Associate

Handbook

(Effective February 19, 2016; updated June 15, 2016)

Table of Contents
TableofContents........................................................................................................................1
INTRODUCTIONSECTION............................................................................................................4
WelcomeStatement....................................................................................................................4
IntroductoryStatement...............................................................................................................5
ImportantNoticeAboutThisHandbook.....................................................................................6
EMPLOYMENTSECTION..............................................................................................................7
AtWillEmployment....................................................................................................................7
AssociateRelations......................................................................................................................8
OpenDoorPolicy.........................................................................................................................9
EqualEmploymentOpportunity................................................................................................11
BusinessEthicsandConduct.....................................................................................................12
ImmigrationLawCompliance....................................................................................................12
DisabilityRelatedReasonableAccommodations......................................................................13
LactationPolicy..........................................................................................................................17
LifeThreateningIllnessesintheWorkplace.............................................................................18
FoodborneIllnessPolicyforAssociatesHandlingFood............................................................19
EmploymentofRelatedParties(NepotismPolicy)...................................................................22
AntiDiscriminationandAntiHarassment................................................................................23
CompanyPropertyandAssociatePrivacy.................................................................................26
PersonalInformationProtectionPolicy....................................................................................28
TIMEKEEPING/PAYROLLSECTION...........................................................................................36
Timekeeping..............................................................................................................................36
StateGuidetoMealandRestPeriodPolicies...........................................................................41
PayrollInformation....................................................................................................................45
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AccesstoPersonnelFiles...........................................................................................................48
PersonalDataChanges..............................................................................................................48
WorkSchedules.........................................................................................................................48
OvertimeCompensation...........................................................................................................48
EMPLOYMENTSTATUSANDPRACTICESSECTION.....................................................................49
EmploymentCategories............................................................................................................49
AssociateBenefits.....................................................................................................................52
EmploymentVerifications.........................................................................................................54
EmploymentTermination..........................................................................................................55
IntroductoryPeriod...................................................................................................................56
JobPosting.................................................................................................................................57
TransferPolicy...........................................................................................................................58
TIMEAWAYSECTION.................................................................................................................62
CompanyHolidays.....................................................................................................................62
FloatingHolidays.......................................................................................................................64
VacationTime............................................................................................................................67
PartTimeVacation....................................................................................................................71
SickTime....................................................................................................................................75
LeaveofAbsence.......................................................................................................................79
FamilyMedicalLeave................................................................................................................82
WellnessLeave..........................................................................................................................93
BereavementLeave...................................................................................................................97
MilitaryLeave............................................................................................................................98
JuryDuty....................................................................................................................................99
WitnessDuty.............................................................................................................................99
ParentalLeaveforSchoolVisits..............................................................................................100
TimeOfftoVote......................................................................................................................100
OccupationalInjuryandIllness...............................................................................................101
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ASSOCIATECONDUCTANDWORKINGCONDITIONSSECTION...............................................102
AssociateConductandWorkRulesPolicy..............................................................................102
BackgroundCheckPolicy.........................................................................................................106
DrugandAlcoholUseandTestingPolicy................................................................................111
AttendancePolicy....................................................................................................................117
DressandPresentationPolicy.................................................................................................121
OutsideContactsandMediaInquiries....................................................................................124
Safety.......................................................................................................................................125
WorkplaceViolencePrevention..............................................................................................126
Solicitation/Distribution........................................................................................................127
Parking.....................................................................................................................................128
VisitorsintheWorkplace........................................................................................................128
Client/CustomerAssignmentPolicy........................................................................................129
Smoking...................................................................................................................................130
EmergencyClosings.................................................................................................................130
CompanyTechnologyPolicy....................................................................................................131
DocumentRetention...............................................................................................................139
SocialMediaPolicy..................................................................................................................141
ASSOCIATEACKNOWLEDGMENTFORM...........................................................................................i
CODEOFBUSINESSCONDUCTANDETHICS.....................................................................................ii

INTRODUCTION
Welcome Statement

Onbehalfofyourcolleagues,AdvantageSales&MarketingLLCdbaAdvantageSolutions(theCompany)andits
direct and indirect subsidiaries, affiliated entities and divisions (collectively, Advantage Solutions or the
Company)1,welcomesandwishesyoueverysuccesshere.
WebelieveCustomers/Clientsareamongourorganizationsmostvaluableassets.(Customersaretheretailers
we sell to and service, while Clients are the manufacturers we represent.) Every associate represents the
Company to our Customers and our Clients. The way we do our jobs presents an image of our entire
organization.Customers/Clientsjudgeallofusbyhowtheyaretreatedwitheachassociatecontact.Therefore,
oneofourfirstbusinessprioritiesistoassistanyCustomer/ClientorpotentialCustomer/Client.Nothingismore
importantthanbeingcourteous,friendly,helpful,andpromptintheattentionyougivetoCustomers/Clients.
OurpersonalcontactwithourCustomers/Clients,ourmannersonthetelephone,andthecommunicationswe
send to Customers/Clients are a reflection not only of ourselves, but also of the professionalism of the
Company.PositiveCustomer/ClientrelationsnotonlyenhanceourClientsandCustomersperceptionorimage
oftheCompany,butalsopayoffingreaterCustomer/Clientloyaltyandincreasedsalesandprofit.
WebelievethateachassociatecontributesdirectlytotheCompanysgrowthandsuccess,andwehopeyouwill
takeprideinbeingamemberofourteam.
Thishandbookwasdevelopedtodescribesomeoftheexpectationsofourassociatesandtooutlinethepolicies,
programs,andbenefitsavailabletoeligibleassociates.Associatesshouldfamiliarizethemselveswiththecontents
oftheassociatehandbookassoonaspossible,foritwillanswermanyquestionsaboutemploymentwithus.
Wehopethatyourexperienceherewillbechallenging,enjoyable,andrewarding.Again,welcome!

EmploymentisonlywithonespecificlegalentityoftheCompany,andnotwithallofthelegalentitiesthatconstitutethe
Company;andanyreferencestotheCompanyasanemployerareintendedtorefertotheemployingentity.

INTRODUCTION
Introductory Statement

ThishandbookisdesignedtoacquaintyouwiththeCompanyandprovideyouwithinformationaboutworking
conditions,associatebenefits,andsomeofthepoliciesaffectingyouremployment.Youshouldread,understand,
andcomplywithallprovisionsofthehandbook.Itdescribesmanyofyourresponsibilitiesasanassociateand
outlinestheprogramsdevelopedbytheCompanytobenefitassociates.Oneofourobjectivesistoprovideawork
environmentthatisconducivetobothpersonalandprofessionalgrowth.
TheCompanyoperatesinmanystatesanditspersonnelpoliciescouldbesubjecttodifferentlawsandregulations.
Ifanystatelawdiffersfromthepoliciesdescribedinthisassociatehandbook,theCompanywillcomplywiththe
applicable state law. Please consult human resources if you have any questions concerning this associate
handbookorhowyourstaterequirementsmaydifferfrominformationpresentedhere.
Noassociatehandbookcananticipateeverycircumstanceorquestionaboutpolicy.AstheCompanycontinues
togrow,theneedmayariseandtheCompanyreservestherighttorevise,supplement,orrescindanypoliciesor
portionofthehandbookfromtimetotimeasitdeemsappropriate,initssoleandabsolutediscretion.Theonly
exceptiontoanychangesisouremploymentatwillpolicypermittingyouortheCompanytoendourrelationship
foranyreasonatanytime.

INTRODUCTION
Important Notice About This Handbook

Thecontentsofthishandbookareguidelinesonlyandsupersedeanypriorhandbook.Neitherthishandbooknor
anyothercompanyguidelines,policiesorpracticescreateanemploymentcontract.TheCompanyhastheright,
with or without notice, in an individual case or generally, to change any of its guidelines, policies, practices,
workingconditionsorbenefitsatanytime.
Nooneisauthorizedtoprovideanyassociatewithanemploymentcontractorspecialarrangementconcerning
terms or conditions of employment unless the contract or arrangement is in writing and signed by the Chief
ExecutiveOfficer(CEO).EmploymentwiththeCompanyisatwillandmaybeterminatedatanytimewithor
withoutcauseornoticebytheassociateortheCompany,exceptasprovidedforinwritingandsignedbytheCEO
orasotherwiserequiredbylaw.
Manymatterscoveredbythishandbookarealsodescribedinseparateofficialdocuments.Whiletheyshouldbe
consistent,ifthereisanydifference,theofficialpolicieswillprevail.Formalpoliciesprevailoveranyconflicting
representationand/orstatementsbysupervisorsormanagers.
ExceptfortheCompanysatwillpolicyandthosepoliciesrequiredbylaw,theCompanyreservestherightto
modify or change any of the policies or procedures contained in this handbook from time to time, in the
Companysdiscretion.However,nooralstatement,representationsorpracticesofanyofficerorassociateofthe
Companywillacttomodifyorchangeanyofthesepoliciesorprocedures.Allchangeswillbeinwriting.
Thisnoticeappliestoallassociatesregardlessofdateofhire.

EMPLOYMENT
AtWill Employment

OurCompanypolicy,subjecttoapplicablelaw,isthatassociateemploymentisatwill,andneitherthispolicynor
anassociatesatwillemploymentcanbechangedexceptbyawrittendocument,signedbytheChiefExecutive
Officer.Withthatsoleexception,norepresentativeoftheCompanycanmakeanypromisesorotherstatements
whichimplythatanassociatehasbeenhiredforaspecificperiodoftimeorthattheassociatesemploymentis
somethingotherthanatwill.
Atwill employment means that employment is at the mutual consent of the associate and the Company and
eithercanterminatetherelationshipatwill.Therefore,associatescanbeterminatedatanytime,withorwithout
noticeorcauseandanassociatecanalsoresignatanytime.Althoughnotrequired,two(2)weeksnoticetothe
associatesimmediatesupervisorormanagerisrequestedasacourtesytohelpfacilitateasmoothtransitionof
businessmatters.
Nothingcontainedinthismanualoranyotherdocumentsprovidedtotheassociateisintendedtobe,norshould
itbeconstrued,asaguaranteethatemploymentoranybenefitwillbecontinuedforanyperiodoftime.Any
salaryfiguresprovidedtoanassociateinannualormonthlytermsarestatedforthesakeofconvenienceandare
notintendedtocreate,nordotheycreateanemploymentcontractforanyspecificperiodoftime.
Performance evaluations and disciplinary notices are simply tools used to communicate performance
achievementsandexpectationswithanassociate.Theydonotcreateacontractofemployment.

EMPLOYMENT
Associate Relations

TheCompanybelievesthattheworkconditions,wages,andbenefitsitofferstoitsassociatesarecompetitive
withthoseofferedbyotheremployersintheareaandinthisindustry.Ifassociateshaveconcernsaboutanywork
conditions (including but not limited to compensation), they are strongly encouraged to voice these concerns
openlyanddirectlytotheirsupervisorsoruseanyavenueoftheCompanysOpenDoorPolicy.
Our experience has shown that when associates deal openly and directly with supervisors or other resources
withintheCompany,theworkenvironmentcanbeexcellent,communicationscanbeclear,andapproachtowork
canbeproductiveandeffective.WebelievethattheCompanyamplydemonstratesitscommitmenttoassociates
byrespondingeffectivelytoassociateconcerns.
Notwithstandingourcommitmenttoopenandcandidcommunicationwithourassociates,theCompanydoes
notprohibitassociatesfromdiscussingthetermsofemploymentforthepurposesofimprovingpayorother
workingconditions.
TheCompanyalsowillnot:(i)prohibitassociatesfromdisclosingtheirwages;(ii)requireanassociatetosigna
waiverofhis/herrighttodisclosehis/herwages;or(iii)takeanyadverseemploymentactionfordisclosingones
ownwagesordiscussinganotherassociateswageswhichhavebeendisclosedvoluntarily.1
Pleasenotethispolicydoesnotpermitassociatestodiscloseproprietaryortradesecretinformation(seeSocial
Mediapolicy,bywayofexample,forexamplesofproprietaryandtradesecretinformation)orotherinformation
subjecttolegalprivilegeorotherlegalprotectionswithoutthewrittenconsentofanauthorizedrepresentative
oftheCompany(orasrequiredbylaw),nordoesitpermitdisclosureofotherassociateswageinformationor
otheremploymenttermstoourcompetitors.2

Minnesotaassociatesareadvised(inadditiontothewagenondisclosureprovisionsoutlinedabove)thatMinnesotalaw
pertainingtowagenondisclosurerightspreventsanemployerfromretaliatingagainstemployeeswhoasserttheserights,
andallowsanemployeetoseekreinstatement,backpay,restorationoflostservice,andexpungementofanyrelated
adverseemploymentrecords.

EMPLOYMENT
Open Door Policy

TheCompanyiscommittedtooperatingwithintegrity.Accordingly,ourOpenDoorPolicyencouragesyouto
discuss your workplace questions, suggestions, and concerns through open communication using the various
ReportingChannelsoutlinedbelow.Yourworkrelatedfeedbackhelpsfosteraworkplacebuiltonintegrityand
respect.YouareencouragedtopromptlydiscusssuchinformationwiththeCompanywithoutfearofretaliation.
YouareencouragedtousethefollowingReportingChannelsavailabletoyoutoaddressquestions,feedback,and
concernsregardingtheworkplace,whichmayincludeanyconcernsyoumayhavepertainingtotheCompanys
clients, customers, vendors (including their associates) and members of the public with whom you come into
contacteitherdirectlyorindirectlyduringthecourseofyouremployment.(Whilethesearenottheonlyavenues
availabletoyou,theCompanybelievesthatusingtheseestablishedmethodsofinternalcommunicationcanhelp
fosterpromptandeffectiveresolutionofworkplaceconcerns.)
CompanysReportingChannels:
Supervisorand/orNextLevelManagers.Resolutionoftenbeginswithyoursupervisorornextlevel
managers.Ifyouhaveaworkplacequestion,suggestion,orconcern,youmaydiscussthesituationwith
yoursupervisororwiththeirmanager.Webelievethatyourdirectsupervisororotherupperlevel
managersonyourteamwillbeabletoworkwithyoutoresolvemostmattersastheyaremostfamiliarwith
thedaytodaypracticesofyourteam.Yoursupervisorornextlevelmanagerwillreviewthedetailsand
discusspotentialsolutionswithyou.Ifyouarenotcomfortablediscussingyourconcernswithyour
supervisorornextlevelmanager,youmayuseoneoftheotherchannelsofreportingdescribedbelow.

DivisionLeader.AnotherresourceavailabletoyouisyourDivisionLeader,especiallyif,aftermeetingwith
yoursupervisorornextlevelmanager,youfindthatyoustillhavequestionsorconcernsoryouwouldlike
furtherclarificationonthematter;orifyouarenotcomfortablecontactingyourdirectsupervisorortheir
manager.YourDivisionLeaderwillreviewthedetailsanddiscusspotentialsolutionswithyou.
HumanResourcesContact.HumanResourcesisanotheravenueforaddressingaworkplacequestion,
suggestion,orconcern,particularlyifyoubelieveyourconcernhasnotbeenadequatelyaddressedby
management,relatestomanagement,orifyouseekfurtherclarificationonamatterofpolicy.Human
Resourceswillreviewanddiscusspossiblesolutionswithyou.YoucancontactHumanResourcesat
ERSupport@advantagesolutions.netor8889004276.

EMPLOYMENT
Open Door Policy (continued)

TheCompanysEthicsLine.TheEthicsLinedoesnotreplaceourotherOpenDoorpolicychannelsfor
surfacingquestions,suggestions,orconcerns.However,ifyoubelieveyourconcernsinvolveconductwhich
potentiallyconflictswithethicalorlegalobligationsorcompanypolicy(includingtheCompanysCodeof
BusinessConduct&Ethics)oryouarenotcomfortablecontactingorwerenotsatisfiedwiththeoutcome
aftercontactingalternativeReportingChannels,youmayfileareportthroughtheCompanysEthicsLine,
whichmaybeusedanonymously.TheEthicsLinewebsiteisoperatedbyanindependentthirdparty
providerandcanbeaccessedatanytimethroughourCompanyswebsiteorthethirdpartyswebsiteor
telephonenumber.SubmittedreportsareultimatelyreviewedandinvestigatedbytheCompanysAssociate
Relations&WorkforceComplianceTeam;buttheCompanyreservestherighttoassignreportstobe
reviewed,investigated,and/oraddressedasappropriatebyadesignatedsubjectmatterexpertwithinor
externaltotheCompany.ToaccesstheEthicsLineorlearnmoreinformationaboutthisavenueof
reportingpleasevisitwww.ethicspoint.comorcall8883257882.

TheCompanywillnottolerateretaliationagainstanyindividualwhoreportsanymattertotheCompanyingood
faith. However, if an associate knowingly reports inaccurate information (for personal gain or malicious
intentions);failstocooperateinaninvestigation;orthreatensorintimidatesothersinanefforttoinfluencetheir
participation in an investigation; the associate may be subject to disciplinary action, up to and including
terminationofemployment.
Individuals reporting concerns will be treated fairly and with respect, and the concerns will be reviewed and
addressedtimely.Theinformationsharedwillremainconfidential,totheextentpossible;however,theCompany
cannotguaranteeconfidentiality.Forfuturereference,thefollowinglinkmaybehelpfulindeterminingwhich
channelwouldbethemosteffectivemeanstoaddressorresolvedifferenttypesofissueswhichcanariseinthe
workplace:
https://www.asmconnects.com/Legal/ethichl/ASM%20Anonymous%20Reporting%20Hotline%20Documents/W
hen%20to%20report%20an%20issue%20to%20ASM%20Ethics%20Line.pdf
PleaserememberthatyoumayuseorescalateyourconcernsthroughanyofthevariousReportingChannelsof
theCompanysOpenDoorpolicyifyouarenotcomfortableusingaparticularchannelorbelieveconcernshave
notbeenadequatelyaddressedafterhavingalreadyraisedtheissuethroughanotherReportingChannel.

10

EMPLOYMENT
Equal Employment Opportunity

EEO/NonDiscriminationPolicy.TheCompanyisanequalopportunityemployer.ItisthepolicyoftheCompany
to provide equal opportunities for employment and advancement regardless of race, color, religious creed,
national origin, age, physical or mental disability, medical condition (as defined under California or other
applicable law), veteran or military status, marital status, ancestry, genetic information, sex, gender, gender
identity,genderexpression,sexualorientation,transgenderstatus,oranyothercharacteristicprotectedbylaw.
EmploymentdecisionsattheCompanywillbebasedonanindividualsqualifications,pastexperience,overall
performance,andotherlawfuljobrelated criteria, aswellastheCompanysbusinessinterests.TheCompany
strictlyprohibitsdiscriminationagainstanyassociateorapplicantforemploymentbecauseofanycharacteristic
protected by law (including but not limited to those referenced above). This policy governs all aspects of
employment,includingselection,jobassignment,compensation,discipline,termination,andaccesstobenefits
andtraining.
EEO/WorkRelated Accommodations. The Company will make reasonable accommodations to provide equal
opportunityinemploymentforotherwisequalifiedindividuals,asrequiredbylaw(includingbutnotlimitedto
accommodations pertaining to physical and/or mental disabilities, pregnancy, and religion). To request or ask
questionsregardingaworkrelatedaccommodation(includingbothatworkaccommodationsaswellasleavesof
absencenototherwisecoveredbytheCompanysleaveofabsencepolicies),pleaseusethefollowingcontact
information.Foradditionaldetails,pleasereviewtheCompanysReasonableAccommodationsPolicy.

Torequestanewdisabilityrelatedaccommodationorfollowuponanexistingdisabilityrelated
accommodationrequest,contacttheCompanysthirdpartyLeaveofAbsenceandAccommodation
Administrator(theL&AAdministrator)byphoneat8884590794

Ifyouwishtorequestanyothertypeofworkrelatedaccommodationorhaveanypolicyquestionsor
concernsregardingtheCompanysworkrelatedaccommodationpoliciesorprocedures,pleaseusethe
followingcontactinformationfortheCompanysWorkplaceAccommodationsDepartmentPhone:888985
0349orworkplaceaccommodations@advantagesolutions.net

Open Door Policy/ Ethics Line. As a reminder, any associates with questions or concerns about any type of
suspecteddiscrimination(includingasuspectedfailuretoprovideareasonableaccommodation)intheworkplace
areencouragedtobringtheseissuestotheCompanysattentionthroughanyofthevariousreportingchannels
of the Open Door Policy such as of their immediate supervisor, next level managers, division leader, Human
Resources or the Companys Ethics Line. Associates can raise concerns and make reports without fear of
retaliation.AnyonefoundtohaveengagedinconductwhichiscontrarytotheCompanysEqualEmployment
Opportunity Policy (including but not limited to retaliation) may be subject to disciplinary action, up to and
includingterminationofemployment.
11

EMPLOYMENT
Business Ethics and Conduct

ThesuccessfulbusinessoperationandreputationoftheCompanyisbuiltupontheprinciplesoffairdealingand
ethicalconductofourassociates.Ourreputationforintegrityandexcellencerequirescarefulobservanceofthe
spiritandletterofallapplicablelawsandregulations,aswellasascrupulousregardforthehigheststandardsof
conductandpersonalintegrity.
ThecontinuedsuccessoftheCompanyisdependentuponthetrustofourcustomers,clients,andvendors,and
wearededicatedtopreservingthattrust.AssociatesoweadutytotheCompanyanditscustomers,clients,and
vendorstoactinawaythatwillmeritthecontinuedtrustandconfidenceofthepublic.
In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of
acceptable conduct. For additional guidance, associates are expected to review and become familiar with the
CompanysCodeofBusinessConductandEthics.Ifasituationariseswhereitisdifficulttodeterminetheproper
courseofaction,themattershouldbediscussedopenlywithyourimmediatesupervisorand/or,ifnecessary,with
HumanResourcesoroneoftheotherchannelsoftheCompanysOpenDoorPolicyforadviceandconsultation.
Compliance with Company policies including the Companys Code of Business Conduct and Ethics is the
responsibility of every associate. Disregarding or failing to comply with the Company policies may lead to
disciplinaryaction,uptoandincludingterminationofemployment.

Immigration Law Compliance

TheCompanyiscommittedtoemployingonlyUnitedStatescitizensandalienswhoareauthorizedtoworkinthe
UnitedStatesanddoesnotunlawfullydiscriminateonthebasisofcitizenshipornationalorigin.
In compliance with the Immigration Reform and Control Act of 1986, each new associate, as a condition of
employment, must complete the Employment Eligibility Verification Form I9 and present documentation
establishingidentityandemploymenteligibility.Formerassociateswhoarerehiredmustalsocompletetheform
iftheyhavenotcompletedanI9withtheCompanywithinthepastthreeyears,oriftheirpreviousI9isnolonger
retainedorvalid.

12

EMPLOYMENT
DisabilityRelated Reasonable Accommodations

PolicyStatement.
TheCompanyiscommittedtocomplyingfullywiththeAmericanswithDisabilitiesActasamended(theADA)
andsimilarstateandlocallawsandprovidingequalopportunityinemploymentforqualifiedindividualswith
disabilities.Infurtheranceofthiscommitment,itistheCompanyspolicytoprovidereasonable
accommodationsfortheknownphysicalormentallimitationsofanotherwisequalifiedindividualwitha
disabilitytoenabletheindividualto(i)participateintheemploymentapplicationprocess,(ii)performthe
essentialfunctionsofanassignedordesiredposition,and/or(iii)equallyenjoybenefitsandprivilegesof
employmentasareenjoyedbyothersimilarlysituatedassociateswithoutdisabilities,unlessthe
accommodationwouldimposeanunduehardshiporposeadirectthreatofsubstantialharmtothehealthor
safetyoftheapplicant,associate,orothers.Bywayofclarification(butnotlimitation),disabilitymayinclude
pregnancyrelatedconditionsandaccommodationswillbeexploredaspartoftheinteractiveprocess.

ReasonableAccommodationProcessOverview.
Generally, a reasonable accommodation is an adjustment or change, for reasons related to ones medical
condition,toapolicyorprocedurerelatedtotheapplicationprocess,onesjobduties(includingbutnotlimited
to a leave of absence not otherwise provided by Company policy or leaverelated law), or the employment
experience.Accommodationsarenotintendedto,norshouldtheybeexpectedtoeliminateessentialjobduties;
loweruniformlyappliedqualityorquantitystandards;orprovidepersonalitemsneededinaccomplishingdaily
activitiesbothonandoffthejob.

TheresponsibilityforrequestingorinitiatingarequestforaccommodationordinarilylieswiththeIndividual.
The term Individual as used in this Policy shall include applicants, associates as well as an authorized
representativeactingonhisorherbehalf(suchasafamilymember,friend,orhealthprofessional).However,an
individualisnotrequiredtousemagicwords;ratheronecansimplycommunicatetotheCompanythathe/she
hasmedicalrestrictionsthathe/shebelievesisimpactinghis/herjob(ortheapplicationforajob)andisseeking
sometypeofassistance,adjustment,orotherresources.

13

EMPLOYMENT

DisabilityRelated Reasonable Accommodations (continued)

1. RequestsforAccommodation
AnIndividualwhobelievesthathe/sherequiresadisabilityrelatedaccommodationpertainingtohis/herexisting
employmentshouldcontacttheCompanysLeaveofAbsenceandAccommodation(L&A)Administratorbyphone
at8884590794andsubmitarequestforaccommodationfortheCompanysreview.(Contactinformationfor
other accommodation related inquiries, including those from job applicants, can be found at the end of this
policy.)FormswhichanIndividualmayusetorequestanaccommodationareavailablethroughtheCompanys
intranetsiteaswellasthroughitsthirdpartyL&AAdministrator).Whiletheseformsareintendedtoassistan
IndividualinprovidingtheinformationnecessaryfortheCompanytopromptlyevaluateaccommodationrequests,
anIndividualisnotrequiredtousetheCompanysformssolongasthenecessaryinformationisprovided.
To support an accommodation request, an Individual will typically be asked to submit documentation which
identifies the nature of the claimed physical or mental disability; the nature and extent of the limitation(s)
(including duration of limitation); and the requested accommodation(s) and corresponding duration. An
Individualmaybeaskedtoprovideinformation,possiblyincludingmedicalrecords,supportingtheexistenceof
thedisabilitytotheextentthedisabilityisnotalreadyknownorobvioustotheCompany.AnIndividualisnever
expectedtoprovideprivateorotherwiseconfidentialinformationunrelatedtohis/heraccommodationrequest
or otherwise protected by law from disclosure; nor will an Individual be asked for more information than is
necessarytoevaluatewhetherhe/sheisaqualifiedindividualwithadisability;toassessthenature,scope,or
durationofanyrelatedrestrictions;ortoidentifyaneffectiveaccommodation.
2. TheInteractiveProcess
The Company will assess each request for accommodation, on an individualized basis (to include, without
limitation,theindividualsjobduties,workenvironment,andmedicallimitations)andwillactivelyengageinthe
interactiveprocesstoevaluatetherequest.TheinteractiveprocessisacollaborativeeffortbetweentheCompany
and the Individual requesting the accommodation to address the requested accommodation and/or identify
potentialaccommodationsthattheCompanymightprovidetohelptheIndividualperformtheessentialfunctions
ofthejob(orparticipateintheapplicationprocessorenjoythebenefitsorprivilegesofemployment).

Aspartoftheinteractiveprocess,itmaybenecessaryfortheCompanytoreachoutanddiscussthenatureofthe
disabilitywiththeIndividualorhis/herhealthcareprovider(ifandtotheextentauthorizedbytheindividual).
JustastheCompanyisexpectedtoactivelyworktogetherwithIndividualstoevaluateaccommodationrequests
and identify any appropriate accommodation, Individuals are expected to fully cooperate and engage in the
interactive accommodation process. Any Individual who does not meaningfully cooperate and engage in the
interactiveprocessmayjeopardizehisorherabilitytoreceiveareasonableaccommodation.
14

EMPLOYMENT

DisabilityRelated Reasonable Accommodations (continued)

3. AccommodationDecision&Reconsideration
Finalresponsibilityfordeterminingtheappropriatenessofprovidinganaccommodationandthenatureofany
such accommodation rests with the Company. If, based on the Companys individualized assessment , it is
determined that the Individual is or may be a qualified individual with a disability and the requested
accommodationisreasonableandwillnotimposeanunduehardshipordirectthreat,theCompanywillmakethe
accommodation in accordance with applicable law and Company policy. During the interactive process, the
Company,theIndividual,and/ortheIndividualshealthcareprovidermayidentifyotheraccommodations.Where
thereismorethanoneeffectiveaccommodation,thefinaldecisionastowhichaccommodationwillbeprovided
shallbemadebytheCompany,afterconsiderationofthewishesoftheIndividualseekingtheaccommodation.

TheCompanyreservestherighttoworkwiththeindividualtoperiodicallyreviewtheaccommodationgrantedin
appropriatecases,wheresuchreviewmaybewarrantedduetothenatureoftheIndividualsmedicalcondition,
adetermination(byeithertheIndividualortheCompany)thattheaccommodation(s)previouslyprovidedarenot
effective,and/orchangesintheIndividualsjobdutiesorbusinessoperations.

TheCompanysgoalistosupportanIndividualsaccommodationneedsifandtotheextentpossible.Thereare
occasions where an accommodation request may be denied (in accordance with applicable law). By way of
example,theCompanycannotaccommodatesomeonewhoisnotaqualifiedindividualwithadisabilityorwhere
theaccommodationeliminatesanessentialjobfunctionorimposesanunduehardshiponbusinessoperations.

WheretheCompanydeniesanaccommodationrequestduetoeitheralackoforinadequateinformation
supportingtherequest,anIndividualiswelcometosubmitadditionaldocumentationtotheCompanys
WorkplaceAccommodationsDepartmentortheL&AAdministratorinsupportofhis/heroriginalrequest.The
Companywillreevaluatetheaccommodationrequestinlightoftheadditionalinformation.Alternatively,where
anIndividualbelievesthedenialiscontrarytoCompanypolicyorapplicablelaw,heorshemayfileareport
throughtheCompanysEthicsLineatwww.ethicspoint.com
An Individual is not required to accept an accommodation offered by the Company; however, as with all
associates,qualifiedindividualswithdisabilitiesareexpectedtosatisfactorilyperformhis/herjobdutieswithor
withoutanaccommodation.IfanIndividualrejectsareasonableaccommodationnecessarytoenablehim/herto
performtheessentialfunctionsofthepositionheldordesiredandconsequentlycannotperformthenecessary
jobduties,his/heremploymentmaybeputinjeopardybasedonthefailuretosatisfactorilyperformonesjob.

15

EMPLOYMENT

DisabilityRelated Reasonable Accommodations (continued)

ZeroToleranceforDiscriminationorRetaliation.
The Company prohibits discrimination or retaliation against an Individual for requesting a reasonable
accommodationorformakingorassistinginanycomplaintrelatedtotheaccommodationprocess.Anyperceived
discriminationorretaliationshouldbepromptlyreportedtoHumanResourcesorthroughtheCompanysEthics
Lineatwww.ethicspoint.com.

ConfidentialityofRelatedInformation.
All material and information collected from an Individual in connection with this process will be treated
confidentiallyandmaintainedseparatelyfromtheindividualspersonnelfileandinaccordancewithapplicable
law.Disclosurewillonlybemadeto(a)HumanResources,management,andotherrelevantCompanypersonnel
onlyasneededtoassessand/orimplementanaccommodationrequest;(b)tofirstaid/safetypersonnelifthe
disabilitymightrequirealternativeactionsintheeventofanemergency;and(c)asrequiredbylaw.

TimeAway.
Wherepermittedbylaw,associatesgrantedaleaveofabsenceasareasonableaccommodationwillberequired
touseanyaccruedbutunusedfloatingholiday,vacation,andsicktimeduringanyotherwiseunpaidleaveperiod.
Resources.
Torequestanewdisabilityrelatedaccommodationorfollowuponanexistingaccommodationrequest,contact
theCompanysL&AAdministratorbyphoneat8884590794.

Ifyouhaveanypolicyquestionsorquestionsregardinganexistingdisabilityrelatedreasonableaccommodation
inconnectiontoyouremploymentwiththeCompany,pleasecontacttheCompanysWorkplaceAccommodations
Departmentbyphoneat8889850349orbyemailatworkplaceaccommodations@advantagesolutions.net.

16

EMPLOYMENT
Lactation Policy

Objective.
Tofurthersupportassociatesinmaintainingworklifebalance,theCompanyprovidesassociateswitha
reasonableamountofbreaktimeandaprivateroomorotherappropriatelocationtoexpressbreastmilk.

EligibilityandBenefits.
Associateswhoarenursingmothersmaytakereasonablebreakstoexpressmilkasfrequentlyasneeded.The
Companyhasidentifieddesignatedofficelocationsshieldedfromview,freefromintrusion,andseparatefrom
therestroomfacilitiesforthispurpose.Forassociateswhoworkatathirdpartyofficeorfacility,theCompany
willworkwiththethirdpartytoidentifyanappropriateprivateareaforlactationtotheextentanassociatehas
beenunabletoidentifysuchalocation.Associateswishingtoexpressmilkataworklocationshouldrequesta
designatedlocationbycontactingtheWorkplaceAccommodationsDepartment.

TheCompanystrictlyprohibitsdiscriminationagainstanyassociatewhoexercisesorattemptstoexercisethe
rightsandbenefitsprovidedforunderthispolicy.
Ifanapplicablelawismoregeneroustoassociatesthantheexpectationsinthispolicyappeartoprovide,the
Companywillcomplywithsuchlawtotheextentitisrequiredtodoso.
Procedures.
TohelpfacilitateaccommodationbytheCompanyforanassociatewhowishestobenefitfromthispolicy,the
CompanyasksthattheassociatecontacttheCompanysthirdpartyreasonableaccommodationsadministrator,
Reed,at8884590764torequestadesignatedlocation,storagespace,andanybreaktime(s)neededtolactate.

Therequestedbreaktimecan,butisnotrequiredtobetakenconcurrentlywithotherscheduledand/or
providedbreakperiods.Breaksareunpaidunlesstheyrunconcurrentlywithapaidrestbreak.(Seethe
CompanysTimekeepingPolicylocatedontheinternalPoliciesandProceduressite.)

Anyexpressedmilkstoredinanofficerefrigeratormustbeproperlylabeledwiththenameoftheassociate.Any
nonconformingproductsstoredintherefrigeratormaybediscarded.Associatesstoringmilkintherefrigerator
assumeallresponsibilityforthesafetyofthemilk,includinganypotentialimproperstorage,refrigeration,and
tampering.

17

EMPLOYMENT
LifeThreatening Illnesses in the Workplace

Associateswithlifethreateningillnesses,suchascancer,heartdisease,andAIDS,oftenwishtocontinuetheir
normalpursuits,includingwork,totheextentallowedbytheircondition.TheCompanysupportstheseendeavors
aslongasassociatesareabletomeetacceptableperformancestandards.Asinthecaseofotherdisabilities,the
Company will make reasonable accommodations in accordance with all legal requirements, to allow qualified
associateswithlifethreateningillnessestoperformtheessentialfunctionsoftheirjobs.
Medical information on individual associates is treated confidentially. The Company will take reasonable
precautionstoprotectsuchinformationfrominappropriatedisclosure.Managersandotherassociateshavea
responsibility to respect and maintain the confidentiality of associate medical information. Anyone
inappropriatelydisclosingsuchinformationissubjecttodisciplinaryaction,uptoandincludingterminationof
employment.
Associates with questions or concerns about lifethreatening illnesses are encouraged to contact Human
Resourcesforinformationandreferraltoappropriateservicesandresources.

18

EMPLOYMENT
Foodborne Illness Policy for Associates Handling Food

PolicyOverview.
ThispolicyisforassociatesofAdvantageSales&MarketingLLCdbaAdvantageSolutions(theCompany)who
handlefoodinconnectionwiththeperformanceoftheirjobdutiesfortheCompany(Associates).Thepolicy
isintendedtofosterassociateandpublichealthandwellness;foodsafetyandfoodborneillnesstransmission
prevention;aswellascompliancewithrelatedfederal,state,andlocallaws.Totheextentanysuchlawappears
toimposeadditionalrequirementsontheCompanyorfoodhandlersperformingdutiesonbehalfofthe
Company,theCompanywillcomplywithanysuchlaw.

ReportingRequirements3.
AnAssociatemustreporttohis/heronsiteCompanySupervisororaCompanyassociatetemporarilydesignated
bytheCompanySupervisortobeincharge(collectivelyorindividually,PersonInCharge)whenpresenting
symptomsofanillnessthatcanpotentiallybespreadthroughfoodhandling.Symptomswhichmustbereported
includediarrhea;vomiting;fever;sorethroatwithfever;jaundice;andlesionscontainingpusonthehand,wrist,
oranexposedbodypart(suchasinfectedwoundsorboils).
Inaddition,anAssociatemustreporttothePersonInChargeifhe/sheisdiagnosedwith,hasbeenexposedto,
oristhesuspectedsourceofaconfirmedoutbreakofanyoftheconditionslistedbelow.Exposureincludes
havingahouseholdmemberdiagnosedwithanyoftheconditionslistedbeloworhavingahouseholdmember
whoattendsorworksinasettingwheretherehasbeenaconfirmedoutbreakofanyoftheconditionslisted
below.

Typhoidfever(SalmonellaTyphi)
Shigellosis(Shigellaspp.)
Escerichiacoliinfection(E.Coli)
HepatitisA(HepatitisAvirus)
Norovirus

ThesymptomsandconditionsidentifiedabovearefromtheU.S.DepartmentofHealthandHumanServices,Centersfor
DiseaseControlandPrevention,DiseasesTransmittedthroughtheFoodSupply,effectiveJanuary31,2014;aswellasthe
U.S.FoodandDrugAdministrationFoodCode2013.Thisinformationissubjecttochange,withorwithoutnotice,in
accordancewithapplicableguidelinesandregulations.

19

EMPLOYMENT
Foodborne Illness Policy for Associates Handling Food (continued)
AnAssociatemustalsoreporttothePersonInChargeifhe/sheisdiagnosedwithinfectionscausedbyanyofthe
following:

Astroviruses
Bacilluscereus
Campylobacterjejuni
Clostridiumperfringens
Cryptosporidiumspecies
Entamoebahistolytica
ShigatoxinproducingE.coli
EnterotoxigenicE.coli
Giardiaintestinalis
HepatitisAvirus
NontyphoidalSalmonella
Noroviruses
Rotaviruses
SalmonellaTyphi*
Sapoviruses
Shigellaspecies
Staphylococcusaureus
Streptococcuspyogenes
Taeniasoliumcysticercosis
Vibriocholera
Yersiniaenterocolitica
Anyotherdiseasetransmissiblethroughfood.OneslocalBoardofHealthcanassistindeterminingifan
illnessistransmissiblethroughfood.

NotificationtothePersonInChargeshouldbedonepriortoreportingtoworkor,iftheassociatehasalready
reportedtowork,immediatelyfollowingtheassociatesknowledgeofsymptoms,diagnosis,orexposure(as
applicable).

20

EMPLOYMENT
Foodborne Illness Policy for Associates Handling Food (continued)

RestrictionorExclusion.
Whennotifiedbyanassociateofanyoftheabovereferencedsymptomsorillnesses,thePersonInChargewill
promptlydetermine,inconsultationwiththeCompanysHumanResources,whetherornottorestrictor
excludetheassociate(s)fromhandlingfooduntilsuchtimethatthepotentialforcontaminationnolonger
exists.AnAssociaterestrictedorexcludedfromhis/herfoodhandlingroletopreventthetransmissionof
foodborneillnessesmaybeeligibletobetemporarilyplacedinanalternativeassignmentoravacantposition,to
useaccruedtimeoff,ortoapplyforaleaveofabsenceorotheraccommodation.Associatesareencouragedto
contacttheirCompanysupervisororHumanResourcestoreviewoptionswhichmaybeavailable.

ReturntoWorkasFoodHandler.
Anyassociatewithaconfirmeddiagnosisorsuspectedexposuretoanyofthehighlyinfectiousconditions
mentionedabovemustprovidetheCompanysHumanResourceswithaletterfromtheindividualsphysician
clearingtheassociateforreturntowork(withorwithoutanaccommodation)inthecapacityofafoodhandler.
TheCompanysHumanResourceswillpromptlynotifytherelevantCompanySupervisor(orotherPersonIn
Charge)thattheassociatehasbeenclearedtoreturntoworkasafoodhandler.

AccommodationofDisabilities.TheCompanycomplieswiththeAmericanswithDisabilitiesAct(asamended)
andwillprovidereasonableaccommodationsifandasrequiredbyCompanypolicyorthelaw.Ifanassociate
believeshe/sheisdisabledbyoneoftheconditionslistedaboveandwishestorequestanaccommodation(to
eliminatethetransmissionoftheconditionthroughfoodhandling),theassociateshouldpromptlycontactthe
CompanysWorkplaceAccommodationsDepartmentatworkplaceaccommodations@advantagesolutions.netor
8889850349torequestanaccommodationasneeded.
AssociatePrivacyandConfidentiality.TheCompanyiscommittedtosafeguardingassociateprivacyinterests
andassociatesareremindedoftheroletheyplayinupholdingthiscommitment.Medicalinformationpertaining
toanassociatemustbekeptconfidentialandmustbemaintainedinaseparatemedicalfilemaintainedbythe
WorkplaceAccommodationsandLeaveofAbsenceDepartment.Disclosingthenameofanassociatewhoisor
isbelievedtobesymptomaticofamedicalconditionorhasorbelievedtohaveamedicalconditionisstrictly
prohibitedunlessrequiredbylaw.Otherassociatesmaybeinformedthatacommunicableconditionhasbeen
reportedsothattheycantakesteps,asneeded,tosafeguardtheirownandpublichealth.
Questions.Anyquestionsregardingthispolicyshouldbepromptlyescalatedtoonessupervisor,supervisors
manager,departmentleader,orHumanResources.

21

EMPLOYMENT
Employment of Related Parties (Nepotism Policy)

For business reasons of supervision, safety, security, work performance, morale and avoidance of conflict of
interest,thispolicydefines,onagoingforwardbasis,theCompanyspolicyregardingtheemploymentofrelated
partiesandtheworkingrelationshipoffamilymembersandthoseoccupyingsimilarpersonalrelationships.
Policy.
TheCompanypermitstheemploymentofqualifiedfamilymembersandthoseoccupyingsimilarpersonal
relationships(aRelation)solongassuchemployment,includingpositionassignment,jobresponsibilitiesand
performance,transferorpromotion,doesnot:(1)createasupervisor/subordinaterelationshipwithaRelation;
(2)havethepotentialforcreatinganadverseimpactonworkperformanceormorale;or(3)createeitheran
actualorperceivedconflictofinterest.Thispolicyshallbeconsideredinconnectionwiththehiring,assignment,
transfer,advancementandpromotionofassociates.Forpurposesofthispolicy,Relationisdefinedtoinclude
aparent,spouse,child,sibling,grandparent,grandchild,aunt,uncle,niece,nephew,firstcousin,and
correspondinginlawandsteprelationsandanymemberoftheassociateshousehold.Amemberofthe
associateshouseholdincludesindividualswhoareincommittedpersonalrelationships,irrespectiveofsexual
orientation.Asupervisor/subordinaterelationshipexistswheneveroneworkswithinthechainof
commandsuchthatthesuperiorpositionsupervisestheothersperformanceoradirectreportingrelationship
exists.

