Colleague and AIB
Handbook
This Colleague and AIB Handbook (“Handbook”) is provided as
a reference tool and guide concerning many important matters
relating to work.
March 9, 2018 - Revised November 12, 2021
Table of Contents
Welcome Page 3
Your Work Environment Page 5
Safety and Security Page 9
You and Your Job Page 12
Time Off Page 19
Workplace Guidelines Page 26
Key Policy Detail Page 30
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Welcome Billy Milam
Lorem ipsum dolor sit amet, con- CEO, EmployBridge
sectetuer adipiscing elit. Aenean
commodo ligula eget dolor. Ae- 3
nean massa. Cum sociis natoque
penatibus et magnis dis parturient
montes, nascetur ridiculus mus.
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sem. Nulla consequat massa quis
enim.
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et a, venenatis vitae, justo. Nullam
dictum felis eu pede mollis pre-
tium. Integer tincidunt. Cras dapi-
bus. Vivamus elementum semper
nisi. Aenean vulputate eleifend
tellus.
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consequat vitae, eleifend ac,
enim. Aliquam lorem ante, dapibus
in, viverra quis, feugiat a, tellus.
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varius laoreet. Quisque rutrum.
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nisi vel augue. Curabitur ullamcor-
per ultricies nisi.
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semper libero, sit amet adipiscing
sem neque sed ipsum. Nam quam
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nec odio et ante tincidunt tem-
pus. Donec vitae sapien ut libero
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About the Colleague
and AIB Handbook
This page uses a lot of legal language, and you are required to both read and understand what is written. If anything is
confusing or if you need help, please reach out to your supervisor, the Human Resources Department, or your
People Business Partner (PBP). The goal of this handbook is to provide all the necessary information for your success with
EmployBridge. Throughout the handbook, EmployBridge may be referred to as “EmployBridge” or the “Company”.
This Colleague and AIB Handbook (the “Handbook”) applies to all colleagues and AIBs. If you are unsure if this applies to
you, ask your manager or your PBP for more information. The Handbook gives you information about EmployBridge, tells you
about benefits, and sets forth the Company’s expectations of its’ employees. This Handbook, which includes the “Key Policy
Detail” section, is a reference tool and guide concerning many important matters related to work. Please take your time, read
it thoroughly, and use it for future reference. The Handbook is maintained on the Human Resources (CPO) site as part of
thEBridge.
It is not possible to provide every detail of our policies in this Handbook, so you should be aware that EmployBridge has
additional policies not included here. If you have questions regarding policies or special circumstances not covered in this
Handbook, please plan to discuss them with your supervisor1 or your People Business Partner (PBP).
This Handbook is a shorter version of EmployBridge’s human resources (HR) and related policies, which can be reviewed
in full on thEBridge. If by any chance there is a conflict between this Handbook and the policies on thEBridge, the policy or
Handbook on thEBridge with the most recent date controls will be considered the current version. This Handbook replaces
any previous manual or handbook, and to the extent inconsistent, any previous understanding, practice, policy, or
representation concerning the subject matters addressed in this Handbook. This Handbook may not be amended or added to
without the express written approval of the Chief Executive Officer (CEO) of the company or his designee. You should read,
understand, and comply with everything in this Handbook and the policies on thEBridge.
No employee handbook can anticipate every circumstance or question about policy. EmployBridge reserves the right to
change anything in this Handbook, with the exception of its policy of at-will employment (see next page), with or without
notice. All changes to the Handbook will be made in writing signed by the EmployBridge CEO or his designee and will either
be in a new handbook or in a written document that refers to the Handbook. You generally will be notified of such changes to
the Handbook as they occur, but you can also view most recent documents on thEBridge.
Employment at EmployBridge is on an at-will basis, as described in the next section, “Employment at Will.” Neither this
Handbook, nor any policy contained in this Handbook or elsewhere, is intended to imply continued employment or otherwise
limit in any way the policy of at-will employment. Nor does this Handbook, in describing EmployBridge’s policies or proce-
dures, commit the company to follow any particular procedure in the course of imposing discipline or terminating employ-
ment. If there is ever a discrepancy between this Handbook and applicable law, then the law will always govern.
You must sign the Colleague and AIB Acknowledgement Form within 30 days of your first day of work. Please note that no
policy contained in this Handbook is intended to limit your rights to engage in protected concerted activity. If you have any
questions about the Handbook, please contact your PBP.
*The term "supervisor" as used in this handbook means the person to whom you directly report, regardless of title.
4
Your Work Environment
EmployBridge is committed to providing you with a quality work environment. If you have
any questions about the topics included below, please check with your supervisor or PBP.
Employment at Will
Your employment with EmployBridge is “at will”. This means that there is no guarantee of continued employment for any
determinable period of time. This also means that both you and EmployBridge have the right to terminate the employment
relationship at any time, for any legally permissible reason, with or without cause or notice. EmployBridge may also make
decisions about other terms of employment, such as demotion, promotion, transfer, compensation, benefits, duties, and
location of work at any time, with or without cause or advance notice. Any change to the nature of your employment must be
in writing and signed by EmployBridge’s CEO. No one else is authorized to modify your Employment at Will standing.
Accuracy of Employment Applications and Work-Related Documents
EmployBridge relies upon the accuracy of information contained in your employment application, as well as the accuracy of
other data presented throughout the hiring process and during employment. If you misrepresent, falsify or leave out import-
ant details in any of this information or data, EmployBridge reserves the right to end your candidacy or employment at their
discretion.
Inclusion Policy
EmployBridge is an Equal Employment Opportunity Employer and is committed to equal opportunity for all colleagues, AIBs,
and applicants for employment. EmployBridge does not unlawfully discriminate on any basis prohibited by federal, state, or
local laws regarding all aspects of employment with us, including but not limited to recruitment, application, screening, test-
ing, hiring, placement, promotion, transfer, training, salary, benefits, demotion, discipline, and separation from employment.
EmployBridge is committed to the practice of equal employment opportunity and will not tolerate intimidation or retaliation
against colleagues, AIBs, associates or applicants because they have engaged in or may engage in filing a complaint of
discrimination or retaliation; assisting or participating in an investigation; opposing any act or practice made unlawful by any
local, state, or federal law; or for exercising any other legally protected right.
EmployBridge does not ask applicants about their current or prior compensation history and maintains a “Pay Transparency
Nondiscrimination Policy” in policies on thEBridge.
See the “Equal Employment Opportunity Policy” and “Policy Against Sexual Harassment and Other Workplace Harassment”
found in this Handbook’s “Key Policy Detail” as well as the “Complaint Procedure for Reporting Prohibited Conduct” in these
circumstances:
• If you have questions or feel that you have been discriminated against because of your protected status, have experienced
retaliation, or have witnessed or been subjected to conduct that you believe may violate this policy.
• To learn how complaints of prohibited conduct will be investigated and resolved.
All employees must follow this policy. If you have questions regarding this policy, talk to your supervisor, PBP, Market Vice
President, or Regional President. Any colleague or AIB who is reasonably found by EmployBridge to have violated this policy
will be subject to discipline, up to and including immediate termination.
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Policy Against Sexual Harassment and Other Workplace Harassment
EmployBridge is committed to providing a work environment that is free of unlawful discrimination and will not tolerate any
form of harassment that violates this policy. This policy also prohibits offensive conduct that does not rise to a violation of law.
IMPORTANT NOTE: You are required to read the full “Policy Against Sexual Harassment and Other Workplace Harassment”
found in the “Key Policy Detail” section of this Handbook to learn about prohibited conduct, reporting procedures, policy
against retaliation, company response, and more.
EmployBridge expects everyone who works for us to show respect for each other, as well as our clients, vendors, and any-
one else with whom EmployBridge does business. This policy and the law forbid any colleague, AIB, associate, manager,
supervisor, officer, director, client, vendor, or any other third party that you encounter in connection with EmployBridge busi-
ness, to harass, discriminate, or retaliate against any EmployBridge colleague, AIB, associate, applicant, contractor, intern, or
volunteer on the basis of any legally protected status or activity.
Consistent with all applicable state and federal laws, EmployBridge’s policies prohibit discrimination and harassment against
employees and job applicants from discrimination on the basis of race, color, religion, sex (including pregnancy, gender
identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical
history), political affiliation, military service, or other non-merit-based factors. These protections extend to all management
practices and decisions, including recruitment and hiring, appraisal systems, promotions, training, and career development
programs. Consistent with these obligations, EmployBridge also provides reasonable accommodations to employees and
applicants with disabilities and for sincerely held religious beliefs, observances. and practices
You must not act in any way, including verbally, physically, or visually, that includes any discriminatory employment action
and/or unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of
unwelcome conduct prohibited by this policy are epithets (abusive words or phrases), slurs, negative stereotyping, intimi-
dating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because of
their protected status. EmployBridge prohibits such conduct in the workplace, even if the conduct is not sufficiently severe or
pervasive to constitute unlawful harassment.
Sexual harassment deserves special mention. You must not harass someone based on gender regardless of whether the
offensive conduct is sexual in nature. Unwelcome conduct based on gender is also forbidden regardless of whether the indi-
vidual engaged in harassment and the individual being harassed are of the same or are of different genders.
Everyone at EmployBridge can help ensure that our workplace is free from prohibited discrimination or harassment. Employ-
Bridge has a personal responsibility to conduct ourselves in compliance with this policy and to report any observations of
conduct inconsistent with this policy. If you have any questions concerning this policy as fully detailed in this Handbook’s “Key
Policy Detail,” please contact your PBP.
Complaint Procedure for Reporting Prohibited Conduct
If you feel you are the victim of prohibited conduct or observe conduct that you believe to be prohibited under this policy,
you must promptly report the situation to your supervisor, PBP, Market Vice President, or Regional President and/or use the
InTouch procedure described in the policy’s “Reporting with InTouch” section.
This policy does not require reporting discrimination, harassment, or retaliation directly to your immediate supervisor or to
anyone who is creating the harassment, discrimination, or retaliation.
If you report an alleged violation of this policy or participate in the investigation of a complaint of prohibited conduct, you will
not be subjected to reprisal, retaliation, or adverse employment action for making the complaint or for assisting in the inves-
tigation. However, if you knowingly make a false accusation it will be considered misconduct and may result in disciplinary
action up to and including termination.
EmployBridge will promptly, objectively, and thoroughly investigate complaints to determine whether improper conduct has
occurred. Everyone is expected to cooperate fully in any investigation. EmployBridge will make an effort, to the extent possi-
ble, to keep your complaint confidential, while allowing us to conduct a full and fair investigation.
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Remote Worker Labor Compliance Posters
All EmployBridge locations physically display mandated federal, state, and local compliance posters. EmployBridge is re-
quired to provide posters that notify employees of their rights, including those who work remotely. EmployBridge partners with
Labor Law Compliance Center (LLCC) to assist with providing the required information to our remote workforce through their
electronic postings, referred to as eViewer. Please use the eViewer link to review the federal, state, and local posters that
apply to the location where you perform your work.
Reasonable Accommodation
EmployBridge is dedicated to treating everyone equally and with respect; EmployBridge complies with federal, state, and
local laws requesting reasonable accommodation for covered reasons within the jurisdiction where the individuals work and
will cooperatively engage in a discussion if the request is: (1) for religious needs; (2) due to a disability or (3) as a result of
pregnancy, childbirth or a related medical condition. If you believe you are entitled to reasonable accommodation for a reason
not covered above, check with your PBP. EmployBridge follows all applicable federal, state, and local laws.
