with a serious health condition.

Under certain “military-caregiver” circumstances, the leave may be extended to as much as 26 weeks.

If the leave is required due to a planned medical treatment, the employee must make a reasonable effort to schedule the treatment to avoid disruption of Dewey’s operations.

B. Intermittent Leave

Under certain circumstances, leave may be granted to an employee on an intermittent basis. If the employee has requested intermittent leave, Dewey may temporarily transfer the employee to another position which better accommodates recurring periods of leave, provided that the employee is qualified for the other position and that the employee continues to receive equivalent pay and benefits.

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C. Request for Leave

Leave may be denied unless the employee submits a written request. If the employee’s need for family or medical care leave is foreseeable, the employee must provide Dewey with reasonable advance notice of the need for leave. While on leave you will be required to furnish us with periodic reports of your status and intent to return to work. Failure to comply with these requirements is grounds for denial of a Family or Medical Care Leave.

Employees must provide their Manager with a copy of the doctors notice for leave, and must also either log into the ADP Portal to go thru the Total Absence Management or call the ADP Employee Support Line at 877.343.9552 for assistance in requesting their leave.

Where the leave is requested to enable the employee to care for a seriously ill child, spouse or parent, or for the employee’s own serious health condition, the employee will be required to furnish a doctor’s written certification, including the date the serious health condition commenced and an estimate of the probable duration of the condition. Seriously ill child, spouse, the time that the doctor believes the employee needs to care for the family member, and a statement that the serious health condition warrants participation of a family member to provide care during a period of treatment or supervision.

For leave because of the employee’s own serious health condition, the written certification must also indicate if the employee is unable to perform work of any kind or is unable to perform the essential functions of the employee’s job as set forth in the employee’s written job description.

D. Second Medical Opinion

Prior to granting a leave because of an employee’s own serious health condition, Dewey may request a second medical opinion to be rendered by a doctor of its choice. If the opinions of the employee’s and Dewey’s doctors differ, Dewey may require a final and binding opinion from a third doctor, jointly approved by Dewey and the employee.

E. Compensation and Benefits While on Leave

Family and medical care leave is without pay. Dewey will, however, continue to pay the premium for the employee’s health insurance that Dewey would have paid, but for the employee’s leave, for a maximum of 12 weeks in any 12-month period (or 26 weeks in certain military-related circumstances). The employee will be responsible for paying for the employee portion of the health insurance premium, and such payment will be due at the same time as if it had been made by payroll deduction. Insurance may be cancelled if the employee fails to pay his or her portion while on leave.

F. Return from Leave

Employees must provide their Manager with a copy of the doctors notice to return from leave as well as notify the ADP Total Absence Management either by logging in to the ADP Portal or calling the ADP Employee Support Line at 877.343.9552 to provide return to work information and documentation.

Where family and medical care leave has been taken by an employee due to the employee’s own serious health condition, the doctor’s certification must also include that the verbiage that the employee is able to resume work and is able to perform the essential functions of the employee’s job.

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Upon return from such a leave of absence, Dewey will use its best efforts to return the employee to the same position held prior to the leave of absence. If this position is not available, a comparable position will be offered.

 PREGNANCY DISABILITY LEAVE

 GOING OUT ON LEAVE: Employees must provide their branch Manager with a copy of the doctors notice for leave, and must log into the ADP Portal to go through the Total Absence Management or call the ADP Employee Support Line at 877.343.9552 for assistance in requesting their leave.

 RETURNING FROM LEAVE: Employees must provide their branch Manager with a copy of the doctors notice to return from leave, as well as notify the ADP Total Absence Management, either by logging in to the ADP Portal or calling the ADP Employee Support Line at 877.343.9552 to provide return to work information and documentation.

Purpose/Objective

Dewey provides female employees with job-protected, unpaid leave, up to four months, for disabilities relating to pregnancy, childbirth or related medical conditions (meaning a physical or mental condition intrinsic to pregnancy or childbirth). For the purposes of leave under this policy, “four months” mean the number of days the employee would normally work within four calendar months (one-third of a year equaling 17 1/3 weeks), if the leave is taken continuously, following the date the pregnancy leave commences.