TheCompanywilladministerandenforcethispolicyinaccordancewiththefollowingguidelines:

Associates are required to inform Human Resources of any Relation to potential candidates and
employmentcandidatesarerequiredtoinformtheCompanyofanyRelationtoacurrentassociate(s).

Individuals who occupy a Relation may be hired, assigned, transferred or promoted to work at the
Company,includinginthesamedepartment,providedthatasupervisor/subordinaterelationshipwill
not thereby exist, no adverse impact will be had on work performance or morale and no actual or
perceivedconflictofinterestwillbecreated.

If associates become a Relation while employed, their respective positions and assignments will be
evaluatedinaccordancewiththispolicyandattemptswillbemadetofindreasonableaccommodations
tominimizeissuesrelatingtosupervision,safety,security,workperformance,moraleandavoidanceof
conflict of interest. If however, reasonable accommodations to eliminate conflict with this policy are
infeasibleorimpractical,theassociateswillbepermittedtodeterminewhichofthemwillresigntheir
employment. If the associates decline to make such a decision. The Company will decide, in its sole
discretion,whichassociateshallremainemployed.

22

EMPLOYMENT
AntiDiscrimination and AntiHarassment

TheCompanyiscommittedtoprovidingaworkenvironmentthatisfreefromallformsofunlawfuldiscrimination
and harassment, including discrimination or harassment based on an individuals race, color, religious creed,
national origin, age, physical or mental disability, medical condition (as defined under California or other
applicable law), veteran or military status, marital status, ancestry, genetic information, sex, gender, gender
identity,genderexpression,sexualorientation,transgenderstatus,oranylegallyprotectedcharacteristic.
Actions, words, jokes, or comments based on any of the above or other legally protected basis will not be
tolerated. Managers, supervisors, coworkers and third parties with whom associates come into contact in
connectionwiththeiremploymentwiththeCompanyareprohibitedfromengaginginunlawfulconductunder
theCaliforniaFairEmployment&HousingActandotherlaws,asapplicable.
SexualHarassment.
Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual
nature.Thisdefinitionincludesmanyformsofoffensivebehaviorandincludesgenderbasedharassmentofa
personoftheoppositeorsamesexastheharasser.Thefollowingisapartiallistofsexualharassmentexamples:
1. Unwantedsexualadvances.

2. Offeringemploymentbenefitsinexchangeforsexualfavors.

3. Makingorthreateningreprisalsafteranegativeresponsetosexualadvances.

4. Visualconductthatincludesleering,makingsexualgestures,ordisplayingofsexuallysuggestiveobjects
orpictures,cartoonsorposters.

5. Verbalconductthatincludesmakingorusingderogatorycomments,epithets,slurs,orjokes.

6. Verbalsexualadvancesorpropositions.

7. Verbal abuse of a sexual nature, graphic verbal commentaries about an individuals body, sexually
degradingwordsusedtodescribeanindividual,orsuggestiveorobsceneletters,notes,orinvitations.

8. Physicalconductthatincludestouching,assaulting,orimpedingorblockingmovements.

9. Disseminationofand/oraccessingsexuallyexplicitvoicemail,email,graphics,downloadedmaterialor
websites.

23

EMPLOYMENT
AntiDiscrimination and AntiHarassment (continued)

Unwelcomesexualadvances(eitherverbalorphysical),requestsforsexualfavors,andotherverbalorphysical
conductofasexualnatureconstitutesexualharassmentwhen:
a. Submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofemployment;

b. Submissionorrejectionoftheconductisusedasabasisformakingemploymentdecisions;or,

c. Theconducthasthepurposeoreffectofinterferingwithworkperformanceorcreatinganintimidating,
hostile,oroffensiveworkenvironment.

OtherUnlawfulHarassment
Creatinganintimidating,hostile,oroffensiveworkingenvironment(suchasslurs,epithets,threats,derogatory
comments,unwelcomejokes,teasingandothersimilarverbalorphysicalconduct)basedonanycharacteristicor
statusprotectedbylaw(includingbutnotlimitedtothosereferencedabove)isinsultinganddemeaningandwill
notbetoleratedintheworkplace.
The Companys antiharassment policy applies to all persons involved in the operation of the Company and
prohibitsunlawfulharassmentbyanyassociateoftheCompany,includingmanagers,supervisors,andcoworkers;
aswellasvendors,customers,clients,andconsultants. OurCompanyanditsmanagersmusttakeappropriate
measurestoensurethatsuchconductdoesnotoccur;andifsuchconductissuspectedorreported,topromptly
reportittotheCompanythroughanyofthevariouschannelsmadeavailablebytheCompany.Inthecaseof
harassmentbyavendor,client,customer,orconsultant,suchbehaviorshouldbereportedthroughtheCompanys
OpenDoorPolicy,andtheCompanywillcontacttheemployeroftheindividual(s)aboutwhomthecomplainthas
beenmade. IftheCompanyconcludesathirdpartyhasengagedinconduct contrarytoCompanypolicy,the
CompanywilltakeappropriatemeasurestoaddressthematterwhicharewithintheCompanyscontrol.
ReportingConcerns
Ifyouexperienceorwitnesssexualorotherunlawfuldiscriminationorharassmentintheworkplace,reportit
immediatelytoyoursupervisor.InkeepingwiththeCompanysOpenDoorPolicy,youarenotlimitedinreporting
concernstoyoursupervisor.YoumayalsocontacttheHumanResourcesDepartment,anothermemberof

24

EMPLOYMENT
AntiDiscrimination and AntiHarassment (continued)

ReportingConcerns(continued)
management,ortheCompanysEthicsLine.4Youcanlodgeacomplaintorparticipateinaworkplaceinvestigation
withoutfearofreprisalorretaliation.However,anassociatewhomakesmaliciouslyfalseclaims,intentionally
providesfalseinformation,withoutanybasisinfact;orotherwisenegativelyimpactstheinvestigationsubjectto
applicablelaw,maybesubjecttodisciplinaryactionuptoandincludingimmediateterminationofemployment.
All allegations of unlawful discrimination or harassment will be timely, fairly, impartially, and thoroughly
investigatedbyaqualifiedpersonnelmemberinamannerthatprovidesallpartiesappropriatedueprocessand
reachesreasonableconclusionsbasedontheevidencecollected.Thematterwillbedocumentedandtrackedfor
reasonable progress. Based on the investigation findings, the Company will implement remedial actions and
resolutionsasappropriateand providetimely closuretothe complainant. Theinformationsharedwillremain
confidential,totheextentpossible;however,theCompanycannotguaranteeconfidentiality.
Supervisors are also expected to report knowledge, suspicion, or complaints of discriminatory or harassing
misconductthroughtheCompanysOpenDoorPolicyincludingamemberoftheCompanysHumanResources
departmentand/ortheCompanysEthicsLinesosuchconcernscanbetimely,fairly,andthoroughlyinvestigated.
Anyone determined by the Company to have engaged in conduct contrary to this policy will be subject to
appropriateremedialmeasures,whichmayincludeimmediateterminationofemployment.

TheCompanyencouragesitsassociatestonotifytheCompanyofanyworkplaceconcerns(includingbutnotlimitedto
suspicionsofunlawfulharassmentordiscrimination)throughanyofthevariouschannelsofitsOpenDoorPolicytobetter
enabletheCompanytoeffectivelyrespondtoanysuchconcerns.TheCompanyalsorespectsanassociatesrighttouse
availableexternalresourcesshouldtheywishtodoso.AssociatesofMassachusettsarespecificallyadvisedthattheymay
alsocontacttheEqualEmploymentOpportunityCommissionat8006694000or8006686820(TTY)or8442345122(ASL
videophone);ortheMassachusettsCommissionAgainstDiscriminationat6179946000or6179946196(TTY).

25

EMPLOYMENT
Company Property and Associate Privacy

InconnectionwithyouremploymentwiththeCompany,associatesmaybeprovidedwithpropertybelongingto
theCompanyoritsclientsorcustomers(CompanyProperty)toperformtheirjobdutiesfortheCompany.
CompanyPropertyisconsideredpropertybelongingtotheCompany(oritsclientsorcustomers,asapplicable)
andnotanassociatespersonalproperty.CompanyPropertyincludes(withoutlimitation)Companyissued:
desks,storagecontainers/facilities,workareas,filecabinets,credenzas,debit/credit/expensecards,vehicles,
andotherequipment,materials,andassets(includingfinancialassets);aswellasdocuments,files,andother
informationsentto,receivedby,orgeneratedbytheCompany;orsentto,receivedby,orgeneratedby
CompanyassociatesorothersactingonbehalfoftheCompanyfortheCompanysbusinesspurposesand/or
usingCompanyProperty.
AssociatesshallhavenoexpectationofprivacyastoCompanyProperty(includinganyinformationormaterials
storedinoronorsent,received,orgeneratedusingCompanyProperty;orsent,received,orgeneratedforthe
Companysbusinesspurposes).TheCompanyreservestheright,atalltimesandwithoutpriornotice,toinspect
andsearchanyandallCompanyproperty.Inspectionsmaybeconductedduringorafterbusinesshours,inthe
presenceorabsenceoftheassociate.
Associates may only access Company Property which they have the Companys permission to access.
Unauthorizedorimproperuse,review,duplication,dissemination,removal,damageoralterationofCompany
Propertyisprohibited.
AssociatesareexpectedtouseCompanyPropertyonlyforitsintendedpurpose(s)andinaccordancewithany
operatinginstructionsmadeavailabletotheassociatebytheCompany(oritsclientsorcustomers,asapplicable);
toexercisecareintheoperationandsafekeepingoftheCompanyProperty;andtopromptlyreportanyCompany
Propertyloss,damage,defect,misuse,orrepairneedtoonessupervisor.Subjecttoapplicablelaw,associates
arefullyresponsibleforthereasonablecosttorepairorreplaceCompanyPropertyshoulditbedamaged,lost,
stolen,ormisused(bytheassociateoranythirdparty)asaresultoftheassociatesgrossnegligence,intentional
or willful misconduct, or refusal to comply with Company policy or expectations (the Repair or Replacement
Cost).
Subjecttoapplicablelaw,theCompanymaydeducttheRepairorReplacementCostfromoneormoreofan
associatespaychecks,includingafinalpaycheck;andtotheextenttheRepairorReplacementCostisnot
sufficientlycoveredbypayrolldeductions,theassociateisexpectedtopromptlyreimbursetheCompanyforany
balanceoftheRepairorReplacementCostuponwrittenrequestfromtheCompanyforsuchpayment.

26

EMPLOYMENT
Company Property and Associate Privacy (continued)
ByusingCompanyProperty,anassociateconsentstotheabovereferenceddeductions.Notwithstandingsuch
consent,associateswillbeexpectedtosignadocumentexpresslyauthorizingtheCompanytomakeanysuch
deductionsiftheCompanyrequeststheassociatetodoso.
TheintendedpurposeofCompanyPropertyistoenableanassociatetoperformhis/herjobduties.Tothe
extentanassociateisexpresslyinformedinwritingbyanauthorizedCompanyrepresentative(i.e.VicePresident
levelorabove)thatreasonablepersonaluseofCompanyPropertyispermitted,suchusemust:complywiththis
andotherCompanypoliciesandlaw;notcauseunduewearandtearontheCompanyProperty;notjeopardize
thecondition,functionality,orsafetyoftheCompanyProperty;notdisruptothersintheworkplaceorinterfere
withonesownorothersworktimeorjobperformance;andnotresultintheCompanysincurringany
unauthorizedexpenses.
ItistheassociatesresponsibilitytokeepreceiptsforpurchasesmadewithanyCompanyissueddebit,credit,or
expensecardandtoproducesuchreceiptsuponrequestoftheCompany.
The Company may take disciplinary action, up to and including termination of employment, based on an
associates failure to comply with the expectations set forth in this policy, as well as any unsatisfactory job
performanceormisconduct,determinedbytheCompanytobejobrelated,discoveredthroughanyinformation
senttoorreceivedbytheCompany;orsentto,receivedby,orgeneratedbyCompanyassociatesorothersacting
onbehalfoftheCompanyfortheCompanysbusinesspurposesand/orusingCompanyProperty.
UponterminationofemploymentwiththeCompany(eithervoluntaryorinvoluntary),orupontherequestof
theCompanyatanytime,associatesarerequiredtopromptlyreturnanyandallCompanyPropertytothe
Companyinthesameconditionitwasprovidedtohim/her,reasonablewearandtearexcepted,inaccordance
withanyreturninstructionsprovidedbytheCompany.FailuretotimelyreturnanyPropertyinsatisfactory
condition(whichfailureresultsfromanassociatesgrossnegligence,intentionalorwillfulmisconduct,orrefusal
tocomplywithCompanypolicyorexpectations)mayresultindisciplinaryaction,uptoandincluding
terminationofemploymentand/orineligibilityforfutureemploymentwiththeCompany,inadditiontothe
associatesbeingresponsiblefortheRepairorReplacementcostsasoutlinedabove.
ForcompanypropertypertainingtotechnologyresourcespleaserefertotheCompanysTechnologyPolicywithin
theAssociateHandbook.

27

EMPLOYMENT
Personal Information Protection Policy

PURPOSE
AdvantageSales&MarketingLLC(includingitssubsidiariesanddivisions)(AdvantageSolutionsorthe
Company)iscommittedtosafeguardingtheprivacyinterestsofitsapplicantsandcurrentandformer
associates.Accordingly,theCompanywilltakeappropriatestepstohelpensurethoseinterestsareprotected
withrespecttotheCompanysreceipt,use,disclosure,transmission,storage,anddestructionofpersonal
informationregardingitsassociatesandapplicants.
TohelptheCompanyachievethegoalssetforthabove,thispolicyisintendedtoinformassociatesofthe
CompanysgeneralexpectationsandguidelinesastheyrelatetoPersonallyIdentifiableInformation(PII)and
ConfidentialAssociate(orApplicant)Information(CAI)(definedbelowforthepurposesofthispolicy),
includinginformationaboutthecollection,use,storage,disclosure,transmission,anddestructionofPIIandCAI,
aswellasstepstotakeintheeventofasuspectedlapseinapplicationofthispolicy.
Thispolicyisaboutprotectingapplicantandassociateprivacyandshouldnotbeconstruedtorestrictorinterfere
with any associates rights under applicable law, including federal labor law. In particular, this policy is not
intended to prohibit associates from discussing information regarding associate terms and conditions of
employment(whichinclude,withoutlimitation,wagesandworkingconditions).

DEFINITIONS
Forthepurposesofthispolicy,PersonallyIdentifiableInformationisinformationthatcanbeuniquelyusedto
identifyanindividual. Anyofthefollowing,in combinationwithanindividualsfirstname(orinitial)andlast
name,isconsideredPII:

socialsecurityortaxidentificationnumber
alienregistrationnumber
driverslicensenumber
passportnumber
federalorstateissuedidentificationnumber
financialaccountnumber
creditordebitcardnumber
healthinsurancepolicyorsubscriberidentificationnumber
dateofbirth
othercombinationoftheabovedataelementssufficienttoidentifyanindividual

28

EMPLOYMENT
Personal Information Protection Policy (continued)
Confidential Associate (or Applicant) Information is any of the following information in combination with an
individuals first name (or initial) and last name (or any of the above data elements, sufficient to identify an
individual):

personalmailing/homeaddress
personalhome/residencephonenumber
personalcellularphonenumber
personalemailaddress
Companyissuedassociateidentificationnumbers
compensationinformation
medicalinformation
employmentscreeninginformation(e.g.,backgroundcheckanddrugtestresults)

POLICY
PII and CAI should only be collected, used, stored, and transmitted for legitimate business purposes. Certain
associateshavealegitimatebusinessreason,basedontheirjobduties,toreceive,use,store,and/ortransmit
suchpersonal/confidentialinformation.AssociatesinpossessionofPIIorCAIregardingotherindividualsshould
notdisclosesuchinformationexcept:(1)asrequiredtoperformhisorherjob;(2)asotherwisepermittedbythis
policy or applicable law (including without limitation associate discussions of terms and conditions of
employment);or(3)asotherwiseauthorizedinwritingbytheindividualtowhomtheinformationrelates.
Anyassociatewhoviolateshis/herresponsibilitiesastheyrelatetoPIIorCAIassetforthinthispolicy(including,
withoutlimitation,providingunauthorizedaccesstoordisclosingPIIorCAI,orfailingtotakereasonablestepsto
preventorrespondtoasuspectedorconfirmedPolicyLapse(asdefinedbelow))maybesubjecttodisciplinary
action,uptoandincludingterminationofemployment.
Totheextentanyfederal,state,orlocallawsimposeadditionalormorespecificrequirementswithrespectto
protection of personal or confidential information, the Company is committed to complying with such
requirements.
REQUIREMENTSFORRECORDSCONTAININGPIIORCAI
RecordscontainingPIIorCAIcanbecreated,received,stored,andtransmittedinhardcopyorelectronicformat.
Astobothformats,aswellasverbaltransmission,theCompanyanditsassociateswithaccesstosuchinformation
shouldmaintainappropriateadministrative,technological,andphysicalsafeguardstohelpensurethesecurity
andconfidentialityofPIIandCAIofindividualscoveredbythispolicyandtoprotectagainstanyunauthorized
accesstoordisclosureofsuchinformation.
29

EMPLOYMENT
Personal Information Protection Policy (continued)
GeneralRequirements
Thefollowingareonlygeneralrequirementsintendedtohelpensuretheconfidentialityandsecurityofassociate
andapplicantPIIandCAI.Ifotherstepscanreasonablybeundertakentomoreeffectivelyachievethesegoals,
theCompanyexpectsthatsuchstepswillbefollowed.Theserequirementsaresubjecttotheclarificationsset
forthelsewhereinthispolicy.

Access:AccesstoPIIandCAIshouldonlybegrantedtoanassociatewhereitisrequiredfortheassociate
tocarryouthis/herjobduties.

Collection: PII and CAI should only be collected from or in relation to an applicant or associate for
legitimatebusinessreasons,includingthesatisfactionoflegalobligations.

Creation: PII and CAI should only be included as part of company records where there is a legitimate
businessneedtodoso.

Storage: PII and CAI should be maintained only when necessary for legitimate business purposes,
includingthesatisfactionoflegalobligations.WhenitisnecessarytomaintainPIIandCAI,suchdata
shouldbestoredinsafeandsecureplacesatalltimes.

Disclosure:
o

PIIandCAI(otherthanmedicalinformation,whichisdiscussedbelow)mayonlybedisclosedasset
forthbelow:

ASSOCIATES: To company associates who have a legitimate business need to know the
information.Theseassociatesmayinclude,withoutlimitation,assignedpersonnelfromthe
HumanResources,Legal,andFinanceDepartments;relevantmembersofthemanagement
team;andITpersonnelsupportingprojectsfortheseotherdepartments.Personalcontact
information may also be disclosed, as needed for business purposes, to nonsupervisory
associateswhoseresponsibilitiesrequirethemtousesuchinformation.

VENDORS:Tovendors,theirassociates,andagentswherethevendorisprovidingaserviceto
theCompanyoritsassociates(whichmayinclude,withoutlimitation,vendorswhichfacilitate
servicesrelatedtohumanresources,applicanttracking,payroll,expensereimbursement,

30

EMPLOYMENT
Personal Information Protection Policy (continued)

VENDORS (continued): benefits, record retention, timekeeping, business travel, and

backgroundchecks)5

CLIENTS/CUSTOMERS:Astoclientsandcustomers,theirassociates,andagents:

Personalcontactinformation(suchas,mailingand/ordeliveryaddress,emailaddress,
andphonenumber)pertainingtoaCompanyassociatemaybedisclosedtoaclientor
customerforlegitimatebusinesspurposes(including,withoutlimitation,distributionof
products, productrelated materials, analysis of business coverage, and workrelated
communications)

Exceptasnotedabove,PIIandCAImaynotbedisclosedtoaclientorcustomer,unless
(1)theclient/customerhasalegitimatebusinessneedtoknowtheinformation,and(2)
theassociatehasauthorizedthedisclosureinwriting.

As legally required, for example, in response to a subpoena or other legal request for
documents.

Medical Information may only be disclosed consistent with legitimate business needs and in
accordancewithallapplicablelaws.

Transmission:
o

Allreasonablestepsshouldbetakentohelpensurethattheintegrity,confidentiality,andsecurityof
PIIandCAIarenotjeopardizedduring,orasaresultof,thetransmissionofrecordscontainingsuch
information.

TheCompanytakesreasonablestepstohelpensureanythirdpartytowhomitdisclosespersonalapplicantorassociate
information understands and appropriately safeguards the confidential nature of the Company associate information.
Notwithstanding the foregoing, the Company cannot guarantee the manner in which third parties handle information
providedtothembytheCompany.ShouldanindividualhaveanyconcernsregardingthehandlingoftheCompanyassociate
orapplicantinformationbyantheCompanyvendor,client,customer,orotherthirdparty(aswellasbytheCompanyorits
associates),he/sheshouldpromptlycontacthis/hersupervisor;HumanResources;ortheCompanysEthicsLineonlineat
www.ethicspoint.comor8883257882.

31

EMPLOYMENT
Personal Information Protection Policy (continued)

AsitrelatestoPII,suchstepsshallinclude,withoutlimitation,thefollowingprocedures:

Electronic transmission: Documents containing PII should be encrypted by available

meansifsentelectronically(asexplainedbelow).

Facsimiletransmission:DocumentscontainingPIImayonlybesentviafacsimileusing
asecurefaxnumber.Asecurefaxnumberisonethatcorrespondsto(i)afaxmachine
located in the designated recipients private and secure office, or (ii) the recipients
secure electronic fax number. Confirmation should be obtained from the intended
recipientthatthesendtofaxnumberissecure.

Transmissionbymail:DocumentscontainingPIIshouldonlybemailedusingreliable
andtraceablemeansofdelivery.Documentscontainingasocialsecuritynumbermay
notbemailedbytheCompanyunlessthesocialsecuritynumberisrequiredbylawto
beplacedonthedocument.

NoteregardingrequestsfordocumentscontainingPII:IftheCompanyisrequestingPII
fromanapplicantorassociate,asecuremeansofsubmissionshouldbemadeavailable
tothesender(e.g.,securefaxnumberasdescribedabove,secureemailaccount,oran
encryptedsitewhereinformationcanbesubmittedoruploaded).

As it relates to CAI, reasonable precautions should be taken to avoid inadvertent disclosure of

personalinformationtoindividualswithoutalegitimatebusinessneedforthatinformation.Tothe
extentpossible,thetransmissionguidelinesabovepertainingtoPIImaybefollowedtoachievethis
objective.

OffSite Removal: PII and CAI should only be removed from company property by an associate in
connection with the performance of his/her job duties (as opposed to in conjunction with corporate
storage or disaster recovery programs) when there is a legitimate business reason for doing so and
appropriatestepsaretakentomaintaintheinformationsecurelyandtopreventunauthorizeddisclosure.

32

EMPLOYMENT
Personal Information Protection Policy (continued)
AdditionalHardCopyFormatSpecificRequirements

PIIandCAIshouldbekeptinalocked,physicallysecurestoragecabinet,office,orothersecurelocation.

Destructionshouldbeeffective(e.g.,shredding)andinaccordancewiththeCompanysRecordRetention
Guidelines(whichcanbefoundontheCompanysinternalwebsiteundertheLegalDepartment/Policies
& Procedures site). (Any associate on Litigation Hold at the direction of the Companys Legal
DepartmentshouldensurecompliancewiththeLitigationHoldrequirementsandsuspenddestructionof
documentsrelevanttotheLitigationHolduntilnotifiedbytheLegalDepartmentofhis/herremovalfrom
LitigationHold.)

AdditionalElectronicFormatSpecificRequirements

ElectronicfilescontainingPIIshouldbeencryptedbyavailablemeansasspecifiedbytheCompanysIT
DepartmentwhennotinuseorwhennotonaCompanyserver.(ForthepurposesofCompanypolicy,
the following systems and software are approved by the Companys IT Department as encrypted:
Microsoft Information Rights Management, Pretty Good Privacy (PGP), others contact the IT
Department for details and approval.) Please note that protecting a document or other file with a
passworddoesnotconstituteencryption.

PIIshouldbeencryptedbyavailablemeanswhenemailedortransferredacrosssharednetworks.

Removablemedia,suchasCDsandthumbdrivescontainingPIIshouldbehandledandstoredinasecure
(i.e.,encrypted)manner.

As it relates to file storage on a hard drive, server, or removable media, as well as file transmission,
reasonablestepsshouldbetakentopreventinadvertentdisclosureofCAItoanyonewithoutalegitimate
businessreasontohaveaccesstotheinformation.TheguidelinesnotedaboveforhandlingPIImaybe
appliedtohandlingCAItoachievethisobjective.

ComputerswithPIIandCAIshouldadheretotheCompanysComputer,Password,andEMailUsageand
InternetUsagepolicies.

InaccordancewiththeCompanysITpolicies,usersshouldnotsharepasswordsusedtoaccesscomputers,
databases,sites,folders,orsystemscontainingPIIorCAI.

33

EMPLOYMENT
Personal Information Protection Policy (continued)

LaptopcomputerswithaccesstoPIIandCAIshouldbephysicallysecuredormaintainedinalockedoffice
orcabinetorothersecurelocationwhenunattended.

Computers should use a password protected screen saver to prevent unauthorized access when
unattendedandshouldbesubjecttoappropriatetimeoutandpasswordchangingprocedures.

BlackBerries,PDAs,andotherhandhelddevicesshouldalsobeconfiguredtopreventunauthorizedaccess
whenunattended.

Computerizedrecordsshouldhavelimiteduseraccessandcomputerdisplayscreensshouldbepositioned
orprotectedsothatonlyauthorizeduserscanviewthedata.Suchusersareresponsibleforsecuringtheir
computerswhentheyareleftunattended.

Electronic files with PII or CAI should be effectively purged from computers in accordance with the
CompanysRecordRetentionGuidelines.Effectivedestructionofelectronicfilesrequiresdeletionofthe
fileinitsoriginallocationaswellasfromthecomputersRecycleBin(ortheDeleteFolder,inthecaseof
email).(AnyassociateonLitigationHoldatthedirectionoftheCompanysLegalDepartmentshould
ensure compliance with Litigation Hold requirements and not delete emails or other electronic
documentsrelevanttotheLitigationHolduntilnotifiedbytheLegalDepartmentofhis/herremovalfrom
theLitigationHold.)

ExceptionstotheguidelinesshouldbedocumentedandapprovedbytheChiefHumanResourcesOfficer.

INADVERTENTDISCLOSURE
IfyoureceiveorareprovidedaccesstoPIIorCAIwhichyouhavenolegitimatebusinessreasontoobtainoraccess,
youareexpectedto:(1)promptlyattempttonotifythesenderoftheinadvertentdelivery;(2)notdisclosethe
information,exceptforthelimitedpurposeofcomplyingwiththispolicy(seebelow);and(3)effectivelydestroy
the information received. (If the sender cannot be reached, you should promptly notify Human Resources.)
Failuretocomplywiththeserequirements mayleadto disciplinaryaction,uptoandincludingterminationof
employment.

34

EMPLOYMENT
Personal Information Protection Policy (continued)
POLICYLAPSE
APolicyLapseoccurswhenPIIorCAIisdisclosedcontrarytothispolicyorwithoutproperauthorization,believed
orknowntobelostorstolen,orotherwisecompromised.(Bywayofexampleonly,alostorstolenlaptopwith
orwithoutpasswordprotectionwouldconstituteapotentialPolicyLapseandwarrantsimmediatenotificationof
Human Resources and IT as set forth below.) Any suspected compromise of PII or CAI shall be immediately
reportedtoHumanResources.Ifanassociatebelievesatechnical(IT)PolicyLapsehasoccurred,theassociate
shouldalsoreporttheincident(Incident)bycallingthehelpdeskat8889004276.FailuretoreporttheIncident
or suspected compromise of PII or CAI may lead to disciplinary action, up to and including termination of
employment.
CONCERNS
In addition to the policy lapse protocol described above, if you have any questions or concerns about an
unauthorizeddisclosureoforaccesstoPIIorCAIthathasalreadyoccurredorapermissibledisclosureofsuch
personal or confidential information for legitimate business purposes consistent with this policy, you are
encouraged to promptly contact Human Resources or the Companys Ethics Line so that your concerns can be
reviewedandaddressedasappropriate.

35

TIMEKEEPING / PAYROLL
Timekeeping
OurCompanyiscommittedtocomplyingwithallapplicabletimekeepingandwagepaymentlawsandto
properlypayingitsnonexempt(hourly)associates(Associatesforthepurposesofthispolicy)forallhours
workedfortheCompany.TheCompanyexpectsAssociatesandtheirsupervisorstoreviewandfollowthe
Companystimekeepingpoliciesandprocedures.Belowaresomekeyexpectations.Thisisnotanexhaustive
listofalltimekeepingrelatedpoliciesandprocedures.Additionalexpectationsmaybecommunicatedduring
onesemploymentwiththeCompany.Also,ifanapplicablefederal,stateorlocallawismoregenerousto
Associatesthantheexpectationsbelowappeartoprovide,theCompanywillcomplywithsuchlawtotheextent
itisrequiredtodoso.

Recordingallworktime.Associatesarerequiredtoaccurately,completely,andpersonallyrecordallWork
Time(seebelow)inconnectionwiththeiremploymentwiththeCompany.Thisappliesregardlessofhow
Associatesarepaid(includingbutnotlimitedtohourly,project,andpieceratesofpay.)

Payforallworktime.AllWorkTimewillbepaidattheAssociatesdesignatedwagerate,subjectto
minimumwage,overtime,andotherapplicablelegalrequirements.

OfftheclockworkisNOTpermitted.Workingofftheclock(workingwithoutrecordingonestime)is
strictlyprohibited.Nooneispermittedtowork(ortorequire,suggest,encourage,orallowotherstowork)
offtheclock.

ExplanationofWorkTime.WorkTimeisallhoursworkedfortheCompany,includingwithoutlimitation,
thefollowing:
o Workperformedanytimeincludingbefore,during,andaftertheregularworkdayandnon
scheduleddays.
o WorkperformedanywheresuchasaCompanyoffice,home,assignedstore,client/customer
location,andteammeetings/events.
o Administrativetaskssuchascompletingtimesheets,callreports,andexpensereports;
checking/respondingtoemailandvoicemail;datauploads/downloads;workrelated
phone/conferencecalls;onlinetraining;loadingandunloadingmaterialsneededfortheworkday;
reviewingandorganizingmaterials;checkingonesownworkschedule;andothersimilartasksthat
mayattimesbeperformedbeforeoraftertheregularworkdayoronnonscheduleddays.
o WorkrelatedtravelnotincludingthePersonalCommute(definedbelow)
o RequiredwaitingtimeinwhichtheCompanyhasdirectedAssociatestowaitforwork.Waitingtime
doesnotincludetimewhereanAssociateisrelievedofalldutyandfreetoengageinpersonal
activities.

36

TIMEKEEPING / PAYROLL
Timekeeping (continued)

PersonalCommute.ThePersonalCommuteistravelfromhome(orhotelduringbusinesstravel)tothe
firstworklocationandtravelfromthelastworklocationtohome(orhotelduringbusinesstravel),during
whichnoworkisperformed.ThePersonalCommuteisnot
worktimeandisnotpaid,subjecttoapplicablelaw.TotheextentanAssociatesteamelectstopayfor
someorallofthePersonalCommuteasacourtesy,he/shewillbeadvisedaccordingly.Inthatcase,the
PersonalCommuteshouldberecordedsothatitcanbepaid,butitremainsnonworktimeandwillnot
counttowardovertime.(TimespentworkingduringthecommuteshouldberecordedasWorkTime.)

Accuratelyrecordingtimeworked.Associatesmustaccuratelyrecord(orclockinandoutat)thetimethey
startandstopworking(otherthanpaidrestbreaks,forwhichAssociatesshouldremainclockedin).
SupervisorsarealsoexpectedtoreviewtimerecordsoftheirAssociatesregularlyandcarefullyandtofollow
upwithanAssociatewhosetimeworkedisbelievedtobemissingorwhosetimeentriesarebelievedtobe
inaccurate.WhenanAssociateisclockedout(foramealbreakorotheroffdutyperiod),he/shemaynot
performanywork,andtheCompanyexpectsand,byrecordingonesworktimeandnotreportingany
concerns,anAssociateaffirmsthathe/sheisnotworkingwhenclockedout.

Estimates,schedules,andguidelines.IfAssociatesareprovidedtimeestimates,schedules,orguidelinesfor
performingtheirjobs,theseareintendedtohelpexplainjobdutiesandforplanningpurposesonly.
Notwithstanding,AssociatesmustALWAYSrecordALLactualWorkTime.IfAssociatesanticipateneeding
flexibilityintheirworkscheduleoradditionaltimetomeetjobexpectations,theyareexpectedtocontact
theirsupervisortocommunicatetheneedandobtainauthorizationforanyschedulechange.Thiscontact
shouldtakeplacebeforetheAssociateperformstheworkorassoonaspossibleaftercompletingit(if
advancecommunicationisnotpossible).Thiscommunicationwillallowsupervisorstobetterunderstand
Associateworkloads;helpAssociatesprioritize;guidetheminhowtoworkmoreeffectively;reassign,delay,
orcanceltasks;and/orapproveworktime(includingovertime)asneededtoachievebusinessobjectives.

Mealbreaks.Associateswhoworkatleast5hoursshallbeprovidedtheopportunitytotakean
uninterruptedunpaidmealbreakinwhichtheyarerelievedofalldutyforatleast30minutesduringeach
workday,subjecttoapplicablemealbreaklawswhichmayprovideformealbreakswhicharemore
frequent,longer,and/orduringparticulartimeperiods.ManagersandAssociatesmustreviewandfollow
theattachedstatemealandrestbreakchartincludedattheconclusionofthispolicywhichcontains
requirementswhichareinadditiontowhatisstatedinthisparagraph.6

6
Associatesandtheirsupervisorsareexpectedtoreviewthestatemealandrestbreaksummaryattheconclusionofthis
policyandfamiliarizethemselveswithandobservethesemealandrestbreakrequirementsapplicabletotheir(ortheir
teammembers)employment.Insomeinstances,Associatesmaybeprovidedsecondmealperiodsduringtheworkday
(dependingontheirWorkTimedurationandrelevantrequirements).

37

TIMEKEEPING / PAYROLL
Timekeeping (continued)

Mealbreaks(continued).Associatesmayleavetheworkpremisesfortheirmealbreaks.Associatesshould
taketheirmealbreakatapproximatelythemiddleoftheirworkday.However,basedonbusinessneeds,
managersmayrequireAssociatestotakeamealbreakand/ortotakeamealbreakatadesignatedtimethat
isearlierorlaterthantheAssociatespreferredtime(subjecttoapplicablelaw).Associatesmustaccurately
recordthestartandendtimes(orclockoutandinatthestartandend)ofalloffdutymealperiodstakenof
atleast30minutes.Nosupervisorormanagermayinterferewithordiscourageassociatesfromtakingmeal
periodsprovidedunderthispolicy.

Restbreaks.Associateswhoworkmorethan3hoursinaworkdayarepermittedtotakeapaid,
uninterrupted10minutebreak(notincludingthereasonabletimeneededtogotoandfromtherest
location)foreach3hourworkperiod,subjecttoapplicablerestbreaklawswhichmayprovideforrest
breakswhicharemorefrequent,longer,and/orduringparticulartimeperiods(seefootnote1belowand
attachedrestbreaksummary).7ManagersandAssociatesmustreviewandfollowtheattachedstatemeal
andrestbreakchartincludedattheconclusionofthispolicywhichcontainsrequirementswhicharein
additiontowhatisstatedinthisparagraph.Associatesmustberelievedofalldutiesduringtheirrest
breaks;however,restbreaksarepaidtimesoAssociatesshouldnotclockoutforrestperiods.Availablerest
breaksduringtheworkdayshouldnotbecombined,norshouldAssociatescombinerestbreakswithmeal
breaks.Basedonbusinessneeds,managersmayinstructAssociatestotakerestbreak(s)earlierorlater
thanthetime(s)chosenbytheassociate.WithHumanResources(HR)approval,adivisionmayestablisha
writtendivisionspecificrestbreakpolicy(differentfromCompanypolicy)fordivisionAssociates.However,
anymanagementinstructionordivisionspecificpolicywillbesubjecttoapplicablelaw.Nosupervisoror
managermayinterferewithordiscourageassociates
fromtakingrestbreaksprovidedunderCompanyorDivisionpolicy(asapplicable)orrelevantstateorlocal
requirements.

OffDutyPeriods.IfAssociatesuseacellphone,smartphone,tablet,pager,orothermobiledevicein
connectionwiththeperformanceoftheirjobduties,theyarenotrequiredorexpectedtocarrysuchdevices
forworkrelatedreasonsduringmealorrestbreaksorotheroffdutyperiods.Further,clockingoutfora
mealbreakorotheroffdutyperiodsandcontinuingtoworkisprohibited.Paidrestbreaksarealsooffduty
periodsduringwhichworkisprohibited.

7
Bywayofclarification,the10minuterestbreaksdiscussedabovearenottheonlytimeavailableforassociatestouse
toiletfacilities,whichmaybeusedasneededbyassociates.Further,thispolicyisnotintendedtolimitanassociatesability
totakeotherlegallyrequiredbreaks(suchasthosepertainingtolactationoranapprovedreasonableaccommodation
relatedtoonesdisability,religion,orpregnancy).

38

TIMEKEEPING / PAYROLL
Timekeeping (continued)

Correctingmissingandinaccuratetimeentries.Associatesareexpectedtopromptlynotifytheirsupervisor
ofanyincorrectormissingtimeentries(astohoursworkedormealperiodstaken)infurtheranceof
accuratetimekeepingandwagepayment.TimerecordsmayonlybechangedbyAssociates,their
supervisorsorapayrollspecialisttocorrectamissingorincorrecttimeormealperiodentry.Timeworked
maynotbefalselyadjustedupordown.IfanAssociatedoesnothaveaccesstoupdatehisorherownprior
incorrectormissingtimeentry,theAssociatemustsendawrittenrequesttohis/hersupervisorbriefly
includingthereasonsforthecorrectionandthecorrecteddate/time.Requestsshouldbepromptly
submittedtothesupervisorusingtheteamsdesignatedmethod(suchasemail,fax,oronestimekeeping
system,asavailable).SupervisorsareexpectedtohandleallAssociatetimecardcorrectionrequestsandto
makeanyappropriatecorrectionspromptly.Supervisorsmustuploadthewrittenrequestforatimecard
correction(includingdateandtimeofcommunication)totheassociatestimekeepingsystem(ifthesystem
allowsfordocumentstobeuploaded)andtoretainthewrittenrequestandbeabletopromptlyproduceit
whenrequestedbytheCompany.

Falsificationoftimerecordsisprohibited.Makinginaccuratetimeentries,omittingWorkTime,and
requesting(ormaking)adishonestadjustmenttoatimecardareprohibited.Questionsregardingthe
accuracyoftimerecordsoreditsmustbepromptlydirectedtoHumanResources.

FlexibilityinPerformingWork.Intheinterestofworklifebalance,Associatesarenotrequiredtoperform
worktasks(suchaspreparingfortheworkday,completingcallreportsortimesheets,checkingemailor
voicemail,syncinghandhelddevices,orloadingorunloadingmaterials)shortlybeforebeginningtheir
commutetoworkorshortlyafterendingtheircommutefromwork,unlesstheyareexpresslytoldinwriting
bytheirsupervisorthatthetaskmustbedonerightbeforeleavingforworkorrightafterreturningfrom
work.SupervisorsareencouragedtoallowAssociatesenoughtimetofreelyengageinpersonalactivities
betweenthestartand/orendoftheordinaryworkdayandanytasksthatoccuroutsidetheordinary
workday.

Timelysubmissionoftimerecords.Associatesareexpectedtosubmittheirtimeentriesatthetimethey
startandendworkaswellaswhentheystartandendmealperiods.Ifunavoidable(forexample,ifan
Associatestimekeepingsystemisnotavailableonarealtimebasis),anAssociatemayrecordhis/herwork
timeormealbreaktakenaftertheworkisperformedormealperiodistakenaslongasthetimeentriesare
accurateandsubmittedbythecompanywideorteamspecificdeadline(whicheverisearlier)(butmore
frequentlythanonceadayisnotrequired.)IfanAssociatesregularlyassignedtimekeepingsystemis
unavailableortheAssociateotherwisehasanydifficultytimelyenteringhis/hertimeworkedoroffduty
mealperiodstaken,he/sheisexpectedtoaccuratelycompleteandtimelysubmithis/hertimeentriesusing
analternative,Companyapprovedtimekeepingsystem(suchasamanualtimesheetwhichisavailable
throughtheCompanysintranetsite,his/hersupervisor,Payroll,orHumanResources).

39

TIMEKEEPING / PAYROLL
Timekeeping (continued)

Workday/Workweek.Exceptasexpresslyrequiredbyapplicablestatelaw,forthepurposesofcalculating
wagepayments(includingovertime),theworkdaybeginsat12:00amandendsat11:59pm;andthe
workweekbeginsonMonday12:00amandendsonSunday11:59pm.Forstatespecificquestions,please
contactHumanResources.

Questions.MakesuretocontactyoursupervisororHumanResourcestoaddressanyquestionsregarding
theCompanystimekeepingpolicies.DirectroutinepayrollquestionstotheCompanysPayrollDepartment
at(888)9004276.

ReportingConcerns.Ifyouwerenotprovidedmealorrestperiodsinkeepingwiththispolicyorapplicable
law,youareexpectedpromptlytonotifyHRinwritingorsubmitareportthroughtheCompanysEthicsLine
(anonymously,ifyouwish)eitheronline(www.ethicspoint.com)orbyphone(8883257882).Ifyoudonot
reportmealperiodcomplianceconcernsasdirectedabove,thenyouareaffirmingthatanymissing,late,
and/orshortmealperiodsreflectedinyourtimeentrieswerearesultofyourvoluntarychoiceandnot
becauseyouwerediscouragedorpreventedinanywayfromtakingthosemealperiods;andthatyouwere
permittedtotakeallrestperiods,inaccordancewiththispolicy.

Likewise,ifyoususpectalackofcompliancewithanyotherrequirementsdiscussedinthispolicy(including
butnotlimitedtoinstructionsorencouragementtoworkofftheclockorimpropertimecardadjustments),
youareexpectedtoimmediatelyinformHumanResourcesinwritingorsubmitareportthroughthe
CompanysEthicsLineatwww.ethicspoint.comor8883257882sopromptandappropriatestepswillbe
taken.