If you require an accommodation to perform essential job functions, contact your manager or the Human Resources Depart-
ment to request accommodation.
EmployBridge will work with you to attempt to identify a reasonable accommodation. EmployBridge will consider the accom-
modation request and will engage in an interactive discussion about possible accommodation options and reserves the right
to offer an alternate reasonable accommodation to the extent permitted by law.
For information about lactation (breastfeeding) breaks, see “Breaks for Meals, Rest, Lactation” in this Handbook.
Problem-Solving Procedure
EmployBridge believes effective and open communication throughout the organization improves morale and creates a posi-
tive working atmosphere.
You are encouraged to communicate in one or more of the ways shown below to resolve issues that may arise:
• Talk to your supervisor. EmployBridge strongly believes that the best and most effective way for most problems to be han-
dled is between you and your supervisor. Supervisors are expected to encourage good communication, listen carefully, and
resolve problems appropriately.
• Reach out to the next level of management. If there are times you are not satisfied with your supervisor’s response or do
not feel that you can talk to him or her, contact the next level of management. You may go up the chain of command as high
as you want to, but EmployBridge asks you to not skip levels, unless there is a specific reason you may need to.
• Call your PBP. If you don’t know who your PBP is, ask your supervisor. Many colleagues save their PBP’s number!
• Use the InTouch Online site or hotline. This is an ethics hotline operated by an outside company. EmployBridge hired them
to provide this service in order to make sure that you can make a confidential complaint while allowing EmployBridge the
opportunity to address issues of concern. Ideally, this would be the option of last resort, but that is up to you. You can contact
them by email at: [email protected] or just call them at 1-866-928-4718. Calls are answered 24 hours per
day, seven days per week. If you want to know more about the company that provides this critical service, go to https://getin-
touch.com/solutions/compliance-hotlines/ .
NOTE: For resolving matters related to alleged harassment or discrimination, please refer to the “Complaint Procedure for
Reporting Prohibited Conduct” in this Handbook.
7
Conflicts of Interest
EmployBridge strives to maintain the highest standards of business ethics in a manner that is in accordance with all federal,
state, and local laws and regulations. It is important that you do not engage in behavior that could create a conflict of interest
and EmployBridge ask that you try to avoid behavior that could be perceived as a conflict. Our standards of business ethics
demand honesty and fairness in dealing with colleagues, AIBs, associates, clients, suppliers, and competitors.
A conflict of interest exists when your loyalties or actions are divided between EmployBridge’s interests and those of some-
one else, such as a competitor, client, supplier, or potential supplier. If you are unsure whether something will create a conflict
of interest, ask your supervisor or PBP to help you figure out the best thing to do.
EmployBridge can’t list everything that could create a conflict of interest, but some important examples are included in
Conflicts of Interest policy included in the “Code of Business Ethics” on thEBridge.
If you, a relative of yours, your domestic partner, etc., has a financial interest or works for a competitor, client, supplier, or
potential supplier, you must email your PBP. If, in the future, you enter into a personal relationship with someone connected
to EmployBridge, a competitor, client, supplier, or potential supplier, a conflict of interest may exist which requires full
disclosure to your PBP.
It is okay for your relatives to work for EmployBridge as long as they are qualified for the specific job and, in the opinion of the
EmployBridge Human Resources Department, their employment does not create an actual or perceived conflict of interest.
However, you cannot work in a direct supervisory relationship (supervise or be supervised by), or in the same department or
working group, with a relative or anyone with whom you have a close personal relationship. This applies also to workplace
relationships whereby present colleagues or AIBs marry or become related by marriage.
All actual or perceived conflicts of interest must be disclosed to your PBP. Failure to adhere to this policy may result in
discipline, up to and including termination. See also “Hiring Relatives Policy” and Workplace Relationships in the “Code of
Business Ethics” in policies on thEBridge.
Confidential Information
Protecting confidential information is of vital concern to EmployBridge. It enables EmployBridge to grow successfully and
supports the job security of all colleagues and AIBs.
You hold a position of trust and confidence and are therefore expected to safeguard confidential information. In the
performance of your duties, you will have access to confidential, commercially sensitive, proprietary, and trade secret
information. Some examples include lists of clients, prospects, candidates, colleagues, AIBs, resumes, billing rates, financial
statements and analyses, and job orders. Other examples of confidential information include operating procedures, sales
techniques, training and sales manuals, and software programs. As the general public does not have access to this
confidential information, you are not allowed to share or use this information in any way except as part of your job at
EmployBridge. Even after you leave EmployBridge, you still cannot access, share, or use this information.
If you are asked to provide any confidential EmployBridge information to a court, government agency, or in connection with a
legal matter, contact your PBP immediately. Do not provide the information requested; instead, explain that you will contact
someone authorized to provide the information. See “External Communications” in this Handbook.
EmployBridge takes this policy very seriously. Violation may lead to disciplinary action, up to and including termination of
employment. Make good choices and be guided by the “Code of Business Ethics” and the “Technology Acceptable Use
Policy.”
Nothing in this policy or Handbook is intended to interfere with, restrain, or prevent concerted activity as protected by Section
7 of the National Labor Relations Act. Such activity includes employee communications regarding wages, hours, or other
terms or conditions of employment. You have the right to participate in these activities if you want to. You also have the right
to not participate if that is your preference.
8
Solicitation and Distribution Policy
Anything posted on EmployBridge walls or sites maintained by EmployBridge must be company-related. For example, you
cannot post something to thEBridge about a charitable event unless it is an event sponsored by EmployBridge. The same
applies to group emails sent from your EmployBridge account to fellow colleagues and AIBs during working time. In addi-
tion, during working time, you cannot ask co-workers to make donations or to participate in charitable events. Working time
includes the working time of the co-worker doing the soliciting or distributing and the co-worker to whom the soliciting or
distributing would be directed. However, working time does not include meal periods, scheduled breaks, or times before or
after a shift. If you have questions about the details of this policy, ask your supervisor. You are never allowed to sell or
distribute commercial products at work. This includes things like jewelry, beauty products, clothing, girl scout cookies, etc.
With the exception of EmployBridge-sponsored events, non-employees are always prohibited from doing any of the things
described above in our places of business.
Appearance and Maintenance of Our Offices
To make a good impression on clients, potential clients, and other business associates when they visit our offices,
EmployBridge needs to keep our offices and workspaces clean and organized. If you see something that does not meet this
standard, please offer a helping hand and fix the problem or report the issue to an appropriate person.
Safety and Security
Everyone has to help keep our workspaces safe and healthy. Not only is this required by law,
but also it is an important part of how EmployBridge takes care of our colleagues and AIBs. Be
aware of your surroundings, and if you see something that might be unsafe, immediately take
appropriate action. If you have any concerns about your work environment, talk to your
supervisor or PBP. There is no job or work assignment that is so urgent that time cannot be
taken to do it safely. This applies to both physical and technology-based work assignments.
Emergencies
For medical emergencies, call 911 or press a panic button, if available and accessible nearby.
For physical security emergencies where you know of or believe you or someone else might be in danger, call 911 or press a
panic button, if available and accessible nearby without placing yourself in harm’s way.
For sudden weather or natural disaster emergencies, follow the safety procedures for your work location. If you are off-site,
get to safety first; then, when possible, contact your supervisor.
EmployBridge has safety and security plans in place and provides training for its colleagues and AIBs. Training materials and
the “Emergency Action Plan and Fire Prevention Plan” are available on thEBridge.
Office Environment Safety
For general security information or updates, speak with your supervisor about resources or procedures specific to your work
location. Quickly taking care of easily remedied matters can prevent problems. For example, if there is water on the floor,
just wipe it up. But, if you see a non-functioning smoke detector, do not attempt to repair it yourself; instead, report it to your
supervisor or to another appropriate person.
9
Cybersecurity
Protecting your personal and work information is part of personal safety. If you believe unauthorized people have accessed
your personal and/or work information through EmployBridge Systems (as explained in the “Technology Acceptable Use
Policy”), immediately notify the EmployBridge Information Security team, InfoSec, at the 24/7 helpdesk department 877-647-
2644/888-253-6750 and advise them that you are reporting a computer incident.
Workplace Violence
EmployBridge is committed to your safety and does not tolerate violence in the workplace. Anyone threatening or displaying
violence in the workplace may be subject to discipline up to and including immediate termination. Refer to the “Complaint
Procedure for Reporting Prohibited Conduct” in this Handbook and immediately bring any such behavior to the attention of
your supervisor, PBP, Market Vice President, or Regional President. Please review the full “Workplace Violence Policy” in the
“Key Policy Detail” section of this Handbook as well as the “Emergency Action Plan and Fire Prevention Plan” in the policies
on thEBridge.
Work-Related Injuries or Illness
Immediately report any actual or suspected work-related injury or illness as soon as possible, even if you were not involved
- it is important so EmployBridge can quickly provide help. It is also critical, so EmployBridge can investigate what happened
and make sure it doesn’t happen again.
If you report an injury or illness, it is against company policy for anyone to retaliate against you.
If medical treatment is required, your supervisor will direct you to a medical facility for treatment. The treating facility will
provide you with a physician's report that will include your work status and will indicate if further medical treatment is
necessary. This document should be given to your supervisor as soon as possible. In addition to the treatment, if there is a
reasonable possibility that drug or alcohol use was a contributing factor in causing your work- related injury or illness, you
may be asked to submit to a drug test. Both the treatment and the test are done at company expense through our workers’
compensation program. Work-related injuries must be promptly reported to our insurer so that your workers’ compensation
benefits can be provided, in compliance with all applicable laws.
Drug and Alcohol Policy
EmployBridge is committed to maintaining a safe, healthy, and productive work environment and a drug-free workplace; the
use of illegal drugs and misuse of alcohol or legal drugs by anyone working for EmployBridge goes against this purpose.
Illegal drugs include controlled substances that are not being used or possessed under the supervision of a doctor or other
licensed health care professional.
Your PBP can provide information about the dangers of drug abuse and alcohol misuse in the workplace, in addition to
sources of help for drug and alcohol problems, including our colleague and Employee Assistance Programs (EAP), this
policy, and the consequences that may result from violations of this policy. If you participate in any EmployBridge health
insurance program, you may have access to additional treatment programs. Please contact the EAP (referenced in the guide)
for more information. Your call will be confidential.
Work Rules
Whenever you are working, operating EmployBridge vehicles, machinery, or equipment, are present on company premises or
in any other location performing services for EmployBridge, you are prohibited from:
• using, possessing, buying, selling, manufacturing, distributing, dispensing, or transferring illegal drugs;
• being under the influence of illegal drugs or alcohol;
• using a prescribed drug in a manner not originally prescribed, using/being under the influence of a legal drug not prescribed
to you; and possessing or consuming alcohol, except at a company function as specifically described below:
10
Sometimes, a company function will include access to alcohol. Examples might be an EmployBridge party or client
entertainment event. In all cases, a function on EmployBridge property that includes alcohol must be approved in advance
by a vice president or above. If you are invited to attend one of these events, you are required to act reasonably and drink
moderately. Even if you are not driving, it is expected that you will not drink so much that you could not legally drive.
EmployBridge may withdraw these privileges if they are abused or if someone violates this policy.
You are required to report to work fit for duty and free of any adverse effects of illegal drugs or alcohol, or of prescription
drugs that substantially keep you from performing your job safely and properly.