Dewey also provides reasonable accommodations, to the extent required by law, for conditions related to pregnancy, childbirth or related medical conditions. In addition, a transfer to a less strenuous or hazardous position or duties may be available pursuant to an employee’s request, if such a transfer is medically advisable. Employees requesting a leave, or reasonable accommodation, should promptly notify your Manager, Regional Manager or Vice President or his authorized representative.

For more information regarding leave under this policy, employees should contact the Vice President or his authorized representative.

Eligibility

All employees who experience disabilities relating to pregnancy, childbirth or related medical conditions (meaning a physical or mental condition intrinsic to pregnancy or childbirth) may request leave or a reasonable accommodation under this policy.

Use of Accrued Paid Leave

Accrued paid sick leave must be used concurrently with leave taken under this policy. If SDI benefits have begun, the employee may choose to supplement those benefits with accrued paid sick leave. Paid sick leave and SDI benefits combined may not exceed 100% of regular pay.

Additionally, employees may choose to use accrued paid leave (such as vacation or paid time off), concurrently with some or all of the leave under this policy. To receive paid leave, eligible employees must comply with Dewey’s normal procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice). If SDI benefits are being paid, accrued paid leave and SDI payments combined may not exceed 100% of pay.

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Maintenance of Health Benefits

If employees and their families participate in Dewey’s group health plan, Dewey will maintain coverage during leave under this policy on the same terms as if employees had continued to work. If applicable, employees must make arrangements to pay their share of health plan premiums while on leave. In some instances, Dewey may recover premiums it paid to maintain health coverage or other benefits for employees and their families. Use of leave under this policy will not result in the loss of any employment benefit that accrued prior to the start of leave under this policy. Employees should consult the applicable plan document for information regarding eligibility, coverage and benefits.

Procedures

When seeking leave, or a reasonable accommodation under this policy, an employee must provide Human Resources with the following:

1. As soon as practicable and if possible prior to commencing leave, a statement from his or her health care provider supporting the request for leave or reasonable accommodation. The statement should confirm that the requested leave or reasonable accommodation is based on a pregnancy-related disability, and if the statement is provided in support of a leave request, the statement should include an anticipated start and end date. An employee must also supply periodic reports as deemed appropriate during the leave regarding the employee’s status and intent to return to work.

2. Upon return from leave, medical certification of fitness for duty before returning to work. Dewey will require this certification to address whether employees can perform the essential functions of their positions.

Failure to comply with the foregoing requirements may result in delay or denial, of leave, or disciplinary action, up to and including termination.

Employer Responsibilities

To the extent required by law, Dewey will inform employees whether they are eligible for leave under this policy. Should employees be eligible for leave, Dewey will provide eligible employees with a notice that specifies any additional information required, as well as their rights and responsibilities.

As detailed in the California Family Rights Act (CFRA) and the Family Medical Leave Act (FMLA) Policy, Dewey will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against employees’ leave entitlements. If employees are not eligible for FMLA leave, Dewey will provide a reason for the ineligibility.

Additionally, Dewey will engage in an interactive process with employees who request a reasonable accommodation under this policy.

Job Restoration

Upon returning from leave, employees will typically be restored to their original positions or to equivalent positions, with equivalent pay, benefits, and other employment terms and conditions.

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Failure to Return After Leave

If an employee fails to return to work, as scheduled, after leave under this policy, or if an employee exceeds the leave entitlement, the employee will be subject to Dewey’s other applicable leave of absence, accommodation and attendance policies. This may result in termination if the employee has no other company-provided leave available to him/her that applies to the continued absence.

Health Benefits

The provisions of our various employee benefit plans govern continuing eligibility during pregnancy disability leave. The employee is hereby advised that Dewey will not be mailing a bill each month. It is the employees’ responsibility to make the monthly payments in full by the first (1st) of each month, for the continuation of benefits, but no later than the last day of the month (must be post marked). If the premiums remain unpaid by the last day of any given month, the benefits(s) are subject to cancellation without further notification due to non-payment. Cancellation will be effective the last day of the month in which premiums were received and processed. COBRA documents will be forwarded to the employee if coverage is cancelled due to non-payment.