Asareminder,theCompanyhasanOpenDoorPolicyandprohibitsretaliationforreportingclaimsingood
faithandfortruthfullyparticipatinginworkplaceinvestigations.

Consequencesforfailuretocomplywithexpectations.Failuretocomplywiththeexpectations
communicatedinthisdocument,aswellasanyothertimekeepingrelatedpoliciesandprocedures,may
leadtodisciplinaryaction,uptoandincludingimmediateterminationofemployment.

40

TIMEKEEPING / PAYROLL
State Guide to Meal and Rest Period Policies

AllassociatesmustcomplywiththeCompanysTimekeepingExpectationsfornonexemptassociatesandthe
TimekeepingPolicyintheCompanysAssociateHandbook.Associateswhoworkinthestatesidentifiedbelow
mustalsocomplywiththemealand/orrestperiodrequirementsofthosestatesasdescribedherein.Managers
maynotinterferewithordiscourageanassociatestakingamealorrestperiod.Pleasenotethatthisisnot
intendedtobeanexhaustivereviewofallstaterequirementsregardingmealandrestperiodsbutrather
relevantdetailswhichhavebeenincludedinlightofwhatisalreadyprovidedforunderCompanypolicy.Any
questionsregardingstatespecificrequirements(whetherornotdiscussedhere)shouldbepromptlyescalated
toHumanResources.
State

MealPeriod

California

Associateswhoworkmorethan5hoursina
workdayshallbeprovidedwithatleasta30
minuteoffdutymealperiodstartingnolater
thantheendofthe5thhourofwork.
Associateswhoworkmorethan10hoursina
dayshallbeprovidedwithasecondoffduty
mealperiodofatleast30minutesstartingno
laterthantheendofthe10thhourofwork.

Colorado

Pleaserefertocompanypolicyorteamspecific
policy,asapplicable.

Connecticut

Theoffdutymealbreakofatleast30minutes
(whichisprovidedundercompanypolicy)shall
beprovidedafterthefirst2hoursandbefore
thelast2hoursoftheAssociatesshift.

RestPeriod
Associateswhoworkatleast3hoursinworkdayshallbe
permittedtotakeapaid10minuteoffdutyrestperiod
duringeveryworkperiodoffourhoursormajorfraction
thereofasfollows:
Associateswhoworkatleast3upto6hoursina
workdayarepermittedtotakeonerestperiod.
Associateswhoworkover6andupto10hoursina
workdayarepermittedtotakeasecondrestperiod.
Associateswhoworkover10andupto14hoursina
workdayarepermittedtotakeathirdrestperiod.
Insofaraspracticable,therestperiodshallbeinthemiddle
ofeachfourhourworkperiod.
Associatesshallbepermittedtotakeapaid10minuteoff
dutyrestperiodforevery4hoursofworkormajorfraction
thereofasfollows:
Associateswhoworklongerthan2hoursandupto
6hoursmaytakeonerestperiod.
Associateswhoworklongerthan6hoursandupto
10hoursmaytakeasecondrestperiod.
Associateswhoworklongerthan10hoursandupto
14hoursmaytakeathirdrestperiod.
Whenpossible,anAssociatesrestbreakshalloccurinthe
middleofhisorhershift.
Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.

41


State

MealPeriod

RestPeriod

Delaware

Theoffdutymealbreakofatleast30minutes
(whichisprovidedundercompanypolicy)
shallbeprovidedafterthefirst2hoursand
beforethelast2hoursoftheAssociatesshift.
Theoffdutymealbreakofatleast30minutes
(whichisprovidedundercompanypolicy)
shallstartnolaterthan5hoursafterthestart
oftheworkperiod.

Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.

Illinois

Kentucky

Nevada

Associatesarepermittedtotakeatleasta30
minuteoffdutymealperiodasclosetothe
middleoftheAssociatesscheduledshiftas
possible.AnAssociateshallnotberequired
totakeamealperiodsoonerthan3hours
aftertheAssociatesworkshiftstartsormore
than5hoursaftertheAssociatesworkshift
starts.

Pleaserefertocompanypolicyorteam
specificpolicy,asapplicable.

Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.

Associatesshallbepermittedtotakeapaid10minute
offdutyrestperiodforevery4hoursofwork.

Associateswhoworkatleast3continuoushoursina
workdayshallbepermittedtotakeapaid10minuteoff
dutyrestperiodforevery4hoursworkedormajor
fractionthereofasfollows:
Associateswhoworkatleast3andlessthan7
continuoushoursinaworkdayarepermittedto
takeonerestperiod.
Associateswhoworkatleast7andlessthan11
continuoushoursinaworkdayarepermittedto
takeasecondrestperiod.
Associateswhoworkatleast11andlessthan15
continuoushoursinaworkdayarepermittedto
takeathirdrestperiod.
Associateswhoworkatleast15andlessthan19
continuoushoursinadayarepermittedtotakea
fourthrestperiod.
Restperiods,insofaraspracticable,shallbeinthemiddle
ofeachworkperiod.

Restperiodsarenotrequiredifthereisonlyoneassociate
ataparticularplaceofemployment.

42


State
NewYork

MealPeriod
RestPeriod
WhenanAssociateworksashiftofmorethan Pleaserefertocompanypolicyorteamspecificpolicy,as
6hourswhichextendsoverthenoondaymeal applicable.
period(thehoursof11a.m.until2p.m.),the
Associateispermittedtotakeatleasta30
minuteoffdutymealperiodwithinthat
timeframe.
AnAssociatewhoworksashiftstartingbefore
11a.m.andcontinuingafter7p.m.willbe
permittedtotakeanadditionaloffdutymeal
periodofatleast20minutesbetween5p.m.
and7p.m.

Oregon

AnAssociatewhoworksashiftofmorethan6
hoursstartingbetweenthehoursof1p.m.
and6a.m.shallbepermittedtotakea45
minuteoffdutymealperiodmidwaybetween
thestartandendofhisorhershift.
Associateswhowork6ormorehoursinone
workperiodmusttakeatleasta30
minuteoffdutymealperiod.IfanAssociate
worksatleast6butlessthan7hours,the
mealperiodmustbebetweenthe2ndand5th
hourofwork.Iftheworkperiodismorethan
7hours,themealmustbetakenbetweenthe
3rdand6thhourofwork.

Associateswhowork14ormorehoursmust
takeanotheroffdutymealperiodofatleast
30minutes.(Anadditionalmealperiodmust
similarlybetakenforworkperiodsof22upto
24hours.)

Associatesmusttakeapaid10minuteoffdutyrest
periodforevery4hoursworkedoranysegmentofmore
than2hoursasfollows:
Associateswhoworklongerthan2hoursandup
to6hoursmusttakeonerestperiod.
Associateswhoworklongerthan6hoursandup
to10hoursmusttakeasecondrestperiod.
Associateswhoworklongerthan10hoursandup
to14hoursmusttakeathirdrestperiod.
Additionalrestperiodsmustsimilarlybetakenfor
workperiodsgreaterthan14hours.
Therestperiodshouldbetakenasnearlyaspossiblein
themiddleoftheworksegmentoffourhoursormajor
partthereof.
Anemployerisexemptfromprovidingarestperiodifan
associatemeetsallthefollowingconditions:
Theassociateis18yearsoldorolder;
Theassociateworkslessthanfivehoursinany
periodof16continuoushours;
Theassociateisworkingalone;
Theassociateisemployedinaretailorservice
establishment;and
Theassociateisallowedtoleavehisorher
assignedstationwhentheassociatemustusethe
restroomfacilities.
43


State

MealPeriod

Rhode
Island

Associateswhowork6consecutivehoursor
moremusttakeanoffdutymealperiodofat
least30minutes.
Tennessee Associatesscheduledtowork6consecutive
hoursormoremusttakeamealperiodof30
minutes.Themealperiodmaynotbeduring
orbeforethecompletionofthefirsthourof
scheduledworkactivity.
Washington Theoffdutymealbreakofatleast30minutes
(whichisprovidedundercompanypolicy)
shallstartnolessthan2hoursandnotmore
than5hoursfromthebeginningoftheshift.

Anassociatewhoworks3ormorehours
longerthanthenormalworkday(i.e.,the
Associatesregularlyscheduledworkday)shall
bepermittedtotakeanadditionaloffduty
mealperiodofatleast30minutesduringthe
overtimeperiod.

NoAssociateshallberequiredtoworkmore
than5consecutivehourswithoutameal
period.Associatesareentitledtomultiple
mealperiodsbasedontheparameters
outlinedabove.
PuertoRico Associateswillnotberequiredtoworkmore
than5consecutivehourswithouta1hour
mealperiod.Mealperiodsshouldbetaken
aftertheendofthe3rdhourofworkbut
beforethebeginningofthe6thhourworked.
Associatesareentitledtomultiplemeal
periodsbasedontheparametersoutlined
above.

RestPeriod
Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.
Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.

Associatesmusttotakea10minuteoffdutyrestperiod
forevery4hoursworked.Associateswillnotberequired
toworkmorethan3hourswithoutarestperiod.Where
thenatureoftheworkallowsassociatestotake
intermittentrestperiodsequivalentto10minutesfor
eachfourhoursworked,scheduledrestperiodsarenot
required.

Pleaserefertocompanypolicyorteamspecificpolicy,as
applicable.

44

TIMEKEEPING/PAYROLL
Payroll Information
Paydays
Allassociatesarepaidon abiweekly basis.Associatewillreceivepaymentforwages dueasappropriateand
requiredbylaweveryotherFriday.TheCompanyrecognizesaworkweekasMondaythroughSunday.Associates
classifiedasexempt(salaried)statusarepaideverytwoweeksonasalarybasis.Associatesclassifiedasnon
exempt(hourly)statuswillreceivewagesbasedontheCompanyscurrentpayscheduleandactualhoursworked
(includingovertime)plusanypayforvacation,sicktime,floatingholidays,orothertypesofpaidtimeoffforwhich
theymaybeeligible.
TheCompanyoffersassociatestheopportunitytoreceivetheirearningsbyDirectDeposit,LiveCheck,orTotal
Pay.Tofacilitatedirectdeposit,theassociatesbankinginstitutionmustprovidethedirectdepositservice.The
methodofpaymentpreselectedbyanassociatewillremainineffectifanduntilitiseffectivelychangedbythat
associate through proper notification to the Company. If a change is requested by the Company proper
notificationwillbeprovidedtotheassociate.FordetailsregardingDirectDeposit,LiveCheck,orTotalPayCard
ortochangethemethodofpaymentcurrentlyineffect,pleaserefertoandusetheresourcesprovidedonthe
Companysinternalassociatewebsite.
IfaregularbiweeklypaydayfallsonaCompanyholiday,theassociatewillreceivehis/herwagesaccordingtothe
biweeklypayrollscheduleprovidedontheCompanysinternalassociatewebsite.IftheCompanysregularbi
weeklypaydayfallsonafederalreservedesignatedbankingholiday,associateswhoutilizeDirectDepositorTotal
PayCardwillreceivetheirwagesviaDirectDepositorTotalPayCardonthedaypriortotheobservedbanking
holiday.Associateswhoreceivetheirearningsviaalivepaycheckwillbemailedoutinadvanceofthescheduled
paydate.
Ifaregularbiweeklypaydayfallsduringanassociatesapproveddayoff(paidorunpaid),theassociatewillreceive
his/herwagesaccordingtothebiweeklypayrollschedule(i.e.,ontheassociatesdayoff).

45

TIMEKEEPING/PAYROLL
Payroll Information (continued)
Administrative Pay Corrections
TheCompanytakesallreasonablestepstoensurethatassociatestimelyreceivetheircorrectwages.Intheevent
anassociatehasquestionsregardingawagepaymentreceivedoranywagestheybelievetobeduebutunpaid,
theassociateshouldpromptlybringthequestiontoHumanResources,thePayrollDepartment,orthroughany
ofthereportingchannelsoftheCompanysOpenDoorPolicy.
Legally Required and Associate Authorized Payroll Deductions
ThelawrequiresthattheCompanymakecertaindeductionsfromallcompensationassociatereceivesfromthe
Company. Deductionsincludeapplicablefederal,state,andlocalincometaxes. TheCompanydeductsSocial
SecuritytaxesuptoaspecifiedlimitbasedontheSocialSecurity"wagebase"andmatchestheamountofSocial
Securitytaxespaidbyeachassociate.TheCompanyalsooffersprogramsandbenefitsbeyondthoserequiredby
law. Eligible associates may voluntarily authorize deductions from their paychecks to cover the cost of
participationintheseprograms.Uponanassociatesrequestandauthorization,theCompanywillalsodeduct
appropriateamountsinconnectionwithanassociatesparticipationintheCompanysvoluntarybenefitplansor
otherprogramswhichservetobenefittheassociate.
Intheeventofanoverpaymenttoorotherindebtednessofanassociate,theCompanyreservestherighttomake
appropriatepayrolldeductionstorecouptheoverpaymentorindebtednesssubjecttoapplicablelaw.Associates
havetherighttoquestionthevalidityofanydeductionmadefromtheirpaycheck.Questionsconcerningpayroll
deductionsshouldbedirectedtoHumanResources,thePayrollDepartment,oranyofthereportingchannelsof
theCompanysOpenDoorPolicy.

46

TIMEKEEPING/PAYROLL
Payroll Information (continued)
Bonuses, Awards, Gifts and Incentives
Anassociatemayreceiveadditionalincomeintheformofbonus,commission,incentive,giftcardorotherawards
(collectively,Rewards)resultingfromparticipationinoneormoreoftheCompanysRewardsandRecognition
programs.Participationin,orreceiptofpaymentunderaprogramdoesnotcreateacontractofemploymentor
aguaranteeoffutureemploymentorcompensation.
AnyandallRewardsprovidedtoanassociatewillbeadministereddirectlybytheCompany.Associatesarenot
eligibleforprogramsthataredevelopeddirectlybytheCompanyscustomerorclientwithouttheexpresswritten
knowledgeandconsentoftheCompanysmanagement.Managementreservestherighttoapproveordisallow
anysuchthirdpartysponsoredprogram.
The Companys management will partner with the Total Rewards Department in advance to develop and
communicateanyprogram.Inaddition,theCompanysmanagementwilladministersuchprogram(s)according
to specific program guidelines and must comply with all applicable tax requirements. All monies distributed
throughsuchprogram(s)willbeadministeredthroughtheCompanysTotalRewardsDepartmentwithpayment
issued through the standard payroll processes. Cash payments from Clients or Customers to the Companys
associatesareagainsttheCompanyspolicyunderallcircumstances.
Subjecttoapplicablelaws,toreceiveaReward,anassociatemusthavesatisfiedtheapplicableeligibilitycriteria
andcompliedwithallprogramrequirements.PleasereviewtheCompanysCodeofBusinessConduct&Ethics
forinformationregardingAccountingandFinancialPracticesaswellasguidelinesandexpectationsregarding
BusinessCourtesiesandBusinessInducements.

47

TIMEKEEPING/PAYROLL
Access to Personnel Files

TheCompanymaintainsapersonnelfileoneachassociate.Thepersonnelfileincludessuchinformationasthe
associates job application, resume, records of training, documentation of performance appraisals and salary
increases,andotheremploymentrecords.
Personnel files are the property of the Company, and access to the information they contain is restricted.
Generally,onlysupervisorsandmanagementpersonneloftheCompanywhohavealegitimatereasontoreview
informationinafileareallowedtodoso.
AssociateswhowishtoreviewtheirownfileshouldcontactHumanResources.Associatesareaskedtocomplete
the form available on the Companys internal associate website. With reasonable advance notice, records are
madeavailableforrevieworcopy,subjecttoapplicablelaw.

Personal Data Changes

ItistheresponsibilityofeachassociatetopromptlynotifytheCompanyofanychangesinpersonaldata.Personal
mailing addresses, telephone numbers, number and names of dependents, individuals to be contacted in the
event of an emergency, educational accomplishments, and other such status reports should be accurate and
currentatalltimes.Ifanypersonaldatahaschanged,pleasevisittheCompanysinternalwebsiteandsubmit
updatesthroughOracleSelfService.

Work Schedules

Work schedules for associates vary throughout our organization. Supervisors will advise associates of their
individualworkschedules.Staffingneedsandoperationaldemandsmaynecessitatevariationsinstartingand
endingtimes,aswellasvariationsinthelocationsandthetotalhoursthatmaybescheduledeachdayandweek.

Overtime Compensation

Overtimecompensationispaidtoallnonexemptassociatesasrequiredbylaw.Overtimepayiscalculatedbased
onactualhoursworked.Vacation,sicktime,companyandfloatingholidays,juryduty,bereavement,witness
duty,timeofftovote,othertypesoftimeoffthatispaid,andleavesofabsencewillnotbeconsideredhours
workedforpurposesofperformingovertimecalculations,subjecttoapplicablelaw.(AlsoseeTimekeepingPolicy)

48

EMPLOYMENT STATUS AND PRACTICES

Employment Categories

The definitions below are intended to assist associates of Advantage Sales & Marketing LLC dba Associate
Solutions(theCompany)inunderstandingtheiremploymentstatus.
EXEMPTIONCLASSIFICATION:NONEXEMPTOREXEMPT
Eachassociateisdesignatedaseithernonexemptorexemptaccordingtofederalandstatewageandhour
requirements.Whetheranassociateisclassifiedbyanemployerasexemptornonexemptdependsprimarilyon
theassociatesprimaryjobdutiesandisdeterminedbytheCompanysHumanResourcesDepartmentin
accordancewithapplicablelaw.Generallyspeaking,otherthanassociatesinadministrative,professional,or
executivepositions,outsidesalespeople,andcertaincomputerprofessionals(asthesepositionsaredefinedby
law),associatesareentitledtoovertimepayandcompliancewithotherwageandhourrequirements
establishedbyfederalandstatelaws.Anassociatestitleisnotdeterminativeoftheirexemptstatus.Ifyou
havequestionsaboutwhetherapositionisexemptornonexempt,youshouldcontactHumanResources.
Bothfulltimeandparttimeexemptassociatesarepaidapredeterminedweeklysalary,regardlessofquantityor
qualityofwork.Nonexemptassociatesaregenerallypaidatanhourlyratebasedonactualhoursworked.Project
orpieceratesofpaymayalsobeusedtocompensateanonexemptassociatesubjecttothelegalrequirements
applicabletosuchratesofpay.
REGULAR,TEMPORARY,&SEASONALCLASSIFICATIONS
Inadditiontotheexemptornonexemptclassification,eachassociateisdesignatedasRegularFullTime,
RegularPartTime,Temporary,orSeasonalforthepurposesofdeterminingbenefitseligibility,assigningstaff,
andapplyingCompanypolicybasedonthedescriptionsbelow.Fordetailsregardingbenefitseligibility,please
refertotheAssociateBenefitssectionofthisHandbookandtheBenefitspageoftheCompanysintranetsite.
I.

REGULARCLASSIFICATIONS
A. RegularFullTimeClassification.AssociatesclassifiedbytheCompanyasRegularFullTimearehired
to work for an unspecified period of time and are regularly scheduled by the Company to work a
minimumof40hoursperweek.
B. RegularPartTimeClassificationAssociatesclassifiedbytheCompanyasRegularPartTimearehired
toworkforanunspecifiedperiodoftimeandarescheduledtowork35hoursperweekorless.(Ifan
associateworksmorethan35hoursperweekonoccasion,suchaninfrequentoccurrencewillnot
changehis/herparttimeclassification).

49

EMPLOYMENT STATUS AND PRACTICES

Employment Categories (continued)

Parttimeexemptassociatesareassignedstandardhoursofnomorethan35hoursperweek,based
onworkload,duties,andotherexpectationsfortheposition.Althoughactualhoursmayvaryfrom
timetotime,suchdifferenceswillnotimpacttheassociatessalaryorbenefitseligibility,subjectto
applicablelaw.
Parttime nonexempt associates may be scheduled by the company to work regular hours, while
othersmayworkirregularhours.
C. GeneralPointsabouttheRegularEmploymentClassification.
(i) AtWillEmployment:ThefactthatRegularemploymentisforanunspecifiedperiodoftimeand
isnotclassifiedastemporarydoesnotcreateacontractorguaranteeofemploymentforany
periodoftimeorchangetheatwillnatureofanassociatesemployment.
(ii) NoGuaranteeofHoursorRateofPay:Hoursandrate(s)ofpayaretermsofatwillemployment,
whicharesubjecttochangeatthediscretionofmanagement,subjecttoapplicablelaw.
(iii) WorkExpectations:SomeassociateswhoseemploymentisclassifiedasRegularareexpectedto
work an established, consistent schedule. Others have more flexible schedules: they are
scheduled for specific assignments by the Company asneeded or they may be able to self
scheduleassignments.Theexpectationsofonesjobdependsononespositionandjobdutiesas
setforthinhis/herjobdescriptionorasotherwisecommunicatedbymanagement.
1. Ifanassociatefailstoreporttoworkasexpectedbasedononesregularjobduties,aspecific
assignmentbythecompany,oraselfscheduledassignment,theassociatemaybesubjectto
disciplinaryactionorhis/heremploymentmaybesubjecttoseparationinaccordancewith
Companypolicy(otherthanwhereanassociateisonanapprovedleaveinaccordancewith
Companypolicyorapplicablelaw).
2. Subjecttoanydivisionspecificpolicy,ifanassociateisinapositionwithaflexibleschedule
and is inactive for 6 months or more (i.e., not working and not receiving wages), his/her
employmentmaybesubjecttoseparationduetoinactivity(otherthanwhereanassociateis
onanapprovedleaveinaccordancewithCompanypolicyorapplicablelaw).

50

EMPLOYMENT STATUS AND PRACTICES

Employment Categories (continued)

II. TEMPORARYANDSEASONALCLASSIFICATIONS

A.

Temporary.AssociatesclassifiedbytheCompanyasTemporaryarehiredonaninterimorshortterm
basis for no more than six months to perform work expected to be limited in duration. Once a
TemporaryassociatehasactivelyworkedfortheCompanyforthemaximum6monthperiod,he/she
may not work for the Company in any temporary capacity for a 90day period following his/her
separationofemployment.

B.

SeasonalAssociates.AssociatesclassifiedasSeasonalbytheCompanyarehiredtoperformworkas
needed for a limited duration on a recurring basis according to seasonal periods as defined by
particular business needs, such as backtoschool and holiday seasons. If a Seasonal associate is
inactivefor15monthsormore(thatis,notworkingandnotreceivingwages),his/heremployment
maybesubjecttoseparationduetoinactivity,otherthanwhereanassociateisonanapprovedleave
inaccordancewithapplicablelaw.

C.

GeneralPointsaboutTemporaryandSeasonalEmployment.TemporaryandSeasonalassociates
retain that employment status unless and until notified of a change by Human Resources.
Employmentbeyondanyinitiallystatedperioddoesnotinanywaycreateacontractfororguarantee
ofemploymentforaspecifiedperiodoftimeorimplyachangeinatwillemploymentstatus.

51

EMPLOYMENT STATUS AND PRACTICES

Associate Benefits

EligibleassociatesattheCompanyareprovidedawiderangeofbenefits.Anumberoftheprograms(suchas
SocialSecurity,workerscompensation,statedisability,andunemploymentinsurance)coverallassociatesinthe
mannerprescribedbylaw.
Otherbenefitseligibilityisdependentuponavarietyoffactors,includingwithoutlimitationassociateaverage
hours worked. The Companys Human Resources Department and the Benefits Resource Center can provide
additionalinformationregardingtheprogramsforwhichyouareeligible.
Inadditiontoanylegallymandatedbenefits,associatesmaybeeligibletoparticipateinthefollowingbenefits,
accordingtoaveragehoursregularlyworked,subjecttoCompanypolicy,thetermsandconditionsoftherelevant
benefitplans,andapplicablelaw.(PleasereviewtheCompanysTimeAwaypoliciesandbenefitsinformationin
thisHandbookand/orontheCompanysinternalassociatewebsiteforeligibilitydetails.)
Averageof40hoursperweekregularlyworkedorassigned:
401(k)SavingsPlan
Medical,DentalandVisionInsurance
LifeInsurance
LongTermDisability
ShortTermDisability
FlexibleSpendingAccounts
TimeAwayBenefits
Holidays
BusinessTravelInsurance
LifeAssistanceProgram
CriticalIllness,AccidentandWholeLifePlans

Averageof30tolessthan40hoursperweekregularlyworkedorassigned:

401(k)SavingsPlan
Medical
Parttimevacationbenefits

Averageoflessthan30hoursperweekregularlyworked:

401(k)SavingsPlan
Parttimevacationbenefits
52

EMPLOYMENT STATUS AND PRACTICES

Associate Benefits (continued)
WhileTemporaryandSeasonalassociatesreceivealllegallymandatedbenefits,theseassociatesaregenerally
ineligiblefortheCompanysotherbenefitprogramsavailabletoRegularFullTimeand/orPartTimeassociates,
subjecttorequirementsandlimitationsofapplicablelaw.
Somebenefitprogramsrequireenrollmentbytheassociateaswellascontributionsfromtheassociate,while
othersarefullypaidbytheCompany.Asapracticalmatter,toparticipateinbenefitswhichrequirepremium
paymentsbytheassociate(suchasmedicalinsurance),anassociatesbiweeklyearningsmustbesufficientto
cover the cost of the biweekly payroll deductions for the premium payments for the benefits in which the
associatehasenrolled.Anassociatesfailuretopayforhis/herbenefitpremiumswilljeopardizetheassociates
abilitytomaintainthoseelectivebenefits.
Ifanapplicablefederal,stateorlocallawismoregeneroustoAssociatesthanthebenefitprovisionsoutlined
here appear to provide, the Company will comply with such law to the extent it is required to do so. Full
descriptionsofthehealthandwelfare,variousinsurance,and401kbenefitsandcorrespondingplanscanbefound
intheSummaryPlanDescriptionsandOfficialPlanDocumentslocatedontheCompanysinternalwebsite.Inthe
event of any conflict between the description in the Handbook or Company website and the official Plan
Documents,theofficialPlanDocumentswillgovern.Timeawaybenefits(includingvacation,holidays,andsick
time,asapplicable),canbefoundelsewhereinthisAssociateHandbook.Allbenefitsareprovidedsubjectto
applicablelaw.
Further,theCompanyoritsdesignee(s)retainsfulldiscretionaryauthoritytointerpretthetermsoftheplans,as
wellasfulldiscretionaryauthoritywithregardtoadministrativemattersarisinginconnectionwiththeplans.The
Companyoritsdesignee(s)maymodifyoreliminateanybenefitsorprogramsitcurrentlyprovidessubject to
applicable law, as well as increase the cost to associates of such benefits and programs. This discretionary
authorityextendstoallissuesconcerningbenefiteligibilityandentitlement.ContactHumanResourcesfordetails.

53

EMPLOYMENT STATUS AND PRACTICES

Employment Verifications

Allrequestsforemploymentverificationand/orinquiriesbyoronbehalfofacurrentorformerassociateshould
be directed to the Companys Payroll Department by calling 8889004276 (Option 5, 1). Responses to such
inquirieswillconfirmonlydatesofemploymentandposition(s)held;andnosuchemploymentdataincluding
salaryinformationwillbereleasedwithoutawrittenauthorizationandreleasesignedbytheindividualwhoisthe
subjectoftheinquiry.AuthorizationscanbefaxedtotheCompanysPayrollDepartmentat8589649777ore
mailedtopayrollquestions@advantagesolutions.net.

54

EMPLOYMENT STATUS AND PRACTICES

Employment Termination

SinceemploymentwiththeCompanyisbasedonmutualconsent,boththeassociateandtheCompanyhavethe
righttoterminateemploymentatwill,withorwithoutcause,atanytime,subjecttoapplicablelaw.Associates
willreceivetheirfinalpayinaccordancewithapplicablestatelaw.
ResignationisavoluntaryactinitiatedbytheassociatetoterminateemploymentwiththeCompany.Although
advancenoticeisnotrequired,theCompanyrequestsatleast2weekswrittenresignationnoticefromall
associates.
Associatebenefitswillbeaffectedbyemploymenttermination.Somebenefitsmaybecontinuedatthe
associatesexpenseiftheassociatesochooses.Theassociatewillbenotifiedinwritingofthebenefitsthatmay
becontinuedandoftheterms,conditions,andlimitationsofsuchcontinuance.

55

EMPLOYMENT STATUS AND PRACTICES

Introductory Period

Theintroductoryperiodisintendedtogivenewassociatestheopportunitytodemonstratetheirabilitytoachieve
asatisfactorylevelofperformanceandtodeterminewhetherthenewpositionmeetstheirexpectations.The
Companyusesthisperiodtoevaluateassociatecapabilities,workhabits,andoverallperformance.Eitherthe
associate or the Company may end the employment relationship atwill at any time during or after the
introductoryperiod,withorwithoutcauseoradvancenotice.
Allnewandrehiredassociates,includingtemporaryassociateswhotransitiontoaregularclassification,workon
an introductory basis for the first 90 calendar days after their date of hire or transfer. Associates who are
promotedortransferredwithintheCompanymustcompleteasecondaryintroductoryperiodofthesamelength
with each reassignment to a new position. Any significant absence will automatically extend an introductory
periodbythelengthoftheabsence.IftheCompanydeterminesthatthedesignatedintroductoryperioddoes
not allow sufficient time to thoroughly evaluate the associates performance, the introductory period may be
extendedforaspecifiedperiod.
Duringtheinitialintroductoryperiod,newassociatesareeligibleforthosebenefitsthatarerequiredbylaw,such
asworkerscompensationinsuranceandSocialSecurity.
They may also be eligible for other Company provided benefits subject to the terms and conditions of each
benefitsprogram.Associatesshouldreadtheinformationforeachspecificbenefitsprogramforthedetailson
eligibilityrequirements.

56

EMPLOYMENT STATUS AND PRACTICES

Job Posting

The Company provides associates an opportunity to indicate their interest in open positions and potential
advancementwithintheorganizationaccordingtotheirskillsandexperience.Althoughjobpostingisawayto
inform associates of openings and to identify qualified and interested applicants who might not otherwise be
knowntothehiringmanager,otherrecruitingsourcesmayalsobeusedtofillopenpositionsinthebestinterest
oftheorganization.Accordingly,whilenoticesofjobopeningsaretypicallypostedontheCompanyscareersite,
theCompanyreservestherighttofillapositionwithoutpostingaparticularopening.Postedjobopeningswillbe
includedontheCompanysinternalassociatewebsite.Jobpostingsmaygenerallyincludethepostingdate,job
title,department,location,andjobdescriptionthatincludestheessentialdutiesandqualifications(requiredskills
andabilities).
TheCompanyrecognizesthebenefitofdevelopmentalexperiencesandencouragesassociatestotalkwiththeir
supervisorsabouttheircareerplans.Supervisorsareencouragedtosupportassociateseffortstogainexperience
andadvancewithintheorganization.
PleasereviewtheCompanysTransferPolicyforinformationoneligibilityandapplicationrequirementsfor
potentialinternaltransferopportunities.

57

EMPLOYMENT STATUS AND PRACTICES

Transfer Policy

TheCompanysTransferPolicyisintendedtofurtherseveralkeyobjectives:providingassociateswiththe
opportunityforpersonalandprofessionaldevelopmentifandasappropriateandenablingassociatesto
contributeinavarietyofwaystothegrowthoftheCompanyandthevaluetheCompanyprovidestoitsclients
andcustomers.Transferdecisionsarebasedonavarietyoffactors,includingpositionavailabilityandstaffing
needs;aswellasanassociatesjobrelatedskills,experience,knowledge;priorjobperformanceandworkplace
conduct;commitmenttotheCompanysmissionandvalues;andhis/herdemonstratedabilitytoassumethe
newresponsibilities.
Infurtheranceofthesegoals,reasonableeffortswillbemadetopostvacantpositionsandfillthemfromwithin
theorganization.Atthesametime,theCompanymaydeterminethatitsnecessarytofillapositionwithout
postingand/ortorecruitandhirefromoutsidethecompanyinanefforttohiretheindividualitbelievestobe
themostqualifiedcandidateforthepositioninlightoftheCompanysbusinessneeds,andreservestherightto
doso.
TransferApplicationCriteria:
Beforeanassociatemaybeconsideredeligibletoapplyforatransferopportunity,thecriteriabelowmustbe
satisfiedandstepsmustbefollowed:
AssociatesResponsibility

AllassociatesoftheCompanyareeligibleforconsiderationfortransfer(includingwithoutlimitation
regular,temporary,parttime,andfulltimeassociates).
Anassociatemustreceiveapprovalfromhis/hercurrentsupervisorbeforeapplyingforatransfer
opportunity.(Totheextenttheassociateisnotcomfortablecontactinghis/hersupervisorfor
approvalorisunabletocontacthis/hersupervisorinatimelyfashion,theassociateshouldcontact
thenextlevelmanagerorHumanResources.)
Anassociatemustabidebythetermsofthispolicyinadditiontootherlegitimatebusiness
instructionsprovidedbyHumanResourcesormanagementrelatedtothetransferapplication
process.

SupervisorsResponsibility

Priortoapprovingthetransferapplication,theassociatesdirectsupervisorisrequiredtotakesteps
toconfirmassociateseligibilitytoapplyforatransferopportunity.

58

EMPLOYMENT STATUS AND PRACTICES

Transfer Policy (continued)

SupervisorsResponsibility(continued)

Thisprocessshouldincludereviewingtheassociatesdocumentedjobrelatedperformancehistory
overtheprior12months(includingissuespertainingtojobperformance,policycompliance,and
conduct).Suchdocumentationmayincludewithoutlimitationtheassociatesrecordof
achievements,identifiedopportunitiesforimprovement,performancereviews,coaching,
counseling,performanceimprovementplans,warnings,disciplinaryaction,andothercorrective
action);reviewingtheassociatesintendedpositiontoevaluateitsalignmentwiththeassociates
jobrelatedinterests,skills,experience,andknowledge;discussingtheopportunitywiththe
associatetohelpevaluatewhethertheopportunityiswellsuitedfortheassociateinlightofhis/her
jobrelatedinterests,skills,experience,andknowledge.
Anyperformancedocumentation(suchasthoseitemslistedabove)pertainingtoAssociates
employmentwiththeCompanymay,butdoesnotnecessarily,disqualifyanassociatefrombeing
deemedeligiblefortransfertoanotherpositionwithintheCompany.TheCompanyconsidersa
varietyoffactorsindeterminingrelevanceofanassociatesperformancehistorytohis/hertransfer
eligibilityincluding,withoutlimitation:natureandgravityoftheissue,degreeofassociates
performance/conductimprovementsinceissuanceofdocumentation,priorrelatedorunrelated
performance/conductissues,andnatureoftheproposedposition.
Managementmayconsiderjobrelatedbusinessfactorsnotoutlinedhereindeterminingan
associateseligibilitytoapplyforatransferopportunity,subjecttoapplicablelaw.
Supervisorshalladvisetheassociatewhethertheassociatesrequesttosubmitatransfer
applicationisapprovedordenied.Ifdenied,supervisorsareencouragedtoprovidetheassociate
withconstructivefeedbacktohelptheassociateunderstandwherehis/heropportunitiesliefor
futureimprovement,development,andgrowth.

AdditionalProcessExpectations:

Application.Ifanassociatereceivesapprovalfromhis/hersupervisor(ornextlevelmanagerorHuman
Resourcesasapplicable)toapplyforatransfer,theassociateisrequiredtoapplyontheCompanys
internalcareersitetobeconsideredforinternallypostedopportunities.
Interview.Ifselectedforinterviewconsideration,theassociatewillbecontactedbyaTalentAcquisition
Recruiterregardingnextsteps.
Satisfactionofemploymentcriteria.
Associatesareexpectedtomeetallemploymentcriteriaforthepositionforwhichtheyare
applyinginordertobeeligibletotransfer.Suchcriteriainclude,

59

EMPLOYMENT STATUS AND PRACTICES

Transfer Policy (continued)

withoutlimitation,satisfactoryandtimelycompletionofallrelevantemploymentpaperwork,as
wellassatisfactoryandtimelycompletionofapplicablepreemploymentscreenings,suchasa
backgroundcheck(includingcriminalhistoryand/ormotorvehiclerecordcheck)anddrugtest.
Employmentscreeningsshallbesubjecttoappropriatedisclosuresandauthorizations,as
requiredbylaw,andshallonlybeconductedafteraconditionalofferofemploymentforthe
transferpositionhasbeenextended.
Associatesfailuretotimelysubmitthenecessarypaperwork,totimelysubmittotherequired
screenings,ortosatisfactorilycompletethescreeningsmayresultinoneormoreofthe
following,asapplicabledependingonthecircumstances,subjecttoapplicablelaw:
(1)withdrawalofthetransferpositionoffer,(2)terminationofemploymentinthetransfer
position(ifemploymentinthatpositioncommencedpriortoscreeningresultsbeingreceivedby
thecompany),and/or(3)terminationofassociatesemploymentinhis/hercurrent(pre
transfer)position.

PlacementCommunication/EffectiveDate.Iftheassociateisofferedandacceptsthetransfer
opportunityandsatisfiestheemploymentcriteria:
Theassociateisexpectedtopromptlynotifyhis/hercurrentsupervisorofthependingtransfer.
Thecurrentpositionandnewpositionsupervisorsshouldagreeuponamutuallyconvenient
transferdate(generallytwoweeksfromwhentheassociateacceptstheoffer).(Sufficienttime
shouldbeprovidedtoallowforasmoothtransitionofbusinessneedsastotheassociatespre
transferpositionwithoutundulydelayingthetransfer.Anyquestionsorconcernsregardingthe
effectivedateofthetransfershouldbedirectedtoHumanResources.)
Theassociateisexpectedtocontacthis/hercurrentsupervisortoconfirmdateoftransfer.
ThehiringsupervisormustcontactTalentAcquisitiontoconfirmtheassociatehascompletedall
necessaryprescreeningrequirements.
TalentAcquisitionwillprocessthetransferthroughOracle.

Notificationofnonselection.Ifanassociatehassubmittedaformalapplicationforatransfer
opportunitybutisnotselected,TalentAcquisitionRecruiterwillattempttonotifytheassociateof
his/herapplicationstatustotheextentadministrativelypossible.However,suchnotificationisnot
guaranteed.AssociatesarewelcometofollowupwithTalentAcquisitiontodeterminethestatusof
theirtransferapplications.

Noguaranteeofinterview/placement.Participationinoneormorestagesofthetransferapplication
process(includingwithoutlimitation,expressionofinterest,discussionwithonessupervisorora
recruiter,submissionofanapplication,orparticipationinaninterview)doesnotguaranteeparticipation
inanylaterstageoftheprocessoranofferofemploymentintheintendedoranyotherposition.
60

EMPLOYMENT STATUS AND PRACTICES

Transfer Policy (continued)

Noguaranteeoffutureterms/conditionsofemployment.Transferringtoanotherpositiondoesnot
guaranteethatanyoralloftermsorconditionsofemploymentwillchange(positivelyornegatively)
immediatelyorinthefuture.Bywayofexampleonly,transfertoanewpositiondoesnotguaranteea
wageoroverallcompensationincrease,increaseinexpensereimbursement,changeintitleor
employmentclassification,orpromotion.

Continuingatwillemployment.Transfertoanotherpositionwithinthecompanydoesnotchangethe
atwillnatureofonesemploymentorcreateaguaranteeorcontractofemploymentforanyspecific
periodoftime.

Weencourageallassociatestoexplorepotentialtransferand/orcareerdevelopmentopportunitiesby
frequentlyreviewingopenpositionsandanyrelatedcareerdevelopmentinformationlocatedontheCompanys
internalassociatewebsite.Wealsoencourageassociatestodiscusscareergrowthanddevelopment
opportunitieswithhis/hersupervisorand/orHumanResources.
AssociatesshouldcontactHumanResources,his/hersupervisorortheTalentAcquisitionDepartmentfor
assistanceorquestionsregardingtheTransferPolicy.

61

TIME AWAY

Company Holidays (See Advantage Connects under policies for current schedule)

COMPANYHOLIDAYSELIGIBILITY
Regular, fulltime associates are eligible to receive the paid Company holiday benefit immediately upon
assignmenttoaneligibleemploymentclassification,accordingtotheCompanyholidayscheduleineffectatthe
time.
TemporaryandparttimenonexemptassociatesarenoteligibleforpaidCompanyholidays.However,ifthey
workonacompanyholiday,suchassociateswillbepaidatthehourlyrate(s)applicabletotheassignedwork,
subject to any applicable overtime requirements. Exempt associates, regardless of other employment
classification(e.g.,regularortemporary)willbepaidasrequiredbylaw.
Although the actual day in which the holiday falls may change from yeartoyear, the Company will generally
observe the holidays shown below. However, Company holidays are subject to any divisionspecific holiday
scheduleandtheCompanyand/oritsdivisionsreservestherighttomodifyitsrespectiveholidayscheduleatany
time.
COMPANYHOLIDAYS:

NewYearsDay
PresidentsDay
MemorialDay
IndependenceDay
LaborDay
ThanksgivingDay
DayafterThanksgiving
ChristmasEve
ChristmasDay
NewYearsEve

PAYINGCOMPANYHOLIDAYS
Ifarecognizedholidayfallsduringaneligibleassociatessicktime,vacationtime,orfloatingholiday,holidaypay
willbeprovidedinsteadofvacation,sick,orfloatingholidaypaythatwouldotherwisehaveapplied(andthepaid
timeoffwillnotbedeductedfromtherelevanttimeoffbalance).Companyholidaysarenotpaidduringpaidor
unpaidleavesofabsence(includingbutnotlimitedto,shorttermdisabilityorfamilyandmedicalleave).
62

TIME AWAY
Company Holidays (continued)
Foreligiblenonexemptassociates,CompanyholidaypaywillbecalculatedbasedontheassociatesHourlyRate
1whichcanbefoundintheEmployeeSelfServiceonlinesystem(asofthedateoftheholiday)multipliedbythe
numberofhourstheassociatewouldotherwisehaveworkedonthatday.Exemptassociateswillbepaidbased
ontheirregularsalaryinaccordancewithapplicablelaw.
Company holiday pay does not include overtime or any special forms of compensation such as incentives
commissions,bonuses,orshiftdifferentials.Companyholidayhoursdonotconstitutehoursworkedandwillnot
becountedashoursworkedforthepurposesofcalculatingovertime.PaymentinlieuofCompanyholidaytime
shall not be provided, subject to applicable law. Further, Company holidays are fixed holidays, not floating
holidays;accordingly,unusedCompanyholidaysdonotcarryoverfromonecalendaryeartothenextandarenot
paidoutuponterminationofemployment.
TheCompanyisanardentsupporterofwork/lifebalanceandwishestoavoidinterferencewithassociateswell
deservedtimeoff,includingCompanyholidays.Onoccasion,compellingbusinessneedsmayresultinamanager
having torequireanassociate towork onaCompanyholiday.If aneligible nonexemptassociateworksona
Companyholiday,he/shewillreceiveholidaypaypluswagesathis/herhourlyrate(s)applicabletotheassigned
work performed on the holiday or as otherwise required by law. Overtime will be paid in accordance with
applicablelaw.