This policy does not prohibit you from the lawful possession and use of prescribed medications. You have the
responsibility to consult with your doctor or other licensed health care professional about the effect of prescribed medications
on your ability to perform your specific job duties in a safe manner. You must immediately tell your supervisor of any work
restrictions imposed by your health care provider. (Don’t tell us the diagnosis, just tell us what the work restrictions are.)
Consequences
If you violate this policy, you will be subject to appropriate disciplinary action up to and including termination of employment.
Depending on the circumstances, your return to work, reinstatement and/or continued employment may be conditioned on
your successful participation in and/or completion of any and all evaluations, counseling, treatment, and rehabilitation pro-
grams, passing of return-to-duty and follow-up drug and alcohol tests, and/or other appropriate conditions as determined by
EmployBridge and as consistent with applicable laws.
Testing
EmployBridge reserves the right to conduct testing for reasonable suspicion, post-accident/injury and property damage
situations, and other random or scheduled drug and alcohol tests in accordance with the requirements of applicable law.
Reporting Convictions
If you are convicted of, plead guilty to (including a plea of nolo contendere or no contest), or are sentenced for a crime
involving illegal drugs in the workplace, you must report it to your PBP within five days after it happens. Some government
contracts and/or legal requirements may require us to report the listed offenses to an agency that is a client. If EmployBridge
is legally required to do so, EmployBridge will report this conviction, plea, or sentence within ten days of receiving notice.
Inspections
EmployBridge reserves the right to inspect all parts and aspects of our premises for illegal drugs, alcohol, or other
contraband. Everyone who works for EmployBridge and visitors may be asked to cooperate in inspections of themselves,
work areas, and property (such as purses, toolboxes, lunch boxes, briefcases, desks, lockers, or cars) that might conceal
illegal drugs, alcohol, or other contraband.
Smoking, Vaping, And Tobacco Policy
EmployBridge prohibits smoking in workplaces in order to protect employees and the public from secondhand smoke.
Tobacco use, as well as the use of nicotine and vapor delivery systems such as e-cigarettes, is prohibited in the workplace,
including inside all enclosed buildings and in Company or client vehicles. If you choose to smoke, you must do so outside
Company and Company client facilities, at least 20 feet away from all entrances and windows that open. Smoking must occur
during scheduled work breaks. If you observe other individuals smoking in the workplace, you have a right to object and
should report the violation to their supervisor and another member of management. No employee will be disciplined or
retaliated against for reporting smoking that violates state law or Company policy.
11
If state law differs from this policy, the Company will comply with state law.
If you violate this policy, you will be subject to disciplinary action up to and including termination of employment with the
Company,
Want to break the tobacco habit? Our Employee Assistance Program can help. Check out the “Your Benefits” section of this
Handbook for more information.
Weapons Policy
Except where this policy is prohibited by state or local law, EmployBridge does not allow firearms, explosives, pepper spray,
or other weapons on its premises or while involved in any work-related activity or EmployBridge-sponsored event. This policy
applies to everyone who works for EmployBridge, even if any state or other governmental authority licenses an individual to
carry a weapon. For purposes of this policy, the term "premises" includes our offices, work locations, EmployBridge-provided
or designated parking areas, desks, lockers, or vehicles engaged in our business and any personal belongings on or in any
of the above, unless contrary to applicable law.
Except where prohibited by law, EmployBridge reserves the right to conduct searches of our premises, colleagues, and
AIBs including your personal effects to ensure policy compliance. Such searches may be conducted without prior notice.
Please refer to the “Inspection Policy” in this Handbook. You should not have any expectation of privacy with respect to items
brought onto EmployBridge premises. Some of our offices have “No Weapons” signs. However, even if your office does not
have such a sign, this policy still applies.
You and Your Job
In this section, you’ll learn about your job classification, pay timing and delivery, benefits, and
EmployBridge appearance and behavior/business practice expectations.
Classification of Colleagues and AIBs
In accordance with federal and state law, colleagues will fall into one of the following defined categories:
• Exempt Classification: If you are classified as an exempt employee, you are paid a flat salary every two weeks. You are not
eligible to earn overtime. In other words, EmployBridge is “exempt” from the requirement of paying overtime.
• Non-Exempt Classification: If you are classified as non-exempt, you are eligible to earn overtime. Depending on state or
local law where you work, the rules may be different, but in all cases, if you work more than 40 hours in any week, you will
earn overtime.
An Associate-in-Branch (AIB) is typically an interim, full- or part-time employee within one of EmployBridge’s branches or
corporate offices hired to temporarily supplement the EmployBridge internal workforce or to assist in completion of one or
more EmployBridge projects.
Additional information regarding classification may be found in the “Key Policy Detail” section as “Salary Basis / Safe Harbor
Policy.”
Consistent with the at-will nature of the employment relationship, EmployBridge may change the employment
classification or status of anyone at any time as long as we comply with the law.
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Your Pay
You will be paid every other Friday. The pay period is the two weeks ending the Sunday before you are paid. You can get
your pay in three ways:
1. Direct Deposit. This is the easiest and fastest way to get your pay. Every payday, your pay will be automatically deposited
into your checking or savings account. Your onboarding materials included a form to start direct deposit.
2. EmployBridge can set you up with a PayCard. It works a lot like direct deposit, except your pay will be added to an ATM-
like card. Just like with direct deposit, you won’t have to go to the bank or find a place to cash your check. If you want to use
a PayCard, contact the Colleague Payroll Department through a Help Desk Ticket.
3. You also have the option of getting a paper check.
Deductions from Pay
EmployBridge is required by law to withhold certain deductions from your paycheck, including a variety of taxes. If
EmployBridge gets a court order to withhold other money, such as for child support, EmployBridge will withhold that, and pay
it directly to the entity named in the court order. The federal and state tax withholding rate will depend on the information you
submitted in your onboarding materials. If you think EmployBridge is withholding too much or too little from your pay, contact
the Colleague Payroll Department.
This Handbook should be interpreted in accordance with the salary basis requirements of the Fair Labor Standards Act and
state law. EmployBridge does not allow deductions that violate federal or state law. If a mistake is made on your paycheck,
EmployBridge has a clear and prompt procedure for investigation and correction. It is critical that you understand this policy
in detail, so please read the “Salary Basis / Safe Harbor Policy” policy in this Handbook’s “Key Policy Detail.”
Hours of Work/Overtime
The normal work week begins on Monday at 12:01 a.m. and ends Sunday at midnight, while each workday begins at 12:01
a.m. and ends at midnight. Your supervisor will provide you with your specific work schedule. Sometimes, it may be nec-
essary for your supervisor to change your schedule, but you will usually be told of this in advance. During busy seasons,
overtime may be necessary. If your supervisor tells you that you have to work overtime, you are required to do so. However,
if you have an unforeseeable extenuating circumstance, go to your supervisor immediately to find out if an alternative may be
worked out.
If you think you need to work overtime to get your job done, you must get your supervisor’s approval in advance. However,
in support of the EmployBridge value “Family First,” EmployBridge encourages our colleagues and AIBs to balance work and
family; hence, EmployBridge discourages overtime unless it is absolutely necessary.
You will be paid for your hours worked in accordance with all legal requirements. Overtime wages are paid to non- exempt
colleagues and AIBs for actual hours worked more than forty (40) hours in a work week, unless local, state, or federal law
requires otherwise. Paid time off for holidays and vacation does not count as “hours worked” for overtime purposes.
Your supervisor or a manager must authorize all overtime in advance. If you are a non-exempt colleague or AIB, you are not
allowed to work before, after, or outside your normal working hours without such prior approval. If you either refuse to work
overtime or work unauthorized overtime, you may be subject to discipline, up to and including termination.
Timesheet / Bi-Weekly Time Off Summary
Non-exempt employees should complete their timesheets in UKG during scheduled work hours, preferably before clocking
out each scheduled workday. Timesheets must be submitted every two weeks according to the payroll calendar. Failure to
submit a properly executed timesheet may interfere with our ability to process an accurate, timely paycheck.
If you are an AIB and paid weekly, your payroll is managed in a separate system. Your supervisor can explain what you need
to do.
EmployBridge requires that you report your work time accurately. You could lose your job if you don’t do this.
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AIBs and Non-Exempt Colleagues
If you are eligible to earn overtime, you should report your hours every day. Report all hours worked, not just those you are
scheduled for. For example, if you are scheduled to work 8:00 a.m. to 5:00 p.m., but start work at 7:45 a.m. one day, you
should report start time as 7:45 a.m. Unless otherwise required by law, any break of more than 15 minutes will not be paid. Of
course, if you have to take a client call at home, you should report that activity as worked time. Colleagues must also report
any time off taken in a given biweekly period, including paid time off (PTO), holiday, bereavement leave, etc.
You are never allowed to work “off the clock” (i.e., working hours not recorded on your timesheet), even if you want to. You
can’t “bank” time for later use. This is both against EmployBridge policy and against the law. If anyone asks you to do so,
contact your PBP immediately.
Exempt Colleagues
If you are an exempt colleague, you are not eligible to earn overtime. The timekeeping system will automatically enter your
work as a full-time schedule. However, before the end of every pay period, you must go into the timekeeping app or onto its
website, report any PTO, holiday, bereavement leave, or other time off, and then approve your time. Your hours must then be
approved by your supervisor.
You must enter all time off into the system prior to the end of the pay cycle; however, time can be recorded at more frequent
intervals depending on your preference. Exempt colleagues report time off in 8-hour or 4-hour increments, unless the laws in
your jurisdiction allow you to take time off in smaller increments.
Personal Information and Updating
In order to maintain accurate tax, payroll, and benefit records, you must immediately report any change in your name,
address, telephone number, marital status, dependent status, insurance beneficiary, or emergency contact information. You
can make all of these changes yourself in UKG except for a name change. For a name change, contact the Human Resourc-
es Department for assistance.
Attendance Policy
Your regular attendance lets us provide first-rate service to our clients, while absence or tardiness causes your co- workers to
carry an extra workload.
EmployBridge knows that the unexpected happens sometimes. If you are unable to report for work as scheduled, you should
notify your supervisor prior to the start of the workday. Your supervisor may set the requirements as to how far in advance
you must send notification that you will be late or absent from work.
You must directly contact, and preferably talk with, your supervisor if you cannot work as scheduled. It is not enough to just
leave an e-mail, voice mail, text, or message with a co-worker, unless your supervisor has specifically approved this. If you
are going to be absent for more than one day, your supervisor may want you to call every day to confirm the absence.
Poor attendance and tardiness are disruptive to our operations and may lead to disciplinary action, up to and including ter-
mination of employment. You will not be subject to discipline for legally protected absences. See also “Attendance Policy” in
policies on thEBridge.
Appearance Standards
Our clients' impression of us depends a great deal on you. Therefore, you must maintain a professional and appropriate
appearance at all times.
Safety, comfort, and your particular work area may determine the appropriate dress or grooming standards. You are expect-
ed to dress tastefully and neatly while at work and at work-related activities and have good grooming and hygiene habits.
Consult your supervisor or see the “Appearance Standards Policy” on thEBridge for details, including accommodation for
religious beliefs or similar reasons.