Employment During Leave

An employee on pregnancy disability leave may not accept employment with any other employer without written permission from Dewey. An employee who accepts such employment without permission will be deemed to have voluntarily terminated their employment with Dewey.

 MILITARY LEAVE

Under the Uniformed Services Employment and Reemployment Rights Act, if an employee voluntarily or involuntarily leaves employment to undertake military service, they may have certain reemployment rights and have the right to be free from discrimination and retaliation based upon your service. If an employee is deployed or anticipates being deployed for military service, they must provide a Manager with sufficient advance notice so arrangements can be made to cover work responsibilities and protect all rights under the Act.

TIME OFF FOR MILITARY SPOUSES

Employees who work more than 20 hours per week, and have a spouse in the United States Armed Forces, National Guard or Reserves, who have been deployed during a period of military conflict, are eligible for up to 10 unpaid days off while their spouse is home during a qualified leave period.

When an employee is also eligible for military family member exigency leave, leave under this policy shall also count toward the employee’s leave entitlement under the Family and Medical Leave Act (FMLA), where the time off meets the definition of FMLA military exigency leave.

Required Notice to Employer

Within two business days of receiving official notice that the employee’s spouse will be on leave, he/she must provide notice to Dewey of his/her intent to take military spouse leave.

Required Documentation

The employee must submit written documentation to Dewey certifying that during his/her requested time off the employee’s spouse will be on leave from deployment during a period of military conflict.

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Leave is Unpaid

Leave granted under this policy is unpaid. However, employees may substitute accrued, unused vacation time, personal days or personal time off for any period of unpaid military spouse leave.

Definitions

For the purposes of this policy, the following definitions apply:

“Qualified Member” means any of the following:

(a) A member of the United States Armed Forces who is deployed during a period of military conflict to an area designated as a combat theater or combat zone by the President of the United States; or

(b) A member of the National Guard who is deployed during a period of military conflict; or

(c) A member of the Reserves who is deployed during a period of military conflict.

“Period of Military Conflict” means any of the following:

(a) A period of war declared by the U.S. Congress; or

(b) A period of deployment for which members of the Reserves are ordered to active duty.

“Qualified Leave Period” means the period during which the qualified member is on leave from deployment during a period of military conflict.

 REHABILITATION LEAVE

Dewey is committed to providing assistance to our employees to overcome substance abuse problems. Dewey will reasonably accommodate any employee who wishes to voluntarily enter, and participate in, a alcohol or drug rehabilitation program. This accommodation may include time off without pay or an adjusted work schedule, provided the accommodation does not impose an undue hardship on Dewey.

You may also use accumulated sick days, if applicable, for this purpose.

You should notify Human Resources if you need such accommodation. Dewey will take reasonable steps to safeguard your privacy with respect to the fact that you are enrolled in an alcohol or drug rehabilitation program.

 LITERACY ASSISTANCE

We are committed to providing assistance to employees who require time off to participate in an adult education program for literacy assistance. If you need time off to attend such a program, you should inform your Manager or the Human Resources Department. Dewey will attempt to make reasonable accommodations for you by providing unpaid time off or an adjusted work schedule, provided the accommodation does not impose an undue hardship on Dewey. Dewey will attempt to safeguard the privacy of your enrollment in an adult education program.

 TIME OFF FOR VICTIMS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE AND ACCOMMODATION

Employees who are victims of domestic violence, sexual assault and stalking are eligible for unpaid leave. You may request leave if you are involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your health, safety, or welfare, or that of your child.

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You should provide notice and certification of your need to take leave under this policy. Certification may be sufficiently provided by any of the following:

 A police report indicating that the employee was a victim of domestic violence, sexual assault or stalking;

 A court order protecting, separating, the employee from the perpetrator of an act of domestic violence, sexual assault or stalking, or other evidence from the court or prosecuting attorney that the employee appeared in court; or

 Documentation from a medical professional, domestic violence, sexual assault or stalking victim advocate, health-care provider, or counselor, that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence, sexual assault or stalking.

Employees who are victims of domestic violence, sexual assault or stalking and need a reasonable accommodation for their safety at work should contact a Dewey representative with day-to-day personnel responsibilities, or Human Resources, to discuss the need for an accommodation. If you are requesting such a reasonable accommodation, you will need to submit a written statement signed by you, or by an individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at work.