63

TIME AWAY
Floating Holidays

FLOATINGHOLIDAYSELIGIBILITY
Regular,fulltimeassociatesareeligibletoreceivetheCompanysfloatingholidaybenefitasofthefirstdayinan
eligibleemploymentclassification(i.e.,uponhireortransfertoaneligibleposition),subjecttotheawardschedule
discussedinthispolicy.Temporaryandparttimeassociatesarenoteligibletobeawardedfloatingholidays.
Eligibleassociatesmaybeawardedanduseuptobutnomorethanthree(3)floatingholidaysinthecalendar
year,whichisconsideredtheMaximumAnnualAwardsubjecttoapplicablelaw.
FLOATINGHOLIDAYSAWARD
Allfloatingholidayswhichanexistingassociateiseligibletoreceiveinagivencalendaryearareawardedupon
thestartofeachcalendaryear.
Eligiblenewhiresandassociateschangingfromparttimetofulltimestatusorfromtemporarystatustoregular
fulltimestatuswillreceivefloatingholidaysaccordingtotheschedulebelowintheirinitialyearofhireortransfer
toaneligibleemploymentclassification.Floatingholidaysareawardedattheconclusionofthefirstfullpayperiod
followinghis/hertransfertoaneligibleposition,andthereafter,upontheconclusionofthefirstfullpayperiod
afterJanuary1ofeachcalendaryear.)
FloatingHolidaysAwardSchedule
Forfulltimebenefiteligiblenewhires(initialyearofhireonly),floatingholidaysareawardedasfollows:

Hire/TransferDatefromJanuaryApril=3floatingholidaysawarded
Hired/TransferDatefromMayAugust=2floatingholidaysawarded
Hired/TransferDatefromSeptemberDecember=1floatingholidayawarded

RehiresshouldcontactHumanResourcesformoreinformationaboutanyfloatingholidaytimeawardedupon
rehirewithinthesamecalendaryearofanypriorseparation.

64

TIME AWAY
Floating Holidays (continued)
USINGFLOATINGHOLIDAYS
Associatesmayelecttoutilizetheirawardedfloatingholidayhoursasfollows:uptoamaximumofeight(8)hours
inadayforexemptassociatesanduptoamaximumoften(10)hoursinadayfornonexemptassociatesbased
ontheassociatesregularworkschedule.
Floating Holidays must be scheduled with the prior approval of the associates supervisor. Requests will be
reviewed based on a number of factors, including business needs and staffing requirements. The Company
reservestherighttodeclinerequestsaswellastoscheduleand/orrequireassociatestotakefloatingholidaysat
timesdesignatedbytheCompany.
An associate changing from eligible to noneligible status may continue to use floating holiday hours already
awarded during that calendar year (subject to applicable law), but the time must be used by the end of the
calendar year in which it was awarded, unless carryover is expressly required by applicable law. Additional
floatingholidayhourswillnotbeawardedtohim/herwhileinaclassificationnoteligibletobeawardedfloating
holidays.
As a reminder, floating holiday balances reflected in the Companys system and on paychecks are subject to
changeandupdatingastimeawayrequestsareapproved,submitted,andenteredintotheonlineEmployeeSelf
Servicesystem.Associatesareencouragedtoverifytheirbalanceswiththeirsupervisors
PAYINGFLOATINGHOLIDAYS
Foreligiblenonexemptassociates,floatingholidayhourswillbepaidattheassociatesHourlyRate1whichcan
befoundintheEmployeeSelfServiceonlinesystem(asofthedateofthefloatingholiday).Exemptassociates
willbepaidbasedontheirregularsalaryinaccordancewithapplicablelaw.
Floating holiday pay does not include overtime or any special forms of compensation such as incentives,
commissions,bonuses,orshiftdifferentials.Floatingholidayhoursdonotconstitutehoursworkedandwillnot
becountedashoursworkedforthepurposesofcalculatingovertime.Paymentinlieuoffloatingholidaysshall
notbeprovided,exceptasrequiredbylaw.
Anassociateonanextendedabsenceforillnessorinjuryisexpectedtoapplyforanyotheravailablecompensation
andbenefits,suchasWorkersCompensation.AwardedfloatingholidayhourswillbeappliedbytheCompanyto
supplementanypaymentsthatanassociateiseligibletoreceivefromtheCompanyprovideddisabilityinsurance
programs and state disability insurance, subject to applicable law. The combination of any such disability
paymentsandvacationtimebenefitsshallnot,however,exceedtheassociatesordinaryweeklyearnings.
65

TIME AWAY
Floating Holidays (continued)
TREATMENTOFFLOATINGHOLIDAYTIMEUPONYEARENDANDTERMINATION
Subjecttoapplicablelaw,floatingholidaysmustbetakeninthecalendaryearinwhichtheywereawarded;and
paymentinlieuoffloatingholidaysshallnotbeprovided.
Unless state or other applicable law requires carryover of awarded but unused floating holidays from one
calendaryeartothenext,theCompanydoesnotpermitcarryoverofawardedbutunusedfloatingholidaysfrom
onecalendaryeartothenext.Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployer
mustallowcarryoverofawardedbutunusedfloatingholidaysfromonecalendaryeartothenextonlyifrequired
by policy or agreement, then the Company policy shall be construed not to allow carryover of awarded but
unusedfloatingholidaysfromonecalendaryeartothenext.Wherecarryoverofawardedbutunusedfloating
holidays is expressly required by law, the associate may carry over his/her unused floating holidays and be
awarded the subsequent years floating holidays; provided however that the associates total floating holiday
balanceneverexceedstwotimestheMaximumAnnualAward(i.e.,6days).8
Unlessstateorotherapplicablelawexpresslyprohibitsforfeitureofawardedbutunusedfloatingholidays,the
Company does not pay out awarded but unused floating holidays upon termination of employment (whether
voluntaryorinvoluntary).Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermust
pay out awarded but unused floating holidays upon termination of employment only if required by policy or
agreement,thentheCompanyspolicyshallbeconstruednottopayoutawardedbutunusedfloatingholidays
uponseparationofemployment.

Forillustrationpurposesonly,ifacarryovereligibleassociatecarriesover2floatingholidays,3additionalfloating
holidayswillbeawardedattheconclusionofthefirstfullpayperiodofthesubsequentyear;ifacarryovereligible
associatecarriesover4floatingholidays,2additionalfloatingholidayswillbeawardedattheconclusionofthefirstfullpay
periodofthesubsequentyear.

66

TIME AWAY
Vacation Time

VACATIONTIMEELIGIBILITY
Onlyregularfulltimeassociatesareeligibletoreceivevacationtime.ParttimeassociatesshouldrefertothePart
Time Vacation policy for details regarding parttime associate vacation time and eligibility
requirements.Temporaryassociatesarenoteligibletoreceivevacationtime.
EARNINGVACATIONTIME
Newly hired, regular fulltime associates become eligible to accrue vacation time on a daily basis upon the
conclusionofthe90dayintroductoryperiod,subjecttoapplicablelaw.
VacationTimeAccrualSchedule
Theamountofvacationhoursfulltimeassociatesareeligibletoaccrueeachcalendaryearincreaseswiththe
lengthoftheiremploymentasshowninthefollowingschedule.

CalendarYears
AccrualRatePerDay
MaxAccrualPerCalendarYear**
InitialCalendarYearof
Employment*

.219hours

**Upto60hours

Year1

.219hours

**Upto80hours

Years24

.219hours

80hours

Years59

.329hours

120hours

Years10andup

.438hours

160hours

*InitialCalendarYearisconsideredthecalendaryearinwhichtheassociatesemploymentbegins.Year1isthefirst
calendaryearofemploymentfollowingtheInitialCalendarYear;Year2isthesecondcalendaryearofemployment
followingtheInitialCalendarYear;andsoon.Forexample,ifanassociatesemploymentbeginsonMarch1,2013,
2013istheInitialCalendarYear;2014isYear1;2015isYear2;andsoon.
**Itisimportanttonotethat,basedontheassociateshiredate,anassociatemaynotaccruethemaximumannual
accrualforthecalendaryearasnotedaboveduringtheassociatesinitialcalendarYearorYear1year,ifallorpartof
theassociatesfirst90daysfallswithinoneorbothoftheInitialCalendarYearandYear1.Forexample,iftheassociate
ishiredonMarch1,2013,he/shewillnotaccruethemaximumannualaccrualin2013ashe/shewillonlybegin
accruingupontheconclusionofhis/her90dayintroductoryperiod,afterMay29,2013.Iftheassociateishired
November1,2013,he/shewillnotaccrueanytimein2013,andwillnotaccruethemaximumannualaccrualin2014as
he/shewillonlybeginaccruingupontheconclusionofthe90dayintroductoryperiodafterJan.29,2014.

67

TIME AWAY
Vacation Time (continued)
Aparttimeregularassociateorparttimeorfulltimetemporaryassociate,whotransitionstoregularfulltime
statusandwhohascompletedorsubsequentlycompletes90daysofemployment,willbecomeeligibletoearn
fulltimevacationtimehoursuponthelaterofthecompletionofhis/her90daysofemploymentorthe
commencementofhis/herregularfulltimestatus.Theaccrualrateisbasedontheassociatesadjustedservice
dateandtheaboveschedule.

A fulltime associate who transitions to parttime or temporary status will cease earning fulltime vacation
beginning with their effective date of parttime or temporary status. Existing accrued but unused fulltime
vacationmaycontinuetobeusedbutmustbeusedbytheendofthecalendaryearinwhichitwasaccrued,unless
carryoverisexpresslyrequiredbyapplicablelaw.Associatestransitioningtoparttimestatusshouldrefertothe
PartTimeVacationPolicyformoredetails.
Vacationhourearningwillbesuspendedinthecaseofaleaveofabsencesubjecttoapplicablelaw.
RehiresshouldcontactHumanResourcesformoreinformationaboutanyvacationtimeaccrualuponrehirewithin
thesamecalendaryearofanypriorseparation.
USINGVACATIONTIME
Vacationtimehourscanbeuseduptoamaximumofeight(8)hoursinadayforexemptassociatesanduptoa
maximumoften(10)hoursinadayfornonexemptassociatesbasedontheassociatesregularworkschedule.
Associatesarestronglydiscouragedfromtakingvacationtimeinadvanceofthetimehavingbeenaccrued,and
managementreservestherighttodenysuchrequestsinaccordancewithcompanypolicy.Inaddition,thetotal
vacationhourstakenmaynotexceedthetotalnumbertobeaccruedinthecalendaryear.Tofurthercompliance
with company policies and effectively manage the companys time away programs, upper level management
approval (i.e., the associates direct supervisor and the manager of the associates direct supervisor) will be
requiredforanyrequestsforpaidtimeawaywheretheassociatedoesnothavethetimeavailabletotakeasof
therequesteddates.NotwithstandingtheCompanysdiscouragingassociatestakingvacationtimeinadvanceof
accruing it, to the extent an associate has a negative vacation balance at the end of the calendar year, the
Companyreservestherighttousethepositivebalanceinanothertimeawaycategory,suchasfloatingholidays,
tooffsetthenegativevacationbalance;tocarryoverthenegativevacationbalancetothesubsequentcalendar
year; and/or to require the associate to reimburse the company for any such overpayment or authorize the
companytodeductanysuchoverpaymentfromtheassociatessubsequentpay,includingtheassociatesfinal
paycheck,subjecttoapplicablelaw.

68

TIME AWAY
Vacation Time (continued)
Asareminder,vacationbalancesreflectedintheCompanyssystemandonpaychecksaresubjecttochangeand
updating as time away requests are approved, submitted, and entered into the online Employee Self Service
system.
Toschedulevacation,associatesshouldrequestadvanceapprovalfortimeofffromtheirsupervisorsthroughthe
companysonlineEmployeeSelfServicesystem.
Associatesarerequiredtoobtainappropriateapprovalfromtheirsupervisorinadvanceoftakingvacationtime.
Requestswillbereviewedbasedonanumberoffactors,includingbusinessneedsandstaffingrequirements.The
Companyreservestherighttodeclinerequestsaswellastoscheduleand/orrequireassociatestotakevacation
timeattimesdesignatedbytheCompany.
PAYINGVACATIONTIME
Foreligiblenonexemptassociates,vacationtimehourswillbepaidattheassociatesHourlyRate1whichcan
befoundintheEmployeeSelfServiceonlinesystem(asofthedateofthevacationtime).Exemptassociateswill
bepaidbasedontheirregularsalaryinaccordancewithapplicablelaw.
Vacation time pay does not include overtime or any special forms of compensation such as incentives,
commissions,bonuses,orshiftdifferentials.Vacationtimehoursdonotconstitutehoursworkedandwillnotbe
countedashoursworkedforthepurposesofcalculatingovertime.Subjecttoapplicablelaw,paymentinlieuof
vacationtimeshallnotbeprovided.
Anassociateonanextendedabsenceforillnessorinjuryisexpectedtoapplyforanyotheravailablecompensation
and benefits, such as Workers Compensation. Accrued vacation time will be applied by the Company to
supplementanypaymentsthatanassociateiseligibletoreceivefromtheCompanyprovideddisabilityinsurance
programs and state disability insurance, subject to applicable law. The combination of any such disability
paymentsandvacationtimebenefitsshallnot,however,exceedtheassociatesordinaryweeklyearnings.

69

TIME AWAY
Vacation Time (continued)
TREATMENTOFVACATIONTIMEUPONYEARENDANDTERMINATION
Unlessstateorotherapplicablelawrequirescarryoverofaccruedbutunusedvacationtimefromonecalendar
yeartothenext,theCompanydoesnotpermitcarryoverofaccruedbutunusedvacationtimefromonecalendar
yeartothenext.Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermustallow
carryoverofaccruedbutunusedvacationtimefromonecalendaryeartothenextonlyifrequiredbypolicyor
agreement,thentheCompanyspolicyshallbeconstruednottoallowcarryoverofaccruedbutunusedvacation
timefromonecalendaryeartothe next.Where carryoverofaccruedbut unusedvacationtimeisexpressly
requiredbylaw,vacationtimeaccruedwillnotbeforfeitedandvacationaccrualwillceasewhenthemaximum
accrualcapisreachedandwillnotresumeunlessanduntiltheaccrualbalancedropsbelowthecap.
Unless state or other applicable law expressly prohibits forfeiture of accrued but unused vacation time, the
Company does not pay out accrued but unused vacation time upon termination of employment (whether
voluntaryorinvoluntary).Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermust
pay out accrued but unused vacation time upon termination of employment only if required by policy or
agreement,thentheCompanyspolicyshallbeconstruednottopayoutaccruedbutunusedvacationtimeupon
separationofemployment.

70

TIME AWAY
PartTime Vacation

PARTTIMEVACATIONELIGIBILITYANDEARNING
Vacationtimeisprovidedtoparttimeregularassociateswhomeetthefollowingcriteria:

SERVICE:Completedsix(6)fullcalendarmonthsofcontinuousemploymentwiththeCompany.
ACTIVE EMPLOYMENT: Active employment status, including associates on approved leave. (Subject to
applicablelaw,associatesonanapprovedleavemaynotcontinuetoaccruevacationtime,butmayelector
berequiredtoapplyanyaccruedvacationtimetootherwiseunpaidtimeduringaleaveofabsence.)
EMPLOYMENT CLASSIFICATION: Classification as a regular parttime associate (i.e., not temporary or
seasonal).
REQUIREDHOURS:Paidtherequirednumberofhourstobeeligibleforvacationtimeaccrualinaccordance
with the eligibility requirements and parttime vacation tiers outlined below.9 Eligibility is reviewed each
Januarybasedontheprioryearshourspaid,orinthecaseofthoseemployedlessthanayear,basedonthe
prior6fullcalendarmonths.
o Associateswithonefullcalendaryearofserviceareeligibletoaccruevacationinthecurrentcalendar
yeariftheywerepaidfor1040hoursinthepriorcalendaryear.
o Associates with less than one full calendar year of service are eligible to accrue vacation in the
remainingmonthsofthecurrentcalendaryeariftheywerepaidforatleast520hoursinthepriorfull
6calendarmonths.
EARNINGPARTTIMEVACATION
Qualified parttime associates will accrue vacation as per the following schedule on a daily basis in which the
associateiseligibleforaccrual,subjecttoapplicablelaw.Theaccrualrateisbasedontheassociatesadjusted
servicedate.Associatesmustbeinanactivestatusontheaccrualawarddateinordertoreceiveanaccrual,
subjecttoapplicablelaw.

AparttimeexemptassociatesStandardHours(assignedbasedonexpectationsforthejob)areusedtodeterminethat
associatesvacationaccrualrate,evenifactualhoursworkeddifferfromhis/herStandardHours.Therefore,forthepurposes
ofthispolicy,hourspaidforaparttimeexemptassociatearebasedontheassociatesStandardHours.(Forexample,a
parttime exempt associate whos assigned Standard Hours are 20 hours per week during a full calendar year, would be
eligibleforvacationaccrualinthesubsequentcalendaryear.)
9

71

TIME AWAY
PartTime Vacation (continued)
PartTimeVacationAccrualSchedule
ServicePeriod

DailyAccrualRate**

MaximumAnnualVacationHours

Aftersixfullcalendarmonths
ofemployment

0.055

20

CalendarYears1*thru4

0.115

42

CalendarYears5thru9

0.132

48

CalendarYears10andup

0.148

54

*CalendarYear1isthefirstcalendaryearaftersixfullcalendarmonthsofemployment.
**Awardeddailytoeligibleassociates.

Aparttimeassociatewhotransitionstotemporarystatuswillceaseearningparttimevacationbeginningwith
theireffectivedateoftemporarystatus.Existingaccruedbutunusedparttimevacationmaycontinuetobeused
butmustbeusedbytheendofthecalendaryearinwhichitwasaccrued,unlesscarryoverisexpresslyrequired
byapplicablelaw.
Vacationhourearningwillbesuspendedinthecaseofaleaveofabsencesubjecttoapplicablelaw.
RehiresshouldcontactHumanResourcesformoreinformationaboutanyvacationtimeaccrualuponrehirewithin
thesamecalendaryearofanypriorseparation.
USINGPARTTIMEVACATION
Vacationtimehourscanbeuseduptoamaximumofeight(8)hoursinadayforexemptassociatesanduptoa
maximumoften(10)hoursinadayfornonexemptassociatesbasedontheassociatesregularworkschedule.
Associatesarestronglydiscouragedfromtakingvacationtimeinadvanceofthetimehavingbeenaccrued,and
managementreservestherighttodenysuchrequestsinaccordancewithcompanypolicy.Inaddition,thetotal
vacationhourstakenmaynotexceedthetotalnumbertobeaccruedinthecalendaryear.Tofurthercompliance
with company policies and effectively manage the companys time away programs, upper level management
approval (i.e., the associates direct supervisor and the manager of the associates direct supervisor) will be
requiredforanyrequestsforpaidtimeawaywheretheassociatedoesnothavethetimeavailabletotakeasof
therequesteddates.
72

TIME AWAY
PartTime Vacation (continued)
Notwithstanding the Companys discouraging associates taking vacation time in advance of accruing it, to the
extentanassociatehasanegativevacationbalanceattheendofthecalendaryear,theCompanyreservesthe
righttousethepositivebalanceinanothertimeawaycategory,suchasfloatingholidaysifapplicable,tooffset
the negative vacation balance; to carry over the negative vacation balance to the subsequent calendar year;
and/ortorequiretheassociatetoreimbursethecompanyforanysuchoverpaymentorauthorizethecompany
todeductanysuchoverpaymentfromtheassociatessubsequentpay,includingtheassociatesfinalpaycheck,
subjecttoapplicablelaw.
Toschedulevacation,associatesshouldrequestadvanceapprovalfortimeofffromtheirsupervisorsthroughthe
companysonlineEmployeeSelfServicesystem.Associatesarerequiredtoobtainappropriateapprovalfrom
their supervisor in advance of taking vacation time. Requests will be reviewed based on a number of factors,
includingbusinessneedsandstaffingrequirements.TheCompanyreservestherighttodeclinerequestsaswell
astoscheduleand/orrequireassociatestotakevacationtimeattimesdesignatedbytheCompany.
Asareminder,vacationbalancesreflectedintheCompanyssystemandonpaychecksaresubjecttochangeand
updating as time away requests are approved, submitted, and entered into the online Employee Self Service
system.
PAYINGPARTTIMEVACATION
Foreligiblenonexemptassociates,vacationtimehourswillbepaidattheassociatesHourlyRate1whichcanbe
foundintheEmployeeSelfServiceonlinesystem(asofthedateofthevacationtime).Exemptassociateswillbe
paidbasedontheirregularsalaryinaccordancewithapplicablelaw.

Vacation time pay does not include overtime or any special forms of compensation such as incentives,
commissions,bonuses,orshiftdifferentials.Vacationtimehoursdonotconstitutehoursworkedandwillnotbe
countedashoursworkedforthepurposesofcalculatingovertime.Subjecttoapplicablelaw,paymentinlieuof
vacationtimeshallnotbeprovided.
Anassociateonanextendedabsenceforillnessorinjuryisexpectedtoapplyforanyotheravailablecompensation
and benefits, such as Workers Compensation. Accrued vacation time will be applied by the Company to
supplement any payments that an associate is eligible to receive from Company provided disability insurance
programs and state disability insurance, subject to applicable law. The combination of any such disability
paymentsandvacationtimebenefitsshallnot,however,exceedtheassociatesordinaryweeklyearnings.

73

TIME AWAY
PartTime Vacation (continued)
TREATMENTOFPARTTIMEVACATIONUPONYEARENDANDTERMINATION
Unlessstateorotherapplicablelawrequirescarryoverofaccruedbutunusedvacationtimefromonecalendar
yeartothenext,theCompanydoesnotpermitcarryoverofaccruedbutunusedvacationtimefromonecalendar
yeartothenext.Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermustallow
carryoverofaccruedbutunusedvacationtimefromonecalendaryeartothenextonlyifrequiredbypolicyor
agreement,thentheCompanyspolicyshallbeconstruednottoallowcarryoverofaccruedbutunusedvacation
timefromonecalendaryeartothe next.Where carryoverofaccruedbut unusedvacationtimeisexpressly
requiredbylaw,vacationtimeaccruedwillnotbeforfeitedandvacationaccrualwillceasewhenthemaximum
accrualcapisreachedandwillnotresumeunlessanduntiltheaccrualbalancedropsbelowthecap.
Unless state or other applicable law expressly prohibits forfeiture of accrued but unused vacation time, the
Company does not pay out accrued but unused vacation time upon termination of employment (whether
voluntaryorinvoluntary).Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermust
pay out accrued but unused vacation time upon termination of employment only if required by policy or
agreement,thentheCompanyspolicyshallbeconstruednottopayoutaccruedbutunusedvacationtimeupon
separationofemployment.AnyquestionsregardingthispolicyshouldbedirectedtoHumanResources.
Examples:

AssociateA,hiredJanuary12,2013,willbereviewedforeligibilityinAugust2013.IfAssociateAwaspaidfor
500hoursfromFebruary1throughJuly31,2013,500hoursisbelowthenumberofhoursrequiredforaccrual
in2013.ThereforeAssociateAwouldnotaccruevacationhoursforthe2013calendaryear.

AssociateB,hiredJanuary12,2013,willbereviewedforeligibilityinAugust2013.IfAssociateBwaspaidfor
520hoursfromFebruary1,throughJuly31,2013,theassociatehasmettherequirednumberofhoursfor
vacationaccrualforapplicablemonthsin2013.ThereforeAssociateBwouldstartaccruingatthedailyrate
of0.055hoursbeginningAugust1,2013,fortheremainderofthe2013calendaryear.

AssociateC,hiredMay15,2012,hasbeenpaidfor640hoursfromJune1throughNovember30,2012,and
hasmettherequirednumberofhoursforvacationaccrualforapplicablemonthsin2012.Therefore,effective
December1,2012,AssociateCwouldaccruevacationatadailyrateof0.055hoursfortheremainderof2012.
Theassociatewould bereviewedagainforeligibilityin January 2013,based onhoursworkedfromJuly 1
throughDecember31,2012.Iftheassociateagainmeetstherequirednumberofhourshe/shewouldaccrue
vacationatthedailyrateof0.115hoursin2013(CalendarYear1).

AssociateD,hiredJune15,2012,hasbeenpaidfor800hoursfromJuly1,2012,throughDecember31,2012,
andhasmettherequirednumberofhoursforvacationaccrualbeginningJanuary1,2013,atthedailyrateof
0.115hours.AssociateDwouldnotaccrueanyvacationtimein2012.
74

TIME AWAY
Sick Time
SICKTIMEELIGIBILITY
Onlyregularfulltimeassociatesareeligibletoreceivesicktime,subjecttoapplicablelaw.Temporaryandpart
timeassociatesarenoteligibletoreceivesicktime,subjecttoapplicablelaw.Foranyrequiredcityorstatespecific
sicktimebenefitspleasevisitthePoliciesandProceduresCity/StateSpecificPoliciessectionoftheCompanys
internal associate website located at www.advantagesolutions.net, and contact Human Resources with any
questions.
SICKTIMEAWARDS
Newlyhired,regularfulltimeassociatesbecomeeligibletoreceivesicktimeupontheconclusionof90daysof
service,exceptasotherwiserequiredbylaw.
SickTimeHoursAwardSchedule
Sicktimeisawardedtoeligibleassociatesaccordingtothefollowingschedule,subjectto
applicablelaw:
InitialCalendarYear*

SubsequentCalendarYear

SickTimeAward(UponConclusionof
90DaysofService)

SickTimeAward
(i.e.,Year2andbeyond)

40Hours

40Hours

*InitialCalendarYearisconsideredtheyearinwhichtheassociatesemploymentbegins.

IntheirInitialCalendarYearofemployment,associateswillbeawardedtheirfullSickTimeAward(per
theaboveschedule)uponcompletionof90daysofservice,subjecttoapplicablelaw.Associateswho
havecompletedtheirInitialCalendarYearofemploymentwillbeawardedtheirfullSubsequentCalendar
Yearsicktimehoursaward(pertheaboveschedule)attheconclusionofthefirstfullpayperiodinJanuary
followingtheirhiredate,withtheexceptionofthosehiredinOctoberthroughDecember.Thosehired
from October through December will be awarded their full Subsequent Calendar Year sick time hours
award(pertheaboveschedule)attheconclusionofthefirstfullpayperiodfollowingtheirfirst90days
ofemployment;andwillthenreceivetheirfullsicktimehoursattheconclusionofthefirstfullpayperiod
in Januaryinsubsequent yearsofemployment.A parttimeregularassociate orparttime orfulltime
temporaryassociate,whotransitionstoregularfulltimestatusandwhohascompletedorsubsequently
completes90daysofemployment,willbecomeeligibletoreceivefulltimesicktimehoursfollowingthe
lateroftheassociatescompletionofthe90dayintroductoryperiodorthecommencementofhis/her
fulltimestatus.Theawardrateisbasedontheaboveschedule.
75

TIME AWAY
Sick Time (continued)
Afulltimeassociatewhotransitionstoparttimeortemporarystatuswillnolongerbeeligibleforsick
timeawardsbeginningwiththeireffectivedateofparttimestatus,subjecttoapplicablelaw.Existing
accruedbutunusedsicktimemaycontinuetobeusedbutmustbeusedbytheendofthecalendaryear
inwhichitwasaccrued,unlesscarryoverisexpresslyrequiredbyapplicablelaw.
RehiresshouldcontactHumanResourcesformoreinformationaboutanysicktimeawardeduponrehire
withinthesamecalendaryearofanypriorseparation.
USINGSICKTIME
Sick time hours can be used up to a maximum of eight (8) hours in a day for exempt associates and up to a
maximumoften(10)hoursinadayfornonexemptassociatesbasedontheassociatesregularworkschedule.
Sicktimemaybeusedfortheassociatesownpersonalillness,visitstohealthcareproviders,ortocarefora
family member as defined under the Federal Family and Medical Leave Act (FMLA) or for reasons otherwise
providedbyapplicablelaw.(AssociatesshouldrefertotheCompanysFMLApolicytolearnmoreaboutwhen
qualifyingpaidtimeoff,includingsicktime,mayormustbeappliedduringanFMLAleave.)
Whenpossible,associatesshouldnotifytheirsupervisorinadvanceoftheirneedtouseavailablesicktime,such
asforscheduledappointments,andrequestapprovalfortimeofffromtheirsupervisorsthroughthecompanys
onlineEmployeeSelfServicesystem.Requestswillbereviewedbasedonanumberoffactors,includingbusiness
needs and staffing requirements. The Company reserves the right to decline requests as well as to schedule
and/orrequireassociatestotakesicktimeattimesdesignatedbytheCompany,subjecttoapplicablelaw.
Associateswhohaveanunexpectedneedtousesicktimeareexpectedtonotifytheirdirectsupervisoratleast
one(1)hourbeforetheirordinarystarttime,barringatrueemergencyinwhichcasetheassociateisexpectedto
notifytheirsupervisorassoonaspossiblethereafter.Theassociatesdirectsupervisormustalsobecontactedon
eachadditionaldayofunexpectedsicktime.Adoctorsstatementmayberequestedbythecompanyafterthree
(3) days of consecutive sick time. Associates should only provide medical information to Human Resources,
notifying his/her supervisor only as to whom the information was sent and when. (Any medical information
provided will be maintained confidentially with any associate medical records, separate from the associates
employmentrecords.)
Asareminder,sicktimebalancesreflectedinCompanyssystemandonpaychecksaresubjecttochangeand
updating as time away requests are approved, submitted, and entered into the online Employee Self Service
system.
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TIME AWAY
Sick Time (continued)
PAYINGSICKTIME
Foreligiblenonexemptassociates,sicktimehourswillbepaidattheassociatesHourlyRate1whichcanbefound
intheEmployeeSelfServiceonlinesystem(asofthedateofthesicktime).Exemptassociateswillbepaidbased
ontheirregularsalaryinaccordancewithapplicablelaw.
Sicktimepaydoesnotincludeovertimeoranyspecialformsofcompensationsuchasincentives,commissions,
bonuses,orshiftdifferentials.Sicktimehoursdonotconstitutehoursworkedandwillnotbecountedashours
workedforthepurposesofcalculatingovertime.Subjecttoapplicablelaw,paymentinlieuofsicktimeshallnot
beprovided.
Anassociateonanextendedabsenceforillnessorinjuryisexpectedtoapplyforanyotheravailablecompensation
and benefits, such as Workers Compensation. Sick time will be applied by the Company to supplement any
paymentsthatanassociateiseligibletoreceivefromtheCompanyprovideddisabilityinsuranceprogramsand
statedisabilityinsurance,subjecttoapplicablelaw.Thecombinationofanysuchdisabilitypaymentsandsick
timebenefitsshallnot,however,exceedtheassociatesordinaryweeklyearnings.
TREATMENTOFSICKTIMEUPONYEARENDANDTERMINATION
Unlessstateorotherapplicablelawrequirescarryoverofaccruedbutunusedsicktimefromonecalendaryear
tothenext,theCompanydoesnotpermitcarryoverofaccruedbutunusedsicktimefromonecalendaryearto
thenext.Bywayofclarification,ifastateorotherapplicablelawprovidesthatanemployermustallowcarryover
ofaccruedbutunusedsicktimefromonecalendaryeartothenextonlyifrequiredbypolicyoragreement,then
theCompanyspolicyshallbeconstruednottoallowcarryoverofaccruedbutunusedsicktimefromonecalendar
yeartothenext.Wherecarryoverofawardedbutunusedsicktimeisexpresslyrequiredbylaw,sicktimeaccrued
willnotbeforfeitedandadditionalsicktimehourswillbeawardedtotheassociateinthesubsequentcalendar
yearonlyuptothemaximumcalendaryearaward,subjecttoapplicablelaw.
Unlessstateorotherapplicablelawexpresslyprohibitsforfeitureofaccruedbutunusedsicktime,theCompany
does not pay out accrued but unused sick time upon termination of employment (whether voluntary or
involuntary).Bywayofclarification,ifastateorotherapplicablelaw
provides that an employer must pay out accrued but unused sick time (as applicable) upon termination of
employmentonlyifrequiredbypolicyoragreement,thentheCompanyspolicyshallbeconstruednottopay
outaccruedbutunusedsicktimeuponseparationofemployment.
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TIME AWAY
Sick Time (continued)
BENEFITSPROVIDEDUNDERSTATEORLOCALLAW
Totheextentthatsickand/orsafetimebenefitsexpresslyrequiredunderstateorlocallawexceedthatwhich
company policy appears to provide, the company will comply with any such requirements to the extent it is
requiredtodoso(includingwithoutlimitationrequirementspertainingtoaccrualeligibility,accrualrates,ability
tocarryoveraccruedbutunusedtime,andpayoutofaccruedbutunusedtimeuponseparationofemployment)

78

TIME AWAY
Leave of Absence

The Company recognizes that associates may occasionally need time off from work in the form of a leave of
absence.Requestsforallleavesofabsenceshallbemadebytheassociatetohis/herimmediatesupervisorand
theCompanysLeaveofAbsenceandAccommodationAdministrator(L&AAdministrator)andwillbesubjectto
theapprovalprocessindeterminingeligibility.ThedeterminationofFMLeligibilityandtheapprovalprocesswill
beadministeredbytheCompanysL&AAdministrator.
Associatesmaybeeligibleforvarioustypesofleavesofabsenceasoutlinedinthissection.Eligibilityrequirements
mustbemetinorderfortheleaveofabsencetobegranted.Thefollowingisalistofsomeofthetypesofleave
thatmaybemadeavailable.

FamilyandMedicalLeave(FML)
WorkersCompensationLeave
StateMandatedLeaves(whereapplicable)
DisabilityLeave
DisabilityDuetoPregnancy,ChildbirthorRelatedCondition
Military
Jury/WitnessDuty
Bereavement
ParentalLeaveforSchoolVisits
DomesticViolence

GuidelinesAssociatedwithLeavesofAbsence

LeavesofabsencewillbeadministeredpursuanttoapplicableStateandFederalleavelawsandCompany
policies and procedures, including but not limited to those communicated by the Companys L&A
Administrator.

Leaves of absence will be subject to a maximum allowable amount of time off and may not extend
indefinitely.

Someleavesofabsencemaybeeligibleforintermittentleaveorreducedscheduleleave.

Anassociatemaynotengageinotheremploymentwhileonleaveofabsencewithoutexpressedwritten
permissionfromHumanResources.Doingsomaysubjecttheassociatetoterminationofemployment.

79

TIME AWAY
Leave of Absence (continued)

ForleavesotherthanFML,associatesmustprovidereasonable,advancenoticeofthedesiretotakea
leaveofabsenceincircumstanceswheretheneedforsuchleaveisforeseeable.Allrequestsforleavesof
absencemustbeapprovedbytheCompanysL&AAdministrator.

Associates requesting leave must complete the proper documentation prior to the start of the leave;
formsanddocumentationrequirementsmaybeobtainedfromtheCompanysL&AAdministratororthe
associatesSupervisorand/orHumanResources.

Associatesrequestingreturnfromleaveand/orextensionofleavemustcompletetherequiredrequest
formspriortoreturn/extension.

Associatesmayberequiredtoprovidemedicalcertificationtobeeligibleforleave.

Insomecases,associatesmustcontactHumanResourcestoprovideregularupdatesonthestatusofthe
leave.

Themaximumamountoftimeinsurancebenefitsmaycoverisoutlinedbelow. Ifanapplicablefederal,
stateorlocallawismoregenerousthanthebelow,theCompanywillcomplywithsuchlawtotheextent
itisrequiredtodoso.

DuringFMLAleave:throughthelastdayofthemonthinthemonthwhichFMLAendsunlessan
associateremainsonapprovedleavefollowingconclusionofFMLAleave(Seebulletsbelow.)
Duringleaveduetooccupationalinjury/workerscompensationleave:throughthelastdayof
the6thfullmonthfromthedateyoubeganthisleave.
Duringanyothertypeofemployerapprovedorlegallyrequiredleave:throughthelastdayof
the6thfullmonthfromthedateyoubeganthisleave.However,ifsuchleavebegins
immediatelyafteraFMLAoroccupationalinjuryleaveends,andyouhavealreadycontinuedin
grouphealthplancoverageasanactiveparticipantforthemaximumtimeframeof6months,
youwillnotbeeligibletocontinuetodosoforanypartofsuchotherleave.

Eligibleassociateswillneedtocontinuetopaytheirportionofthepremiumsinatimelyfashiontoremain
eligible.

Wherepermittedbylaw,associateswillberequiredtouseanyandalloftheiraccrued,unusedvacation
and/orsickleave(ifapplicable)duringleaveofabsence.

Vacationandsickleavewillnotaccruewhileanassociateisonleave.
80

TIME AWAY
Leave of Absence (continued)

SomeleavesmaybeeligiblefortheCompanysShortTermDisabilityBenefitProgrampaymentprovided
atnocosttoeligibleassociates.ShouldaleaveextendpasttheShortTermDisabilitycoveredperiod,an
associatemaybeeligibleforLongTermDisabilityBenefits.

Instateswherestateprovideddisabilityprogramsareoffered,associatesmaybeeligibleand/orrequired
toapplyforStateDisabilitybenefits.

Uponreturnfromleave,associatesmaybereturnedtotheirpreviouspositionoracomparableposition
maybemadeavailable.TheCompanywillholdopentheassociatespositiontotheextentrequiredby
applicablelaw.

Reinstatementfromleavemaynotbeguaranteedincertaincircumstances.

Medicalcertificationfromtreatinghealthcareprovider(s)mayberequiredasaconditionofanassociates
returnfromleave.

Failuretoreturntoworkwhenaleaveexpiresorwhenleaveisotherwiseunauthorizedmaybeconsidered
avoluntaryresignationoftheassociatesemploymentfromtheCompany.

Anyfalsificationofreason(s)forobtaininganapprovedleaveofabsencemaysubjecttheassociateto
terminationfromemployment.

Iftheassociatedoesnotreturntoworkuponexpirationofleaveortheassociatebecomesineligiblefor
regular health coverage benefits the associate may be eligible for continued health coverage under
COBRA.

Leavesofabsence mayalterthe timingoftheassociatesregularlyscheduledperformanceevaluation

dependingontheextentoftheleave.

TheCompanyLeaveofAbsencepolicyisnotlimitedtotheinformationcontainedinthisdocument.Thisdocument
issolelymeanttoprovideyouwithasummaryoftheguidelinesundertheCompanyleavesofabsencepolicies.
ConsultyourimmediatesupervisororHumanResourcesforspecificdetails.
Associatesareentitledtofurtherinformationuponrequest.TheCompanyrecognizesthatleavesaresubjectnot
onlytoCompanypolicy,butnumerousStateandFederallaws.TheCompanyadherestoguidelinessetforthby
federalandstategovernmentsregardingleavesofabsenceadministration,whichmayvaryfromstatetostate.

81

TIME AWAY
Family Medical Leave

TheFamilyandMedicalLeaveAct(includingamendmentstotheFMLA)(collectivelyFMLA)provideseligible
associateswithupto12workweeksofunpaidleaveforcertainfamilyandmedicalreasonsduringa12month
periodand/orbecauseofaqualifyingexigencyarisingoutofthefactthatafamilymemberisacoveredmilitary
member called to covered active duty in the U.S. Armed Forces. In addition, an eligible associate may be
entitledupto26weeksofunpaidFMLAleavetocareforcertainfamilymemberswhoareconsideredcovered
servicemembersin the U.S. ArmedForces (asdefined below). DuringanFMLAleave,aneligibleassociateis
entitledtocontinuegrouphealthplancoverageasiftheassociatehadcontinuedtowork.Attheconclusionof
theFMLAleave,subjecttosomeexceptions,anassociatehasarighttoreturntothesameortoanequivalent
position.
Youmayalsohaverightstofamilyleaveunderstatelaw.Nothinginthispolicylimitsyourrightsunderstate
law.IfyourleavequalifiesasleaveundertheFMLAandstatelaw,thentheleavewillbecountedunderboth
statutesandrunconcurrently.Inallcases,youwillhavethebenefitofthemostgenerousleavestatute,subject
toeligibilityrequirements.Forquestionsoncoordinationofleavebenefitsand/oranyapplicablestateleave
laws,pleasecontacttheCompanysL&AAdministrator.
A. AssociateEligibilityCriteria
TobeeligibleforFMLAleave,anassociatemusthavebeenemployedbytheCompanyforthepurposesofthis
policyregardingleaveundertheFMLA:
1. foratleast12months(whichneednotbeconsecutive,butemploymentpriortoacontinuousbreakin
serviceof7yearsormorewillnotbecountedexceptincertaincircumstances);
2. foratleast1250hoursduringthe12monthperiodimmediatelyprecedingthecommencementofthe
leave;and
3. ataworksite(a)with50ormoreassociates;or(b)where50ormoreassociatesarelocatedwithin75
milesoftheworksite.

