3.0 New Employees
New employees will not be considered permanent until after 90 days

3.1 Hours
Office hours are from 9:00 to 5:00 * lunch is one (1) hour*

3.1.1 Attendance
The first time and employee is late more than three times in a month they will be warned verbally. If an employee continues to be late after the first warning, a written warning will be placed in their personnel file. If lateness is excessive, management will take the necessary actions.

3.1.2 Sick Days
Each employee will be allowed four (4) sick and two (2) personal days per anniversary year effective 90 days after hire. Employees will not be paid for any days taken that exceeds the aforementioned. All employees must notify the payroll department or there manager by 9am any day they will not be in to work due to an illness. Any employee who reports sick the day before or the day after a holiday will not be paid for those days unless a doctor's note is provided.

3.1.3 Holidays
All full-time employees are entitled to the following paid holidays:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day after Thanksgiving
• Christmas Day

3.1.4 Vacation
After one year - one week, after two years - two weeks, after five years- three weeks. Vacation must be coordinated and approved by the manager in advance of the time you plan to be away. the accounting department must also be notified. Vacation not taken at the end of the anniversary year can be carried to the next year.

3.1.5 Overtime
Employees will be paid for any hours worked over forty hours in any one week at regular pay rate. Overtime must be approved by the manager of the department.

3.1.6 Work Stations
Must be cleaned at the end of the day. On friday night the desks must be cleared. All equipment must be turned off at the end of the day and all files locked in the file cabinets.

3.1.7 Decorum
Employees will pursue proper decorum and courtesy at all times. Since the offices have many visitors, it is important to look professional and dress appropriately.

3.1.8 Resignation:
If you decide to terminate your employment with us, please give two weeks notice.

3.1.9 Annual Review
Will be held on each employee's anniversary date of employment. A review can also be held at any time at management's discretion. Not all reviews result in a monetary increase.

3.1.10 Pay Day
Pay day is every two (2) weeks. All employees must have their hours in the tuesday at 10am before payday.

3.1.11 Snow Days
Salaried and hourly employees will be compensated at their regular rate of pay if the company makes the decision to close due weather conditions. It is expected that employees may be somewhat late on days of significant snow fall; however, if you choose to take the day off, it will be counted as a paid day, if the employee has days available. If an employee does not have a day available, then the employee will not be paid for that day. In the event an employee leaves before the company decides to close due to inclement weather, it will be counted as a charged day prorated accordingly.

3.1.12 Jury Duty
When absence is necessary due to Jury duty, full and part-time employees will receive their regular rate of pay, less the amount of their Juror's compensation, if employee has been employed for a minimum of one (1) year. The maximum number of days payable during a calendar year is five (5). If employee typically works a seven (7) or eight (8) hour day and is dismissed from Jury duty after serving less then four and a half (4.5) hours, employee will only be compensated for an entire day, if employee reports to work for the balance of the work day.

3.1.13 Part-Time Employees (Vacation, Sick and Holidays)
Part-time employees working less than twenty (20) hours per week are not entitled to paid sick days or holidays. Part-time employees working over twenty (20) hours per week will be entitled to the same benefits as full-time employees.

3.1.14 Disability Leave of Absence
When an employee sustains a disability for any reason, including disability related to pregnancy or childbirth, which prevents the performance of normal job duties, ordinarily he or she will be placed in a Disability - Leave of Absence status unless the employee indicates that he or she will not return to work or unless his or her employment is terminated. A leave of absence may be refused where the employee's attendance record has been unsatisfactory, or for other reasons within the discretion of the Company.

The employee may be required to submit medical evidence as to the nature and probable duration of the disability. As soon as a female employee ascertains that she is pregnant, she must report the fact to her Manager and promptly submit a statement from her physician as to whether she may or may not continue to work and whether any restrictions apply. The statement must include a reasonable estimate as to the latest date the employee should be allowed to work. The physician may subsequently submit a revised statement or the Company may require one.

A disability leave of absence will end when the disability ends, after six (6) months of disability, and/or if the employee is terminated, whichever first occurs. The person must apply for reinstatement in the form of a letter, along with medical evidence of their current ability to resume the duties of his or her job within three weeks of their ability to return to work. Employment will be terminated if employee fails to apply for reinstatement prior to the end of the disability leave of absence term. Before reinstating an employee the Company may require medical evidence of the employee's current ability to resume the duties of his or her job. The period of an employee's disability leave of absence will not be credited toward the calculation of his or her seniority of benefits.

The Company will continue to pay usual insurance premiums on behalf of an employee while he or she is on disability leave of absence for a maximum of three (3) months' payment. Such payment will not be made if at the time of commencement of the disability the employee has not been employed for at least one (1) year of consecutive service.

Ordinarily, the Company will reinstate an employee who has made timely application for reinstatement either to the position he or she left or to another position for which he or she is then qualified. However, it does not guarantee reinstatement; furthermore, employment may be terminated at any time during the period of the leave. Circumstances which will determine the action which the company will take include, but are not limited to, the employees' previous record and general business conditions.