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Communications
EmployBridge has a responsibility to handle information developed and delivered by people, systems, and devices in a safe,
ethical, and legal way. When communicating in person, on a phone, through any electronic communication device or system,
in writing, or by mail or delivery service, refer first to the Code of Business Ethics which includes sections about “Conflicts of
Interest’ and “Confidentiality.” See also the policies on thEBridge including “Technology Acceptable Use Policy” and “Internet
Access Policy.”
You are required to store communications according to the “Document Retention Policy” found on thEBridge. Communicating
with care, security, and professionalism benefits you, your co-workers, our clients and vendors, and EmployBridge. It is not
possible to identify every standard and rule that applies to communications, so you are encouraged to use sound judgment
along with all guidelines. Below are a few areas to keep in mind.
Electronic Communications and Technology
EmployBridge provides email, Internet, and other systems access to enable you to exchange business information in an
effective and efficient manner. Additional tools that EmployBridge may, from time to time, issue include computers,
connections to internal or external networks, voicemail, video conferencing, instant messaging services, faxes, telephones
(both landlines and cell phones), and work-related applications and other software. This policy and related policies on
thEBridge cover all forms of electronic communication devices and systems used by you that might carry, transmit, or receive
EmployBridge information.
Do not give your company passwords to anyone else. To the maximum extent permitted by law, the email system and all
other electronic communication devices and systems issued to you or to which you are given access will remain the sole and
exclusive property of EmployBridge. EmployBridge retains the right to access all information received by, transmitted by, or
stored in an EmployBridge electronic device or system by and through its colleagues, AIBs, agents or representatives, at any
time, with or without a colleague’s or AIB’s or third party’s knowledge. You should not have any expectation of privacy with
respect to messages or other information sent, received, or stored in any electronic communication device or system owned,
leased or operated, in whole or in part, by or on behalf of EmployBridge, even if they are password protected.
Failure to comply with this policy may result in disciplinary action, up to and including termination. Colleagues and AIBs using
EmployBridge electronic communication devices and systems for illegal purposes or who break into unauthorized areas of
EmployBridge’s systems may also be subject to civil liability and criminal prosecution.
Data Confidentiality
Information contained in our systems and reports is confidential and only intended for appropriate business needs. Reports
should not be distributed as they may contain private personal information and/or compensation details.
External Communications
If anyone not related to EmployBridge asks you questions about the company or our employees, tell them
“I am not authorized to speak for EmployBridge, please contact Quiana Pinckney at 404-793-4276.”
Personal Communication During Company Time
Sometimes you need to make a personal call. EmployBridge understands this but asks that you keep it brief. While at work,
never call someone just to chat or have personal mail sent to EmployBridge.
The use of any EmployBridge office as your personal mailing address is prohibited. Please see “Social Media Use” in this
Handbook and the “Technology Acceptable Use policy” on thEBridge for guidelines on what is acceptable when using
technology.
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Social Media Use
EmployBridge appreciates that we live in an electronically connected world and that technology use is woven into our
business and personal lives. EmployBridge acknowledges and respect your use of social media to tell others about your job
in general and to learn from others if you so choose. Social media includes among other communication channels, blogs,
personal websites, bulletin boards, chat rooms, comment and conversation responses, and networking sites such as
Facebook, LinkedIn, Twitter, YouTube, Instagram, to name a few.
To avoid problems with social media use as related to EmployBridge, please follow these guidelines:
• Read and be guided by the EmployBridge Code of Ethics, this Handbook – with particular attention to “Conflicts of
Interest,” “Confidential Information,” and “Electronic Communications and Technology Access and Use,” as well as
“Technology Acceptable Use Policy,” “Internet Use Policy,” and other policies on thEBridge.
• When talking about EmployBridge in an unofficial capacity, make it clear that you are speaking for yourself and not as a
spokesperson for EmployBridge. Every time you post about EmployBridge, include an easy-to-see disclaimer, “The views
expressed on this site are mine alone and do not necessarily reflect the views of my employer.” Please know that the
disclaimer does not protect you from disciplinary action if you post information that violates EmployBridge policies or federal,
state, or local law.
• Don’t use your EmployBridge email address for personal communication.
• Remember that anything you post on the internet might be available forever; even if you don’t use your name, postings may
be traced back to the sender.
• Please be mindful of the negative impact comments made on social media may have on the workplace and your
relationships with other colleagues, AIBs, associates, and clients. If someone gets you so mad that you feel you have to
react, it might be better to just talk to the person rather than posting your irritation online.
• Do a gut check before posting anything. If you have any doubt that what you want to share might hurt EmployBridge, talk to
your supervisor or PBP.
• There are some things you have a legal right to talk about on social media, and EmployBridge will not interfere with these
rights. As long as you don’t violate our confidentiality requirements and tell the truth, it is probably okay. When in doubt,
please ask your PBP.
• While EmployBridge usually doesn’t monitor your online activities while at work, it is important that you don’t let them
distract you from your work. We are part of a connected world, but our jobs are the priority while we are at work.
Violation of this policy may lead to disciplinary action, up to and including termination of employment.
This policy is not intended to restrict or interfere with your federal or state labor law rights, including any and all rights under
Section 7 of the National Labor Relations Act, or any other right protected by law. You have the right to engage in such
activities. And of course, you have the right to not engage in such activities if you don’t want to.
Working Remotely and Working Away
For the purposes of this policy, working remotely is when you are authorized in advance by EmployBridge to regularly work
some or all of your regularly scheduled work hours in locations other than company-based premises, for example at an office
in your home. Working away is when you have and are expected to regularly use your EmployBridge-based office except
when otherwise required by your job responsibilities.
See your supervisor for information regarding expense reimbursement approvals that may be applicable.
Working Remotely
On a case-by-case basis, EmployBridge may allow you to work remotely as described above. At its sole discretion,
EmployBridge may provide this option if such arrangements are in the company’s best interests. However, if you are
authorized to work remotely and your job performance suffers or if EmployBridge’s business needs change, your
authorization to work remotely may be rescinded.
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You may not decide on your own to work regularly scheduled hours remotely; your supervisor and the next level of
management must approve in advance. This option does not in any way change employment-at-will; your employment with
us is for no definite or determinable period of time. See “Employment at Will” in this Handbook.
Working Away From Your Employbridge Office
You may work away from your company-based office from time-to-time to accomplish job-required responsibilities, for
example for off-site meetings and events, client visits, branch visits, etc. While these activities are remote in that they take
place outside the office, you are still expected to keep your core hours and use company property, as you would in your
office.
Outside Employment
You are encouraged to dedicate your time and talent to your job with us. However, outside employment is not prohibited
depending on the circumstances. A second job should not conflict with your productivity during working hours or in any way
compete or conflict with the interests of EmployBridge.
You are not allowed to use EmployBridge equipment, information, or technology for outside employment, and you cannot use
the company’s premises before, during or after your EmployBridge working hours for such purposes. You may not perform
any services for our clients as an independent contractor that are normally performed by EmployBridge colleagues, AIBs, or
associates.
To avoid any potential conflicts or problems, before accepting any outside employment, you must report the opportunity to
your supervisor. See “Conflicts of Interest” in this Handbook for more information. If your outside work activity causes or
contributes to poor performance at EmployBridge, you may be asked to discontinue such activity, and/or you may be subject
to disciplinary action, up to and including termination.
Performance, Conduct, and Discipline
You are expected to observe certain standards of job performance and good conduct. Failure to meet performance and
conduct standards may subject you to discipline, up to and including termination.
Here are a few examples of conduct, by way of example and without limitation, which may result in disciplinary action up to
and including termination from employment. Because it is not possible to identify every type of unacceptable conduct and
performance, you should be aware that conduct not specifically listed below but which adversely affects or is otherwise
detrimental to the interests of EmployBridge, other colleagues, AIBs, or clients, may also result in disciplinary action, up to
and including termination. Keep in mind these are just examples. There is no way EmployBridge can list every issue that
might arise.
a. Failing to follow our rules of operation and conduct including, everything written in this Handbook and all other employment
policies on thEBridge;
b. Stealing from EmployBridge, another colleague, AIB, or a client;
c. Taking or destroying EmployBridge property;
d. Lying on your job application or any other data presented throughout the hiring process and during employment;
e. Intentionally providing inaccurate, incomplete, or misleading information in connection with EmployBridge and your job;
f. Falsifying EmployBridge's business records, such as time records, accident reports, expense reports, or client quotations;
g. The failure or refusal to comply with legally appropriate instruction, or the failure or refusal to perform assigned duties;
h. Unsatisfactory job performance;
i. Sleeping on the job;
j. Inability or unwillingness to cooperate with other colleagues and AIBs when performing assigned tasks, or any interference
with the performance of job duties by co-workers;
k. Maliciously lying about EmployBridge, our colleagues, our AIBs, or services; this does not prohibit an honest discussion of
EmployBridge, its policies, and its working conditions;
l. Possessing potentially hazardous or dangerous property where not permitted, such as firearms, weapons, chemicals, etc.,
without prior authorization;
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m. Working under the influence of controlled or uncontrolled substances or alcohol, or consuming them on the job (except as
specified for alcohol or legally prescribed medication in the “Drug and Alcohol Policy” on thEBridge);
n. Any other practice, whether or not mentioned in this Handbook, which may be inconsistent with the ordinary and
reasonable rules of conduct necessary to the welfare of EmployBridge, our colleagues, AIBs, clients, and vendors.
Company Property
All EmployBridge property located on our premises or otherwise assigned to you for use at an off-site location, including
offices, desks, file cabinets, voicemail, e-mail, computers, flash and other external drives, network space, etc., belongs solely
to EmployBridge and should be used and treated accordingly. You should not rely on or have any expectation of privacy in
connection with such property and offices. See “Inspection Policy” in this Handbook.
Anything you create in relation to your job belongs to EmployBridge. This includes research, data analyses, reports, files, and
other work product created or produced by you. All rights to such property (real, personal, and intellectual) or other
information (including, but not limited to, client lists or other information about clients) generated or obtained in connection
with, or in relation to, the employment relationship are the exclusive property of EmployBridge. Even after you leave
EmployBridge, you still cannot access, share, or use this information.
You are responsible for all EmployBridge property, materials, and written information issued to you or in your possession or
control. In the event of separation from employment with us, whether voluntary or involuntary, or immediately upon request,
you must return all EmployBridge property to your supervisor.
Inspection Policy
EmployBridge may provide workstations, including offices, desks, lockers, file cabinets, and similar areas where you may
store property, for your convenience and use, at our expense. Although workstations are made available for your
convenience while at work, you should remember that all workstations remain the sole property of EmployBridge.
Accordingly, you are not permitted to place any personal locks on a workstation; however, you may use company- provided
locks. EmployBridge reserves the right to open and inspect workstations and their contents. EmployBridge further reserves
the right to inspect items brought onto or removed from our premises, including packages and/or backpacks. You should not
have any expectation of privacy in company workspaces. Don’t bring anything to work that you don’t want management to
see. Inspections can occur at any time, with or without advance notice. An inspection may be conducted by any supervisor,
manager, or security personnel designated by EmployBridge.
If requested and you fail to cooperate in an inspection, you will be subject to disciplinary action, up to and including
termination. EmployBridge is not responsible for any personal items that you bring to work, to an EmployBridge-related event,
or place or leave in a workstation that are lost, damaged, stolen, or destroyed.
Breaks For Meals, Rest, Lactation
The guidelines for and treatment of meal periods, rest periods, and lactation breaks may vary depending on the state in
which you live. EmployBridge complies with all federal, state and local laws regarding these breaks. For this policy in your
state or other jurisdiction, consult your PBP or supervisor.