B. EventsWhichMayEntitleanAssociatetoFMLALeave
FMLAleavemaybetakenforanyone,orforacombinationof,thefollowingreasons:
1. thebirthoftheassociateschildortocareforthenewbornchild;
2. theplacementofachildwiththeassociateforadoptionorfostercareortocareforthenewlyplaced
child;

82

TIME AWAY
Family Medical Leave (continued)
3. tocarefortheassociatesspouse,child(includingachildforwhomtheassociatestandsinlocoparentis,
i.e.,someonewholegallystandsinplaceofaparent)orparent(whichdoesnotincludeinlawsbutdoes
includepersonswhostandinlocoparentis)withaserioushealthcondition;
4. theassociatesownserioushealthconditionthatmakestheassociateunabletoperformoneormoreof
theessentialfunctionsofhisorherjob;
5. qualifyingexigentcircumstances(oraqualifyingexigency)arisingoutofthefactthattheassociates
spouse, son, daughter or parent is a covered military member on covered active duty (a/k/a
qualifyingexigencyleave)(seebelowforcircumstanceswhichconstituteaqualifyingexigency);and/or
6. tocareforacoveredservicememberoftheUnitedStatesArmedForces(includingamemberofthe
NationalGuardorReserves)withaseriousinjuryorillnessiftheassociateisthespouse,child,parent,
ornextofkinofthecoveredservicemember(a/k/amilitarycaregiverleave).
ForpurposesoftheFMLA,aserioushealth conditionisanillness,injury,impairment, orphysicalormental
conditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcare
providerforaconditionthateitherpreventstheassociatefromperformingthefunctionsoftheassociatesjob,
orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.
Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityof
morethan3consecutivefullcalendardayscombinedwith:(1)atleasttwovisitstoahealthcareproviderwithin
30days,thefirstofwhichmustoccurwithin7daysofthefirstdayofincapacity;(2)oronevisitandaregimenof
continuing treatment; (3) or incapacity due to pregnancy; (4) or incapacity due to a chronic condition. Other
treatmentsmayalsomeetthedefinitionofcontinuingtreatment.
For purposes of this policy, phrases such as serious health condition, qualifying exigency, next of kin,
coveredservicemember,coveredmilitarymember,seriousinjuryorillness,andcoveredactivedutyare
termsofartdefinedingovernmentalregulations.Ifyouhaveanyquestionsastowhatthesetermsmeanand/or
whethertheyapplyinyourcircumstances,pleasecontacttheCompanysL&AAdministrator.
Qualifying exigent circumstances (where the associates family member is a covered military member on
coveredactivedutyasoutlinedabove)include:(1)ShortNoticeDeployment(limitedtosevenorlesscalendar
dayspriortothedateofdeployment);(2)MilitaryEventsandRelatedActivities;(3)ChildcareandSchoolActivities;
(4)FinancialandLegalArrangements;(5)Counseling;(6)RestandRecuperation(limitedto15calendardaysof
leaveforeachinstanceofthemilitarymembersneedfortemporaryrestandrecuperationleaveuptoamaximum
of12weeksina12monthperiod);(7)PostDeploymentActivities;(8)ParentalCare;and(9)AdditionalActivities
(ifagreeduponbytheemployerandtheassociate).
83

TIME AWAY
Family Medical Leave (continued)
For additional information on what qualifying exigent circumstances include and whether they apply in your
circumstances,pleasecontacttheCompanysL&AAdministrator.
C. NoLimitationonRights
Nothing in this FMLA policy limits any associate leave rights under the Companys Military Leave Policy, in
accordancewithapplicablefederalorstatelaw.SeethatPolicyorHumanResourcesforfurtherdetails.
D. HowMuchFMLALeaveMayBeTaken
An eligible associate may take up to 12 workweeks of unpaid leave during a 12 month period for the FMLA
qualifyingreasonsdescribedinSectionB15above.However,leavetocareforanewbornorforanewlyplaced
childmustconcludewithin12monthsafterthebirthorplacementofthechild.
When both spouses are employed by the Company, they are together entitled to a combined total of 12
workweeksofFMLAleavewithinthedesignated12monthperiodforthebirth,adoptionorfostercareplacement
ofachildwiththeassociates,orforaftercareofthenewbornornewlyplacedchild.Eachspousemaybeentitled
to additional FMLA leave for other FMLA qualifying reasons, but not more than a total of 12 workweeks per
person.
Aneligibleassociatemaybeentitledtotakeupto26workweeksofunpaidmilitarycaregiverleave(SectionB6
above). Such leave is available in a single 12month period commencing on the first day of leave. Military
caregiver leave not used in the 12month period is forfeited. This leave is to be applied on a percovered
servicemember, perinjury basis. Thus, an associate may be entitled to take more than one period of 26
workweeks of leave during the course of his/her employment if the leave is to care for different covered
servicemembersortocareforthesameservicememberwithasubsequentinjuryorillness.Duringasingle12
monthperiod,theassociatemaynottakemorethanamaximumcombinedtotalof26workweeksofFMLAleave
forallpurposes,i.e.,foranyorallofthereasonsdescribedinSectionB16.Exceptformilitarycaregiverleave,
FMLAprotectedleaveisstilllimitedto12workweeksforallotherqualifyingreasons(SectionsB15).
1. The12MonthPeriod
Aneligibleassociateisentitledtoupto12workweeksofunpaidleaveduringa12monthperiodfortheFMLA
qualifyingreason(s)inSectionB15.The12monthperiodforleavesunderB15isarolling12monthperiod
measuredbackwardfromthedateanassociateusesanyFMLAleave.

84

TIME AWAY
Family Medical Leave (continued)
Withrespecttomilitarycaregiverleavetocareforacoveredservicememberwithaseriousinjuryorillness,the
methodforcalculatingthe12monthperiodisasfollows:

The12monthperiodinwhichaneligibleassociatemaytaketheFMLAmilitarycaregiverleave
describedinSectionB6iscalculatedonagoingforwardbasisstartingwiththefirstdaytheleave
istaken.

E. UseofPaidandUnpaidLeave
FMLAleaveisunpaidleave.However,ifanassociatehasaccruedpaidtimeawayunderCompanypolicy(i.e.,
vacation,sicktime,and/orfloatingholidays),theassociatemustuseanyqualifyingtimeaway(otherthanduring
a FMLA leave during which an associate is receiving shortterm disability or workers compensation pay)
concurrently with FMLA, unless otherwise allowed by applicable law, and will be paid in accordance with the
Companysregularpayrollschedule.Qualifyingpaidtimeawayistimeoffthatwouldotherwisebeavailableto
theassociateforthepurposeforwhichtheFMLAleaveistaken.Inordertousepaidvacation,sicktime,and/or
floating holidays during the FMLA leave, the associate must comply with the Companys normal time away
policies, found in the Companys Associate Handbook or on the Companys internal associate website. After
exhaustingqualifyingpaidtimeaway,theremainderoftheFMLAperiod,ifany,willbeunpaidFMLAleave.Any
vacation,sicktime,andfloatingholidaysusedforanFMLAqualifyingreasonwillbechargedagainsttheassociates
vacation, sick time, and floating holiday balances respectively and his/her entitlement to FMLA leave. The
substitutionofpaidtimeawayduringtheotherwiseunpaidFMLAleavedoesnotextendthe12or26workweek
FMLAleaveperiod.
Subject to the Companys disability insurance plan and state law requirements, associates may elect to have
accrued vacation, sick time, and/or floating holidays, on a prorata basis, supplement disability plan income
benefitswhileonFMLAleave(duringwhichanassociateisalsoeligibletoreceiveshorttermdisabilitypay).To
electtoapplyaccruedvacation,sicktime,and/orfloatingholidaystosupplementdisabilitybenefitswhileonFMLA
leave,associatesmustcompleteandsubmittothePayrollDepartmentaFMLARequesttoApplyAccruedTime
form.

85

TIME AWAY
Family Medical Leave (continued)
F. IntermittentorReducedWorkScheduleLeave
Intermittentleaveisleavetakeninseparateblocksoftime.Areducedworkscheduleleaveisaschedulethat
reducesanassociatesusualnumberofhoursperworkweekorhoursperworkday.
1. Leavetocareforanewbornorforanewlyplacedchildmustbetakenallatonceandmaynotbetaken
intermittentlyoronareducedworkschedule;
2. Leaveduetoanassociatesownserioushealthcondition,tocareforanassociatesspouse,childor
parentwithaserioushealthcondition,ortocareforaservicememberrelativewithaseriousinjuryor
illness,maybetakenallatonceor,wheremedicallynecessary,intermittentlyoronareducedwork
schedule;
3. Leavebecauseofaqualifyingexigency(asdefinedaboveandintheapplicableregulations)maybe
takenallatonceoronanintermittentorreducedworkschedule.
Ifanassociatetakesleaveintermittentlyoronareducedworkschedulebasisforaplannedmedicaltreatmentfor
hisorherownseriousillness,theassociatemustmakeareasonableefforttoschedulethetreatmentsoasto
accommodatetheCompanysneedsandnotdisruptundulytheCompanysoperations.Whenanassociatetakes
intermittent or reduced work schedule leave for foreseeable planned medical treatment, the Company may
temporarily transfer the associate to an alternative position with equivalent pay and benefits for which the
associateisqualifiedandwhichbetteraccommodatesrecurringperiodsofleave.
G. FMLALeaveProcedure
1. AssociateRequests
AnassociateshouldrequestFMLAleavebycontactingtheCompanysL&AAdministrator.Contactinformation
fortheL&AAdministratorcanbeobtainedfromyoursupervisor,HumanResources,ortheLeaveofAbsence
policyinformationontheCompanysinternalassociatewebsite.Within5businessdays(absentextenuating
circumstances)ofbeingmadeawareoftheassociatesneedforsuchleave,theCompanysL&AAdministrator
willprovidetheassociatewithaNoticeofEligibilityandRightsandResponsibilitiesForm,alongwithan
appropriateCertificationFormtocompleteandsubmitbacktotheL&AAdministratorsothatyourrequestfor
FMLAleavecanbeevaluated.(SeeSectionH.)

86

TIME AWAY
Family Medical Leave (continued)
Whenleaveisforeseeableforchildbirthorplacementofachild,orforplannedmedicaltreatmentduetothe
serioushealthconditionofanassociateorfamilymemberorduetoacoveredservicemembersseriousinjuryor
illness,theassociatemustprovidetheCompanywithatleast30daysadvancenotice,orsuchshorternoticeasis
practicable(i.e.,thesamedayiftheassociatebecomesawareoftheneedforleaveduringworkhoursorthenext
businessdayiftheassociatebecomesawareoftheneedforleaveafterworkhours).Wheretheneedforleave
wasforeseeablebuttheassociatefailedtoprovide30daysadvancenotice,theassociatemaybeaskedtosubmit
anexplanationinwritingfortheomission.
Whenleaveisforeseeableduetoaqualifyingexigency(inconnectionwithacoveredmilitarymemberbeingon
coveredactiveduty),theassociatemustprovideasmuchnoticeasispracticable(i.e.,within1or2businessdays
oflearningoftheneedfortheleave),regardlessofhowfarinadvancesuchleaveisforeseeable.
Whenthetimingoftheleaveisnotforeseeable,theassociatemustprovidetheCompanywithnoticeoftheneed
forleaveassoonaspracticable(i.e.,within1or2businessdaysoflearningoftheneedfortheleave).
An associate must comply with the Companys usual procedures for callingin and requesting leave (e.g.,
contactingtheL&AAdministrator),exceptwhenunusualcircumstancesexist(e.g.,whentheassociateorfamily
memberneedsemergencymedicaltreatment).
2. NoticeofEligibilityandDesignationofLeaveProcedure
The L&A Administrator will notify the associate requesting leave whether s/he is eligible for FMLA leave (see
NoticeofEligibilityandRightsandResponsibilitiesform).Iftheassociateiseligible,thenoticewillindicateany
additionalinformationrequiredand describetheassociatesrightsandresponsibilities.Iftheassociateisnot
eligible,theL&AAdministratorwillprovideareasonfortheineligibility.
Upon provision of sufficient information, the L&A Administrator will notify the associate that leave has been
designatedasFMLAleaveandtheamountofleavetobecountedagainsttheassociatesleaveentitlement(see
DesignationNoticeform).TheL&AAdministratorwillalsonotifytheassociateiftheleaveisnotdesignatedas
FMLAleaveduetoinsufficientinformationoranonqualifyingreason.TheL&AAdministratormayprovisionally
designatetheassociatesleave,attheoutset,asFMLAleave,subjecttosubmissionofsufficientinformation.If
theassociatehasnotnotifiedtheL&AAdministratorofthereasonfortheleave,andtheassociatedesiresthat
leavebecountedasFMLAleave,theassociatemustnotifytheL&AAdministratorwithin2businessdaysofthe
associatesreturntoworkthattheleavewasforanFMLAreason.

87

TIME AWAY
Family Medical Leave (continued)
H. RequiredCertifications
AnassociatewillberequiredtosubmitaCertificationFormfromahealthcareprovidertosupportarequestfor
FMLAleavefortheassociatesorafamilymembersserioushealthcondition,orforaservicememberrelatives
seriousinjuryorillness.Similarly,whereleaveisrequestedbecauseofexigentcircumstancesarisingfromthe
associatesspouse,son,daughterorparentsbeingoncoveredactiveduty,theassociatewillneedtosubmita
completedCertificationForm.MedicalCertificationandExigentCircumstancesFormsareavailablefromtheL&A
AdministratorandHumanResources.Associateshave15daysfromreceipttoreturntheCertificationFormto
the L&A Administrator. It is the associates obligation to have his/her healthcare provider provide sufficient
information for the L&A Administrator to determine if the leave may qualify for FMLA protection and the
anticipated timing and duration of the leave. Following review of the FMLAleave request by the L&A
Administrator,aDesignationNoticewillbeissuedand,amongotherthings,willindicatethataFitnessforDuty
Certificationwillberequiredfortheassociatesreleasetoworkincludinganassessmentoftheassociatesability
toperformessentialjobfunctionswithorwithoutareasonableaccommodation.
IftheMedicalCertificationorExigentCircumstancesLeaveFormisincomplete,ambiguous,orinsufficient,the
L&AAdministratorwilladvisetheassociateinwritingastowhatadditionalinformationisneededandwillgive
theassociateadditionaltime(notlessthansevencalendardays)tocompleteandreturntheform.Iftheassociate
notifiestheL&AAdministratorwithinthe7daycalendarperiodthat,despitediligent,goodfaitheffortsonhis/her
part,s/hewasunabletoobtaintheadditionalinformation,theassociatewillbeaffordedareasonableperiodof
additionaltimetoresubmittheCertification.
1. RecertificationsandUpdates
TheCompany(throughtheL&AAdministrator)mayrequiretheassociatetosubmitsubsequentrecertifications
dependingonthedurationstatedintheCertification,butnotmorefrequentlythanevery30days,exceptunder
certaincircumstancesprovidedbylaw.
TheCompanymayalsorequestarecertificationeverysixmonthsinconnectionwithanabsencebythe
associateduetoamedicalcondition(forexample,intheeventofanintermittentorreducedscheduleFMLA
leaveforalifetimecondition).
DuringFMLAleave,theassociatemustprovidetheCompany(throughtheassociatesimmediatesupervisoror
HumanResources)andtheL&AAdministratorwithperiodicreportsregardingtheassociatesstatusandintentto
returntowork.

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TIME AWAY
Family Medical Leave (continued)
Iftheassociatesanticipatedreturntoworkdatechangesanditbecomesnecessaryfortheassociatetotakemore
or less leave than originally anticipated, the associate must provide the Company (through the associates
immediate supervisor or Human Resources) and the L&A Administrator with reasonable notice (i.e., within 2
businessdays)oftheassociateschangedcircumstancesandnewreturntoworkdate.
IftheassociategivestheCompany(throughtheassociatesimmediatesupervisororHumanResources)noticeof
theassociatesintentnottoreturntowork,theassociatewillbeconsideredtohavevoluntarilyresigned.
2.ContactingAssociatesHealthcareProvider
TheCompanysHumanResourcesDepartmentortheL&AAdministratormaycontactanassociateshealthcare
providerdirectlytogetclarificationandauthenticationofamedicalcertification.Ifanassociatechoosesnotto
provide the Company with a HIPAAauthorized release allowing the Company to clarify the Certification with
his/herhealthcareprovider,andtheassociatedoesnototherwiseclarifytheCertification,theEmployermaydeny
FMLAleaveiftheCertificationisunclear.Inaddition,theCompanymayrequiretheassociatetoobtainasecond
opinionbyanindependentCompanydesignatedproviderattheCompanysexpense.Iftheinitialandsecond
Certificationsdiffer,theCompanymay,atitsexpense,requiretheassociatetoobtainathird,finalandbinding
Certificationfromajointlyselectedhealthcareprovider.
The Company reserves the right to obtain other documentation in accordance with law to substantiate an
associatesrequestforleave.
3.FitnessforDutyCertifications
Before the associate returns to work from FMLA leave for the associates own serious health condition, the
associate will be required to submit to Human Resources a fitness for duty certification from the associates
healthcareprovider,withrespecttotheconditionforwhichtheleavewastaken,statingthattheassociateisable
toresumeworkandaddressingtheassociatesabilitytoperformtheessentialfunctionsofthejobwithorwithout
areasonableaccommodation.
AnassociatesfailuretocomplywiththeCompanysleavepolicies/procedures,includingthoserelatedtoFMLA
leaverequests,canresultinthedelayordenialoftheassociatesrequestforleave,includingFMLAleave,andmay
subjecttheassociatetodisciplineuptoandincludingdischargeforanunauthorizedabsenceinconformitywith
the Companys policies and practices. Failure to provide the Company with the required Fitness for Duty
CertificationcanresultindenialofrestatementuntiltheCertification(ifany)isreceived.Ifthecertificationisnot
received,anunauthorizedabsencemayjeopardizetheassociatesemployment.
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TIME AWAY
Family Medical Leave (continued)
I.MaintenanceofHealthBenefits
DuringFMLAleave,anassociateisentitledtocontinuedgrouphealthplancoverageunderthesameconditions
asiftheassociatehadcontinuedtowork.
TotheextentthatanassociatesFMLAleaveispaid,theassociatesportionofhealthinsurancepremiumswillbe
deductedfromtheassociatespay.FortheportionofFMLAleavethatisunpaid,theassociatesportionofhealth
insurancepremiumsmaybe:

paidinaccordancewiththeCompanysrulesforleavewithoutpay;and/or
asagreedtobytheCompanyandtheassociate.

Iftheassociatespaymentofhealthinsurancepremiumsismorethan30dayslate,theCompanymaydiscontinue
healthinsurancecoverageuponnoticetotheassociate.
ExceptasrequiredbyCOBRA,theCompanysobligationtomaintainhealthbenefitsduringanFMLAleaveceases
ifandwhen:
1. TheemploymentrelationshipwouldhaveterminatediftheassociatehadnottakenFMLAleave;or
2. AnassociateinformstheCompanyofhis/herintentnottoreturnfromleave(includingbeforestarting
theleaveiftheemployerissoinformedbeforetheleavestarts);or
3. Theassociatefailstoreturnfromleaveorcontinuesonleaveafterexhaustinghis/herFMLAleave
entitlementinthe12monthperiod.

90

TIME AWAY
Family Medical Leave (continued)
J.ReturnfromFMLALeave
UponreturnfromFMLAleave,theCompanywillplacetheassociateinthesamepositiontheassociateheldbefore
theleaveoranequivalentpositionwithequivalentpay,benefitsandotheremploymentterms,subjecttothe
limitationsregardingreinstatementlistedbelow.
WhilethetakingofFMLAleavedoesnotresultinthelossofanyemploymentbenefitaccruedpriortothedate
onwhichtheleavecommences,theCompanydoesnotallowanassociateonFMLAleavetoaccrueanyadditional
benefitsduringtheleave,subjecttoanyapplicablelaws.Thesebenefitsincludetimeaway(suchasvacation)
accruedundercompanypolicy.
1. LimitationsonReinstatement
Anassociateisentitledtoreinstatementonlyifhe/shewouldhavecontinuedtobeemployedhadFMLAleave
notbeentaken.Thus,anassociateisnotentitledtoreinstatementif,becauseofalayoff,reductioninforceor
otherreason,theassociatewouldnotbeemployedatthetimejobrestorationissought.
TheCompanyreservestherighttodenyreinstatementtosalaried,eligibleassociateswhoareamongthehighest
paid10percentoftheCompanysassociatesemployedwithin75milesoftheworksite(keyassociates)ifsuch
denialisnecessarytopreventsubstantialandgrievouseconomicinjurytotheCompanysoperations.
2. NeedforReasonableAccommodationFollowingFMLALeave
Following the conclusion of an FMLA leave for the associates serious health condition, if the associate is still
preventedfromperformingtheessentialfunctionsofhis/herpositionduetowhattheassociatebelievesishis/her
owndisability,theassociateisencouragedtoseekareasonableaccommodationfromtheCompany.Torequest
areasonableaccommodationattheconclusionofanFMLAleave(oratanyothertimeduringemploymentwith
theCompany),associates(andtheirhealthcareproviders,asneeded)shouldnotifytheL&AAdministratoror
completeandsubmittheReasonableAccommodationRequestForms,whichcanbeobtainedfromthePolices&
ProcedurespageonAdvantageConnects(theCompanysassociatewebsite),throughHumanResources,orby
callingtheL&AAdministratorat8884590794.

91

TIME AWAY
Family Medical Leave (continued)
K.FailuretoReturntoWorkFollowingFMLALeave
IftheassociatedoesnotreturntoworkfollowingtheconclusionofFMLAleave,anddoesnotrequestaleave
extension and/or fails to satisfy the Companys requirements for an extension of leave, the associate will be
consideredtohavevoluntarilyresigned.TheCompanymayrecoverhealthinsurancepremiumsthatitpaidon
behalfoftheassociateduringanyunpaidFMLAleaveexceptthattheCompanysshareofsuchpremiumsmaynot
berecoverediftheassociatefails
to return to work because of: (i) the associates or a family members serious health condition; (ii) a
servicememberrelativesseriousinjuryorillness;or(iii)othercircumstancesbeyondtheassociatescontrol.In
such cases, the Company may require the associate to provide medical Certification of the associates, or the
familymembers,serioushealthcondition,ortheservicememberrelativesseriousinjuryorillness,oroftheother
circumstances.

AdditionalInformation
ForfurtherinformationorclarificationaboutFMLAleave,pleasecontactHumanResources.

92

TIME AWAY
Wellness Leave
Purpose
A leave of absence is available to many associates of the Company under the Family Medical Leave Act (or
comparablestatelaw)foravarietyofcoveredreasons,suchasanassociatesownserioushealthconditionorto
careforafamilymemberwithaserioushealthcondition.However,theCompanyrecognizesthatsomeassociates
maybeineligibleforsuchleavebecausetheyhavenotmettheserviceand/orhoursrequirements.Wevalueour
associatesandrecognizetheirneedtobalancetheirworkresponsibilitiesandpersonalcircumstancespertaining
totheirownhealthorthatoftheirfamilymembers,evenwhereassociateshavenotsatisfiedtheFMLAsservice
orhoursrequirements(i.e.,12monthsofserviceand1250hoursofworkintheprior12monthsofservice).By
offeringtheleaveofabsenceoutlinedinthispolicy(WellnessLeave),wehopethatweareprovidingassociates
anothermeanstoachieveworklifebalance.
These guidelines are not meant to set forth the requirements for any other absence covered under any of the
CompanysotherpoliciesortomodifyanyotherrequirementssetforthintheCompanyspolicies.
EligibilityRequirements
Associatesmustsatisfyallofthecriteriasetforthbelowtobeeligibleforaleaveofabsenceunderthispolicy.
1. Associatemusthavecompletedtheirinitial90dayintroductoryperiodofemploymentwiththeCompany.
2. Associatemusthavecompletedlessthan12monthsofservicewiththeCompanyand/orworkedlessthan
1250hoursintheprior12monthsofservicewiththeCompany.
3. Associate must first apply with the Companys Third Party Leave Administrator for a leave of absence
under the federal Family & Medical Leave Act or comparable state law (collectively, FMLA) prior to
requestinganunpaidWellnessLeave.
a. IftheassociateiseligibleforFMLAthenhe/shewillnotbeeligibleforWellnessLeave.
b. IftheassociateisnoteligibleforFMLAbecausehe/shehasnotmettheserviceorhoursrequirements
(e.g.,12monthsofserviceand1250hoursofworkintheprior12monthsofservice),theThirdParty
LeaveAdministratorwilldeterminewhethertheassociatequalifiesforaWellnessLeaveunderthe
termsofthispolicy.
4. Associatemustnothaveexhaustedthemaximumleaveallowanceunderthispolicy(i.e.,8weeks)inthe
3yearsprecedingthestartdateoftheleave(inclusiveofanybreakinservice.)

93

TIME AWAY
Wellness Leave (continued)
QUALIFYINGLEAVEREASONS
Thereasonfortheassociatesleavemustbeoneofthequalifyingreasonssummarizedbelow,whichwillbe
evaluatedbytheCompanysThirdPartyLeaveAdministrator.
1. Birthandcareofassociatesnewbornwithinoneyearofbirth,orplacementforadoptionorfostercare
ofachildwithassociatewithinoneyearofplacement;
2. Careofassociatesownserioushealthcondition*whichmakestheassociateunabletoperformoneor
moreoftheessentialfunctionsofhisorherjob.(Seebelowfordefinitionofserioushealthcondition.)
3. Care of associates immediate family member (spouse, child, or parent) who has a serious health
condition*.
*Forthepurposesofthispolicy,aserioushealthconditionisanillness,injury,impairment,orphysical
or mental condition that involves either an overnight stay in a medical care facility, or continuing
treatment**byahealthcareproviderforaconditionthateitherpreventstheassociatefromperforming
thefunctionsoftheassociatesjob,orpreventsthequalifiedfamilymemberfromparticipatinginschool
orotherdailyactivities.
**Thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmorethan3consecutive
fullcalendardayscombinedwith:(1)atleasttwovisitstoahealthcareproviderwithin30days,thefirst
ofwhichmustoccurwithin7daysofthefirstdayofincapacity;(2)oronevisitandaregimenofcontinuing
treatment; (3) or incapacity due to pregnancy; (4) or incapacity due to a chronic condition. Other
treatmentsmayalsomeetthedefinitionofcontinuingtreatment.
4. Qualifyingexigentcircumstancesarisingoutofthefactthattheassociatesspouse,son,daughteror
parent is a covered military member on covered active duty (a/k/a qualifying exigency leave).
Qualifyingexigentcircumstancesforthefamilymemberofacoveredmilitarymemberoncoveredactive
dutyinclude:(1)ShortNoticeDeployment(limitedtosevenorlesscalendardayspriortothedateof
deployment);(2)MilitaryEventsandRelatedActivities;(3)ChildcareandSchoolActivities;(4)Financial
andLegalArrangements;(5)Counseling;(6)RestandRecuperation(limitedto5daysofleaveforeach
instanceofthemilitarymembersneedfortemporaryrestandrecuperationleaveuptoamaximumof
12weeksina12monthperiod);(7)PostDeploymentActivities;and(8)AdditionalActivities(ifagreed
upon by the employer and the associate). For additional information on what qualifying exigent
circumstances include and whether they apply in your circumstances, please contact the Human
ResourcesDepartmentortheThirdPartyLeaveAdministrator.

94

TIME AWAY
Wellness Leave (continued)
5. Military caregiver leave to care for a covered service member of the United States Armed Forces
(includingamemberoftheNationalGuardorReserves)withaseriousinjuryorillnessiftheassociate
isthespouse,child,parent,ornextofkinofthecoveredservicemember.
NOTE:Phrasessuchasserioushealthcondition,qualifyingexigency,nextofkin,coveredservice
member,coveredmilitarymember,seriousinjuryorillness,andcoveredactivedutyaretermsof
artdefinedingovernmentalregulationspertainingtotheFMLA.Thispolicyisnotintendednordoesit
mirror the FMLA; however, the FMLA and its interpretive regulations are relied upon in defining such
termsofartreferencedinthispolicyintheinterestofutilizingaconsistentandestablishedstandard.If
youhaveanyquestionsastowhatthesetermsmeanand/orwhethertheyapplyinyourcircumstances,
pleasecontactHumanResourcesortheThirdPartyLeaveAdministrator.
LeaveAllowance
1. Associatesmaybegrantedamaximumbenefitofatotalofeight(8)weeksofWellnessLeaveinarolling
three(3)yearperiod.(Theeightweeksdoesnothavetobetakeninthecourseofasingleleaveperiod.)
2. AllWellnessLeavetimewillbetrackedanddecrementedinone(1)workdayincrements,toamaximum
of8weeks10andnottoexceed8weeksinarollingthreeyearcalendar.
3. WellnessLeavewillbeanunpaidleaveofabsence,excepttotheextenttheassociateiseither(a)receiving
shorttermdisabilitybenefitsduringtheleaveperiod;and/or(b)applyingaccruedbutunusedvacation
time,sicktime,and/orfloatingholidaysduringtheWellnessLeave.
4. At the time that you meet the service requirements to be eligible for leave under the FMLA or a
comparablestateleave,youwillnolongerbepermittedtoapplyortakealeaveundertheWellnessLeave
policy.
5. WellnessLeaveisnotofferedonanintermittentorreducedworkschedulebasis.
6. WellnessLeavewillrunconcurrentwithanystatutoryleaves.

WellnessLeavetimeisappliedinfullworkweekincrements,uptoamaximumof8weeks,whereaworkweekisdefinedbytheCompanysTimekeeping

Policy.Forexample,forbothfulltimeandparttimeassociates,ifyouareabsentduetoanapprovedWellnessLeavefromMonday,August1through
Wednesday,August10,twoweeksofWellnessLeavewillbedeductedfromthetotalnumberofweeksofWellnessLeaveavailable,leaving6weeksof
WellnessLeaveavailabletotakeintherolling3yearperiod(subjecttothetermsofthispolicy).

95

TIME AWAY
Wellness Leave (continued)
BenefitImpact
1. AssociatesonWellnessLeavewillnotaccruepaidvacationduringtheunpaidleaveperiod.
2. CompanyholidaysarenotpaidduringaWellnessLeave.
3. Ifanassociatehasaccruedpaidvacation,sicktime,and/orfloatingholidays,he/shemustapplyanysuch
paidtimeatthestartofaWellnessLeaveuntilallsuchpaidtimeisexhausted.Totheextentanassociate
isreceivingshorttermdisabilitypayments,accruedpaidtimeoffwillbeappliedonlytotheunpaidportion
oftheWellnessLeave.
4. Anyhealthbenefitsinwhichtheassociateisparticipatingwillremainineffectastheywerepriortothe
startofaWellnessLeaveandtheassociatewillberesponsibleforpayingorreimbursingthecompanyfor
his/herportionofthepremium(s)whileonaleaveofabsence.(SeeAdvantageBenefitsWrapAround
PlanDocumentandSummaryPlanformoreinformation).

EmploymentStatus
1. IfanassociateisgrantedaWellnessLeaveforanylengthoftimeuptothe8weekmaximumandhe/she
doesnotreturntoworkattheendoftheapprovedleave,he/shewillbeconsideredtohavevoluntarily
resignedfromtheCompany,subjecttoapplicablelaw.
2. UponreturnfromWellnessleave(butnolaterthanthefirstbusinessdayafterthelastdayoftheapproved
leaveperiod),theCompanywillplacetheassociateinthesamepositiontheassociateheldbeforethe
leaveoranequivalentpositionwithequivalentpay,benefitsandotheremploymenttermsandconditions.
a. Anassociateisentitledtoreinstatementonlyifhe/shewouldhavecontinuedtobeemployedhad
Wellnessleavenotbeentaken.Thus,anassociateisnotentitledtoreinstatementif,becauseofa
layoff,reductioninforceorotherlegitimatebusinessreason,theassociatewouldnotbeemployed
atthetimejobrestorationissought.
LeaveRequestProcess
1. TheassociatemustapplyforaleavewiththeCompanysThirdPartyLeaveAdministratorandcomplete
andsubmit(and/orhavehis/herhealthcareprovidercompleteandsubmit)allrequiredpaperwork.
2. TheThirdPartyLeaveAdministerwilldeterminetheassociatesleaveeligibilitybasedonapplicablelaw
andCompanypolicies.
3. TheCompanysThirdPartyLeaveAdministratorwillcommunicateitsdecisiontotheassociateandthe
appropriateCompanyLeaveAdministrator.
96

TIME AWAY
Bereavement Leave

Associatesmayexperiencetheneedtotaketimeoffduetothedeathofanimmediatefamilymember.Associates
who wish to take time off due to these circumstances should notify their supervisor immediately of their
bereavementrequest.
The Company defines immediate family as the associates spouse, exspouse, children, stepchildren,
grandchildren, parents, parentsinlaw, stepparents, stepparentsinlaw, grandparents, grandparentsinlaw,
siblings,siblingsinlawandlegallyrecognized/registereddomesticpartners.However,thecompanyrecognizes
anassociatemayalsoexperiencealossofapersonnotcoveredunderthedefinitionofimmediatefamilymember,
andmaygranttheassociatebereavementleaveforsuchlosswithVPapproval.
TheCompanywillprovideuptothree(3)daysofpaidbereavementleavetoregularfulltimeassociates,subject
toapplicablelaw.
Ifadditionaltimeisneeded,associatesmay,withtheirsupervisorsapproval,useanyavailableaccruedvacation
hoursforadditionaltimeoffasnecessary.
Bereavementleaveisnotpaidduringpaidorunpaidleavesofabsence(including,butnotlimitedto,shortterm
disabilityorfamilyandmedicalleave)subjecttoapplicablelaw.
Bereavementpayiscalculatedbasedontheassociatesbasepayrateatthetimeofabsence.

97

TIME AWAY
Military Leave

Amilitaryleaveofabsencewillbegranted toassociateswhoareabsentfromworkbecauseofservicein the

UnitedStatesuniformedservicesinaccordancewiththeUniformedServicesEmploymentandReemployment
RightsAct(USERRA).Advancenoticeofmilitaryserviceisrequired,unlessmilitarynecessitypreventssuchnotice
oritisotherwiseimpossibleorunreasonable.
Theleavewillbeunpaid.However,associatesmayuseanyavailablepaidtimeofffortheabsence.
ContinuationofhealthinsurancebenefitsisavailableasrequiredbyUSERRAbasedonthelengthoftheleaveand
subjecttotheterms,conditionsandlimitationsoftheapplicableplansforwhichtheassociateisotherwiseeligible.
Vacationhourswillonlyaccrueduringamilitaryleaveofabsenceasrequiredbylaw.Associatesonmilitaryleave
forupto30daysarerequiredtoreturntoworkforthefirstregularlyscheduledshiftaftertheendofservice,
allowingreasonabletraveltime.Associatesonlongermilitaryleavemustapplyforreinstatementinaccordance
withUSERRAandallapplicablestatelaws.
Associatesreturningfrommilitaryleavewillbeplacedinthepositiontheywouldhaveattainedhadtheyremained
continuously employed or a comparable one depending on the length of military service in accordance with
USERRA.Theywillbetreatedasthoughtheywerecontinuouslyemployedforpurposesofdeterminingbenefits
basedonlengthofservice.
ContactHumanResourcesformoreinformationorquestionsaboutmilitaryleave.

98

TIME AWAY
Jury Duty

TheCompanyencouragesassociatestofulfilltheircivicresponsibilitiesbyservingjurydutywhenrequired.
Afteroneyearservice,theCompanywillgrantpaidtimeoffforjurydutyservicetoallfulltimeregular
associatesforamaximumof10consecutiveworkingdayspercalendaryearattheirregularbasepayrate,
subjecttoapplicablelaw.Temporaryandparttimeassociatesarenoteligibletoreceivepaidtimeoffforjury
dutyservice,subjecttoapplicablelaw.
AssociatesmustgivetheCompanyreasonableadvancenoticeoftheirobligationtoserve.Furthermore,itisthe
responsibility of the associate to submit written documentation showing his/her jury duty attendance to the
associatessupervisoraftercompletionofeachjurydutyservicedate.
Theassociateshouldcontinuetoreportforworkonthosedaysorpartsofdayswhenexcusedfromjurydutyor
whenjurydutydoesnotconflictwithhis/herworkschedule.

Witness Duty

TheCompanyencouragesassociatestoappearincourtforwitnessdutywhensubpoenaedtodoso.
IfassociateshavebeensubpoenaedorotherwiserequestedtotestifyaswitnessesbytheCompany,theywill
receivepaidtimeofffortheentireperiodofwitnessduty.
Associateswillbegrantedunpaidtimeofftoappearincourtasawitnesswhenrequestedbyapartyotherthan
theCompany.Associatesarefreetouseanyavailablepaidleavebenefit(suchasaccruedvacationhours)to
receivecompensationfortheperiodofthisabsence.
Thesubpoenashouldbeshowntotheassociatessupervisorimmediatelyafteritisreceivedsothatoperating
requirements can be adjusted, where necessary, to accommodate the associates absence. The associate is
expectedtoreportforworkwheneverthecourtschedulepermits.

99

TIME AWAY
Parental Leave for School Visits

TheCompanyrecognizesthevalueofparentalinvolvementinchildrenseducation.Forthisreason,theCompany
provides associates who are parents, guardians, or custodians of children in licensed day care facilities or
kindergartenthroughgrade12unpaidtimeoffforthepurposeofschoolvisits.Parentalleaveforschoolvisits
allowsassociatestoparticipateinactivitiessponsored,approved,orsupervisedbytheschoolordaycaresuchas
parent/teacherconferencesorfieldtrips.
Associates may request parental leave for school visits within any calendar year. There is no set limit to the
number of unpaid hours an eligible associate can take off work for required school conferences involving the
possiblesuspensionorexpulsionofachildfromschool.Associatesmustprovidetheirimmediatesupervisors
reasonableadvancenoticeoftheneedforparentalleaveforschoolvisits.Uponreturnfromtheleave,associates
mustprovidedocumentationtotheirsupervisorfromtheschoolverifyingthedateandtimeofthevisit.Contact
HumanResourcesformoreinformationorquestionsaboutandrequestsforparentalleaveforschoolvisits.

Time Off to Vote

TheCompanyencouragesassociatestofulfilltheircivicresponsibilitiesbyparticipatinginelections.Generally,
associatesareabletofindtimetovoteeitherbeforeoraftertheirregularworkschedule.Ifassociatesareunable
tovoteinanelectionduringtheirnonworkinghours,TheCompanywillgrantuptotwo(2)hoursofpaidtimeoff
tovote,subjecttoapplicablelaw.
Associatesshouldrequesttimeofftovotefromtheirsupervisoratleasttwo(2)workingdayspriortotheelection
day.Advancenoticeisrequiredsothatthenecessarytimeoffcanbescheduledatthebeginningorendofthe
workshift;whicheverprovidestheleastdisruptiontothenormalworkschedule.
Associatesmustsubmita votersreceipttotheirsupervisoron thefirstworkingdayfollowingtheelectionto
qualifyforpaidtimeoff.

100

TIME AWAY
Occupational Injury and Illness

TheCompanyseekstoreduceoccupationalinjuriesandillnessesthroughitsfocusonworkplacesafety.Through
avarietyofproactivemeasures,theCompany:
1. Seekstopreventaccidentsandothersituationsthatleadtoworkplaceinjuriesorillnesses.
2. Fostersefficientcasemanagementoffiledclaims
3. Endeavorstoreturnassociatestoworkassoonaspossiblewheretheyareabletodoso.
Occupationalaccidents,injuriesand/orillnesses,nomatterhowminor,mustbereportedbytheassociatetothe
Company within 24 hours through the Companys Workers Compensation Department by calling 1888900
4276. In addition, within 72 hours of the reported injury or illness, the associates supervisor must promptly
completeanIncidentInvestigationReportForm,locatedontheCompanysinternalassociatewebsite.
AssociatesareencouragedtoreviewtheCompanysTimeAwaypoliciestobetterunderstandwhatothertypesofpaid
timeawaymaybeprovidedasamatterofcompanypolicy(e.g.,vacation,sicktime,andfloatingholidays)and/orleaves
of absence (under state or federal law or company policy) that may concurrently apply to any absence due to a
workplaceinjuryorillness.
TheCompanyiscommittedtoworkingtogetherwithitsassociatestoenablethosewhohaveincurredaworkplace
injuryorillnesstoreturntoworkintheirpreinjury/illnessposition.Subjecttobusinessneeds,applicablelaw,andany
restrictionstheassociatemayhave,theCompanymayplaceanassociateinanalternativepositionuponhis/herreturn
towork.Ifanassociateisunabletoperformhis/herpreinjury/illnessjoboranalternativejob,withorwithoutan
accommodation, the associates employment may be subject to separation, as permitted by law. Associates who
believe they may need an accommodation to perform their job duties following a workplace injury/illness are also
encouraged to review the Companys Reasonable Accommodation Policy and/or contact the Companys
Accommodation Administrator at 8884590794 to learn more about the process for requesting a reasonable
accommodationandtosubmitsuchasrequestforreviewbytheCompanyasappropriate.

101

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Associate Conduct and Work Rules Policy

Like any business, the Company is committed to operating and maintaining a work environment built on
professionalism,respect,andsafety.ThenatureoftheCompanysbusinessmakesthisaparticularlyimportant
objective.Accordingly,associatesareexpectedtotreatoneanother;aswellasclients,customers,andvendors
(including their associates) (collectively Business Partners); and members of the public with respect and
integrity; and to exercise sound judgment and professionalism in carrying out their job responsibilities and
otherwiserepresentingtheCompany,itsclients,andcustomers.Workrulesaregenerallyintendedtoapplyto
associateconductduringworkingtime,atbusinessorworkrelatedevents,whilerepresentingthecompany,and
whenoncompanyorBusinessPartnerproperty.However,theremaybeoccasionswhereconductoutsideofthe
workplace is determined by the Company to be jobrelated and to impact an associates ability to effectively
performhis/herjobdutiesorrepresenttheCompany,itsclients,andcustomers;inthoseinstances,theCompany
reservestherighttoconsidersuchconductunacceptableundercompanypolicy.
AlthoughtherearedifferentlevelsofdisciplineatourCompany,disciplinemaybeginatanystepand/orcertain
stepsmayberepeatedorbypassed,dependingontheseverityandnatureoftheinfractionandtheassociates
work and disciplinary record. However, associates are reminded that employment with the Company is at
will. Accordingly, the Company reserves the right to take any type of disciplinary action, up to and including
termination, at any time with or without notice or cause as deemed appropriate by the
Company. Notwithstanding, when the Company determines it is necessary to take some form of disciplinary
action,theCompanyiscommittedtodoingsoinamannerthatisfairandintendedtoeffectivelyaddressthe
performanceand/orconductissue,whilealsoconsistentwiththeCompanysbusinessinterests.
It is not practical to provide an exhaustive list of situations that would be considered unacceptable conduct.
However,thelistbelowisintendedtoprovideexamplesofsome,butnotall,formsofunacceptableconductand
toserveasaguidelineforassociatestohelpthemunderstandCompanyexpectationsasitrelatestoprofessional
andacceptableworkrelatedconduct.Thelistdoesnot,however,restateexpectationsstatedelsewherewithin
theCompanyspolices.Accordingly,associatesareremindedtofamiliarizethemselveswithallCompanypolicies
(including the Code of Business Conduct and Ethics) to ensure they clearly understand and comply with the
organizations expectations for them as associates. As always, associates should raise questions regarding
Companypolicies,standards,valuesandexpectationsusingthevariouschannelsoftheCompanysOpenDoor
Policy.

102

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Associate Conduct and Work Rules Policy (continued)
Followingareexamplesofunacceptableconduct(subjecttoapplicablelaw):

FalsificationoforprovidingmisleadinginformationinCompanyorBusinessPartnerrecords

Theftorunauthorizedremoval,use,possession,ordistributionofCompanyorBusinessPartnerproperty
(includingwithoutlimitationequipment,supplies,technology,andsoftware)orthepropertyofitsortheir
associatesorvisitors

Negligence,failuretotakereasonablestepstosafeguard,orintentionalconductleadingtolossordamage
ofCompanyorBusinessPartnerownedproperty.

Performinganotherassociatesjobdutiesorallowinganotherindividualtoperformonesownjobduties
(exceptasaCompanyauthorizedreasonableaccommodationorasdirectedbymanagement)

Failuretocooperatepromptlyandhonestlyinalegitimateandlawfulworkplaceinquiryorinvestigation.
(Foravoidanceofdoubt,associatesareonlyexpectedtoprovidetruthfulandaccurateinformationduring
aworkplaceinquiryorinvestigation.)