For reasonable accommodation requests, Dewey will also require certification demonstrating that you are the victim of domestic violence, sexual assault or stalking. Any of the forms of certification described above as reasons for taking a leave will suffice. Dewey may request recertification every six months from the date of the previous certification. You should notify Dewey if an approved accommodation is no longer needed.

Dewey will engage in an interactive process with the employee to identify possible accommodations, if any, that are effective and will make reasonable accommodations unless an undue hardship will result.

Dewey will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision. Whenever possible, you must provide your Manager reasonable notice before taking any time off under this policy.

You may use any accrued vacation, sick, or other time off for the leave under this policy. Leave under this policy does not extend the time allowable under the “Family and Medical Leave” Policy in this handbook.

 VICTIMS OF CRIME LEAVE

An employee who is themselves a victim, or who is the family member of a victim of certain serious crimes, may take time off from work to attend judicial proceedings related to the crime or to attend proceedings involving rights of the victim.

A family member of a crime victim may be eligible for this leave if he/she is the crime victim’s spouse, parent, child or sibling. Other family members may also be covered, depending on the purpose of the leave.

The absence from work must be in order to attend judicial proceedings of the victim. Only certain crimes are covered. You must provide reasonable advance notice of your need for leave, and documentation related to the proceeding may be required. If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence.

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An absence from work to attend judicial proceedings or proceedings involving victim rights will be unpaid, unless you choose to use any earned paid time off.

For more information regarding this leave (including whether you are covered, when and what type of documentation is required, and which type of paid time off can be used), please contact Human Resources.

 VOLUNTEER CIVIL SERVICE PERSONNEL

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel. You are also eligible for unpaid leave for required training. Please alert your Manager that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your Manager before doing so when possible. An employee who works for an employer with 50 or more employees and is a volunteer firefighter, reserve peace officer or emergency rescue personnel, is permitted unpaid time off, not to exceed fourteen (14) days per calendar year, for the purpose of engaging in fire, law enforcement or emergency rescue training. If you request time off under the policy, you must notify your direct Manager immediately after the need for the leave becomes known.

 CIVIL AIR PATROL LEAVE

Employees with more than 90 days of service are eligible to take time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your Managerthatyoumayhavetotaketimeoffforemergencyduty. Whentakingtimeoffforemergencyduty, please alert your Manager before doing so, giving as much advance notice as possible. Up to ten (10) unpaid days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed 3 days, unless the emergency is extended by the entity in charge of the operation and the extension of leave is approved by Dewey.

 ORGAN AND BONE MARROW DONOR LEAVE

Employees employed for at least 90 days, and who are donors for organ or bone marrow, may take paid

time off as follows:

 Employees may take up to 30 business days of leave in any one-year period for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins his/her leave.

 Employees may take up to 5 business days of leave in any one-year period for the purpose of donating bone marrow to another person. The one-year period is calculated from the date the employee's leave begins.

During the leave for organ/bone marrow donors, Dewey will continue to provide and pay for any group health plan benefits the employee was enrolled in, prior to the leave of absence. Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of Family Medical Leave under state law, The California Family Rights Act, nor federal Family and Medical Leave Act.

Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow.

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Dewey requires that employees taking leave for organ donation use two weeks (10 days) sick leave, paid time off and/or vacation.

Dewey requires that employees taking leave for bone marrow donation use five (5) days of accrued but unused sick leave, paid time off and/or vacation.

Once a Donor has exhausted the required paid sick, paid time off and/or vacation leave, the employee will not be paid for the remaining leave of absence.

 BEREAVEMENT LEAVE

Dewey will provide all employees a paid, short-term bereavement leave to help at the time of the loss of a family member. This lasts for up to three consecutive work days to make the arrangements for, and/or to attend, the funeral. This does not extend beyond the day following the funeral. The term “immediate family” includes a wife, husband, registered domestic partner, child, child of a registered domestic partner, parent, parent of spouse or registered domestic partner and siblings.

 VOTING TIME

If work prevents an employee from voting before or after work on Election Day, Dewey will provide up to two hours paid time off to vote. A Manager must be given at least two days advance notice that this time will be needed off. The Manager may require the employee to take voting time at the beginning or end of a shift and may ask the employee to present a voter’s receipt before being paid for voting time.