Your Benefits
Medical benefit eligibility begins the first day of the month following your hire date. BenefitExpress will email you when your
account is ready for you to enroll in new hire benefits. You may access a comprehensive list of benefits with eligibility
requirements, details, and enrollment guidance on thEBridge or on the BenefitExpress website. Please note that the benefits
for colleagues and AIBs are different. For further information about your benefits, use the Benefits link on thEBridge, email
the Benefits Department at [email protected], or call 877-785-5125.
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Employee Assistance Program (Eap)
We all have life situations arise that may require us to seek some guidance or information to successfully move ourselves
forward. EmployBridge offers employee assistance programs to help you and your family deal with issues that may require
legal or financial services, alcohol and drug dependency counseling, identity theft recovery, health and wellness counseling,
and more. Even if you do not sign up for our insurance plans, you can still use EAP services at no cost. Our EAP provider
is ComPsych with Voya. They can be reached at guidanceresources.com, web ID my58481 or by phone at 877-533-2363.
Consult the most recent benefit guide for EAP information.
Time Off
EmployBridge provides both paid and unpaid time off as summarized in the following sections.
Holidays
All actively working Colleagues and AIBs are eligible for eight holidays in the calendar year. The schedule of paid holidays is
as follows:
• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Friday after Thanksgiving
• Christmas Day
• Winter Stretch Day: Choose one scheduled workday per calendar year from these four possible dates: January 2,
December 24, December 26, or December 31. Days must be approved by your manager ahead of time.
• If a scheduled holiday falls on a weekend, the holiday will be observed on the same day the federal government observes it.
If a Winter Stretch Day option falls on a Saturday, it is available for use the Friday before. If it falls on a Sunday, it is available
for use the Monday after.
• Eligible full-time colleagues and AIBs will receive their regular rate of pay for each observed holiday. Part-time colleagues
and AIBs are eligible to receive holiday pay only for holidays on which they would normally be scheduled to work and are
eligible to receive one-half day’s pay for the observed holiday.
About Holidays and Leaves of Absence
You will not receive holiday pay during the time you are on leave unless:
• While on an intermittent leave, you work (or use PTO) the day before a holiday and work (or use PTO) the day after a
holiday.
• While on a continuous leave, you return to work the day before the holiday, and work (or use PTO) the day after a holiday.
Paid Time Off (PTO) for Colleagues
EmployBridge provides PTO for you to use for any reason you choose. In addition, some states and cities require that we
provide sick leave; in those jurisdictions, EmployBridge offers paid sick leave for AIBs. Since colleagues can use PTO for sick
leave purposes, EmployBridge does not provide colleagues with additional sick leave. Refer to “Definitions” at the end of this
Handbook for sick leave uses and family members covered. Specifics of these benefits follow.
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PTO Policy Colleagues for All States Except CA
EmployBridge believes time off is critical to reenergize and support our family first value. For this reason, EmployBridge has
specifically designed our program to encourage you to take time off at least twice per year. If you don’t you won’t earn as
much, so please, take advantage of this program. This section applies to colleagues working anywhere in the United States
except California. If you work in California, know EmployBridge will follow the state laws as they pertain to PTO.
EmployBridge provides PTO to colleagues to use for any reason you choose or need including sick time or sick leave or safe
time. Since you can use PTO for sick time or sick leave or safe time purposes, EmployBridge does not provide you with
additional time for these purposes. Refer to “Definitions” at the end of this Handbook for sick time or sick leave or safe time
uses, and family members covered. Specifics of this benefit follow in the guidelines.
You can use your PTO for any reason, for example vacation, illness, caring for children, school activities, medical/dental
appointments, personal business, or emergencies as explained within these guidelines.
NOTE: PTO Accrual in this policy is the amount of PTO hours you earn and store up over time by working at EmployBridge.
The Max Accrual Limit is the maximum number of PTO hours you may earn and store (have in your PTO “bank”); once you
reach that maximum, you won’t earn more until you use up some or all of the PTO banked.
If you work at least 30 hours per week, you accrue PTO as follows:
Years of Tenure Per Pay Period (26) Full-time PTO Max Accrual Limit (Hours) 49 States
Accrual in hours
1 4.307 112
2 4.615 120
3 through 4 6.153 120
5 through 9 8 120
10+ 8.615 120
1. You will begin to accrue PTO time on your first day working as a colleague. You can use PTO on the first of the month after
45 days of employment.
2. In your first anniversary year as a full-time colleague, you will accrue about 4.307 hours of PTO each pay period. This is
about 14 days. You can’t use it until you earn it; any time taken off before it is earned is time without pay. So, for example, if
you only have 12 hours in your PTO bank, you can only take 12 hours of PTO.
3. If you work less than 30 hours per week, PTO will accrue at a 50% rate based on years of service, and the “Max Accrual
Limit” will be set at 50% of the stated totals above. For example, if you are a part-time colleague with five years of service
and work 25 hours per week, you are eligible to accrue 4 hours of PTO per pay period. If you work part-time and need assis-
tance with calculating your PTO, please contact the HR Department.
4. Your supervisor must approve any planned (foreseeable) PTO. Please request the time as soon as you know you want to
take it. Your supervisor has the right to deny your request if it interferes with business priorities. Of course, in some situations,
such as illness or injury, this limitation will not apply.
5. If you have an unexpected or unforeseeable need to take PTO, directly contact your supervisor as quickly as possible. See
“Attendance Policy” in the Handbook.
6. If you take an unpaid leave of absence or a different type of approved leave, EmployBridge may require you to use your
PTO simultaneously, except where not authorized by applicable law.
7. If you are an exempt colleague, you must take PTO in increments of 4 or 8 hours, unless use of smaller increments is
permitted by applicable law.
8. You may not “cash out” or gift your PTO during your employment.
9. When you hit the “Stop Accrual Limit” you won’t earn any more PTO until you use some of it. This means you may stop
accruing PTO hours at some earlier point in the year until you use your PTO hours below the Stop Accrual Limit amount.
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11. If you are rehired by EmployBridge as a colleague, you will start accruing PTO immediately upon rehire.
a. If you come back in six months or less, your date of hire will be your original hire date as long as the break in
service was shorter than the time you worked for us before quitting. You will immediately be eligible for the same
PTO accruals you had before leaving.
b. If you were gone more than six months, you will be considered a new hire.
See also “Rehire Policy” in this Handbook.
All absences from work, other than for holidays, paid jury or witness duty, voting time off, or bereavement leave must be
charged against accrued PTO, except where not allowed by law. If your PTO balance is zero, and you are nonexempt, it will
be unpaid leave.
PTO Policy for Colleagues in CA
You can use your PTO for vacation, illness, caring for children, school activities, medical/dental appointments, personal
business or emergencies or for any other reason that you want. If you work at least 30 hours per week, you will accrue PTO
as follows:
Years of Tenure Per Pay Period (26) Full-time PTO Max Accrual Limit (Hours) 49 States
Accrual in hours
1 112 N/A
2 120 180
3 through 4 160 240
5 through 9 208 312
10+ 224 336
1. You will begin to accrue PTO time on your first day working as a colleague. Then you can start using PTO on your 90th day
working as a colleague.
2. In your first year as a full-time colleague, you will accrue about 4.3 hours of PTO each pay period. You can’t use it until
you earn it; any time taken off before it is earned is time without pay. So, for example, if you only have 12 hours in your PTO
bank, you can only take that many hours of PTO.
3. For part-time colleagues working less than 30 hours per week, PTO will accrue at a 50% rate based on years of service,
and the “Maximum Accrual” will be set at 50% of the stated maximum totals above. For example, if you are a part-time
colleague with five years of service and work 25 hours per week, you are eligible to accrue up to 104 hours of PTO per year,
and your Maximum Accrual is 156 hours.
4. Your supervisor must approve any planned (foreseeable) PTO. Please request the time as soon as you know you want to
take it. Your supervisor has the right to deny your request if it interferes with business priorities. Of course, in some situations,
such as illness or injury, this limitation will not apply.
5. If you have an unexpected or unforeseeable need to take PTO, you must speak directly with your supervisor as quickly as
possible. See “Attendance Policy” in the Handbook.
6. If you take unpaid disability or FMLA leave, EmployBridge may require you to use your PTO simultaneously, except where
not authorized by applicable law.
7. If you are exempt, you must take PTO in increments of 4 or 8 hours, unless use of smaller increments is permitted by
applicable law.
8. EmployBridge doesn’t allow you to “cash out” your PTO. When you hit the “Maximum Accrual” you won’t earn any more
PTO until you use some of it.
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9. When you leave EmployBridge, in most cases and where required by applicable law, EmployBridge will pay you for unused
PTO. If you do not leave in good standing, and it is allowed by law, EmployBridge may not pay you for your unused PTO. In
all cases, EmployBridge will follow the laws where you work. Payment of PTO hours at the time of separation from employ-
ment constitutes “use” of PTO hours under this policy; if you are rehired, you have no PTO to reinstate.
10. If you are rehired by EmployBridge as a colleague, you will start accruing PTO immediately upon rehire.
a. If you are rehired as a colleague by EmployBridge within 12 months of the prior separation from employment
but did not previously complete at least 89 days of employment during your prior service, you must work enough
days in your current service period such that the current service days plus prior service days add up to 89 days of
employment. Once you, as a rehired colleague, have worked a total of 89 days, you will be eligible to use any
accrued PTO.
b. If you had previously completed at least 89 days of service for EmployBridge, you, as a rehired colleague, will
be eligible to immediately use accrued PTO hours as you earn them.
11. All absences from work, other than for holidays, paid jury duty, voting time off, or bereavement leave must be
charged against accrued PTO, except where not allowed by law. If you are out of PTO, it will be unpaid leave.
PTO Policy For AIBs in All States Except CA
If you are an AIB, in most cases, any time off (except official company holidays and voting time off) will be unpaid. However,
some state and local laws may provide you with certain time off benefits, such as paid sick leave. In these situations, the law
applies both in general and as regards to paid sick leave rate of pay. For state-by-state details about your specific benefits in
this area, speak with your supervisor or PBP.
1. If you need to take paid sick leave for a reason covered by an applicable sick leave law, you should notify your supervisor
who will then notify the Benefits and Payroll departments.
2. If you take unpaid disability or FMLA leave, EmployBridge may require you to use your paid sick leave simultaneously,
except where not authorized by applicable law.
3. Unless required by applicable law, when you separate from EmployBridge, you will not be paid for unused “banked” sick
leave.
4. If you left EmployBridge having been an AIB and are:
a. Rehired as a colleague, if reinstatement of sick leave is required by law, it will be reinstated as colleague PTO. See Col-
leagues above.
b. Rehired as an AIB, EmployBridge will not reinstate your former sick leave unless required to do so by applicable law.
5. If you have sick leave, you will be eligible to use it according to the probationary period permitted by the state or local law.
If you use sick leave and are out of work for longer than the amount of sick leave you have accrued, the remaining time off
will be unpaid.
PTO Policy for AIBs in CA
If you are an AIB, in most cases, any time off (except official company holidays and voting time off) will be unpaid. However,
some state and local laws may provide you with certain time off benefits, such as paid sick leave. In these situations, the law
applies both in general and as regards paid sick leave rate of pay. For state-by-state details about your specific benefits in
this area, speak with your supervisor or PBP.