RetaliationagainstanindividualforreportingagoodfaithcomplaintabouttheCompanyoremployment
withtheCompany;fortruthfullyparticipatinginaworkplaceinquiryorinvestigationconductedbyoron
behalf of the Company or a government agency/entity, or for exercising ones rights under Company
policyorlaw

FightingonCompanyorBusinessPartnerpropertyatanytime,orfightingatanylocationonCompany
time

Abusive, threatening, coercive, or demeaning verbal, physical or visual conduct towards an associate,
BusinessPartner,visitor,ormemberofthepublic

Anytypeof"bullying"ormaliciousbehaviortowardsanassociate,BusinessPartner,visitor,ormember
ofthepublic

Making vulgar, obscene, threatening, intimidating, or harassing statements about the Company, its
associates,orBusinessPartners

103

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Associate Conduct and Work Rules Policy (continued)

Filming, videotaping, or otherwise recording workrelated activities which discloses or displays (a)
Company proprietary information or client/customer information (such as marketing plans, business
strategies, client/customer lists, pricing information, product and services information, research and
development activities, and company financials information, and any other trade secrets or other
proprietaryinformationrelatingtoproducts,services,processes,knowhow,designs,formulas,computer
programs,technologies,systems,anddatabases)withoutauthorizationoftherelevantdivisionalleader;
or(b)CompanyassociatesorconfidentialCompanyassociateinformation(suchasmedicalinformation,
date of birth, social security number, and other personally identifiable information) without express
writtenauthorizationoftheassociate(s);or(2)publicationofanysuchinformationwithouttheapplicable
authorization.

Violationofhealthorsafetyrules

Smokinginprohibitedareas

Possessionofdangerousorunauthorizedmaterials,suchasexplosives,weaponsorfirearmsonCompany
orBusinessPartnerpremises

GamblingonCompanyorBusinessPartnerpremises,oratanylocationonCompanytime.

Failure to effectively notify ones supervisor (or appropriate management team member if ones
supervisorisnotavailable)ofonesinabilitytomeetperformanceexpectations

Failure to promptly reply to businessrelated inquiries received from ones supervisor or other
managementteammember;supportdepartments(suchastheHR,IT,StrategicSourcing,Finance,and
LegalDepartments);orBusinessPartnersinthemannerrequested.(Apromptreplyiswithinoneworkday
of message delivery, unless there is an expressed need for a more urgent reply or a later reply is
consideredacceptable.)

Deliberatedisregardfororfailuretocarryoutlegitimateandlawfulworkassignmentsandinstructions

MisuseorabuseofCompanytime

Failure to adhere to legitimate and lawful client/customer business requirements which apply to an
associate while he/she is performing services for a client/customer in connection with his/her
employmentwiththeCompany
104

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Associate Conduct and Work Rules Policy (continued)

Associatesbeingunauthorizedbyassignedclient/customertoperformservicesfortheclient/customer;
orassociatesfailuretonotifytheCompanyofanysuchclient/customerrestriction.

Violation of Company policies and work rules including, without limitation, those set forth on the
CompanyintranetsitewhereCompanyPolicies(suchastheAssociateHandbookandtheCodeofBusiness
ConductandEthics)canbefound;andteamspecificpolicies.(Foravoidanceofdoubt,whereateam
specific policy and Companypolicy appear to conflict and cannot be reconciled, Company policy will
governanassociatesemployment.)

Unsatisfactoryperformance(includingwithoutlimitationfailuretosatisfythejobdutiessetforthinones
jobdescriptionorasotherwisecommunicatedbyonessupervisorormanagement)

Havingbeenconvictedof,orpleadedguiltyornocontestornolocontendereto,anyjobrelatedcriminal
offense(whichshallbedeterminedbyavarietyoffactorsincluding,withoutlimitation,natureandgravity
oftheoffense;timesinceconvictionorcompletionofsentence/plea;andnatureofonesposition);or
failuretonotifytheCompanyofanysuchconvictionorplea

OtherjobrelatedconductreasonablydeterminedbytheCompanytobeunacceptable,unprofessional,a
reflectionofpoorjudgment,orunlawful

This policy is not intended to nor should it be construed to limit an associates ability to provide constructive
feedbackaboutordiscusshis/herworkplaceorworkingconditionsortodeclinetofollowaninstructionbelieved
in good faith to be contrary to Company policy or applicable law. However, if an associate has workrelated
concernsorreasontoquestiontheproprietyofaworkrelatedinstruction,theassociateisexpectedtopromptly
reporthis/herconcernstohis/hermanagementteam,HumanResources,ortheCompanysEthicsLinesothe
concernscanbepromptlyreviewedandaddressedasappropriate.Further,associatesarealwaysencouragedto
usetheCompanysOpenDoorPolicytoraiseconcernsabouttheirworkplaceorworkenvironment.

105

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Background Check Policy

TheCompanyreservestherighttoconductjobrelatedpreemploymentorposthirebackgroundchecksfor
reasonsincluding,butnotlimitedto,thenatureoftheapplicant/associatesjobresponsibilitiesandbusiness
andlegalrequirements.Backgroundcheckswillbeconductedinaccordancewithapplicablelaw,includingbut
notlimitedtoanydisclosureandauthorizationrequirements;andinformationobtainedfromthebackground
checkprocesswillbeevaluatedonanindividualized,jobrelatedbasisandusedonlyasneededforlegitimate
businesspurposes.

TYPESOFBACKGROUNDCHECKS
FollowingareexamplesofthetypeofinformationtheCompanymaycollect(eitherdirectlyorthroughan
authorizedthirdpartyvendor)whentheinformationisdeemedtobejobrelatedorlegallyrequired.
Socialsecuritynumberverification
Employmentverification
Criminalhistory
Personalreferences
Professionalreferences
Educationverification
Motorvehiclerecords
Credithistory
Debarment

Althoughnotanexclusivelist,backgroundchecksmaybeobtainedunderthefollowingcircumstances:
Preemploymentbasedonjobduties(includingbutnotlimitedtoclient,customer,orotherthirdparty
requirements);
Posthirebasedonemploymentchanges(includingbutnotlimitedtochangesincompanypolicy,
position,jobresponsibilities,and/orclient/customerrequirements)
Posthirereasonablesuspicion(arisingoutofcircumstanceswhichleadtheCompanytobelievethatthe
individualposesarisktothesafetyorsecurityoftheCompany;itsassociates,clientsorcustomers;or
thepublic;includingbutnotlimitedtoreportedactsofviolenceortheft)
Posthirefollowup(suchaswhereemploymentorcontinuingemploymentwasconditionedon
resolutionofjobrelatedmattersstillpendingwhenthebackgroundcheckwasconducted)

IMPACTOFBACKGROUNDCHECKS
PreEmployment Checks. If the Company determines that an applicant or associate (if already hired) has not
satisfied the background check requirements specific to his/her application/position, the individuals offer of
employment will be withdrawn or employment will be terminated (if already hired). (Individuals may still be
eligibleforotherpositions,dependingonvarietyoffactors,andarewelcometoapplyforpositionforwhichthey
believetheymaybequalified.Pleaseseethenextsectionforadditionaldetails.)
106

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Background Check Policy (continued)

PostHire Checks. If an associate is required to submit to a posthire background check, an unsatisfactory

backgroundcheck,asdeterminedbytherequirementsoftherelevantposition,willresultintheassociatenot
beingeligibleforhis/herexistingposition(ifthecheckwasconductedinconnectionwiththecurrentposition)or
new position (if the check was conducted in connection with a new role). In addition, the associate whose
backgroundcheckresultsareunsatisfactorymayalsobeineligibleforcontinuingemploymentwiththeCompany,
eveniftheassociatevoluntarilysubmittedtothebackgroundcheck.Ineligibilityforongoingemploymentwill
dependonavarietyoffactors.Forexample,iftheresultsdisqualifiedtheassociatefromanotherposition,the
jobrelatednessofthebackgroundcheckresultstotheassociatescurrentpositionwouldbetakenintoaccount
bythecompany;iftheresultsdisqualifiedtheassociatefromhis/hercurrentposition,thejobrelatednessofthe
backgroundcheckresultstoanyavailablealternativepositionswouldlikewisebeconsideredbythecompany.

EligibilityforReApplication/FutureHire.Whereabackgroundcheckresultsinanindividualnotbeingeligiblefor
employmentorcontinuingemployment,theindividualmayapplyandbereconsideredforfutureemployment;
provided that an individual must wait at least six (6) months from his/her prior application/employment
determination date to be considered for the same position or positions with comparable job duties and
requirements.(Ifanindividualsubmitsanapplicationwithinthesixmonthperiodwherehe/sheisnoteligibleto
dosoforthereasonsstatedabove,theCompanyreservestherighttonotconsiderordeclinethecandidates
application or to withdraw an offer already extended or terminate employment (if already hired) for those
reasons.) Further, individuals are reminded that a future background check may result in the individuals
ineligibilityforother,futurepositionsbasedonthejobrelatedcriteriaandindividualizedassessmentdiscussed
inthispolicy.

Totheextentanassociateisterminatedforreasonsinadditiontothebackgroundcheckresults,includingbutnot
limitedtoworkplacemisconduct,he/shemaybeineligibleforrehirebytheCompany.

LeaveofAbsenceDuringReview.Subjecttoapplicablelaw,anassociatemaybeplacedonanondisciplinary,
administrativeleaveofabsence(withorwithoutpayattheCompanysdiscretion),untilappropriateaction,up
toandincludingterminationofemployment,isdeterminedbytheCompany.

107

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Background Check Policy (continued)

BACKGROUNDCHECKAUTHORIZATION
SeekingAuthorization.Ifandasrequiredbylaw,theCompanywillobtainwrittenauthorizationfromanapplicant
or associate (if already hired) and provide any appropriate documentation prior to conducting a background
check.Applicantsarerequiredtoreviewandsignabackgroundcheckauthorizationformuponhire,authorizing
backgroundscreeningstobeconductedbythirdpartiesandtheresultingreports(ConsumerReports)tobe
released to an authorized representative of the Company, any time prior to or during employment with the
Company.Existingassociates(ifalreadyhired)maysimilarlybeaskedtosignabackgroundcheckauthorization
form.

Refusal to Authorize. Individuals may refuse to complete or sign a background check authorization form.
However,aspermittedbylaw,anapplicantorassociatewhorefusestocompleteorsignabackgroundcheck
authorization form required as a condition of employment will not be eligible for employment or continuing
employment,asapplicable.TheCompanymay,initsdiscretion,provideanexistingassociatetheopportunityto
seekanalternativepositionifhe/sherefusestocompleteandsignanauthorizationform(suchaswherehis/her
currentposition,jobduties,orrequirementsarebeingmodified).Inthatcase,continuingemploymentwillbe
contingentontheassociatestimelyreceivingandacceptinganofferforanalternativepositionforwhichhe/she
hasmetallemploymentconditions.

Whereanexistingassociateisvoluntarilyseekingplacementinaneworadditionalpositionwhichisconditioned
onasatisfactoryscreeningresult,theassociatesrefusaltocompleteorsignaconsentformwillmakehim/her
ineligible for the new/additional position he/she is seeking; but the associate may remain in his/her current
positionifitisstillavailable.

CRIMINALBACKGROUNDCHECKS
ScopeofInquiry.TheCompanywillinquireonlyaboutconvictionsandguilty,nocontest,andnolocontendere
pleas(subjecttoapplicablelaw).Unlessexpresslyrequiredbylaw,theCompanywillnotinquireaboutarrests
whichdidnotresultinaconviction;acriminalchargewhichwaserased,dismissed,ornulled;aconvictionwhich
hasbeenexpunged,sealed,statutorilyeradicated,impoundedbytheCourt;orabsolutelypardoned;anything
pertainingtoajuvenilerecord;orothermatterswhichmaynotbeconsideredbyanemployerindetermining
employmenteligibilityasamatteroflaw.

108

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Background Check Policy (continued)

ReviewofCriminalHistory.Acriminalconvictionorpleaisnotanabsolutebartoemployment,butthe
informationprovidedmaybeconsideredbytheCompanyinitsemploymentdecisionsaspermittedbylaw.
Variousfactorsmaybeconsideredindeterminingtheimpactofacriminalconvictionorpleaononeseligibility
forneworcontinuingemploymentincludingbutnotlimitedto:natureofthejoborjobsoughtandrelevanceof
theoffensetothespecificposition;natureandgravityoftheoffense;numberofoffenses;timethathaspassed
sincetheconvictionand/orcompletionofthesentenceorplea;anyrelevantevidenceregardingrehabilitation;
whetherhiringtheapplicantorcontinuingemployment(ifalreadyhired)wouldposeanunreasonableriskto
thebusiness;andanyotherrelevantinformation,includinginformationsubmittedbythecandidate.
Dependingonthejoborjobsoughtandbywayofexampleonly,jobrelatedoffensesmayinclude,without
limitation,thosepertainingtoviolence,theft,dishonesty,drugs,offensesrelatedtominors,sexualrelated
offenses,andtrafficoffenses.

NotificationandDisputeProcess.Ifinformationreceivedinacriminalhistorybackgroundcheckmay,inwhole
orinpart,adverselyaffectanindividualseligibilityforemploymentorongoingemployment(ifalreadyhired)
withtheCompany,theindividualwillbenotifiedthathis/heremploymenteligibilitymaybeadverselyaffected
andprovidedacopyofthebackgroundcheckreportreceivedbytheCompany.(TheCompanywillalsoprovide
anyotherinformationifandasrequiredbylawincluding,butnotlimitedto,acopyoftheCompanys
BackgroundCheckpolicyandtheprocessfordisputingthereportand/orcorrectingonescriminalrecord).

TheassociateisentitledtodirectlyprovidetheCompanyanyadditionalinformationand/orexplanationwhich
theindividualbelievesmayberelevanttotheCompanysdecisionmakingprocess,whichtheCompanywillthen
reviewandtakeintoaccountinmakingtheparticularemploymenteligibilitydetermination.Inaddition,the
individualhastherighttodisputetheaccuracyorcompletenessofanyinformationcontainedinacriminal
historyreportobtainedfromathirdparty,aConsumerReportingAgency(CRA),bycontactingtheCRA.The
CompanywillprovidetheindividualinwritingaspecifictimeframetocompletesuchdisputeswiththeCRA.
TheCRAdoesnotparticipateinanyemploymentdecisionbytheCompanyandwillbeunabletoprovidean
individualwithspecificreasonsastowhytheCompanymaychoosetotakeanadverseemploymentaction.

Iftheindividualdoesnot,withinthetimeframeprovided,(i)satisfactorilyexplainhis/hercriminalhistory
record,or(ii)effectivelydisputetheaccuracyorcompletenessoftherecordprovidedbyathirdpartyina
mannerthatresultsinasatisfactorybackgroundcheck,theCompanywillproceedwiththeproposedadverse
employmentdecision(including,butnotlimited,toadecisiontonothireortoterminate).
109

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Background Check Policy (continued)

FALSIFICATION,MISREPRESENTATION,ANDOMISSIONS
TheCompanyreservestherighttowithdrawanyofferofemploymentorterminateemployment(ifalready
hired)uponconcludingthatanapplicantorassociatehasengagedinfalsification,misrepresentation,or
omissionofanymaterial,jobrelatedfactinanemploymentapplication;resume;verbalstatements;orother
information,materials,documents,orcommunicationsprovidedinconnectionwithonesapplicationfor
employmentoremployment,regardlessofwhenthediscoveryismade.
CONFIDENTIALITY
Informationobtainedthroughabackgroundcheckshallbemaintainedinaseparate,confidentialfileand
retainedinaccordancewiththeCompanysdocumentretentionproceduresandapplicablelaw.

110

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy

TheCompanyiscommittedtosafeguardingthehealthofitsassociatesandtoprovidingasafeplaceforitsassociates
towork.Therefore,itisthepolicyoftheCompanytoprovideaworkenvironmentwhichisfreefromtheuse,
manufacture,dispensation,sale,possessionordistributionofIllegalDrugs(asdefinedherein)ortheimproperuse,
sale,ordistributionoflegaldrugsoralcoholontheCompanyspremises.ItisalsothepolicyoftheCompanyto
requireallassociatestoperformtheirjobduties,eitheronorofftheCompanyspremises,withoutthepresenceof
IllegalDrugsorinappropriatelegaldrugsintheirsystemsandtoprohibitunauthorizedalcoholconsumption.
Associatesarerequiredtoabidebythetermsofthispolicy.Consequently,underthispolicy,anyassociatewhoisfound,
whileontheCompanyspremisesorwhileengagedintheperformanceofonesjobduties(onorofftheCompanys
premises)touse,beundertheinfluenceof,sell,possessordistributeIllegalDrugs(asdefinedbelow);toimproperly
use,sell,distribute,orbeundertheinfluenceoflegaldrugsoralcohol;orotherwisetohaveviolatedthispolicywillbe
subjecttodisciplinaryaction,uptoandincludingimmediateterminationofemployment.
ILLEGALDRUGS
Forthepurposesofthispolicy,IllegalDrugsincludesubstanceswhichareillegalunderanyapplicablelawandcapable
of creating or maintaining adverse effects on one's physical, emotional or mental state; as well as prescription
medicationnotprescribedfortheassociatesowncurrentpersonaltreatmentbyalicensedmedicalprofessionalto
addressaspecificphysical,emotionalormentalcondition.
AnyassociatewhoisconvictedofviolatingacriminaldrugstatuteintheworkplacemustnotifytheCompanyinwriting
withinfivecalendardaysofconviction.Anyassociatesoconvictedwillbesubjecttodisciplinaryaction,uptoand
includingterminationofemployment,subjecttoapplicablelaw.
PRESCRIPTIONDRUGSANDOVERTHECOUNTERMEDICINE
Anassociate'suseofcertainprescriptiondrugsoroverthecountermedicinecanposeasignificantrisktothesafetyof
theassociateandofothers.Itistheassociate'sresponsibilitytodetermine,withhisorherphysician,whetherthe
prescribeddrugoroverthecountermedicineislikelytoimpairhisorherabilitytosafelyandadequatelyperformhis
orherjob.AssociatesmustnotifytheirsupervisorsorHumanResourcesiftheyreasonablybelievetheirabilitytosafely
andadequatelyperformtheirjobisimpaired,includingastheresultoftheiruseofmedicallyauthorizeddrugsorover
thecountermedicines.Insuchinstances,associatesmayberequiredtoundergoamedicalexaminationtodetermine
their fitness for duty or to provide Human Resources with medical documentation certifying their fitness for duty,
subject to applicable law. Such associates may also be eligible for a leave of absence or other reasonable
accommodationandareencouragedtoreviewtheCompanysleaveandreasonableaccommodationpoliciesonthe
Companysinternalassociatewebsiteand/ortocontacttheCompanysLeaveAdministratororHumanResourcesfor
additionaldetails.

111

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy (continued)
ALCOHOL
AlcoholicbeveragesmayonlybeusedatCompanysponsoredfunctionsifexpresslyauthorizedbyamanagerof
theCompany.Onoccasionswheretheuseofalcoholisapprovedasprovidedabove,consumptionofalcohol
mustnotimpairorotherwiseinterferewithanassociatesabilityto(i)exercisegoodjudgment,(ii)complywith
Company policies, or (iii) otherwise perform ones duties and other responsibilities in a safe, effective, and
appropriate manner. Except as otherwise stated in this policy, alcoholic beverages may not be used during
workinghoursoronCompanypremises.Further,thispolicyisnotintendedtobenorshoulditbeconstruedas
permissiontooperateamotorvehicleundertheinfluenceofalcohol.
TESTING
WhattheCompanytestsfor?
TheCompanymaytestforAlcoholandoneormoreofthefollowingIllegalDrugs:Amphetamines(including
Methamphetamine, Crystal Meth), Cannabinoids (including THC, Marijuana), Cocaine, Opioids (including
Codeine, Morphine, Heroin, Oxycodone, Vicodin), Phencyclidine (PCP), Barbiturates, Benzodiazepines,
Propoxyphene, Methaqualone, and Methadone. Should other tests be required, individuals subject to such
testingwillbenotifiedinadvance.
Howtestingisconducted?
Testingwillbeconductedbythirdpartylaboratoriesusingtrainedpersonnelauthorizedtocollectsamplesand
performtestsunderapplicablestatelaw.Samplecollectionwillbedoneinaprivatesetting.Anytimespentin
connectionwiththedrugoralcoholtestingprocedurewillbeconsideredtimeworkedforassociates.Testingwill
be performed in accordance with applicable legal standards and methods. Some prescription and non
prescriptionmedicationsmaycauseapositivetestresult.Subjecttoapplicablelaw,associatesandapplicants
mayconsultwiththeassignedMedicalReviewOfficer(MRO)fortechnicalinformationregardingprescription
ornonprescriptionmedication(includingtheirpotentialimpactondrugtestingresults).Ifrequiredbystatelaw,
aMROwillreceiveandreviewthetestresults.

112

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy (continued)
Typesoftesting.
TheCompanyhasadoptedapolicyofdrugandalcoholtestingunderthefollowingcircumstances,subjecttothe
limitations and requirements of applicable law: (i) preemployment testing as mandated by the Companys
contractualobligationstoclients/customersorasotherwisedeemedappropriatebytheCompanybasedonthe
jobdutiesofagivenposition;(ii)testingofassociatesuponreasonablesuspicion;and(iii)followuptestingof
associateswhohavepreviouslytestedpositiveiftheassociateremainsemployed.Ifanapplicant'sorassociate's
initialtestresultispositive,aconfirmingtestwillbeperformed,asrequiredbyapplicablelaw.TheCompanymay
alsoconductadditionaldrugtestingofassociates(includingposthiretesting)wherepermittedbyapplicablelaw.
PreEmployment.Anyofferofemploymentforapositionwhichrequiresanassociatetohavesatisfiedadrugtest
isconditioneduponthe individualshavingtakenandpasseda drug test. (Thispreemploymentrequirement
applies to applicants newly seeking employment with the Company, as well as existing associates seeking
placementintoaneworadditionalposition[apartfromtheircurrentposition],whichrequiresassociatesholding
thepositiontohavesatisfiedadrugscreening.)Anapplicantwhosedrugtestresultsarepositiveforthepresence
ofIllegalDrugs(asdefinedherein)willnotbehired,subjecttoapplicablelaw.Totheextentanexistingassociate
testspositiveforthepresenceofIllegalDrugsinconnectionwithhis/herseekingplacementinaneworadditional
position,theassociatewillnotbeeligibleforthenew/additionalposition;he/shemayalsobeterminatedfrom
theCompany(includingfromhis/herexistingposition(s)),ifandaspermittedbylaw.Anindividualwhosedrug
testresultsarepositivemayapplyandbereconsideredforemployment(inconnectionwithaseparateposition
andapplicationprocess)six(6)monthslater.
PostHire. If permitted by law, associates may be required to satisfy a drug test during the course of their
employment based on a change in job responsibilities or a change in client or customer requirements. An
associatewhoseposthiredrugtestresultsarepositiveforthepresenceofIllegalDrugs(asdefinedherein)may
besubjecttoterminationofemployment,subjecttoapplicablelaw;however,he/shemaybereconsideredfor
employment(inconnectionwithaseparatepositionandapplicationprocess)six(6)monthslater.
ReasonableSuspicion.Ifanassociateexhibitsbehaviororperformanceproblemsorotherevidencewhichthe
Company reasonably believes indicates the associate is under the influence of Illegal Drugs or alcohol or has
improperlyusedlegaldrugsoralcohol,theassociatemayberequiredtosubmittoandpassadrugoralcoholtest
asaconditionofcontinuedemployment.

113

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy (continued)
FollowupTesting.Ifanassociatehasbeenfoundtohaveengagedintheuse,sale,possessionordistributionof
IllegalDrugsduringonesemployment;ortheimproperuse,distribution,orsaleoflegaldrugsoralcoholwhile
onCompanyspremisesorwhileengagedintheperformanceofonesjobduties,theassociatemayberequired
tosubmittoandpassfurtherdrugoralcoholtestingasaconditionofcontinuedemployment.Notwithstanding
theoccurrenceorresultsofanysuchtesting,suchconductmaybeindependentgroundsfordisciplinaryaction,
uptoandincludingterminationofemployment.
Authorizingtesting.
Applicantsandassociatesarerequiredtosignaconsentformauthorizingtheirtestresultstobereleasedtoan
authorizedrepresentativeoftheCompany.Anapplicantorassociatesfailuretosignandreturntheconsentform
willbeconsideredbytheCompanytobearefusaltosigntheform.
Applicantsmayrefusetosubmittopreemploymenttesting;however,anyapplicantwhorefusestosignaconsent
formortobetestedwillnotbehiredintoapositionwhichrequiresasatisfactorydrugtestingresultasacondition
ofemployment.Whereanexistingassociateisseekingplacementintoaneworadditionalpositionwhichrequires
a satisfactory drug test result as a condition of employment in that position, the associates refusal to sign a
consentformorrefusaltobetestedwillmakehim/herineligibleforthepositionhe/sheisseeking.
Withrespecttotestingotherthanpreemploymenttesting,associatesmayalsorefusetobetested;however,any
associatewhorefusestosignaconsentformortobetested,orwhotestspositivewillbeplacedonleave,with
orwithoutpayatthesolediscretionoftheCompany(subjecttoapplicablelaw),untilappropriatedisciplinary
action, up to and including termination of employment, is determined; or, if required by state law, pending
completion of treatment if an offer or an opportunity for treatment is accepted following an associates first
positivetest.
POSITIVETESTS
Withinfive(5)workingdaysafterreceiptofapositiveconfirmationtestresultfromthelaboratory(orasotherwise
requiredbylaw),theCompanywillinformtheassociateorjobapplicantinwritingofthepositivetestresult,the
consequencesoftheresults,andtheoptionsavailabletotheassociateorapplicant.
Applicantsand/orassociateswhotestpositivemayrequestcopiesofthetestingrecordsandreport(ifithasnot
alreadybeenprovided)andmayrequestaretestatanindependentlaboratory.

114

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy (continued)
Ifaretestwithinthetimeframedesignatedforcontestingapositiveresultyieldsanegativeresult,anapplicantwillbe
instatedandanassociatewillbereinstatedwithbackpay(assumingallotheremploymenteligibilitycriteriaaremet.)
Iftheretestconfirmsthepositivetest,thecostoftheretestwillbebornebytheapplicantorassociatesubjectto
applicablelaw;andtheapplicantorassociatewillbedeemedineligibleforemployment(subjecttoapplicablelaw)for
thegivenpositionandforthesubsequentsixthmonthperiodreferencedabove.
Applicantsandassociateswhotest(orretest)positivewillbegivenanopportunitytoexplaininconfidenceorchallenge
thepositivetesttoaMRO(providedbythethirdpartylaboratoryortheCompany).Associatesmayprovidetothe
MROinformationconcerningprescriptionandoverthecountermedicationstheyaretakingthatmayhaveaffectedthe
test.
If an applicant or associate provides an explanation to the MRO, in response to a positive test result, which is
unsatisfactory,theapplicantorassociatewillbedeemedineligibleforemployment(subjecttoapplicablelaw)forthe
givenpositionandforthesubsequentsixthmonthperiodreferencedabove.Ifasatisfactoryexplanationisprovided
to the MRO, an applicant will be instated and an associate will be reinstated with back pay (assuming all other
employmenteligibilitycriteriaaremet).
Intentionally diluting, substituting or adulterating a sample will result in an applicant/associate being ineligible for
employment.
DILUTERESULTS
Barringadeterminationthatasamplewasintentionallydiluted,adiluteresultwillbetreatedasoutlinedbelow.
Apositivediluteresultwillbeconsideredapositiveresult,andtheapplicant/associatewillbedeemedineligiblefor
employmentinthepositiontheywereseeking/held.
Ifanapplicantorassociatetestresultisanegativediluteresult,theindividualmayrequestcopiesofthetestingrecords
andreport(ifithasnotalreadybeenprovided).TheCompanywillrequestaretestatanindependentlaboratory.If
the retest is completed within the timeframe designated and confirms a negative dilute, this will be treated as a
negativetestresult.Insuchcases,theapplicantwillbeinstatedandanassociatewillbereinstatedwithbackpay
(assumingallotheremploymenteligibilitycriteriaaremet.)However,iftheindividualrefusestoretestortheretestis
notcompletedwithinthetimeframedesignated,theapplicant/associatewillnotbeeligibleforemploymentandthe
costofanyretestwillbebornebytheassociate,subjecttoapplicablelaw.Iftheresultsoftheretestarepositiveor
positivedilutefollowinganegativediluteresult;theresultwillbedeemedapositiveresultandtheapplicant/associate
willbearthecostoftherestandwillnotbeeligibleforemployment,unlessasatisfactoryexplanationforthepositive
resultisprovidedtotheMRO.

115

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Drug and Alcohol Use and Testing Policy (continued)
REHABILITATION
TheCompanyencouragesassociatestoaddressproblemsrelatedtoIllegalDrugsandtheimproperuseoflegaldrugs
andalcohol,includinguseoftheCompanysLifeAssistanceProgram,whichisavailabletoassociatesoftheCompany
andtheirfamilymembers.Anyassociatewhobelieveshe/sheneedsassistanceinmanagingadrugand/oralcohol
problemisurgedtoseekprofessionalcounselingforanassessmentand,ifappropriate,toenteratreatmentprogram.
Thecostofprofessionalcounseling,treatmentand/orrehabilitationprogramsfordrugandalcoholproblemsmaybea
covered benefit under the health care insurance offered to the Companys associates. Any cost not covered by
associateelected health care insurance is the associate's responsibility. Further, a leave of absence or other
accommodation to undergo such treatment may be available to an associate, depending on the circumstances, in
accordancewithapplicablelawandCompanypolicy.
Associateswhotestpositiveforthefirsttimemaybeofferedanopportunitytoseektreatmentinlieuofdiscipline,if
requiredbystatelaw.Inadditiontodisciplinaryactionarisingfromtheuse,sale,possessionordistributionofIllegal
Drugsortheimproperuse,sale,ordistributionoflegaldrugsoralcohol,andasaconditionofcontinuedemployment,
anassociatemayberequired,atthesolediscretionoftheCompany,toparticipateinadrugand/oralcoholcounseling,
treatmentand/orrehabilitationprogram.
Further,asaconditionofcontinuingemployment,theassociatemayberequiredtoparticipateinfollowupcareas
partofacomprehensivedrugand/oralcoholcounseling,treatmentand/orrehabilitationprogram,aswellastosubmit
torandomdrugoralcoholtestsforaperiodoftimetobedeterminedbytheCompany,aspermittedbylaw.
CONFIDENTIALITY
Test results, information related to the test, and any medical documentation pertaining to a fitness for duty
examinationorcertificationwillbekeptconfidentialandwillbeusedordisclosedonlyaspermittedbyapplicablelaw.
APPLICABLELAW
TotheextentstateorlocallawismoregenerousthantheCompanyspolicyondrugandalcoholtestingappearstobe,
theCompanywilladheretotherequirementsofapplicablelaw11.

11

ThispolicyisadoptedinaccordancewiththelawsofthestatesinwhichtheCompanyhasassociates,including:
ArkansasCodeSections1114101to1114112;FloridaStatutesSections440.101and440.102;TennesseeCodeAnnotated
509101to509114.

116

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Attendance Policy

GeneralPolicyStatement:
ItisarequirementofeachjobattheCompanythatanassociatereporttoworkpunctuallyandworkallscheduled
or assigned projects or work time, including any required overtime. The Company expects each associate to
assumeresponsibilityforhis/herattendanceandpromptness,aswellastimelyandeffectivecommunicationwith
theCompanyintheeventonesattendance(asassignedorexpected)isnotpossible.
Recognizingthatillnesses,injuries,andotherpersonalneedsmayarise,theCompanyoffersvarioustimeaway
benefits,leavesofabsence,andaccommodationsforeligibleassociatestoenableassociatestobeabsentwith
authorizationforqualifyingevents. If anassociate believeshe/shemayneedtimeoff,aleaveofabsence,or
reasonable accommodation, he/she is strongly encouraged to review the Companys policies; contact Human
Resources;andcomplete thestepsnecessarytorequesttimeoff,aleaveofabsence,or otherworkschedule
accommodationsothattheCompanycanreviewtherequest(andrelateddocumentation)anddetermineand
communicateeligibility.
AttendanceExpectations:
Having provided for various types of authorized absences, it is important to remember that unauthorized
absences; excessive or chronic tardiness or early departures; abuse of the Company policies that provide for
authorized absences; failure to communicate with the Company regarding ones absence, tardiness, or early
departure;andjobabandonmentcannegativelyimpacttheorganizationandotherassociates,andaccordingly
may lead to disciplinary action up to and including immediate termination, subject to Company policy and
applicablelaw.
UnauthorizedAbsence.Anabsenceisanassociatesfailuretobepresentatworkathis/herassignedlocation
duringthehoursheorsheisexpected,required,and/orscheduledtoworkpursuanttotheassociateswork
period,shiftorassignment.AnabsencethatisnotauthorizedundertheCompanysTimeAwaypolicies,orwhich
occurs prior to an associates accruing or after an associate has exhausted applicable accrued time away
constitutesunacceptableconductunderCompanypolicy.
ExcessiveorChronicTardinessorEarlyDepartures.Tardinessisanassociatesfailuretobepresentathis/her
assignedlocationatthestartofhis/herrequiredand/orscheduledworkperiod,shift,orassignment.AnEarly
Departureisanassociatesfailuretobepresentathis/herassignedlocationattheendofhis/herrequiredand/or
scheduledworkperiod,shift,orassignment.Regardlessofanassociateshavingaccruedtimeawayavailableto
use,excessiveorchronictardinessorearlydeparturesconstituteunacceptableconductunderCompanypolicy.

117

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Attendance Policy (continued)
Abuse of Policy. The Company may make a good faith determination that absences, tardiness, and early
departuresconstituteanabuseofpolicy(suchasrepeatedorexcessiveunplannedabsencesoneormoredays
beforeorafteracompanyholidayorweekend).TheCompanyreservestherighttorequestastatementfroma
healthcareproviderorotherapplicablecertificationortorequireexaminationbyaCompanydesignatedhealth
careproviderwhentheCompanyhasagoodfaithbeliefthatanassociatemaybeabusingCompanypolicy,which
constitutesunacceptableconductunderCompanypolicy.
NotificationandCommunicationExpectations.Associatesareexpectedtorequesttimeoffwithasmuchadvance
noticeaspossibleandpursuanttoCompanypolicy.Shouldyouunexpectedlybeunabletoworkasscheduledor
expected,youmustnotifyyoursupervisororhis/hermanager(ifyoursupervisorisunavailable)atleastone(1)
hourpriortothestartofyourrequiredand/orscheduledworkperiod,shift,orassignmentoneachdayofyour
absence.
Intheeventofanunplannedabsence,untimelynotificationtotheCompanyofyourabsencefromworkperthe
expectationabove(i.e.,onehouradvancenotice)willbeconsideredaCommunicationFailure.Aresponseto
aninquiryfromyoursupervisorortheCompanyregardingyourunauthorizedabsence,whereyourresponseis
eitheruntimelyorcontrarytothesupervisorsorCompanyslegitimateandlawfulinstruction,isalsoconsidered
aCommunicationFailure.(AnuntimelyresponsetoacalloremailfromyoursupervisororotherCompany
representativeisonemademorethan24hoursofdeliveryofphonecall,voicemail,email,orletterunlessthe
supervisororCompanyscommunicationspecificallyindicatestheneedforamoreurgentreplyorthatalater
replyisacceptable.)
TheCompanyshallregardaCommunicationFailureasunacceptableconductunderCompanypolicy.
JobAbandonment.JobAbandonmentiswhereanassociatefailstoreporttoworkwithoutrequisitenoticeand,
within 24 hours of the associates scheduled start time, fails to communicate with his/her supervisor or the
supervisorsmanager(iftheassociatessupervisorisnotavailable)regardingthefailuretoreporttoworkandfails
torespondtoanycallorothereffectivecommunicationmethodfromtheCompanyinquiringastothefailureto
reporttowork12.

12

Wheneverpossible,theCompanywillmakeareasonableattempttoreachanassociateathis/hercontactinformationon
recordwiththeCompanytodeterminethestatusoftheassociatesabsenceandintentiontoreturntowork;however,the
Companyisnotobligatedtodoso.Atalltimeseachassociatebearstheresponsibilityofproperlyandtimelynotifyingthe

118

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Attendance Policy (continued)
IntheeventofaJobAbandonment,theCompanywillconsidertheassociatetohavevoluntarilyresignedhis/her
employment with the Company, and the associate will be separated accordingly. However, because Job
Abandonment constitutes unacceptable conduct under Company policy, the associate will not be eligible for
rehire.
To the extent an associate contacts the Company after the 24hour period noted above and explains
circumstancesbeyondhis/hercontrol(includingprovidingavailablesupportingdocumentation)thatresultedin
his/herfailuretoprovideadequatenotification(suchashospitalizationornaturaldisaster),theCompanymay
considerthisinformationinevaluatingwhethertheassociateiseligibleforrehireimmediately(ifthepositionis
available)orinthefuture.
ImpactonFutureScheduling/Assignments.Ifanassociateisordinarilyscheduledtoworkandtheassociatefails
to report to work as scheduled or expected, the Company reserves the right to remove an associate from
subsequently scheduled work days or assignments and assign a substitute to those days or assignments until
management is able to confirm with reasonable certainty that the associate will report to work as expected,
subject to assignment availability. Notwithstanding the foregoing, failure to report to work without proper
authorization may lead to disciplinary action up to and including immediate separation of employment, in
accordancewiththispolicy.
Return to Work. If you are absent from work due to injury or illness and your absence from work has been
approved by your supervisor, the Human Resources Department, or the Companys thirdparty leave
administratorpursuanttoCompanypolicy(orapplicablelaw),astatementfromahealthcareprovidermaybe
requiredbeforeyouarepermittedtoreturntowork.Failuretoprovidethisdocumentationtimelyandeffectively
maydelayyourreturntoworkorresultinaterminationofemployment.

Companyofanyplannedorunplannedabsence,tardiness,orearlydepartureandtorequestapprovalofsuchtimeoffina
timelyandappropriatemanner.

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Attendance Policy (continued)
LeavesofAbsenceandReasonableAccommodations.Absencesandalternativeworkscheduleswhichhavebeen
approvedasareasonableaccommodationbytheCompanysWorkplaceAccommodationsDepartmentorasa
leaveofabsence(includingareducedworkscheduleandintermittentleaves)bytheCompanysLeaveofAbsence
andAccommodationAdministratorareexemptfromthispolicytotheextenttheabsencehasbeenauthorizedin
writing.However,associatesonanapprovedleaveorcoveredbyanauthorizedaccommodationarestillexpected
tocomplywithanyapplicablenotification,communicationordocumentationexpectationsandtoreturntowork
attheconclusionoftheapprovedabsence.
Questions.IfyouhavequestionsregardingthisoranyotherCompanypoliciesorprocedures,pleasereachoutto
yoursupervisor,othermanagementteammember,orHumanResourcesforassistance.

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Dress and Presentation Policy
Policystatement
OurCompanypridesitselfonitsprofessionalism,whichisessentialtocreatingandmaintainingapositive
impressionwithcoworkers,businesspartners,andthepublicingeneral.Professionalismisdemonstratedina
varietyofways,includingconductthatreflectsethicalpracticesandintegrity;responsivenesstotheneedsof
ourclientsandcustomers;andourpresentation.InperformingonesjobdutiesandrepresentingtheCompany,
eachassociateisexpectedtoexercisesoundjudgmentwithregardtohis/herpresentation,includingdress,
grooming,andhygiene,whichshouldbeneat,clean,professional,andbusinessappropriateatalltimes.
If Company management reasonably considers an associates presentation to be unprofessional or otherwise
inconsistentwithCompanypolicy,onesjobresponsibilities,orclientorcustomerexpectations(whenperforming
servicesonbehalfofaclientorcustomer);theassociatemaybeinstructedtopromptlymakechangesnecessary
tosatisfybusinessrequirements.Ifanassociateneedstoleaveworkforthispurpose,theassociatewillnotbe
paidfortimeawayfromwork(subjecttoCompanypolicyandapplicablelaw).
TheCompanyiscommittedtocomplyingwithanyapplicablelegalrequirementsastheyrelatetostandardsset
forthinthispolicy.Accordingly,inenforcingthispolicy,theCompanywillnotdiscriminateagainstindividuals
basedonanylegallyprotectedcategory(includingwithoutlimitation,race,gender,age,ethnicity,andnational
origin).Further,theguidelinessetforthherearenotintendedtoplaceagreaterburdenonanyparticulargroup
ofassociatesnoraretheyintendedtointerferewithanassociatesgenderidentityorexpression.Inaddition,if
anassociatebelieveshe/sherequiresareasonableaccommodationinconnectionwiththeapplicationofanyof
thestandardsoutlinedinthispolicy(forexample,forhealthand/orreligiousreasons),theassociateshould
contacthis/hersupervisorandoneofthefollowingresources(asapplicable)regardinganysuchrequests:(1)
TheCompanysAccommodationAdministratorat8884590794fordisabilityrelatedrequests;or(2)the
CompanysWorkplaceAccommodationsDepartmentat8889850349or
workplaceaccommodations@advantagesolutions.netforallothertypesofrequests.
Subjecttothegeneralrequirementsdiscussedabove,ExecutiveLeaders(i.e.,VicePresidentlevelandabove),in
coordinationwithHumanResources,havethediscretiontoestablishdress,grooming,andpresentation
standardsfortheirteams/officesbasedonlegitimatebusinessneeds(includingwithoutlimitationassociatejob
duties,client/customerexpectations,and/ortheneedtointerfacewithbusinesspartners).Anyquestions
regardingtheapplicationofthispolicyingeneralorinaspecificbusinesssituationshouldbedirectedtoones
directsupervisor,HumanResources,oranyotherchannelsoftheCompanysOpenDoorPolicy.