 JURY DUTY

Any employee wishing to serve on jury duty may do so. Employees should notify their Manager immediately so that arrangements to accommodate the absence can be made. While serving on a jury, employees are expected to report for work whenever the court schedule permits, unless otherwise instructed by Dewey. Employees may be required to provide Dewey with written proof of jury duty. Time while serving on a jury will be considered unpaid, except for exempt employees who provide some work services during a workweek. If desired, employees can use any available vacation time while serving on a jury, and may keep any jury fees, appearance fees or mileage allowances paid by the court while serving on jury duty.

 SCHOOL VISITATION

Eligible employees are granted up to 40 hours each year, not to exceed eight hours per month, to visit their child’s, or grandchild’s, pre-school, nursery school, elementary or secondary school for parent conferences, special programs and other school-related events. Employees should notify their Manager as far in advance as possible. Vacation time may be used for such absences; otherwise, school visitation time will be unpaid.

 UNPAID LEAVES OF ABSENCE

A personal leave of absence, without pay, of up to 30 days, may be granted at the sole discretion of Dewey, and all such requests should be discussed with a Manager. Requests for such leave should be limited to unusual circumstances, but generally depend on the particular circumstances.

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 WORKERS’ COMPENSATION

Dewey provides workers’ compensation insurance coverage at its expense. Workers’ compensation insurance is intended to provide medical care and pay for lost time resulting from injuries on the job and those illnesses caused by work. If an employee is injured on the job they must immediately report the injury to a Manager, no matter how minor. Failure to timely report an injury may jeopardize rights to certain benefits. Workers’ compensation insurance coverage is not available for injuries that occur during voluntary participation in any off-duty recreational, social or athletic activity that is not part of the employee’s work related duties, even if sponsored by Dewey.

To insure quality care in case of work related injury or illness, Dewey will direct an injured employee to an appropriate health care provider during the first 30 days of any such injury or illness. If the employee wishes to be treated by their own health care provider instead, they must notify Dewey in writing before any injury or illness occurs.

All employees should remember that workers’ compensation fraud is a felony in California, punishable by up to five (5) years in state prison a fine of up to $150,000.00. When an employee makes a workers’ compensation claim knowing that the injury or illness is not work related, it is a felony. When an employee allows a doctor, therapist or attorney to use the claim to make money by exaggerating the need for treatment or other benefits, it is also a felony. Dewey will take all actions necessary to prosecute cases of workers’ compensation fraud.

No action will be taken against any employee in any manner for reporting a workplace injury or illness or seeking workers’ compensation benefits.

 DISABILITY ACCOMMODATION

Dewey is committed to complying fully with the Americans with Disability Act (ADA) and applicable state

law, and to ensure equal opportunity in employment for qualified persons with disabilities.

All employment practices and activities are conducted on a non-discriminatory basis.

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

Reasonable accommodation for qualified individuals with known disabilities will be made, unless doing so will be an undue hardship. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.

Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation), as well as job assignments, classifications, organizational structures, position descriptions, lines of progression and seniority lists. Leave of all types will be available to all employees on an equal basis, including leaves of absence determined to be a reasonable accommodation under the ADA.

Dewey is also committed to not discriminating against any qualified employees or applicants because they are related to, or associated with, a person with a disability. Dewey will follow any state or local law that provides individuals with disabilities greater protection than the ADA.

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

 DISABILITY INSURANCE

As an additional benefit, employees are covered under a State Disability Insurance (SDI). This insurance provides low cost disability protection if illness or injury, not caused by work, prevents an employee from working. All employees are eligible and pay for this program through mandatory deductions from their paychecks. No action will be taken against any employee in any manner for seeking disability benefits or for testifying in a disability proceeding.

 UNEMPLOYMENT INSURANCE

If an employee’s employment terminates, he/she may be eligible to receive unemployment insurance. In most cases, a claim must be filed in order to collect this benefit. Should such a situation arise, the employee should inquire about unemployment insurance at the time of separation from service. No action will be taken against any employee in any manner for testifying in an unemployment insurance proceeding.

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