1. If you need to take paid sick leave for a reason covered by an applicable sick leave law, you should notify your supervisor
who will then notify the Benefits and Payroll departments.
2. If you take unpaid disability or FMLA leave, EmployBridge may require you to use your paid sick leave simultaneously,
except where not authorized by applicable law.
3. Unless required by applicable law, when you separate from EmployBridge, you will not be paid for unused “banked” sick
leave.
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4. If you left EmployBridge having been an AIB and are:
a. Rehired as a colleague, if reinstatement of sick leave is required by law, it will be reinstated as colleague PTO. See
Colleagues above.
b. Rehired as an AIB, EmployBridge will not reinstate your former sick leave unless required to do so by applicable law.
5. If you have sick leave, you will be eligible to use it according to the probationary period permitted by the state or local law.
If you use sick leave and are out of work for longer than the amount of sick leave you have accrued, the remaining time off
will be unpaid.
Bereavement Leave (Colleagues Only)
Five days will be permitted for the loss of an immediate family member. This includes spouses, parents, children,
grandchildren and siblings. Three days will be permitted for the loss of extended family. This includes aunts, uncles,
nephews, nieces, and grandparents. One day will be permitted for all other relatives and close friends. As in all absences,
you must notify your supervisor as soon as possible of the time off required. You may be required to provide either a copy of
the obituary or the death certificate in order to qualify for this benefit.
Jury Duty and Witness Leave (Colleagues Only Except Where Required by Law)
EmployBridge recognizes jury duty and service as a witness in a legal proceeding as civic responsibilities and will give you
time off to serve as required by law. You will be paid in accordance with the laws where you live.
EmployBridge will pay for up to three regular (full-time or part-time as applicable) workdays for jury duty per calendar year
and up to three regular (full-time or part-time as applicable) workdays for unpaid (non-professional) witness leave per
calendar year per court-mandated appearance.
When you receive a notice to report for jury duty, immediately notify your supervisor and present a copy of the jury duty
summons. If you are selected to participate in an actual jury, keep your supervisor advised of your status on a regular basis.
If, after reporting for jury duty, you are dismissed from the jury, contact your supervisor; except where prohibited by state law,
your supervisor will let you know if you should return to work for the balance of the workday. You are required to report to
work as scheduled on days where you are “on-call,” except where prohibited by state law.
To get paid after jury duty has ended, give your supervisor a completed jury duty or witness attendance form to certify your
dates of service, if available from the court. Otherwise, make sure to provide your Notice of Jury Duty. Jury duty pay (from the
court) will not be deducted from your regular straight-time rate of pay and you are not required to reimburse jury duty pay.
If you are required to appear in court as a witness in a legal proceeding related to EmployBridge, this will be considered a
regular workday. See also, “Jury Duty and Witness Leave Policy” in policies on thEBridge.
Volunteering Time Off
EmployBridge is passionate about serving and making a difference in the communities where we live and work. One way
in which EmployBridge can do this is by providing volunteer time to our employees. This polices applies to Colleagues and
AIBs:
• You can work up to 8 hours per calendar year for a 501c3 non-profit organization or a government institution. This can be
done in as little as one-hour increments or as much as the full 8 hours at once.
• This donated time will not be considered paid time off and will have no impact on the colleague’s PTO balance. The pay rate
is your current base salary on the day the time is taken. Time not used will not rollover and is not paid out upon termination.
• Your supervisor must approve your request ahead of time. Departmental leadership can advise on how far in advance you
should make your request. This may be based on business needs.
• While EmployBridge sometimes identifies charitable causes they want to support, you are not limited to these charities
when providing volunteer services.
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You are encouraged to serve organizations that support your passion and values. However, your choice of volunteer entity
must be a 501c3 non-profit organization or a government institution.
When planning your volunteer time, you can request the time off through UKG. When requesting time off, “Volunteer Time” is
one of your options. Note that part-time (those working less than 30 hours per week) colleagues and AIBs are eligible for 4
hours of VTO.
Since VTO is purely voluntary and chosen by the employee it is not considered time worked. VTO must not interfere with your
job performance or create a conflict of interest for EmployBridge. EmployBridge will not recognize volunteer hours completed
with an organization whose values do not align with EmployBridge values.
Voting Time Off
If you can’t vote before or after work, you can request up to two hours of paid time to vote. This policy applies to both col-
leagues and AIBs. If you need to use this benefit, you should give your supervisor at least one day’s notice. If the laws where
you live or work provide additional time off, the state specific law will apply.
Leaves of Absence
There are times you might have to be away from work for more than just a few days. You may be eligible for various types of
leaves of absence (LOA) as described below.
The granting of all such requests will depend on the circumstances involved, applicable law, and business needs. A leave of
absence is defined as an unpaid approved absence from work for a specified period of time for medical, parental, military, or
other approved reasons. EmployBridge may require a doctor’s note returning you to work after three days of absence.
The treatment of pay, benefits, and employment continuation may vary for each type of leave depending on the state in which
you live. For information about how holiday pay is treated during a leave of absence, see “About Holidays and Leave” in this
Handbook.
About Sales Commission
If eligible by your position to earn sales commission, you will not earn or be paid any sales commission for billings to client
accounts for services provided while you are absent from work for one or more weeks on any leave of absence. You will
begin to earn sales commission upon returning to work following an approved leave of absence. Sales commission earned
after your return to work will be paid at the end of the Financial Period following the return to work.
Required Documentation
All requests for a leave of absence such as FMLA (Family and Medical Leave Act), state specific leave, accommodation
(disability, medical or religious), military, pregnancy, other medical leave, personal leave, etc. should be submitted to your
supervisor and human resources. You must provide 30 days' advance notice when the need for the leave is foreseeable; for
instance, if medical treatments or other events are planned or known in advance. If the leave of absence is not foreseeable,
you must provide notice to your supervisor as soon as possible. EmployBridge may require medical certification and other
supporting documentation.
No benefits will be accrued while you are on leave. Except as otherwise provided by law, time spent on a leave of absence,
except for military reserve duty, will not be counted as time employed in determining your seniority, nor will you accrue PTO
while on unpaid leave.
Staying in Contact While On Leave
While on leave, you must contact your supervisor at least every 30 days. If you request an FMLA absence, EmployBridge will
provide you with a leave packet that contains the information and documentation required from EmployBridge and your rights
and responsibilities as an employee.
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If EmployBridge tries to contact you and you don’t respond, EmployBridge may assume that you have quit your job. Also,
if you don’t come back to work at the end of the leave, EmployBridge may consider that a voluntary resignation, subject to
legally protected exceptions.
Return to Work
Upon returning to work, you may be required to submit documentation that you are cleared to return to job duties or take a
fitness for duty exam. If you have restrictions, please provide documentation at least one week prior to your return-to-work
date. If the need is unforeseeable, you must provide notice as soon as possible.
Family and Medical Leave
Our Family and Medical Leave policy has been developed to comply with the Family and Medical Leave Act of 1993 (FMLA)
and incorporates all subsequent revisions. There may also be additional state law leave rules that expand on the below
requirements. EmployBridge complies with all the laws that apply where you live and work.
If you meet the requirements for FMLA, you can take up to 12 weeks of unpaid leave. During this time, if you want to keep
your insurance active, you must continue to pay your share of the premium. If your leave is unpaid, you have to pay your
premium by sending a check to BenefitExpress each pay period unless other arrangements have been made. If you fail to
pay your portion of the benefits for more than 30 days, your coverage(s) will be terminated, and you will be offered COBRA
(Consolidated Omnibus Budget Reconciliation Act) to continue benefits coverage. Please keep in mind that under COBRA
you will have to pay both your share and EmployBridge’s share of the premiums.
If you have unused PTO, EmployBridge may require you to use PTO as part of your FMLA leave where allowed by applicable
law. Of course, as long as you are on PTO, you are being fully paid.
To be eligible for leave under FMLA, you must have been employed with us for at least one year and must have worked at
least 1250 hours within the previous 12 months. Other eligibility provisions apply; see the “LOA (Leave of Absence)
Reference Guide” on thEBridge. To get a fact sheet from the U.S. Department of Labor, you can contact the Leave
Department or use this link: https://www.dol.gov/whd/workers.htm.
When you return from an approved leave of absence, EmployBridge will either put you back in your old position or find you a
comparable one as required by law.
State Specific Leave
Many states have laws that provide leave consistent with or in addition to the protected leave mandated by FMLA.
EmployBridge will provide leave consistent with all state and local laws and ordinances.
Military Leave
Our Military Leave policy has been developed to comply with the Uniformed Services Employment and Reemployments
Rights Act (USERRA) of 1994. All military leaves will be granted in accordance with state and federal law and regulations
governing such matters. Military leave applies to all members of the “uniformed services” which encompasses anyone who
performs duty, voluntarily or involuntarily in the Army, Navy, Marine Corps, Air Force, Coast Guard, and Public Health Service
commissioned corps, as well as the reserve components of each of these services.
Your responsibilities regarding military leave include:
• When practical, submit a thirty-day notice for a military leave along with your orders.
• If you are only going to be gone for an annual reserves two-week tour of duty, your job will be waiting for you when you
complete the assignment.
• If you want to return to work with EmployBridge after completing military service (and EmployBridge hopes you do), notify
us as soon as possible. Depending on how long you were away, you may have a legal right to return to work with us. But,
even if you don’t have that right, we respect your service to our country and will try to hire you back. See the policies on
thEBridge for details.
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• For Colleagues Only: If you are in the reserves and are required to attend an annual tour of duty, EmployBridge will pay the
difference if your Reserve pay is less than your EmployBridge pay for up to two weeks per year. To be reimbursed for the
difference in pay, provide your military pay stub to your supervisor for submission to the Payroll Department.
Personal Leave
You may request an unpaid leave of absence of up to 30 calendar days (not otherwise covered by applicable laws as
described above) for personal reasons. You must be in good standing (not on a Performance Improvement Plan, or PIP) and
have completed at least four months of service with the Company to be eligible. Request your personal leave in writing and
explain the reason for it. Personal leaves of absence require two levels of documented management approval and must be
submitted to the Leave Department at least three days prior to the leave start date. If the leave may create a hardship for
EmployBridge, your supervisor is not required to approve it. We will not approve unpaid leave for you to work for someone
else, unless it is related to a charitable activity.
Employees on a personal leave are responsible for their biweekly cost of their elected medical benefits. A reasonable effort
will be made to protect your position while you are gone. However, your job might not be available when you are ready to
return to work. If EmployBridge can’t find a job that is a good match for you and EmployBridge, your employment will be
terminated. When getting ready to come back to work, contact your supervisor and the Leave Department at least one week
in advance to work out the details.
In additional to the leaves outlined here, EmployBridge recognizes all forms of leave that are required by state law. Check
with your PBP if you have any questions.
Workplace Guidelines
In this section, you can learn about hiring, evaluations, expense reimbursement, and other
details about working for EmployBridge. For required postings of regulations regarding wages
and safety, please see the physical Bulletin Board in your branch’s common area or breakroom.
AIB-to-Colleague Conversion
If you were an AIB (associate-in-branch) before becoming a colleague, your tenure as an AIB will count toward your tenure
as a colleague for some benefits. New AIB to Colleague conversions become eligible for health insurance on the first day of
the month following their colleague transfer date. Immediately following conversion, you will begin to follow the PTO policy for
colleagues provided in this handbook.