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Dress and Presentation Policy (continued)
GENERALGUIDELINES
Thegeneralstandardsofprofessionalismdescribedabovearealwaysineffectduringbusinesshoursandwhile
anassociateisotherwiserepresentingtheCompany.Althoughitisnotpracticaltoprovideanexhaustivelistof
acceptableandunacceptabledress,grooming,andpresentation,theguidelinesbelowareintendedtohelp
associatesunderstandhowthesestandardscanbepracticallyapplied.
Examplesofacceptablepresentation

Businessdresswhichincludessuits,dresses,jacketsanddresspants/skirts,dressshirts,ties

Businesscasualdresswhichincludesnondenimpants,slacks,skirts,dresses,buttondownshirts/blouses,
golf/collaredshirts,sweaters

Hairstyles,jewelry,accessories,andmakeupwhichareneatandprofessionalinappearance

CasualdressandjeanswhenauthorizedbytheapplicableExecutiveLeader(subjecttounacceptableattire
restrictions,examplesofwhichareprovidedbelow)

Examplesofunacceptablepresentation

Cargopants,overalls,leggings,shorts,miniskirts/dresses,tshirts,athleticclothes,leatherclothes

Dirty,torn,orrippedclothes

Sheer,improperlyfitting,orrevealingclothes

Denimclothes(exceptforanauthorizedjeansday)

Flipflops,slippers,workboots,athleticshoes

Clothingwithwordsorpictureswhicharevulgar,obscene,threatening,intimidating,orharassingcontrary
tocompanypolicy

Jewelry,accessories,hairstyles,shoes,orattirewhichisfunctionallyrestrictiveorcreatesasafetyhazard

Distracting,excessive,orunpleasantodors

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Dress and Presentation Policy (continued)
AdditionalGuidelines
FieldBasedRetailAssociates:Mustwearrubbersoledshoeswhileworkinginstores.Athleticshoesmayonlybe
wornwhileattendingnewstoresetsandresets.Anydenimclothing(blueorothercolors)ispermissibleatnew
storesifpermittedbythecustomer.Onlydenimclothing(otherthanblue)ispermittedatremodelsandresets.
InterfacingwithBusinessPartners:Associateswhomakesalescalls;interfacewithclients,customers,orother
businesspartners;orperformtheirjobfortheCompanyonclientorcustomerpremisesareexpectedtodress
accordingtothereasonablestandardsandexpectationsestablishedforthebusinesscircumstances(whichmay
includeclient/customerexpectations).
VisitingCompanyOffices/Markets:AssociateswhovisitCompanyofficesand/orattendteamspecificfunctions
areexpectedtoeducatethemselvesonthatofficesorteamsdressstandardspriortothevisittoensurethey
presentthemselvesconsistentwiththoseexpectations.

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Outside Contacts and Media Inquiries

Fromtimetotimeinanybusinesslikeours,inquiriesmaybereceivedinconnectionwithinvestigationsbeing
conductedbygovernmentagencies,clients,thetrade,specialinterestoradvocacygroups,orothers.Visitsor
telephoneinquiriesbysuchpersonsmustbehandledcarefullyandproperly,andinaconsistentmanner.
InordertominimizeCompanyexposureandliability,allcontacts,writtenororal,relatedtoCompanybusiness
fromanoutsideattorneyorinvestigator,acourtoragovernmentagencymustimmediatelybereferredtothe
CompanysLegalDepartment,withoutanyfurtherdiscussionswiththecontact.Ifthecontactinvolvesacriminal
investigation,Companycounselwilladviseyouofyouroptions.
Media Inquiries

Fromtimetotimeanassociatemayreceiveinquiriesfromthemediai.e.,newspapers,televisionstations,radio
stations, magazines, industry/association publications or other periodicals. The Company has established this
policytoensurethatresponsestomediainquiriesonbehalfoftheCompany,whereappropriate,arecoordinated,
complete,accurateandauthorized.
Accordingly,theonlypersonauthorizedtocommunicatewiththemediaonbehalfoftheCompanyistheChief
ExecutiveOfficer.NootherCompanyassociatesareauthorizedtogiveormakeanyverbalorwrittenstatements
orotherwiseprovideinformationtoanyrepresentativeofthemediaonbehalfoftheCompany.Pursuanttothis
policy,ifanassociateweretoreceiveanymediainquiry,theassociateshoulddeclinetomakeanycommenton
behalfoftheCompanyandrefertheinquirertoHumanResources.

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Safety

ItistheCompanyspolicytohaveasafeandhealthfulworkplace.Tothatextent,theCompanyhasimplemented
an injury and illness prevention program that is outlined in our Injury Prevention Program Manual. The
responsibility for safety extends to every individual working at the Company. As such, each associate should
reportanyunsafecondition,accident(nomatterhowminor)andnearmissimmediatelysothattheCompanycan
take corrective action as soon as possible. Managers and Supervisors will not ask associates to work in an
environmentthatisknowntobeunsafeandunhealthful.Workingtogether,wecansucceedinhavingasafe,
healthfulandprofitableworkplacefromwhichwecanallbenefit.
Associatesareexpectedtoobeysafetyrules,followestablishedsafeworkpracticeswhenperformingallfacetsof
theirjob,exercisecautioninalltheirworkactivitiesandimmediatelyreportallunsafeconditionstotheirmanager
orSupervisor.Deviationsfromestablishedproceduresrequiretheapprovalofyourimmediatesupervisor.
Failuretofollowprescribedsafetyprocedurewillleadtoasafetyinvestigation,whichdetermineswhetherthe
associateviolatedCompanypolicy.ViolationofCompanypolicywillleadtodisciplinaryactionuptoandincluding
terminationofemployment.
Allinjuriesmustbereportedtoyoursupervisorimmediately.TheCompanywillthendirectyoutoadesignated
preferredproviderformedicaltreatmentofworkrelatedinjuries.
Approvedprotectiveequipmentandclothingwillbewornbyassociatesinspecifiedareas.
Horseplayandotheractsthatendangerthesafetyand/orwellbeingofassociatesarePROHIBITED.
Associatesareprohibitedfromstandingonmilkcratesorboxesinstores.
Associatesshallnothandleortamperwithanyelectricalequipment,machinery,orchemicalsinamannernot
withinthescopeoftheirresponsibilities.
Allemergencyexits,aisles,passageways,andfireextinguisherswillremainaccessibleatalltimes.
Associateswillnotwalkthroughthewarehouseunlesstheyhavespecific,workrelatedbusinesstoattendtoin
theseareas.

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Workplace Violence Prevention

TheCompanyiscommittedtopreventingworkplaceviolenceandtomaintainingasafeworkenvironment.Given
the increasing violence in society in general, the Company has adopted the following guidelines to deal with
intimidation,harassment,orotherthreatsof(oractual)violencethatmayoccurduringbusinesshoursoronits
premises.
Allassociates,includingsupervisorsandtemporaryassociates,shouldbetreatedwithcourtesyandrespectatall
times.Associatesareexpectedtorefrainfromfighting,horseplay,orotherconductthatmaybedangerousto
others.Firearms,weapons,andotherdangerousorhazardousdevicesorsubstancesareprohibitedfromthe
premisesoftheCompanywithoutproperauthorization.
Conductthatthreatens,intimidates,orcoercesanotherassociate,acustomer,oramemberofthepublicatany
time,includingoffdutyperiods,willnotbetolerated.Thisprohibitionincludesallactsofharassment,including
harassmentthatisbasedonanindividualssex,race,age,oranycharacteristicprotectedbyfederal,state,orlocal
law.
All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your
immediatesupervisororanyothermemberofmanagement.Thisincludesthreatsbyassociates,aswellasthreats
byclients,customers,vendors,solicitors,orothermembersofthepublic.Whenreportingathreatofviolence,
youshouldbeasspecificanddetailedaspossible.
Allsuspiciousindividualsoractivitiesshouldalsobereportedassoonaspossibletoasupervisor.Donotplace
yourselfinperil.Ifyouseeorhearacommotionordisturbancenearyourworkstation,donottrytointercedeor
seewhatishappening.
The Company will promptly and thoroughly investigate all reports of threats of (or actual) violence and of
suspiciousindividualsoractivities.Theidentityoftheindividualmakingareportwillbeprotectedasmuchasis
practical.Inordertomaintainworkplacesafetyandtheintegrityofitsinvestigation,theCompanymaysuspend
associates,eitherwithorwithoutpay,pendinginvestigation.
Anyonedeterminedtoberesponsibleforthreatsof(oractual)violenceorotherconductthatisinviolationof
theseguidelineswillbesubjecttopromptdisciplinaryactionuptoandincludingterminationofemployment.
TheCompanyencouragesassociatestobringtheirdisputesordifferenceswithotherassociatestotheattention
oftheirsupervisorsorHumanResourcesbeforethesituationescalatesintopotentialviolence.TheCompanyis
eagertoassistintheresolutionofassociatedisputes,andwillnotdisciplineassociatesforraisingsuchconcerns.

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Solicitation / Distribution

Inanefforttoensureaproductiveandharmoniousworkenvironment,personsnotemployedbytheCompany
maynotsolicitordistributeliteratureintheworkplaceatanytimeforanypurpose.
TheCompanyrecognizesthatassociatesmayhaveinterestsineventsandorganizationsoutsidetheworkplace.
However, associates may not solicit or distribute literature concerning these activities during working time.
(Workingtimedoesnotincludelunchperiods,workbreaks,oranyotherperiodsinwhichassociatesarenoton
duty.)
In addition, the posting of written solicitations on company posting locations is restricted. Company posting
locationsmaydisplayimportantinformation,andassociatesshouldconsultthemfrequentlyfor:

Associateannouncements
Internalmemoranda
Jobopenings
Organizationannouncements
Paydaynotice
Workerscompensationinsuranceinformation
Statedisabilityinsurance/unemploymentinsuranceinformation

Ifassociateshaveamessageofinteresttotheworkplace,theymaysubmitittotheOfficeManagerandHuman
Resourcesforconsideration.AllapprovedmessageswillbepostedbytheOfficeManagerincollaborationwith
HumanResources.

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Parking

ParkingisgenerallyavailableonCompanyproperty.Somespacesarereserved,othersareavailableonafirst
comebasis.TheCompanywillnotreimburseassociatesforparkingtickets.TheCompanywillnotbeliablefor
fire,theft,damage,orpersonalinjuryinvolvingassociatesvehiclesortheircontents.Associatesareadvisedto
alwayslocktheirvehicledoors.

Visitors in the Workplace

ToprovideforthesafetyandsecurityofassociatesandthefacilitiesoftheCompany,onlyauthorizedvisitorsare
allowedintheworkplace.Friendsand/orfamilyarenotpermittedtovisit/assistoraccompanyassociatesduring
anyworktime.Restrictingunauthorizedvisitorshelpsmaintainsafetystandards,protectsagainsttheft,ensures
security of equipment, protects confidential information, safeguards associate welfare, and avoids potential
distractionsanddisturbances.
AllvisitorsmustenterCompanyfacilitiesatthereceptionarea.Authorizedvisitorswillreceivedirectionsorbe
escortedtotheirdestination.Associatesareresponsiblefortheconductandsafetyoftheirvisitors.
IfanunauthorizedindividualisobservedontheCompanyspremises,associatesshouldimmediatelynotifytheir
supervisoror,ifnecessary,directtheindividualtothereceptionarea.

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Client/Customer Assignment Policy
OurCompanyisasalesandmarketingagencywhichrepresentsmanyclientsandcustomers(collectivelyforthe
purposesofthispolicy,ThirdParties).Therefore,inconnectionwiththeiremploymentwiththeCompany,our
associatesmayattimesperformservicesonbehalfoforonsiteatthefacilitiesofThirdPartiesorhaveoccasionto
interactwiththeiremployees.
Suchservicesmayincludeand/orinvolve,withoutlimitation,representationofaThirdPartysproduct(s),assignment
toaThirdPartyaccount,ridewithswithaThirdPartyrepresentative,communicationwithThirdPartyemployees
andmanagers,participationinThirdPartytraining,accesstoThirdPartysystems,workonsiteataThirdParty
facility,and/orrequesttofollowThirdPartyfacilityvendorrules.
NotwithstandinganysuchThirdPartyrepresentation,communications,assignment,training,involvement,orany
otherconnectiononemayhavewithaThirdPartyinthecourseofonesemploymentwiththeCompany,associates
oftheCompany(includingmanagers)areremindedofthefollowingastotheiremploymentwiththeCompany:

OurassociatesareemployeesoftheCompany,nottheThirdParty.
OurassociatesareexpectedtoabidebyourCompanyspoliciesandprocedures.
QuestionsregardingCompanypolicies,onesjobexpectations,orotherworkplacemattersshouldbedirectedto
Companysupervisors,CompanyHumanResources,orotherCompanyresourcestohelpfacilitatepromptand
effectiveresolutionofanyquestions/concerns.
OurassociatesareexpectedtoreceiveandtakedirectionregardingjobexpectationsfromtheirCompany
assignedsupervisor,althoughaThirdPartyrepresentativemaycommunicateThirdPartyobjectivesandrelated
informationtohelpfacilitatetaskexecutionduetotheThirdPartysfamiliaritywiththefacility,product,and/or
services.
Performancefeedback,correctiveaction,andotherperformancemanagementmustonlybeprovidedto
CompanyassociatesbyCompanysupervisors/managers.
OurassociatesmustonlyrelyonCompanyprovideddirectionandcommunicationsrelatedtoCompanypolicy.
AnyThirdPartycommunicationreceivedbyaCompanyassociateormanagerwhichisbelievedtobecontraryto
CompanypolicyordirectionorlegalorethicalobligationsmustbepromptlyescalatedtoonesCompany
supervisor,CompanyHumanResources,orotherchanneloftheCompanysOpenDoorPolicy.
OurassociatesarestronglyencouragedtouseanyofthevariousavenuesoftheCompanysOpenDoorPolicy
(e.g.,onesCompanysupervisorornextlevelmanager,CompanyHumanresourcesteam,and/ortheCompanys
EthicsLine)tonotifytheCompanyofanyotheremployment/workplaceconcernsincluding(butnotlimitedto)
thosethatpertaintoaThirdPartyoritsemployees.

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Smoking

Smoking can be detrimental to the health of our associates and visitors as well as a violation of the fire
requirements and state laws. In keeping with the Company's intent to provide a safe and healthful work
environment,smokingisprohibitedthroughouttheworkplace.
Smokingispermittedonlyindesignatedareasoutsideourbuildings.Smokersusingsuchareasareexpectedto
properlydisposeofcigarettebutts.
Thispolicyappliesequallytoallassociates,clients,customers,consultantsandvisitors.

Emergency Closings

At times, emergencies such as severe weather, fires, power failures, or earthquakes, can disrupt company
operations.Inextremecases,thesecircumstancesmayrequiretheclosingofaworkfacilityorworkterritory
(fieldbasedassociates).
Whenoperationsareofficiallyclosedduetoemergencyconditions,thetimeofffromscheduledworkwillbe
paid,uptoamaximumofthree(3)daysinanycalendaryearsubjecttoExecutiveLeaderapprovalorother
authorizedrepresentative.
Incaseswhereanemergencyclosingisnotauthorized,associateswhofailtoreportforworkwillnotbepaidfor
the time off. Associates may request to use available unused Vacation or Floating Holiday benefits for their
absencefromwork

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Company Technology Policy
POLICYOVERVIEW
ThisPolicyestablishesguidelinesforassociatesfortheproperuseof:

CompanySystems:includes,butisnotlimitedto,businessapplications,softwareandhardware,email,
internetaccess,phonesandvoicemail.
ClientTechnology:technologyresourcesprovidedbyoronbehalfoftheCompanysclientsand/or
customerstoassociatesinconnectionwiththeiremploymentwiththeCompany.
PersonalTechnology:personalcomputersorothertechnologydevices(includingmobiledevices)used
intheperformanceofonesjobdutiesfortheCompany.

EveryuserofCompanySystems,ClientTechnology,and/orPersonalTechnologyhasaresponsibilitytousesuch
resourcesinaproductive,professional,ethical,andlawfulmanner.
ByusingCompanySystems,ClientTechnology,and/orPersonalTechnology,anassociateacceptsthe
responsibilitytocomplywithandconsentstotheprovisionsofthispolicy,subjecttoapplicablelaw.
COMPANYSYSTEMS
TheprovisionsbelowapplytoassociateswhoareusingCompanyprovidedequipmentandsystems;Client
Technology;andPersonalTechnology(toaccessCompanysystemsaswellastootherwiseperformtheirjob
duties).(AdditionalconditionsspecifictothoseusingPersonalTechnologycanbefoundbelowthissection.)
1. PropertyoftheCompany:TheCompany'stechnologyresources(includingallCompanyhardware,software,
applications,network,gatewayconnectiontotheInternet,email,telephones,andvoicemail)(collectively
referredtoinpartorasawholeasCompanySystems)areCompanypropertyprovidedtoindividualusers
fortheexclusivebenefitoftheCompany,notthepropertyofanindividualuser.Likewise,documents,
messages,andotherinformationtransmittedthrough;generatedby;orstoredontheCompanysSystems
(includingCompanySystemsassociatesaccessvia,orconsenttohavinginstalledon,anypersonalelectronic
device)areCompanyproperty.Forthepurposesofthispolicy,CompanySystemsincludeClientTechnology
(asapplicable),althoughClientTechnologyremainsthepropertyoftherespectiveclientorcustomerand
subjecttosuchclientorcustomersexclusivecontrolanddirection.

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
2. Usage:UseofCompanySystems(includingCompanySystemswhichanassociateconsentstohaving
installedonoraccessesusinganassociatespersonalelectronicdevice)foranypurposemustadheretothe
followingexpectations:
TheCompanySystemsareprovidedforbusinessuse.
AssociatesareexpectedtouseCompanySystemsandinaccordancewithanyoperatinginstructions
madeavailabletothem.
AssociatesareexpectedtoexercisecareintheoperationandsafekeepingofCompanySystems.
UseofCompanySystemsmustnotcauseunduewearandtearonthem;mustnotjeopardizetheir
condition,functionality,orsafety;mustnotresultintheCompanysincurringanyunauthorized
expenses;mustnotinterferewithonesownorothersworktimeorjobperformance;andmust
complywiththisandotherCompanypolicies.
Knowinglyviewing,sending,receiving,displaying,printing,downloading,archiving,storing,or
disseminatingmaterialthatisillegal,sexuallyexplicit,obscene,harassing,offensive,or
discriminatoryusingCompanySystemsisprohibited.Offensivematerialsinclude,forexample,those
whichcontainsexualimplications,violentimages,racialslurs,oranyotherderogatorycomments
regardingsomeone'sage,race,color,religion,sex,sexualorientation,nationalorigin,disability,
statusasaveteran,ormembershipinanotherclassprotectedbyfederal,stateorlocallaw.
CompanySystemsarenotintendedtobeusedforcommercialventures,religiousactivities,political
campaigns,orotherpersonalventures.13.
CompanySystemsshallnotbeusedtosend(upload)orreceive(download)copyrightedmaterials,
software,tradesecrets,proprietaryinformation,orsimilarmaterialswithoutproperauthorization
(ifapplicable).
TheCompanyreservestherighttodisconnectordisableCompanySystemswithoutnotification.

3. InstallationofSoftware:Softwareandapplicationsmayonlybeactivatedandinstalledonany
Companyissueddesktops,laptops,andmobiledevices(suchastabletsandsmartphones)bythe
CompanysInformationSystemsandTechnologyDepartment(IS&T).Whereunapprovedsoftwareor
applicationshavebeenfoundonaCompanydevice,thedevicemaybereimagedorwiped.Further,
associatesmaynotremoveordeactivateanysoftwareorapplicationsinstalledonCompanyequipment
oradjustanysecuritysettingsestablishedonCompanysoftwareorapplications.

13

ThispolicyisnotintendedtonordoesitprohibituseofCompanyemailforstatutorilyprotectedcommunications(suchas
communicationsabouttermsandconditionsofemployment)duringnonworkingtime.

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
4.

5.

6.

7.

RemoteAccess:TheCompanyprovidesthecapabilityforcertainindividualstoaccessnetworkresources
usingCompanyequipmentfromremotelocations,suchashomes,hotels,andairports,usingVPN.Some
resourcesareavailableusinganInternetBrowser.ForthoseindividualswhohavenotbeenissuedVPN
access,remoteaccessislimitedtotheresourceslocatedontheCompany'sintranetsite
(www.asmconnects.com),whichcanbeaccessedwithanInternetBrowser,usingonesnetworkcredentials.

PersonalDeviceCriteria:InorderforapersonaldevicetobeactivatedtoaccessCompanySystems,itmust
meetthefollowingcriteria:
CompatiblewiththeCompanyssupportedoperatingsystems
Abletoencryptalldatatransmissionstoandfromthedevice
AbletoencryptallCompanydatathatmaybestoredlocallyonthedevice

RighttoMonitor/Privacy:
IndividualusersofCompanySystemshavenopersonalexpectationofprivacyintheCompany
Systemsincludingdocuments,messages,andotherinformationtransmittedthrough,generatedby,
orstoredonCompanySystems(includingCompanySystemsassociatesaccessvia,orconsentto
havinginstalledon,anypersonalelectronicdevice).
TheCompanyreservestherighttomonitoranyandallaspectsoftheCompanySystems,including,
butnotlimitedto,alldocuments,email,andmessagesreceived,created,orsentforanypurpose
usingtheCompanySystems.
TheCompanyalsoreservestherighttomonitorallInternetuseconductedusingtheCompany
Systems,includingallsitesaccessedandallmaterialsdownloadedoruploaded.
Anyinformation(includingbutnotlimitedtodocuments,email,andmessages)created,sent,
received,orstored,andanyinternetactivityconducted,usingtheCompanySystemsmaybe
accessedwithoutthepermissionoftheuser.
TheCompanywishestoassureassociatesthattheiraccessingtheCompanyssystemsthrougha
personaldevicewillnotprovidetheCompanywiththeabilitytoviewpersonalinformation(suchas
calllog,pictures,textmessages,orwebbrowsinghistory)storedonthepersonaldeviceseparate
fromCompanysystems.

Security:ThesecurityoftheCompanysnetwork,andthefilesresidingthere,areoftheutmostimportance
totheCompany.PleaserefertotheCompanysintranetsite(www.asmconnects.com)undertheIS&T
PoliciesandProceduressectionforadditionalinformationregardingtheCompanysnetworksecurity
proceduresandexpectations:IS&TPoliciesandProcedures

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ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
8. UseofTechnologyWhileDriving:Associatesmustcomplywithallfederal,stateandlocallawsregarding
useofphones,smartphones,andsimilarelectronicdeviceswhiledrivingfortheCompany.TheCompany
discouragesuseofsuchdeviceswhiledrivingfortheCompanybecausetheycancausedistractions.Such
devicesmaynotbeusedunderanycircumstancesthatwoulddistractanemployeefromthedutytodrive
fortheCompanyinasafemanner.

9. LocationMonitoring:
CompanySystems(includingthoseanassociateconsentstohaveinstalledonhis/herpersonal
devicethathe/sheusesforbusinesspurposes)maycontainalocationmonitoringsystemincluding
butnotlimitedto,aGlobalPositioningSystemradio("GPS"),WiFitriangulation,andcelltower
triangulation(collectively,LocationMonitoring).
TheCompanymaybeabletodetermineanassociate'slocationandmovementforanytimewhen
theCompanySystemwhichcontainsLocationMonitoringisinhis/herpossessionandtherelevant
deviceisoperational.
TheCompanyintendstousedatagatheredfromLocationMonitoringonlywhenthedatais
generatedduringanassociate'sworktime(i.e.,whenassociateisknownorreasonablybelievedto
beonduty)andonlyforlegitimatebusinesspurposesincludingbutnotlimitedtoassetprotection
(suchasdevicerecovery),associatesafety,andcollectionofsalesandmerchandisingrelateddatain
responsetoclient/customerrequests.
Associateshavetheoptionandarestronglyencouragedtoturnofftheequipmentcontaining
LocationMonitoringwhentheyareoffdutyandengagedinpersonalactivities(suchasduring
authorizedmealandrestperiodsandothernonworktime).
AssociateshavenoexpectationofprivacyastoanyinformationgeneratedbyLocationMonitoring
containedwithinCompanySystems(includingthoseloadedontoanassociatespersonalmobile
deviceswiththeassociatespermission),includingbothrealtimeandhistoricaldata.
ByusingCompanySystemswhichcontainLocationMonitoring,anassociateconsentstoLocation
Monitoring(subjecttoapplicablelaw),duringwhatisknownorreasonablybelievedtobeonduty
time,forbusinesspurposes.

10. UseofCameras/Video:Stillandvideocameras(onCompanyandpersonaldevices)shouldremainoffwhile
onduty,onCompanypremises,oronsiteataclientorcustomerfacilityforCompanyrelatedpurposes
exceptwhereauthorizedorrequiredforbusinesspurposes.

11. ForensicImaging:UpontheCompanysrequestandforlegitimatebusinesspurposes,asauthorizedbythe
CompanysChiefInformationOfficerandChiefLegalOfficer/GeneralCounsel,associatesarerequiredto
surrenderforforensicimagingandsearchinganydevicetheyhaveusedoruseinconnectionwiththeir
employmentortheCompanysbusiness(includingbutnotlimitedtopersonalmobiledevices).

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Company Technology Policy (continued)

12. MobileDevicesandWorkTime:TheCompanyappreciatesthatmobiledevicesareveryeasytouseatany
timebecauseoftheirconvenienceandaccessibility.Atthesametime,theCompanyissensitivetothe
importanceofworklifebalanceanddoesnotwantassociatesperformingworkunnecessarily.The
Companysexpectationisthatnonexemptassociateswillnotusetheirpersonal,client/customer,or
companyissuedmobiledevicesforworkrelatedpurposes(includingbutnotlimitedtoreviewing,writing,
orsendingemailsortextmessages)outsideofregularworktime.AssociatesshouldcontacttheirCompany
supervisorornextlevelmanagerandreviewanydivisionspecificpoliciestofindoutifthereisadifferent
expectationintheirdepartment.Further,ifandtotheextentassociatesspendanytime(whetherornot
outsideofregularworktime)usingtheirpersonalmobile(orotherelectronic)devicesforworkrelated
purposes,associatesareexpectedtocomplywiththeCompanystimekeepingexpectationswhichmaybe
foundintheTimekeepingPolicyintheAssociateHandbook.(ToviewtheCompanysTimekeepingPolicy,
clickhereontheCompanysAssociateHandbookicononthePolicies&Procedurespage:HRPolicies&
Procedures)

13. ReturnOfCompanyProperty:UponterminationofemploymentwiththeCompany(eithervoluntaryor
involuntary),orupontherequestoftheCompanyatanytime,anassociateisrequiredtopromptlyreturn
Companyandclient/customerequipmentinthesameconditionitwasprovidedtohim/her,reasonable
wearandtearexcepted,inaccordancewithanyreturninstructionsprovidedbytheCompany.Failureto
timelyreturnthepropertyinsatisfactorycondition(whichfailureresultsfromanassociate'sgross
negligence,intentionalorwillfulmisconduct,orrefusaltocomplywithCompanypolicyorexpectations)may
resultindisciplinaryaction,uptoandincludingterminationofemployment,aswellasineligibilityforfuture
employmentwiththeCompany.

14. LostorStolenDevice/Responsibility:Shouldanassociate'scompanyissuedorclient/customerissued
deviceorpersonaldevicewithaccesstocompanyinformationorsystemsbecomelostorstolen,or
Companyorclient/customerequipmentbecomesirreparablydamaged,theassociatemustimmediately
notifytheirsupervisorandIS&T.Subjecttoapplicablelaw,eachassociateisfullyresponsibleforthe
reasonablecosttorepairorreplaceCompanyorclient/customerissuedequipmentshoulditbedamaged,
lost,orstolen(bytheassociateoranythirdparty)asaresultoftheassociatesgrossnegligence,
intentionalorwillfulmisconduct,orrefusaltocomplywithCompanypolicyorexpectations(the"Repairor
ReplacementCost").IftheCompanyelectstoprovidetheassociatewithareplacementdevice,itwillbe
providedassoonaspossible,subjecttoanyrequirementthattheassociatefirstreimbursetheCompany
withtheRepairorReplacementCost.

135

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
15. PayrollDeduction:Subjecttoapplicablelaw,theCompanymaydeducttheRepairorReplacementCost
fromoneormoreofanassociate'spaychecks,includinghis/herfinalpaycheck.Ifandasrequired,
associatesareexpectedtosignawrittenauthorizationforthepayrolldeduction.TotheextenttheRepair
orReplacementCostisnotsufficientlycoveredbypayrolldeductions,anassociateisexpectedtopay
promptlytotheCompanytheRepairorReplacementCostuponwrittenrequestfromtheCompanyforsuch
payment.

16. EmploymentConsequences:Notwithstandinganassociatesatwillemployment,theCompanymaytake
disciplinaryaction,uptoandincludingterminationofemployment,basedonanassociatesmaterialor
ongoingmisuseorabuseofCompanySystems,useofCompanySystemswhichisinamannerthatis
contrarytoCompanypolicy,orfailuretocomplywiththeprovisionsofthispolicy,aswellasany
unsatisfactoryjobperformanceorworkrelatedmisconductbyanassociatediscoveredthroughany
informationtransmittedusing,generatedby,orstoredinCompanySystems,includingLocationMonitoring
generateddata.
PERSONALTECHNOLOGY
TheCompanygrantsitsassociatestheprivilegeofpurchasingandusingpersonaldevicesoftheirchoosingfor
Companyrelatedpurposes(suchaslaptops,cellphones,smartphones,tablets,andotherhandhelddevices)as
amatterofpreferenceorconvenienceintheplaceofaCompanyissuedmobiledevice),ortoaccessCompany
SystemsorotherwiseperformonesjobdutiesfortheCompanywhereaCompanyprovideddeviceisnot
readilyavailable.TheCompanymayalsoprovideassociateswithworkopportunitieswhichinvolveuseofa
personalmobiledevice.
Associateswhousepersonaldevices,whileonduty,ortoaccessCompanySystemsatanytime,areexpectedto
abidebyboththerequirementssetoutaboveregardingCompanySystemsgenerally,aswellastheexpectations
describedbelow,whicharespecifictoPersonalTechnology.TheCompanyreservestherighttorevokethe
privilegeofusingapersonalcomputerdeviceforCompanyrelatedpurposesifusersdonotabidebythepolicies
andproceduresoutlinedinthispolicy,orotherwiseatthediscretionoftheCompany.

136

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
1. ExpenseReimbursementforPersonalTechnologyDeviceUsage:
PersonalDeviceConvenience:Whereassociateselecttouseapersonaldeviceasamatterof
personalpreferenceorconvenience,theyarenoteligibleforanysubsidyorexpensereimbursement
fromtheCompanyforequipmentorwirelessordataservice.
WorkUsingPersonalTechnology:AssociateswhoperformdutiesforwhichuseofPersonal
Technologyisnecessary(maybeeligibleforexpensereimbursementintendedtocompensatethem
forbusinessusageoftheirpersonaldeviceifandasrequiredbylaw.(Associatesshouldrefertoany
divisionspecificpolicyforreimbursementdetails.)
NonReimbursableExpenses:Bywayofexample,theCompanywillnotreimburseassociatesfor:
i. Planoverages,roamingcharges,textmessages,internationalcalls,oranyotherchargesin
excessoftheestablishedreimbursementamountwithouttheexpressauthorizationofthe
divisionleaderresponsiblefortheassociatesdivision,subjecttoapplicablelaw.(Associates
shouldobtainsuchapprovalinadvanceofincurringanysuchcharges.)
ii. Devicerelatedaccessories(suchascovers,adapters,carorothersupplementalcharges,or
headsets.)
iii. Anycellular,wireless,and/ordataservicethatanassociatevoluntarilyelectstouseasa
matterofconvenienceorpreferencewheredoingsoisnotnecessaryfortheperformance
ofhis/herjobduties
Anassociateispersonallyresponsiblefordirectlypayingallcostsassociatedwithhisorherpersonal
deviceandassumesallrelatedliabilities.
TheCompanyisnotresponsibleforreplacingorrepairinganypersonaldevicethatanassociateuses
orhasusedinconnectionwiththeirCompanyemployment.
Ifanassociatebelieveshe/sheisrequiredtoandactuallyincurspersonalcomputerdevicerelated
expensesasaresultofhis/herjobdutiesnototherwisecoveredbythisoradivisionreimbursement
policy,theassociateshouldpromptlycontacthis/hersupervisororHumanResourcestoreviewfor
anypotentialreimbursementandwhereapproved,howtosubmittheexpensethroughthe
Companysexpensereportingsystem.Expenseswillbereimbursedinaccordancewithcompany
anddivisionspecificpolicysubjecttoapplicablelaw.

2. PersonalDevicesandConsent:TotheextentanassociateusesapersonaldevicetoaccessCompany
SystemsorotherwiseperformtheassociatesjobdutiesfortheCompany,theassociatetherebyconsentsto
his/heruseofsuchadevice,subjecttothispolicyanditsterms.Theassociatealsoassumesfullliabilityfor
otherrisksassociatedwithusingapersonaldeviceforbusinesspurposesincluding,butnotlimitedto,the
partialorcompletelossofcompanyandpersonaldataduetoanoperatingsystemcrash,errors,bugs,
viruses,malware,and/orothersoftwareorhardwarefailures,orprogrammingerrorsthatrenderthedevice
unusable.

137

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Company Technology Policy (continued)
3. PersonalDeviceCriteria:InorderforapersonaldevicetobeactivatedtoaccessCompanySystems,itmust
meetthefollowingcriteria:
CompatiblewiththeCompanyssupportedoperatingsystems
Abletoencryptalldatatransmissionstoandfromthedevice
AbletoencryptallCompanydatathatmaybestoredlocallyonthedevice

4. ServicesSupported:Dependingonthedevice,IS&TwillprovidetheCompanysassociatesworkrelated
supportforCompanyprovidedapplications/softwareusedforCompanybusinessmatters.IS&Twillnotbe
abletosupportquestionspertainingtothefollowingastheyrelatetopersonalmobiledevices:
Personaldevicepurchase
PurchaseoruseofapplicationsorsoftwarenotprovidedbytheCompany
Operatingsystemorhardwarerelatedissues

5. PersonalDeviceRemoteWipeandAccess:Byusingapersonallyowneddevicetoconnecttooruse
CompanySystems,theassociatesdevicemustbeabletobeerasedorwipedremotelyinthecaseofloss,
theft,ordeparturefromtheCompany.Additionally,theassociateisconsentingtohavingtheirpersonally
owneddevicetobeerasedor"wiped"iftheCompanydeemsitnecessary.Examplesofsituationsrequiring
remotewipeinclude,butarenotlimitedto:theftofdevice,lossofdevice,terminationofemployment,
actualorsuspecteddataorpolicybreach,andvirusorsimilarthreattothesecurityofthecompanysdata
andtechnologyinfrastructure.WhenaremotewipeisinitiatedbyIS&T,thecomputerdevicewillbewiped
ofalldataandrestoredtoitsfactorydefaultsettings.ThewipeisnotlimitedtoCompanydata.Insome
cases,duetovarioustechnologyissues,personaldatasuchasapplications,contactinformation,music,and
picturesmayalsobedeleted.Thisdataisnotrecoverableonthedeviceitself,butmaybeabletobe
restoredbytheindividualfromapersonallycreatedbackupifthemobiledeviceisreturnedorfound,orifit
isreplacedbyasimilardevice.Itistheassociatesresponsibilitytotakeadditionalprecautions,suchas
backinguppersonaldatatoanotherpersonaldevicetominimizelossifaremotewipeisnecessary.Inthe
eventaremotewipeisdeterminedbytheCompanytobenecessary,theCompanywillnotberesponsible
foranylossorcostsincurredasaresultofthewipe.

138

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Document Retention
Forthepurposesofthispolicy,thetermdocumentincludes:

Electronic documents, including without limitation, emails and attachments, spreadsheets, word
processing documents, presentations, diagrams, images, databases and other electronic information
(whethermaintainedonlaptop,desktopcomputer,harddrive,server,network,legacysystem,diskette,
CD,CDROM,PDA,otherhandhelddevice,pager,orotherremovablemediaorstoragedevice),and
Hard copy materials, including without limitation, all writings (whether handwritten or typed, draft or
final),sketches,photographs,drawings,videotapes,manuals,andothertangibleobjects.

RecordsManagementandRetention
TheCompanyhasaRecordsManagementandRetentionPolicy,whichensuresthemaintenanceanddestruction
ofCompanyrecords(whichincludesdocuments,asdefinedabove)inaccordancewithallapplicablelaws.Unless
otherwisedirectedbytheCompanysLegalDepartment,allCompanyrecordsmustberetainedinaccordancewith
the Records Retention Guidelines and sent to Iron Mountain facilities for storage and destruction, where
applicable.
AssociatesarerequiredtobecomefamiliarwithandabidebytheCompanysRecordRetentionGuidelines,which
arelocatedontheCompanysinternalwebsiteontheLegalDepartmentsiteunderPolicies&Proceduresinthe
RecordRetentionPolicyfolder.AssociatesarealsoexpectedtoparticipateintheCompanysRecordManagement
&Retentiontraining,whichisalsoavailablethroughtheLegalDepartmentsPolicies&Proceduressite.Youare
invited to send any questions regarding the Companys Records Management and Retention Policy to
records.retention@advantagesolutions.net.
ImpactofLitigationHold:Fromtimetotime,anassociatemaybeplacedonLitigationHoldbytheCompanys
LegalDepartment,whichrequiresthetemporaryretentionofdocuments(forthedurationoftheLitigationHold)
relevant to a specific legal matter. Details regarding an associates obligation to retain documents will be
communicatedtothatassociateinamemofromtheGeneralCounsel.DuringaLitigationHold,destructionof
anyrecordssubjecttotheLitigation
Holdmustbesuspended.OncetheLitigationHoldisconcluded,percommunicationfromtheGeneralCounsel,
destructionofrecordsinaccordancewiththeRecordRetentionGuidelinesshouldberesumed.

139

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Document Retention (continued)
EmailRetention
PursuanttotheCompanysEmailRetentionPolicy,emailswillbeautomaticallydeletedafter180daysofreceipt,
on an ongoing basis, with the exception of emails in the following folders which are governed by the
correspondingretentionperiods:SentItems(14days);DeletedItems(14days);andJunkItems(7days).Anye
mailsandattachmentswhichneedtoberetainedinconnectionwiththeCompanysRecordsRetentionGuidelines
shouldbesavedtotheCompanysinternalwebsite.
AssociatesarerequiredtobecomefamiliarwithandabidebytheCompanysEmailRetentionPolicy,whichcan
be found on the Companys internal website on the Legal Department site under Policies & Procedures. For
questionsregardingtheCompanysEmailRetentionPolicy,pleasecontacttheITDepartment.
ImpactofLitigationHold:AnyobligationtoretaindocumentspursuanttoaLitigationHold(asdescribedabove)
includesemailsandattachments. ForthedurationoftheLitigationHoldperiod,(i)associatessubject tothe
LitigationHoldmaynotdeleterelevantemailsorattachments(orotherrelevantdocuments);and(ii)emailswill
bemaintainedandarchived.OnceanassociatehasbeenremovedfromtheLitigationHoldascommunicatedby
theGeneralCounsel,thestandardEmailRetentionPolicywillapplyandemailswillbedeletedaccordingly.

140

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Social Media Policy

Socialmediahaschangedthewaypeoplecommunicate.Socialmediacantakemanyforms,includingonline
socialnetworks,messageboards,conversationpages,chatrooms,internetforums,blogsandmicroblogs,online
profiles,wikis,podcasts,picturesandvideo,email,instantmessaging,musicsharing,andvoiceoverip,toname
justafew.Forillustrationpurposesonly,socialmediaapplicationscanincludeLinkedIn,Facebook,MySpace,
Wikipedia,YouTube,Twitter,Yelp,Flickr,SecondLife,Yahoogroups,Wordpress,ZoomInfothelistisendless.
ItisnottheCompanysintentiontorestrictyourabilitytohaveanonlinepresence,norshouldthispolicybe
construedtorestrictorinterferewith anyAssociatesrightsunderapplicablelaw,includingfederal laborlaw.
Instead, the purpose is to define the Companys policy regarding associates social media (all webbased and
mobiletechnologies)postingsandcommunications,byandamongthemselvesandwithothers,usingboththe
Companysandtheirownpersonalcomputersystemsorotherelectroniccommunicationsdevices,whenbothon
and offduty. This policy is also intended to protect the Companys reputation in the marketplace, which is
essentialtooperatingourbusiness.
GUIDELINES:

DonotpostconfidentialorproprietaryinformationabouttheCompany;itsBusinessPartners;oritsortheir
current, former, or prospective associates (Associates). Such information includes marketing plans,
businessstrategies,client/customerlists,pricinginformation,productandservicesinformation,research
and development activities, and company financials, and any other trade secrets or other proprietary
informationrelatingtoproducts,services,processes,knowhow,designs,formulas,computerprograms,
technologies, systems, and databases; as well as personal associate information (such as medical
information, date of birth, social security number, and other personally identifiable information). The
prohibitions identified here (and elsewhere in this policy) do not apply to terms and conditions of
employment,established attheCompany,and/or atits current,former,or potentialclients,customers,
vendors,orotherbusinesspartners(BusinessPartners).

YouareexpectedtoadheretotheCompanyspolicies(includingthosesetforthontheCompanyintranet
sitewhereCompanyPolicies,suchastheCompanyAssociateHandbookandtheCompanyCodeofBusiness
ConductandEthics,canbefound)whenusingsocialmedia.

Donotpostanycommunicationsthatdisparageothersbaseduponrace,gender,genderidentity,color,age
nationalorigin,sexualorientation,disability,veteranstatus,oranyotherbasisprotectedbyapplicablelaw.

141

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Social Media Policy (continued)

DonotpostanycommunicationsthatconstitutethreatsofphysicalharmtoAssociatesoftheCompanyor
itsBusinessPartners,arethreatstoengageinviolenceofanykind,orthreatentoengageinanyotherillegal
conduct.

Do not post any communications that violate the Companys equal employment opportunity policy, the
Companys antiharassment policy, or otherwise harass or intimidate Associates of the Company or its
BusinessPartnerstoconnectorcommunicateviasocialmedia.

Donotviolateanycopyright,fairuse,orfinancialdisclosurelaws.

TheCompanyprohibitstheuseofpersonalsocialmediaand/orsocialnetworkingduringworktime,unless
doingsoispartofyourCompanyjobduties.Totheextentassociatesareissuedcompanyproperty,such
use is intended for the benefit of the company. Use of social media shall be in accordance with the
CompanysTechnologyandCompanyPropertyandAssociatePrivacypolicies.

WhentheCompanywishestocommunicatepubliclyasacompany,whethertothemarketplaceortothe
generalpublic,ithaswellestablishedmeanstodoso.OnlythoseofficiallydesignatedbytheCompanyhave
theauthorizationtospeakonbehalfoftheCompany.

Eachassociatebearsthefullresponsibilityforanyandallmaterialheorshepostsonpersonalblogsorother
socialmedia.

Privacysettingsshouldbeusedwhenappropriate.However,theinternetisimmediate.Nothingpostedis
truly private and nothing posted expires. Therefore, Company associates can have no expectation of
privacyintheirsocialmediapostingsandcommunications.

Inanycommunicationyoupostutilizingoneofthesocialmedialistedaboveorsimilarmediainwhichyou
endorse the Company; its Business Partners; or its or their products, services, or associates, you must
includeadisclaimerthatclearlyandconspicuouslyidentifiesyouasaCompanyassociateandmakesitclear
thattheviewsexpressedinyourcommunicationarenotnecessarilyreflectiveoftheviewsoftheCompany
oritsBusinessPartners(ifapplicable).ThisruleisrequiredbytheFederalTradeCommissionsendorsement
guidelines.Asusedhere,endorsemeansanysocialmediacommunicationdesignedtoendorse,promote,
sell,advertise,orotherwisesupporttheCompany,itsassociates,anditsBusinessPartners.