Expense Reimbursement for Business Expenses
You will be reimbursed for reasonable business-related expenses incurred in the course and scope of employment with
EmployBridge. Business expenses should be submitted in a timely manner and approved by your supervisor in Concur.
Detailed information is available in the policy on thEBridge, “EB Travel and Expense Policy.” If you do not follow these
guidelines, you may not be reimbursed for the expenses.
Travel and Driving
For business purposes you may be required, from time to time, to travel by air, car, or rail to carry out EmployBridge
responsibilities. All business travel must be booked online through Concur or when necessary with an agent at Balboa Travel
(accessed on thEBridge). If possible, book your travel through the website since working with a travel agent may incur a
higher fee. All receipts must be submitted through Concur Expense for reimbursement. See “EB Travel and Expense Policy”
on thEBridge.
Before using a personal vehicle for any company business, check with your supervisor and read the rules and reimbursement
guidelines detailed in “Driving Policy of Colleagues and AIBs” in the policies on thEBridge.
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Before using a personal vehicle for any company business, check with your supervisor and read the rules and reimburse-
ment guidelines detailed in “Driving Policy of Colleagues and AIBs” in the policies on thEBridge. When you drive your own
car while on EmployBridge business, you create potential exposure for the company for claims resulting from your actions.
Because of this, rules apply to you if you regularly (regularly is defined as more than 30% of the time) drive your own car on
company business. EmployBridge pays a mileage rate and does not pay for gas or repairs to your personal vehicle.
Commuting to and from work is not covered by this policy.
While driving on company business, use common sense. Wear your seatbelts. Follow the speed limits. Come to a full stop
at all stop signs. Use a hands-free device if you need to use your phone while driving. And please, never drive aggressively.
EmployBridge would rather you arrive safely than risk yourself or others.
Coaching and Training to Help You Grow
Successful job performance in your current position is a major factor in determining your future career at EmployBridge.
EmployBridge uses a system of formal and regular evaluation and documentation of job performance. Contact your supervi-
sor or PBP for more information.
Please be aware that the performance discussion process is not directly connected to pay raises. They are two completely
separate processes, although those highly rated are more likely to get a pay raise. You should note that a good performance
evaluation does not guarantee a pay raise, because pay increases may not occur every year, nor is a good performance
evaluation or a pay raise (or any other compensation or incentive) a promise of continued employment. Your employment at
EmployBridge is expressly at the will of you and EmployBridge. Either you or the company may terminate the employment
relationship with or without cause and with or without notice at any time. Nothing in this policy alters at-will employment.
Employees may apply for a transfer opportunity if they meet the following eligibility requirements:
1. Minimum of 12 months continuous service in current position, or the approval of the employee’s current manager.
2. Satisfactory job performance may not currently or within the last 12 months been on a Performance Improvement Plan
(PIP).
3. Meet the minimum experience, skill and education qualifications for the open position.
Learning and Development
Because EmployBridge is committed to developing a more productive, engaged and satisfied workforce, EmployBridge offers
several resources designed to give you opportunities to boost your professional growth.
• Each division is set up with designated support teams that will continue to guide you or provide direction on additional learn-
ing needs.
• EBU EmployBridge University contains and assigns the initial learning paths for all newly hired colleagues. This learning
management system includes a broad range of subjects to help you learn EmployBridge systems and technology, standard
operating procedures, position-based job processes and covers all legal compliance topics important to you and Employ-
Bridge.
• LinkedIn Learning this learning benefit will give you access to thousands of courses developed and taught by industry
experts. It offers you unlimited access to the self-directed catalog of on-demand content so that you the learner can diagnose
your own learning needs as well as access these resources for your personal benefit. The content is accessible from any
desktop and or mobile device. LinkedIn Learning is integrated with EBU so some courses will even populate to your learning
transcript! Within EBU and LinkedIn learning EmployBridge has developed EBU LinkedIn Learning Course Clubs. These
course clubs offer the opportunity to learn with your peers and leadership, and at the same time, have some fun learning the
material. There is a variety of content to select from, and the course clubs set you up with instructions, discussion points,
and timing to conduct an organized group learning.
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• Designated Leadership programs, workshops, and learning opportunities designed to equip our People Leaders with
learning development to expand their competencies and skills in their journey to being a great EB leader.
• Scheduled Virtual Learning Offerings provide a variety of soft skill and skill-building learning that is offered to all colleagues
and is self-sign up based on the learner’s needs. Content delivered is driven by company initiatives, new tools, processes,
and requests from our colleagues and leadership.
• Better Worklife Academy, also available to associates, allows you to become a Workforce Specialist by providing courses
through Penn-Foster. These courses develop knowledge of the industries EmployBridge serves and the jobs EmployBridge
staffs.
• Our Education Assistance program allows eligible colleagues to participate in educational activities such as certifications,
seminars, college courses, and workshops that are directly related to your work at EmployBridge. You need to get approval
before starting the program in order to be reimbursed for a portion of the cost. See the “Education Assistance for Colleagues
Policy,” in the policies on thEBridge.
You can learn more about these opportunities by contacting your Regional Trainer or submitting a Help Desk ticket to
Training and Development.
Reference Checks/Employment Verification
EmployBridge’s Verification Department will respond to reference checks and employment verification inquiries for colleagues
and AIBs. Your seniority date will be the date you began working full time consistently. EmployBridge will only tell people your
dates of employment, job title, and work location. The Human Resources Department will not respond to inquiries requesting
other information unless you want us to and have provided us with written authorization to release the requested information.
The most common reason this happens is when someone is applying for a mortgage or other forms of credit.
Only the Verification Department is authorized to provide the above reference checks/employment verifications. If someone
needs to verify employment, have the verifier email your signed authorization and their request to
[email protected] or call (812) 270-6937.
Rehire Policy
Sometimes people quit their jobs and then want to come back. EmployBridge never wants to turn down a former colleague
or AIB who contributed in a positive way to our success. If you leave in good standing and did a good job, there is a great
chance EmployBridge will welcome you back to the EmployBridge family. Of course, you have to be qualified for the job for
which you are applying.
If you come back in six months or less, your date of hire will be your original hire date, as long as the break in service was
shorter than the time you worked for us before quitting. You will immediately be eligible for the same benefits you had before
leaving.
If you were gone more than six months, you will be considered a new hire.
Personnel Records
Upon 30 days written notice, you or your designated representative may review your personnel file in the presence of an
EmployBridge representative at a mutually convenient time. You will also be given a copy of your personnel file upon written
request, subject to limitations allowable by law, provided you reimburse the company for the cost of copying anything over
100 pages. You may add your version of any disputed item to the file.
Personnel files are the property of EmployBridge and may not be removed from our premises without written authorization
from the Human Resources Department. Your record of employment and your personnel file are maintained and updated by
EmployBridge.
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Information in your personnel file is confidential and will not be released to anyone outside the company except: (1) when
authorized by you in writing, (2) in a legal proceeding in which you and EmployBridge are parties, or (3) as otherwise
permitted or required by law.
EmployBridge will restrict disclosure of your personnel file to authorized individuals. Requests for information from personnel
files must be directed to the Corporate Human Resources Department. Only the authorized Corporate representatives are
authorized to release information about current or former Colleagues, AIBs and Associates.
Code of Business Ethics
Code of Business Ethics adopted March 23, 2021. The complete Code of Business Ethics is located on thEBridge under
Human Resources.
To All EmployBridge Holding Company Employees:
EmployBridge Holding Company’s Board of Directors has adopted a revised Code of Business Ethics. The Board of Directors
shall be responsible for overseeing compliance with the Code of Business Ethics.
The Code of Business Ethics reaffirms our commitment to high standards of ethical conduct and reinforces our business
ethics, policies and procedures. In many instances, the Code of Business Ethics goes beyond what might be required by law.
The Code of Business Ethics applies to all employees of EmployBridge Holding Company and each of the entities it controls.
It should also be followed by EmployBridge Holding Company’s agents and representatives, including consultants retained
on our behalf.
The Board of Directors and senior management strongly support the Code of Business Ethics and are committed to ensuring
that EmployBridge Holding Company and its employees live up to the principles it embodies. Accordingly, each employee
must read and comply with the Code of Business Ethics.
Billy Milam
Chief Executive Officer
Code of Business Ethics Introduction
This Code of Business Ethics (the “Code”) applies to EmployBridge Holding Company and all subsidiaries and entities
controlled by it (collectively, the “Company”). Compliance with the Code is required of all of the Company’s directors, officers
and employees. The Code should also be provided to and followed by the Company’s agents and representatives, including
consultants working on behalf of the Company.
One person’s dishonest or unethical conduct can harm the Company’s reputation and compromise the trust clients,
suppliers, employees, and shareholders have in the Company. For that reason, each person subject to the Code is
responsible for familiarizing themselves with the Code and adhering to the standards, principles and restrictions outlined
in the Code, which form the foundation of honest and ethical conduct. Accordingly, compliance with the Code is not simply
expected—it is mandatory. The Company’s success is built on our fundamental values of Honesty, Integrity, Maturity, Family
First and Passion. The Code reinforces and codifies those business ethics, policies and procedures we’ve determined
necessary to maintaining our fundamental values as well as ensures we are compliant with all applicable laws and
regulations.
Any illegal or unethical action, or the appearance of impropriety by anyone acting on the Company’s behalf is
unacceptable. This Code cannot and is not intended to cover every possible situation or issue that might arise. Accordingly,
each employee should use the Code as a general guideline. In addition to the Code, you should also refer to the Colleague
Handbook and the Employee Handbook as additional resources. If you are unsure about any situation, you should seek
guidance or clarification before taking any action.
In addition, each director, officer, employee and consultant of the Company should set an example of ethical behavior by:
• their own conduct and through their oversight of the work and conduct of their subordinates and any other persons subject
to the Code working under their direction;
• sustaining a culture where honest and ethical conduct is recognized and valued;
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• personally participating in, and where applicable, leading compliance efforts through meetings with others subject to the
Code and monitoring compliance matters and programs; and
• raising and encouraging others to raise concerns and questions about ethical conduct and integrity.
The complete Code of Business Ethics is issued as a separate document with new colleague and AIB onboarding paperwork
and is also located on thEBridge under Human Resources.
Key Policy Detail
To make sure that you have immediate access to a few of the most critical policies referenced
in some of the overview sections of this Handbook, the full policies are included below. Please
read them along with the rest of the Handbook and before affirming receipt of the Colleague and
AIB Handbook. This Handbook’s Key Policy Detail includes:
• Equal Employment Opportunity Policy
• Affirmative Action Policy Statement
• Policy Against Sexual Harassment and Other Workplace Harassment (including information
about how to report prohibited conduct and the Company’s response to reports of prohibited
conduct)
• Workplace Violence Policy
• Salary Basis / Safe Harbor Policy
Equal Employment Opportunity (EEO) Policy
EmployBridge is an equal opportunity employer and is committed to equal opportunity for all employees and applicants. The
company recruits, hires, trains, promotes, compensates, and administers all personnel actions without regard to race, color,
religion, sex, sex stereotyping, pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy,
childbirth, or breastfeeding), gender, gender identity, gender expression, national origin, age, mental or physical disability,
ancestry, medical condition, marital status, military or veteran status, citizenship status, sexual orientation, genetic
information, or any other status protected by applicable law. This policy applies to all areas of employment, including
recruitment, testing, screening, hiring, selection for training, upgrading, transfer, demotion, layoff, discipline, termination,
compensation, benefits, and all other privileges, terms, and conditions of employment. This policy and the law prohibit
employment discrimination against any employee or applicant on the basis of any legally protected status outlined above.