142

ASSOCIATE CONDUCT AND WORKING CONDITIONS

Social Media Policy (continued)

Ifyouareengaginginsuchacommunicationasabove,wesuggestusingthefollowing:IamaCompany
associate. The opinions expressed here are my own and do not necessarily represent the views of the
Company[or<INSERTBUSINESSPARTNERNAME,asapplicable>],andhavenotbeenauthorizedoradopted
bytheCompany[orINSERTBUSINESSPARTNERNAME,asapplicable>].Pleasenotethatacommunication
otherwiseinviolationofthisorothercompanypolicyisnotexemptfromcompanypolicybyincludingsuch
adisclaimer.

Ifyouseewhatyoubelievetobecontentthatismisleading,threatening,disparaging,orotherwisecontrary
tothispolicyabouttheCompany,itsBusinessPartners,oritsortheirassociates,donottrytohavethepost
removedorsendawrittenreplythatwillescalatethesituation.ForwardthisinformationtotheCompanys
Compliance Team at ethics.compliance@advantagesolutions.net so the matter can be reviewed and
appropriateactiontaken.

Associateswhoviolatethispolicymaybesubjecttodisciplinaryaction,uptoandincludingterminationof
employment.Ifyouhaveanyquestionsaboutthispolicy,pleasecontactHumanResources.

143

ASSOCIATE ACKNOWLEDGMENT FORM

IunderstandandacknowledgethatCompanyPolicies(asdefinedbelow)describeimportantinformation
about many oftheworking conditions,associate benefits,and policiesaffectingmyemploymentwith
AdvantageSales&MarketingLLCdbaAdvantageSolutionsoranyofitsdirectandindirectsubsidiaries,
affiliatedentitiesanddivisions(collectively,the"Company"),14aswellasmanyofmyresponsibilitiesand
expectationsasanassociateoftheCompany.

IunderstandthatneitherthisHandbooknoranyoftheotherCompanyguidelines,policies,procedures,
orpractices(includingwithoutlimitationtheAssociateHandbookandtheCodeofBusinessConductand
Ethics)(collectively,CompanyPolicies)createanemploymentcontractorguaranteeofemploymentfor
a specified period of time. I acknowledge that employment with the Company is atwill and may be
terminatedatanytimewithorwithoutcauseorpriornoticebyeithertheassociateortheCompany;and
thattheatwillnatureofmyemploymentcannotbemodifiedexceptinawritingsignedbytheCEOofthe
Company(orequivalentauthorizedrepresentativeoftheemployinglegalentityoftheCompany).

IunderstandthatthecontentsofthisHandbookareguidelinesonlyandsupersedeanypriorHandbook.I
also understand that, except for the Companys atwill policy, the need may arise and the Company
reservestheright,atanytimeandwithorwithoutnotice,torevise,supplement,orrescindanypolicyor
portionoftheCompanyPoliciesasitdeemsappropriateinitssoleandabsolutediscretion.

IunderstandthattheCompanyoperatesinmanyjurisdictionsand,therefore,shouldanylocal,state,or
federallawsdifferfromtheCompanyPolicies,theCompanywillcomplywithapplicablelaws.Further,if
thereisanydifferencebetweentheCompanyPoliciesandmatterscoveredinseparateofficialdocuments
(suchasBenefitsPlans),theofficialdocumentswillprevail.Inaddition,Iacknowledgethatthewritten
CompanyPoliciesprevailoveranyconflictingrepresentationsmadebysupervisorsormanagers.

IunderstandthatIhaveaccesstotheCompanyPoliciesthroughtheCompanysintranetsite;aCompany
office;mydirectsupervisor;and/ortheHumanResourcesDepartment.IalsoacknowledgethatifIhave
anyquestionsabouttheCompanyPoliciesand/ormyresponsibilitiesasanassociate,Icancontactmy
directsupervisorortheHumanResourcesDepartment.
IunderstandthatIhavebeenadvisedwheretofindtheCompanyPolicies(asdefinedabove);thatitis
myresponsibilitytoreadandcomplywiththeCompanyPoliciesandanyrevisionsmadetoitorthem
throughoutmyemployment.

14

EmploymentisonlywithonespecificlegalentityoftheCompany,andnotwithallofthelegalentitiesthat
constitutetheCompany;andanyreferencestotheCompanyasanemployerareintendedtorefertothe
employingentity.

CODE OF BUSINESS CONDUCT AND ETHICS

Code of Business
Conduct and Ethics

ii

CODE OF BUSINESS CONDUCT AND ETHICS TABLE OF CONTENTS

StatementofCEO

Page2

Introduction

Page3

Page4

ComplianceStandards;DutytoReportViolations

Page5

Reporting;EthicsLine

OurCommitments

Page6

AccountingandFinancialPractices

Page8

RecordsManagementandRetention

Page12

BusinessCourtesies

Page13

BusinessInducements

Page14

ConflictsofInterest

Page15

ConfidentialInformation

Page17

ProtectionofAssets

Page18

CompetitionandOtherLaws

Page20

PoliticalContributions

Page22

SafeandHealthyWorkEnvironment

Page23

Environment

Page24

STATEMENTOFCEO
ToourvaluedAssociates:
ThisCodeofBusinessConductandEthics(Code)providesguidelinesforyourdailybusinessconductasan
associateofAdvantageSales&MarketingLLCdbaAdvantageSolutions(theCompany)1.Italsotellshowto
obtainassistanceifyouhavequestionsorconcernsaboutthisCode.
TheCompanyoperatesinahighlycompetitiveindustry,andoursuccessdependsuponourabilitytocompete
inthisenvironment.Atthesametime,itisessentialthateachoneofusrecognizethatitisnotjustgettingthe
jobdonethatcounts,butalsohowweachieveourresults.TheCompanysreputation,aswellasourindividual
reputations,requiresusnotonlytodothejob,buttodoitintherightway.Asmuchasever,doingtheright
thing goes beyond simply complying with the laws that govern our business. It really means conducting
ourselves with integrity, respect, and professionalism in everything we do. The Company is committed to
conductingallofouraffairsandactivitiesinaccordancewiththehigheststandardsofethicalconduct.
EveryassociatehasaroletoplayinupholdingthisCode,andtheCompanydependsonthesenseofhonesty,
fairnessandintegrityofallassociates.ThisCodecontainsstandardsthatarelikeroadsigns.Somestandards,
suchashonestyinrecordkeeping,clearlyinvolvethedailyactivitiesofvirtuallyallassociatesoftheCompany.
Otherstandards,suchascompliancewithcompetitionlaws,mayappeartoinvolveonlysomeassociatesbut
infactaffectusall.Somestandardsinvolveaffirmativeethicalobligationsdirectly,andthestandardsoutline
typesofconductbothacceptableandunacceptable.Otherstandardsinvolvesafeguardsputinplacetoavoid
eitherthefactorappearanceofmisconduct.
TheCompanysobligationgoesbeyondsimplystatingthatyoushouldalwaysconductyourselfprofessionally
andethically.ThisCodeformalizesthevaluesthathavemadeustheCompanywearetodayandthatwillcarry
usforwardintothefuture;itdescribesthefundamentalethicspoliciesthatgovernalloftheworkwedo,and
thedutiesandobligationsofallourassociatesunderthosepolicies.Eachassociateisrequiredtoreadthis
Codecarefullyandtoremainthoroughlyfamiliarwithitscontents.Weencourageyoutoseekassistancewhen
aquestionorconcernarisesaboutwhichthereappearstobenoimmediateanswer.
ThankyouforyourcontributiontothesuccessoftheCompany,andforyourcommitmenttotheintegrityand
professionalismthathavemadeustheCompanywearetoday,andwillcontinuetoshapethefutureofour
Company.WeshareyourprideinourCompanysaccomplishmentsandlookforwardtoastrongfuture.

References to the Company herein collectively refer to Advantage Sales & Marketing LLC dba Advantage Solutions and its direct
and indirect subsidiaries, affiliated entities and divisions (except to the extent any such entity issues and maintains its own code of
conduct). Employment is only with one specific legal entity of the Company, and not with all of the legal entities that constitute the
Company; and any reference to the Company as an employer are intended to refer to the employing entity.

INTRODUCTION

The Company is committed to conducting its business with the highest ethical standards. This
commitmentisreflectedinourcorevalueIntegrityWeactwithIntegrityinallofourbusinessdealings.
Ourvaluesserveasaguideforhowweshouldactonadailybasis.TheybindustogetherasaCompany
andkeepusworkingtowardsthesamegoalswhereverweareandinwhateverwedo.Inmanysituations,
howevermorespecificguidanceontheCompanysexpectationsmaybehelpful.
The Companys Code of Business Conduct and Ethics describes ethical standards applicable to all
associatesoftheCompanyaswellasthirdpartieswhocontractwithand/orperformservicesfororon
behalfoftheCompany(includingwithoutlimitationconsultants,suppliers,independentcontractorsand
otherthirdpartyrepresentatives)(ThirdParties).Forthepurposeofclarification,ThirdPartiesshould
consideranyprovisionsintheCodewhichapplytoassociatestoapplytoThirdPartiesaswell.2
ThisCodeisnotacomprehensivedocumentintendedtoaddressalllawsorpoliciesnoreveryethicalissue
thatmayconfrontassociatesintheworkplace.Rather,itisaguideandaresourcethatisintendedto
alertassociatestosignificantlegalandethicalissuesthatfrequentlyarise.Ourindustryandlikewiseour
Companyundergosignificantchangesonanongoingbasis.Asawhole,thesechangesmakethewaysin
whichwedobusinessmorecomplex.Becauseofthecontinuingneedtoreassessandclarifyourpractices
andprocedures,thecontentsofthisCodearesubjecttoreviewandchangeatanytimewithorwithout
notice.
No set of guidelines can anticipate all potential circumstances. If you have any questions about
interpretingorapplyingthisCode,itisyourresponsibilitytoconsultyoursupervisor/nextlevelmanagers,
DivisionLeader,yourHumanResourcescontact,ortheGeneralCounselasprovidedinthisCode.

Nothing set forth herein or elsewhere in the Code is intended to, nor shall it, constitute an offer of employment with the Company
or create an employment relationship or a contract of employment between the Company and any Third Party.

OURCOMMITMENTS

TheCompanyhassixkeyrelationshipsinitsbusiness.Theserelationshipsinvolveclients,tradecustomers,
suppliers, fellow associates, our investors and the community in which we operate. All associates
participateinonewayoranotherinthesekeyrelationships.Thefollowingcommitmentsserveasbroad
idealsforshapingtheserelationships:

Toourclients,wewillbeattentiveandstrivetomaximizethequalityandvalueofourservices
whilemaintainingthehighestofethicalstandards.

Toourtradecustomers,wewilldealfairlyandwithhonestyandintegrity.

Tooursuppliers,wewillemphasizebothfaircompetitionandlonglastingrelationships.

Toeachother,asassociates,wewilltreatoneanotherwithdignityandrespect.

Toourinvestors,wewillpursueourgrowthandearningsobjectiveswhilealwayskeepingethical
standardsattheforefrontofouractivities.

Toourcommunity,andtosocietyasawhole,wewillactasresponsiblecorporatecitizensina
moralandethicalmanner.

Theabovecommitmentsshouldnotbeviewedasanexhaustivelistbutratherguidelines.Inkeeping
withthespiritoftheseideals,theCompanyexpectsintegrity,respect,professionalandsoundbusiness
judgment,andethicstogovernallwhoconductthemselveswithoronbehalfoftheCompany.

COMPLIANCESTANDARDS;DUTYTOREPORTVIOLATIONS

Everyassociateisrequiredatalltimestocomplyfullywithallapplicablelaws,rulesandregulations,and
withthisCode.Anyfailuretoadheretothisstandardmayresultindisciplinaryaction,uptoandincluding
terminationofemployment.
The Legal Compliance Committee of the Board of Directors has authorized the Companys Legal
Department to review and maintain this Code, to assist management in implementing the ethical
standards reflected in this Code, and to monitor the effectiveness of this Code. The Companys Legal
DepartmentisresponsibleforapplyingthisCodetospecificsituationsinwhichquestionsmayarise,and
hastheauthoritytointerpretthisCodeinanyparticularsituation.AnyquestionsrelatingtohowthisCode
shouldbeinterpretedorappliedshouldbeaddressedtotheCompanysEthicsLine(asdiscussedbelow)
ortheCompanysLegalDepartment.
Any associate, who becomes aware of any existing or potential violation of applicable laws, rules or
regulations,orofthisCode,isrequiredtoreportsuchconcernspromptly,asprovidedintheReporting
sectionbelow.FailuretodosoisitselfaviolationofthisCode.Toencourageassociatestoreportany
violations,theCompanywillnotallowretaliationforreportsmadeingoodfaith.
TheCompanyrecognizesthatitisimportanttoestablishandmaintainopenchannelsofcommunication
for all associates. The Company has designated personnel to assist associates in resolving questions
involving ethics and conduct. An associate with a need for help or information regarding this Code is
encouragedtotakeupthatneedwithhisorherimmediatesupervisor.Ifthereisreasonwhyaskingthe
immediate supervisor is inappropriate, the associate should seek the help of a member of his or her
management team or their Human Resources contact or the Companys Ethics Line. Inquiries will be
treated with courtesy and discretion. The Company will not tolerate threats or acts of retaliation or
retribution against associates for using the suggested communication channels identified by the
CompanysOpenDoorPolicy.

REPORTING;ASSOCIATEHOTLINE

The Company prides itself on maintaining a strong open door policy, as described in the Companys
policiesandproceduresandfurtherclarifiedontheCompanysEthicsLinehomepage.Associatesmay
report workplace concerns through the suggested Reporting Channels of the Companys Open Door
Policyidentifiedbelow.WhileassociatesmayuseanyofthefollowingReportingChannelstoreporta
concern,includingthosethatinvolveconductwhichpotentiallyconflictswithethicalorlegalobligations
or company policy (including the Code), associates are encouraged to start with the first Reporting
Channelidentifiedbelow(asafirstlinesupervisorand/ornextlevelmanagermaybeinthebestposition
toassistandsupportanassociatewithhisorherconcerns;andbettersuitedtoeffectivelyandswiftly
address certain types of concerns). Associates may use or escalate their concerns through the other
channelsiftheyarenotcomfortableusingaparticularReportChannelorbelievetheirconcernshavenot
beenadequatelyaddressedafterhavingraisedtheissuethroughapriorReportingChannel.Reporting
Channels:

Talkdirectlywithyoursupervisor/nextlevelmanagers

ContactyourDivisionLeader

ContactyourHumanResourcescontact

ReporttheconcernstotheCompanysEthicsLine:
www.ethicspoint.com

18883257882

The Ethics Line is the Companys ethics and compliance reporting hotline, which may be used
anonymously.Itisoperatedbyanindependentthirdpartyproviderandcanbeaccessedworldwide24/7,
365 days a year through a website or a tollfree telephone number. Reports are investigated by a
designated subject matter expert within or external to the Company (but, for clarification, not by the
thirdparty which operates the hotline). Information will only be disclosed as needed for legitimate
business purposes and is kept confidential to the extent possible. Associates who choose to report
anonymouslywhenusingtheEthicsLinewillbegivenapasswordorotheranonymousidentifier,andwill
beaskedtoaccesstheirreportsperiodicallyusingtheconfidentialidentifiertoanswerfollowupquestions
andtoassisttheCompanyinreviewingandaddressing(asappropriate)thereportedissue.Theadvantage
ofdirect,interactivecommunicationsisthattheymakeitpossiblefortheCompanytogatheradditional
relevant information that may be valuable in resolving the situation. As to concerns reported to the
Companythroughanyofthe
6

REPORTING;ASSOCIATEHOTLINE(continued)
Reporting Channels, if requested, the Company will take reasonable measures to protect the
confidentiallyandanonymityoftheassociatetothefullestextentpossible.However,recognizingthe
Companysobligationtoinvestigateandimplementremedialactions,itcannotguaranteeconfidentially.
TheCompanywillnotretaliateorpermitanyretaliationagainstanassociatewhoreportsanymatterto
the Company in good faith, even if the report does not lead to the discovery of a violation or other
actionableproblem.However,associateswhoknowinglyreportinaccurateordishonestinformation;fail
to cooperate in an investigation; or threaten or intimidate others in an effort to influence their
participationinaninvestigationmaybesubjecttodisciplinaryaction,uptoandincludingterminationof
employment.Cooperationincludestheexpectationthatassociates;(i)promptlyrespondtoinvestigations
conductedbyoronbehalfoftheCompanyand(ii)providehonestandcompleteinformationinresponse
toquestions/requestforinformation.Foravoidanceofdoubt,associatesareonlyexpectedtoprovide
truthfulandaccurateinformationduringanysuchinquiryorinvestigation.

ACCOUNTINGANDFINANCIALPRACTICES

TheLegalComplianceCommitteeoftheBoardofDirectorshasadoptedthefollowingspecificpoliciesand
procedurestogoverntheCompanysaccounting,internalcontrol,auditingandotherfinancialpractices.
Policies
Accurateandreliablecorporateaccountsandrecordsshallbemaintainedatalltimes.Allpaymentsof
money,transfersofproperty,furnishingofservicesandothertransactionsmustbereflectedinfulldetail
in the appropriate accounting and other business records of the Company. With the exception of
disbursementsfrompettycashfunds,noCompanypaymentsshallbemadeincurrency,norshallcash
paymentsbeacceptedfromanyclient,customerorsupplier.
Nounrecordedfund,reserve,assetorspecialaccountshallbeestablishedormaintainedforanypurpose.
Nofalseorfictitiousentriesshallbemadeinbooks,records,accountsorinCompanycommunicationsfor
anyreason.Nopaymentortransferoffundsorassets(suchastangibleorintangiblepremiums)shallbe
made for any purpose other than that described by the supporting documents, and specifically as
authorizedbytheCompanyandtheclient.NoshreddingorotherdestructionorerasureofCompany
documentsorrecordsisallowedexceptinaccordancewiththeCompanysRecordsRetentionPolicy.
Business expenses properly incurred in performing Company business must be documented promptly
with accuracy and completeness on expense reports. In the filing of expense reports, associates must
distinguishbetweenpersonalandbusinesstravelexpenses,businessconferenceexpensesandbusiness
entertainmentexpenses.
Associatesshallmakefulldisclosureofallrelevantinformationandotherwisefullycooperatewithinternal
orexternalauditors,orCompanylegalcounsel,inthecourseofcomplianceauditsorinvestigations.
AccountingComplaints
ItisthepolicyoftheCompanytotreatcomplaintsaboutaccounting,internalaccountingcontrols,auditing
matters, or questionable financial practices (Accounting Complaints) seriously and expeditiously.
Associateshavetheopportunity,asdescribedintheReportingsectionbelow,tosubmitforreviewby
theLegalComplianceCommitteeconfidentialandanonymousAccountingComplaints,includingbutnot
limitedtothefollowing:

Fraudagainstinvestors,securitiesfraud,mailorwirefraud,bankfraud,orfraudulentstatements
togovernmentagenciesorothersoutsidetheCompany;

ViolationsofrulesandregulationsapplicabletotheCompanyandrelatedtoaccounting,internal
accountingcontrolsandauditingmatters;

ACCOUNTINGANDFINANCIALPRACTICES(continued)
AccountingComplaints(continued)

Intentionalerrororfraudinthepreparation,revieworauditofanyfinancialstatementofthe
Company(includingallparentandsubsidiaryentities);and

SignificantdeficienciesinorintentionalnoncompliancewiththeCompanysinternalaccounting
controls.

ReportingofAccountingComplaints
Associates are encouraged to submit Accounting Complaints and any other concerns regarding
questionableaccountingorauditingmattersdirectlytotheGeneralCounselortheCompanysEthicsLine:

GeneralCounsel

CompanysEthicsLine

GeneralCounsel@advantagesolutions.net

www.ethicspoint.com

9497973162

18883257882

The General Counsel will promptly forward to the Chairman of the Legal Compliance Committee any
AccountingComplaintsreceivedbytheGeneralCounsel.Ifrequestedbytheassociate,theCompanywill
protect the confidentiality and anonymity of an associate submitting an Accounting Complaint to the
extentpossible,consistentwiththeneedtoconductanadequatereviewandinvestigation.
AssociatessubmittingAccountingComplaintsneednotprovidetheirnameorotherpersonalidentifying
information.AsdescribedintheReportingsection,theCompanyhascontractedwithanindependent
thirdpartyprovidertoprovideameansforassociatestosubmitanonymousandconfidentialAccounting
Complaints.However,associatesareencouragedtoprovideasmuchdetailaspossibletohelpfurthera
comprehensiveandeffectiveinvestigation.
AllassociatesarerequiredtoforwardtotheChairmanoftheLegalComplianceCommitteeand/orthe
General Counsel any complaint received from a third party regarding accounting, internal accounting
controls or auditing matters. Clients, customers, vendors and other thirds parties external to the
Company also have the opportunity to submit Accounting Complaints directly. The Company is not
obligated to keep Accounting Complaints from nonassociates confidential nor to maintain their
anonymity.

ACCOUNTINGANDFINANCIALPRACTICES(continued)
ReportingofAccountingComplaints(continued)
AswithanyreportingunderthisCodeoranyotherexerciseofrightsunderapplicablelaworCompany
policy, the Company prohibits and will not tolerate any retaliation against associates who submit
AccountingComplaintsingoodfaith.

TreatmentofAccountingComplaints
AccountingComplaintswillbereviewedunderthedirectionoftheLegalComplianceCommitteeandthe
oversightoftheGeneralCounselorsuchotherpersonsastheLegalComplianceCommitteedetermines
tobeappropriate.TheLegalComplianceCommitteewilldeterminewhethermembersofmanagement,
orexternalauditors,legalcounsel,orotherthirdparties,needtoparticipateinsuchreview.TheLegal
Compliance Committee may designate the General Counsel or other legal counsel to review and/or
investigateanyAccountingComplaintandreporttotheLegalComplianceCommittee(withtheassistance
orsuchotherassociates,outsidecounsel,advisors,expertsorotherthirdpartyserviceprovidersasmay
beappropriateornecessary).
IftheLegalComplianceCommitteedeterminesittobenecessary,theCompanyshallprovideappropriate
funding,asdeterminedbytheLegalComplianceCommittee,toobtainandpayforadditionalresources
that may be necessary to conduct an investigation, including but not limited to outside counsel and
independentaccountants.
TheLegalComplianceCommitteeshallreporttothefullBoardofDirectorsallsubstantiatedviolationsof
applicable accounting or financial policies, and all other material issues and concerns regarding the
Companysaccountingandfinancialpractices,uncoveredasaresultofanAccountingComplaint,together
with any disciplinary or corrective action that the Legal Compliance Committee has recommended or
directedtobetaken.
TheLegalComplianceCommitteeshallonanongoingbasisevaluatetheeffectivenessoftheCompanys
procedures for receiving, analyzing and investigating Accounting Complaints, and shall make any
improvements and modifications to such procedures as the Legal Compliance Committee may deem
necessaryorappropriate.
All reports and records associated with Accounting Complaints are to be treated as confidential
information of the Company. Access to such materials will be restricted to members of the Legal
Compliance Committee, the Board of Directors, the Companys legal counsel, and others involved in
reviewingandinvestigatingAccountingComplaintsascontemplatedbytheseprocedures.Accesstosuch
materials may be granted to other parties at the discretion of the Legal Compliance Committee.
AccountingComplaintsandrelated investigations,reportsandremedialactions
10

ACCOUNTINGANDFINANCIALPRACTICES(continued)

TreatmentofAccountingComplaints(continued)
will generally not be disclosed to the public except as required by applicable law or regulation. All
documents and materials related to any Accounting Complaint shall be retained by the Company in
accordance with the Companys Records Retention Policy, and after the applicable time periods such
materials will be destroyed unless the information may be relevant to any pending or anticipated
litigation,inquiryorinvestigation,inwhichcasetheinformationwillnotbedestroyedbutwillberetained
forthedurationofsuchlitigation,inquiryorinvestigationandthereafterasnecessary.

11

RECORDSMANAGEMENTANDRETENTION

TheLegalDepartmenthasCompanywideresponsibilityfordeveloping,administeringandcoordinating
theCompanysRecordManagementandRetentionprogram,andissuingretentionguidelinesfor
specifictypesofdocuments.Allrecords,includingbutnotlimitedtoaccountingandfinancialrecords,
mustbemaintainedincompliancewithapplicablestatutory,regulatoryandcontractualrequirements,
aswellasprudentbusinesspractices.ForspecificinformationonrecordretentionAssociatescanfind
thepolicylocatedontheLegalDepartmentsAdvantageConnectshomepage.

12

BUSINESSCOURTESIES

Gifts, favors and entertainment may be given ONLY if they are consistent with customary business
practices;arenotexcessiveinvalue;cannotbeconstruedasabribeorpayoff(seethesectionofthis
bookletentitledBusinessInducements);donotviolateapplicablelaworethicalstandards;andwillnot
embarrasstheCompanyortheassociateifpubliclydisclosed.
Gifts,favors,entertainment(includingtrips)orothercourtesiesmaynotbeacceptedbyassociatesfrom
anypersonororganizationthathasorseekstohaveabusinessrelationshipwiththeCompany,orisa
competitoroftheCompanyexceptascommoncourtesiesusuallyassociatedwithcustomarybusiness
practices, when the value involved is not significant and when the courtesy clearly will not create an
obligationtoorexpectationonthepartofthedonor.Theonlyexceptiontothispolicyisthatassociates
mayacceptsuchcourtesiesfromaclientwhenthecourtesyisinconnectionwithandspecificallypursuant
to a performancebased program officially authorized by the client and approved by the Companys
divisionbusinessleader.

13

BUSINESSINDUCEMENTS

Salesrelated commissions, rebates, discounts, credits and allowances are customary business
inducements, but careful attention is needed to avoid illegal or unethical payments and to ensure
compliancewithvariousapplicablelawsandregulations.
The Company does not permit or condone bribes, kickbacks or any other illegal, secret or improper
payments, transfers or receipts. This prohibition applies both to the giving and receiving of such
inappropriatepaymentsorgifts.
Noassociateshalloffer,giveortransferanymoneyoranythingelseofvalueforthepersonalbenefitof
anassociateoragentofanotherbusinessentityforthepurposeofobtainingorretaininganybusiness
which the business entity itself would not otherwise provide; receiving any kind of favored treatment
whichthebusinessentityitselfwouldnototherwiseprovide;orinducingorassistingsuchassociateor
agenttoviolateanydutytohisorheremployerortoviolateanylaw.TheU.S.ForeignCorruptPractices
Actstrictlyforbidsthemakingofanypayment,directlyorindirectly,incashoranyotherformthathas
value,toacquire,retain,orotherwiseobtainbusinessoracquireanimproperadvantage.
Lawful businessinducement payments (which by definition do not violate the foregoing proscription)
must be reasonable in value, competitively justified, properly documented and made to the business
entitytowhichtheoriginalsalesagreementorinvoicewasmade/issued.Theyshouldnotbemadeto
individual officers, associates or agents of such entity or to a related entity, except that payments or
transfersmaybemadetoassociatesoftradecustomersinconnectionwithandspecificallypursuantto
performancebasedpromotionalprogramsofficiallyauthorizedbyclientsandapprovedbytheCompanys
division business leader PROVIDED the payment or transfer is made openly and is disclosed to and
authorizedbytheclient,customer,orsupplier.

14

CONFLICTSOFINTEREST

The Company relies on the good faith of its associates in the exercise of their responsibilities to the
Company.AllbusinessjudgmentsonbehalfoftheCompanyshouldbemadebyassociatesonthebasisof
suchtrustandintheCompanysbestinterests.Thepurposeofthispolicyistoprovideguidancetohelp
associatesavoidsituationsintheirpersonalactivitieswhichare,orappeartobe,inconflictwiththeir
responsibilitiestotheCompany.
Althoughitisimpracticaltoattempttodefineeverysituationwhichmightbeconsideredaconflictof
interest,associatesshouldgenerallyavoidanysituationthatmayinvolveaconflictbetweentheirpersonal
interests and the interests of the Company. In dealings with current or potential clients, customers,
suppliersandcompetitors,associatesshouldactinthebestinterestsoftheCompanyandtotheexclusion
oftheirownpersonaladvantage.Eachassociateshallmakepromptandfulldisclosureinwritingtotheir
HumanResourcescontactofanysituationwhichmayinvolveaconflictofinterest.Thisincludes:

Ownershipbytheassociateorafamilymemberofafinancialinterestinanyoutsideenterprise
whichdoesorseekstodobusinesswith,orisacompetitorof,theCompany.

Serving as an officer or partner or in any other role in any outside enterprise, which is in
competitionwiththeCompany.

Anyotherarrangementorcircumstance,includingfamilyorotherpersonalrelationships,which
might influence or affect the associates ability to act in the best interests of the Company as
describedintheCompanysNepotismPolicy.

Aconflictmayalsoexistwhenanassociateengagesinapersonalventurewhichpreventshimorherfrom
devotingthetimeandeffortrequiredbyhisorherpositionwiththeCompany,orwheretheassociate
standstobenefitpersonallyattheexpenseofthebestinterestsoftheCompany.

15

CONFLICTSOFINTEREST(continued)

Anassociateshallnotappropriatetohimselforherself,ortoanyotherpersonoroutsideorganization,
anybenefitoropportunitywhichcomesfromknowledgegainedinthecourseofemploymentwiththe
Company.Associatesarerequiredatalltimestocomplywiththerequirementsofthewrittenagreement
signedatthetimetheycommencedemploymentwiththeCompanyprohibitingunauthorizeddisclosure
ofconfidentialinformationandmisappropriationoftheCompanystangibleandintangibleassets.
OutsideEmployment
Associates must not engage in outside employment or activities (including without limitation, sole
proprietorship, consultancy, or independent contractor arrangement (collectively, Engagement) that
would have a negative impact on their job performance, or which are likely to conflict with their
employmentobligationstotheCompany(includingthosepertainingtotheCompanysclients,customers,
vendors, or other business partners). Associates are required to notify their supervisor of any outside
employmentorEngagementwhichtheyundertake.OutsideemploymentandEngagementmayrequire
approvalfromtheVPofHumanResourcesortheGeneralCounsel,onajobspecificbasis.
AssociateswhowishtoperformworkforanybusinessorentitywithwhichtheCompanydoesbusiness
orwhichcompeteswiththeCompanymustobtainapprovalforanysuchworkrelationshipfromtheir
Human Resources contact or the Legal Department prior to accepting the outside employment or
Engagement.
To the extent any such outside employment or Engagement existed prior to employment with the
Company,associatesareobligatedtodiscloseanysuchcommitmentduringtheapplicationprocessand
priortoacceptinganyofferofemploymentwithastheCompany.Failuretodoso,aswellasfailureto
notifytheCompanyofanypotentialconflictwhicharisesduringonesemploymentwiththeCompany,
mayresultindisciplinaryaction,uptoandincludingterminationofemployment.

16

CONFIDENTIALINFORMATION

From time to time every associate may possess or have access to information that is private to the
Company or its clients, customers or other third parties, and has not been generally disclosed to the
public. This kind of information is confidential. Unauthorized disclosure of confidential information is
prohibitedduringemploymentwiththeCompany,andfollowinganyseparationofsuchemployment,so
longastheinformationremainsconfidential.
ConfidentialinformationisasmuchaCompanyassetasequipmentormoney,andunauthorizedrelease
ofinformationhasseriousimplications.Examplesincludeinformationaboutclients,customer,suppliers
andcompetitors;productinformation;technologiesandconcepts;businessstrategiesandplans;process
systems; procedures; engineering; research and development activities; data stored on any computer
system; computer software; financial information; corporate policy manuals; organization charts; and
personnelinformationpertainingtoassociatesoftheCompanyaswellasitsclients,customersandother
businesspartners.ConfidentialinformationmustnotbedisclosedtoanyoneintheCompanywhodoes
not have a business need to know or to anyone outside of the Company, except in accordance with
establishedCompanyprocedures.Allmaterialandinformationobtainedordevelopedbyanassociateas
partoftheassociatesworkassignment,eitheraloneorinconcertwithotherassociatesorthirdparties,
isconsideredthepropertyoftheCompanyandissubjecttotherequirementsofthisCodeandotherlegal
andcontractualrestrictions.

17

PROTECTIONOFASSETS

The ability of the Company to meet our commitments to clients, customers, suppliers, associates,
investorsandthecommunitydependsonefficientuseofresourcesandassetsincludingtechnology,
data (i.e., information), buildings, land, equipment, money and the time and talent of associates. No
associateshallparticipateorassistin,orcondonebyinaction,themisuseofCompanyassets.
ThebackboneoftheCompanyasacompetitivebusinessisourabilitytorepresentourclients.Aspartof
ourrepresentation,ourclients(andsometimesourcustomers)entrustuswithfunds,informationand
otherassetsoftheirown.Therefore,allstandards,whichrelatetotheprotectionofCompanyassetsapply
equallytoassetsentrustedtousbyothers.
Clientfundsareanexamplethatrequiresspecialnote.Allclientfundsandotherpropertyshallbeused
solelyforthebenefitof that client.Alldisbursementsmust belawfuland consistentwithinstructions
provided by the client and with the Companys accounting policies and procedures. Transactions
concerningthefundsoraccountofaclient,includingthepurchaseanddistributionofpremiums,mustbe
clearlyauthorizedandproperlyandpromptlyrecorded.
Diverting client products is also a form of misappropriation of client assets. Diversion occurs when
products sold by the Company are distributed into markets or sold to customers other than originally
intended in violation of a contract, law or regulation. The Company forbids knowingly engaging in
transactionsthatfacilitatesorresultsinunlawfuldiversion.Anyquestionsorconcernsanassociatemay
have about product diversion should be directed to their immediate supervisor, management team
member,HumanResourcescontact,ortheCompanysEthicsLine.
AlsoessentialtooursuccessasaCompanyisourabilitytodevelopandincreasinglyusestateoftheart
technologyindaytodayoperations.Failuretomaintaincontrolofourtechnologicaledgecouldcauseus
irreparableharm.Asassociates,weareallresponsibleforguardingourtechnologyagainstunauthorized
disclosure. This applies to technology developed or purchased by us or entrusted to us by clients,
customersorsuppliers.
Peopleoftendontthinkofintangiblessuchasinformationwhentheythinkaboutpropertywhichhas
to be protected. However, failure to protect information can have disastrous consequences. Strictly
prohibited is the unauthorized possession, use, alteration, destruction or disclosure of confidential
information(suchasbusinessstrategies,unannouncednewproducts,

18

PROTECTIONOFASSETS(continued)

marketing strategies, research results, financial projections, customer lists, or associate information),
whetherCompanyinformationorinformationofaclient,customerorsupplierthathasbeenentrusted
tous.Confidentialinformationmaynotbegivenorreleased,withoutproperauthority,toanyonenot
employedbytheCompanyortoanassociatewhohasnoneedforsuchinformation.Itmayalsonotbe
usedforthepersonalprofitoftheassociateorofanyoneasaresultofassociationwiththeassociate(for
example,suchinformationmaynotbeusedinconnectionwiththebuyingorsellingofstockorother
securitiesinanycompany).Theserestrictionsapplywhethertheinformationisinwrittenorelectronic
formorissimplyknownbyusasassociates.
Theunintentionaldisclosureofconfidentialinformationcanbejustasharmfulasintentionaldisclosure.
DonotdiscussconfidentialinformationevenwithotherCompanyassociatesifyouareinthepresenceof
otherswhoarenotauthorizedforexample,atatradeshowreception,orinapublicareasuchasan
airplane.Thisalsoappliestodiscussionswithfamilymembersorwithfriends,whomightinnocentlyor
inadvertentlypasstheinformationontosomeoneelse.
Other examplesofprohibiteduseofassetsinclude unauthorizeduse,andmisrepresentationoflogos,
namesbrands,andproprietaryinformation,materialsoftheCompanyoritsclients,customersorother
business partners. In addition, the appropriation, possession or personal use of technology, software,
computer,communicationsandcopyingequipmentorofficesuppliesmustbeusedinaccordancewith
theCompanyspoliciesandprocedures.

19

COMPETITIONANDOTHERLAWS

Thepurposeofcompetitionlaws,whichmayalsobeknownasantitrust,monopoly,fairtradeorcartel
laws,istopreventinterferencewiththefunctioningofacompetitivemarketsystem.
Under these laws, companies may not enter into agreements or arrangements with other companies,
howeverinformal,thatunlawfullyrestrictthefunctioningofthecompetitivesystem.Agoodexampleof
suchaprohibitedagreementisonebetweencompetitorstochargethesamepricefortheirproductsor
toboycottcustomers.
Companiesmayalsoviolatecompetitionlawswithoutactingjointlywithothercompanies,forexample
bytakingactionswhichunlawfullyrestrictthecompetitiveprocessespeciallyintheareaofpricing.In
thiscontextpricingcoversallrelevanttermsofsale,includingadvertising,promotions,productdisplays
and other forms of allowances, services or facilities extended directly or indirectly to customers.
Generally,allsuchtermsmustbeextendedtoallcompetingcustomers(whetherdirectorindirectthrough
distributors)onproportionallyequalterms.Allassociateswhoseresponsibilitiesaresuchthattheyare
involvedinpricingandothercustomerrelateddecisionsareexpectedtomaintainabasicfamiliaritywith
theprinciplesandpurposesofcompetitionlaws,andtorefrainfromanyactivitythatmightgiveriseto
possibleviolation.
Acompanycanalsorunafoulofthelawbyengagingincompetitiveintelligence.Whilecollectingdataon
our competitors, we should utilize all legitimate resources, but avoid those actions which are illegal,
unethicalorwhichcouldcauseembarrassmenttotheCompany.Proprietaryinformationofothersshall
notbeacceptedfromanysource,eitherdirectlyorindirectly,incircumstanceswherethereisreasonto
suspectthattherelease,useordisclosureofsuchinformationisunauthorized.
Theprovisionsofthecompetitionlawsapplytobothformalandinformalactivitiesandcommunications.
Associates involved in trade association activities or in other situations allowing for less formal
communication among competitors, clients, customers or suppliers must be especially alert to the
requirementsofthelaw.

20

COMPETITIONANDOTHERLAWS(continued)

The laws regulating competition are extremely complex, and frequently may be unclear in their
applicationtoanyparticularaction.Toavoidviolations,companiesmusttakeintoaccountthepurposeof
theparticularaction,itseffectoncompetitorsandcompetition,itsbusinessjustification,andotherfactors
toensurethattheactionisnotunlawfullyaffectingcompetition.Thiscomplexitycanobviouslymakeit
verydifficulttodeterminethescopeoflegallyacceptableactivity.Therefore,anyquestionsorconcerns
anassociatemayhaveaboutcompetitiveactivitymustbediscussedandresolvedwiththeCompanys
LegalDepartment.
TheCompanyisalsosubjecttomanyotherlaws,rulesandregulations,manyofwhicharediscussedin
theCompanyspoliciesandprocedures.Theseincludebutarenotlimitedtolawsregardingconsumer
protection and advertising, employment discrimination and reasonable accommodation, immigration,
importexport control, sexual and other unlawful harassment, wage and hour laws, infringement of
intellectualpropertyrights,productsafetyandrecalls,privacyandidentitytheft,workplacesafetyand
security,andothers.TheCompanysassociatesarerequiredtocomplywithallapplicablelaws,rulesand
regulations in all activities they undertake on behalf of the Company or in connection with their
employment with the Company. Any suspected failure to comply with applicable laws, rules and
regulationsisaviolationofthisCodeandmustbereportedasprovidedherein.

21

POLITICALCONTRIBUTIONS

AssociatesmaynotmakeanycontributionofCompanyorclientfundsorservicestoanypoliticalpartyor
committee,ortoanycandidatefororholderofanyofficeofanygovernment,unlesssuchcontributionis
expressly permitted by law and has been preapproved in writing by the appropriate, authorized
representative of the client and the Companys Chief Financial Officer and the General Counsel. This
prohibitioncoversnotonlydirectcontributionsbutalsoindirectassistanceorsupportofcandidatesor
politicalpartiesthroughthepurchaseofticketstospecialdinnersorotherfundraisingevents,andthe
furnishingofanyothergoods,servicesorequipmenttopoliticalpartiesorcommittees.
No direct or indirect pressure in any form is to be directed toward associates to make any political
contributionorparticipateinthesupportofapoliticalpartyorthepoliticalcandidacyofanyindividual.

22

SAFEANDPROFESSIONALWORKENVIRONMENT

AssociatesoftheCompanymustallworktomaintainasafeandhealthyworkenvironment.Thismeans
associatesarerequiredtofollowallsafetyrulesandprocedures,observepostedsafetyrelatedsigns
anduseprescribedsafetyequipment.Associatesshouldimmediatelyreportanyunsafeconditionsor
activities.

AllassociatesoftheCompanyshouldbeabletoworkinadiscriminationfreeandharassmentfree
environment.Tothatend,theCompanyiscommittedtoprovidingaworkenvironmentthatisfreefrom
allformsofdiscriminationandharassmentbasedonlegallyprotectedcategories(includingbutnot
limitedtorace,gender,age,religion,color,nationalorigin,sexualorientation,anddisability)andlegally
protectedactivities(includedbynotlimitedtoreportingunlawfulconductandexercisingoneslegal
rights);andallassociatesareheldaccountableforcomplyingwiththeserequirements.Inkeepingwith
thiscommitment,notonlymustourpersonnelactions(whichincludesrecruiting,hiring,compensation,
evaluations,transfers,promotions,correctiveactions,discipline,terminationsandstaffreductions)be
madeinafashionthatcomplieswithnondiscriminationrequirementsfoundinthelawsandpolicies
thatgovernourworkplace;butwemustalsoencourageassociatestosafelyraiseanyconcernsofnon
compliancewiththeseexpectations.

TheCompanyexpectsallassociatestotreatoneanother,aswellastheCompanysclients,customers,
andotherbusinesspartnerswithdignityandrespect;likewise,weholdourbusinesspartnerstothe
sameexpectationsasitrelatestothetreatmentofourassociates.Concernsofanysuchmistreatment
shouldbefreelyraisedthroughtheappropriateReportingChannelsidentifiedelsewhereinthisCode.
Please refer to the Companys policies and procedures for additional guidance on maintaining a safe,
productive,andprofessionalworkenvironment

23

ENVIRONMENT

TheCompanyiscommittedtopromotingandmaintainingenvironmentallyresponsiblepracticesforthe
benefitofourclients,consumers,associates,andthecommunitiesinwhichwework.TheCompanywill
conductandgrowourbusinessinamannerthatprotectstheenvironmentanddemonstratesgood
stewardshipofourworldsnaturalresources.TheCompanyencouragesconservation,recyclingand
energyuseprogramsthatpromotecleanairandwaterreducelandfillsandreplenishedtheplanets
naturalresources.Wewillfollowapplicableenvironmentallawsandregulationsinthecountrieswhere
weperformourservices.

24