An integral part of this policy is the EmployBridge Affirmative Action Program. See the “Affirmative Action Policy Statement”
later in this policy.
Everyone working for EmployBridge must follow this policy. Anyone working for EmployBridge who violates this policy will be
subject to disciplinary action, up to and including termination of employment.
EmployBridge is committed to the practice of equal employment opportunity and will not tolerate intimidation or retaliation
against employees or applicants because they have engaged in or may engage in filing a complaint of discrimination or
retaliation; assisting or participating in an investigation; opposing any act or practice made unlawful by any local, state, or
federal law; or for exercising any other legally-protected right.
If you have questions or feel that you have been discriminated against because of your protected status, have been
improperly denied a reasonable accommodation, have experienced retaliation, or have witnessed or been subjected to
conduct that is otherwise inconsistent with this policy, then you must follow the reporting procedures outlined in the “Policy
Against Sexual Harassment and Other Workplace Harassment” set forth in the “Key Policy Detail” of the Colleague and AIB
Handbook.
All reports describing conduct inconsistent with this policy will be investigated promptly and effectively and will be resolved in
accordance with the procedure outlined in the company’s “Policy Against Sexual Harassment and Other Workplace
Harassment.” Contact the Human Resources Department if you have any questions.
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Affirmative Action Policy Statement
EmployBridge does business with the federal government and is subject to Section 503 of the Rehabilitation Act of 1973 and
Section 4212 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA). Under these laws,
EmployBridge has developed an affirmative action program for individuals with disabilities and protected veterans.
EmployBridge’s policy is to employ qualified individuals without discrimination because of a disability or protected veteran
status, and to take affirmative action to employ and advance in employment qualified individuals with disabilities and
protected veterans.
The company’s Chief Executive Officer supports the affirmative action program and urges each employee to commit to
carrying out the intent of this policy. EmployBridge maintains an audit and reporting system to determine overall compliance
with its equal employment opportunity mandates. The EEO Administrator oversees the affirmative action plan development,
modification, implementation, effectiveness, reporting requirements and conducts management updates. Portions of the
Section 503 and VEVRAA affirmative action program are available for review in the Human Resources Office during the
hours of 8 a.m. to 5 p.m. EDT on Tuesday and Thursday.
Please see the EmployBridge “Policy Against Sexual Harassment and Other Workplace Harassment” for information about
the company’s policy regarding investigation and resolution of complaints.
Contact the Human Resources Department if you have any questions.
Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have
inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees
who have access to the compensation information of other employees or applicants as a part of their essential job functions
cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation
information, unless the disclosure is (a) in response to a formal complaint or charge,
(b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or
(c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Policy Against Discrimination, Sexual Harassment And Other Workplace Harassment
Statement Of Policy
EmployBridge is committed to providing a work environment that is free of unlawful discrimination and will not tolerate any
form of harassment that violates this policy. This policy also prohibits offensive conduct that does not rise to a violation of law.
EmployBridge expects everyone who works for us to show respect for each other, as well as our customers, vendors, and
anyone else with whom EmployBridge does business. This policy and the law forbid any colleague, AIB, associate, manager,
supervisor, officer, director, client, vendor, or any other third party that you encounter in connection with EmployBridge
business, to harass, discriminate, or retaliate against any EmployBridge colleague, AIB, associate, applicant, contractor,
intern, or volunteer on the basis of any legally-protected status or activity.
Guidelines
Everyone at EmployBridge is responsible for helping to keep our workplace free from prohibited discrimination or harass-
ment. This policy forbids any unwelcome conduct that is based on an individual’s race, color, religion, sex, sex stereotyping,
pregnancy (which includes pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding),
gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition,
marital status, military or veteran status, citizenship status, sexual orientation, genetic information, or any other legally pro-
tected status or activity.
31
Prohibited Conduct
You must not act in any way, including verbally, physically, or visually, that includes any discriminatory employment action
and/or unwelcome conduct that is inflicted on someone because of that individual’s protected status. Among the types of
unwelcome conduct prohibited by this policy are epithets (abusive words or phrases), slurs, negative stereotyping,
intimidating acts, and the circulation or posting of written or graphic materials that show hostility toward individuals because
of their protected status. EmployBridge prohibits such conduct in the workplace, even if the conduct is not sufficiently severe
or pervasive to constitute unlawful harassment.
Avoiding Prohibited Conduct
Be respectful. Everyone is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited
discrimination or harassment. No one who works for EmployBridge, not even the highest-ranking individuals in the company,
is exempt from this policy. If any person in the workplace is behaving in an unwelcome manner, you are expected to report it
as described in “Reporting Prohibited Conduct.”
Reporting Prohibited Conduct
All incidents of alleged discrimination, harassment, retaliation, or other conduct inconsistent with this policy must be
reported immediately. Any manager or supervisor who is aware of conduct inconsistent with this policy or who receives a
report of conduct inconsistent with this policy must report it immediately to their supervisor, PBP, Market Vice President, or
Regional President or use the InTouch procedure described in “Reporting with InTouch.”
Reporting Procedures
If you feel you have experienced, witnessed, or received a complaint about any prohibited conduct, you have the option to
either: 1) immediately notify your supervisor, PBP, Market Vice President, or Regional President as these are the individuals
authorized to receive and act upon complaints of discrimination, harassment, and retaliation on behalf of the company, and/or
2) use InTouch to confidentially and anonymously report your ideas, concerns, or issues that require the attention of
management as described in “Reporting with InTouch.”
This policy does not require reporting discrimination, harassment, or retaliation directly to your immediate supervisor or to any
individual who is creating the harassment, discrimination, or retaliation.
Note: For associate complaints or issues, please follow the standard Branch/PBP processes and protocols.
Reporting with Intouch
If you have an idea, concern, or issue to share with management, use InTouch to confidentially and anonymously
communicate:
1. Dial Toll-Free 1-866-928-4718 24 hours a day, 7 days a week.
2. Choose between using the automated system and speaking with a live operator. You can remain anonymous if you
choose.
3. Write down the case number you are given. Check back in five or more business days for a management response.
You may also contact InTouch by:
• Sending an email: [email protected]
• Via the web: www.intouchwebsite.com/IntegrityHotline
The above addresses are dedicated and unique to EmployBridge and managed by InTouch professionals. Unless you
indicate otherwise, your name and email address will be removed from the message before it is sent to EmployBridge
management.
32
Company Response
EmployBridge will promptly, objectively, and thoroughly investigate all reports describing conduct that are inconsistent with
this policy. Everyone involved in the situation (including the reporting individual, anyone identified as the target of the
behavior (if different than the reporting individual) and anyone who allegedly violated this policy) will be offered an opportunity
to be interviewed or to otherwise respond to a report. EmployBridge may put certain interim measures in place, such as a
leave of absence or a transfer, while the investigation proceeds. EmployBridge will take further appropriate action once the
investigation has concluded and a determination has been reached. The investigation may conclude that a violation occurred,
as explained below or EmployBridge may also conclude, depending on the circumstances, either that no violation of policy
occurred or that it cannot conclude whether or not a violation occurred.
If an investigation reveals a violation of this policy or other inappropriate conduct has occurred, then EmployBridge will take
corrective action, including discipline up to and including dismissal, reassignment, changes in reporting relationships, training,
or other measures EmployBridge deems appropriate, regardless of the job positions of the people involved. EmployBridge
may take corrective action for any inappropriate conduct discovered in investigating reports made under this policy,
regardless of whether the conduct amounts to a violation of law or even a violation of this policy. If the person who engaged
in the illegal behavior is not employed by EmployBridge, then EmployBridge will take whatever action is reasonable and
appropriate under the circumstances.
Policy Against Retaliation
No one working for EmployBridge may take adverse action against any current or former colleague, AIB, associate, or
applicant adversely (negatively) for reporting harassment, discrimination, or retaliation, for assisting another current or former
colleague, AIB, associate, or applicant in making a report, for cooperating in an investigation into such alleged conduct, or for
filing an administrative claim with the EEOC or a state governmental agency. Anyone working for EmployBridge who
experiences, or witnesses conduct believed to be retaliatory is to immediately follow the reporting procedures stated in this
policy.
Governmental Resources
In states where applicable, EmployBridge maintains posters on bulletin boards that refer to legal definitions of harassment.
These posters, and the fact sheet EmployBridge has distributed on Sexual Harassment, identify governmental agencies to
contact for information on how and when to file administrative claims. Using the EmployBridge complaint procedure does
not keep you from filing a claim with a state governmental agency or with a federal agency such as the EEOC. Your time for
reporting a claim may be limited, and your PBP can provide the timing for your state. The time period for filing a claim
continues to run during a company investigation. Our policy provides for immediate notice of problems to the EmployBridge
officials listed in “Reporting Procedures” so that EmployBridge may address and resolve problems without waiting for any
legal proceedings to run their course.
Confidentiality
Everyone is expected to cooperate fully in any investigation. EmployBridge will make an effort, to the extent possible, to keep
your complaint confidential, while allowing us to conduct a full and fair investigation.
33
Workplace Violence Policy
Statement of Policy
As a company, EmployBridge is firmly committed to providing a workplace that is free from acts of violence or threats of
violence. In keeping with this commitment, EmployBridge has established a strict policy that prohibits any employee from
threatening or committing any act of violence in the workplace, while on duty, while on company-related business, or while
operating any vehicle or equipment owned or leased by the company. This policy applies to all employees, including
managers, supervisors, and non-supervisory employees. As part of this policy, the company seeks to prevent workplace
violence before it begins and reserves the right to deal with behavior that suggests a propensity towards violence, even prior
to any violent behavior occurring.
In order to achieve our goal of providing a workplace that is secure and free from violence, EmployBridge must enlist the
support of all employees. Compliance with this policy and the company’s commitment to a “zero tolerance” policy with
respect to workplace violence is every employee’s responsibility.
Guidelines
You are required to report any incident involving a threat of violence or act of violence immediately to your supervisor or, if
you prefer, to your PBP and/or use the InTouch procedure described in “Reporting with InTouch” in the “Policy Against Sexual
Harassment and Other Workplace Harassment” in the Colleague and AIB Handbook (or for associates, the Associate
Handbook) or in policies on thEBridge. Management personnel will investigate the matter and take appropriate corrective
action. This may include the imposition of disciplinary action against anyone working for EmployBridge who violates this
policy, up to and possibly including immediate termination.
If you become aware of any workplace security hazards or identify methods of increasing security in the workplace, report
that information to your supervisor or PBP immediately. You are required to report violations of this policy, including any
incidents involving actual or threatened violence. The company will not tolerate retaliation against anyone working for
EmployBridge who reports workplace violence.
Salary Basis / Safe Harbor Policy
The Fair Labor Standards Act (FLSA) is a federal law which requires that most employees in the United States be paid at
least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all
hours worked over 40 hours in a workweek.
However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees
employed as bona fide executive, administrative, professional or outside sales employees. Section 13(a)(1) and Section
13(a)(17) also exempt certain computer employees. To qualify for exemption, employees generally must meet certain tests
regarding their job duties and be paid on a salary basis at not less than a regulated minimum per week (see FLSA for de-
tails). Some state laws also provide for exemptions from both minimum wage and overtime pay, which have different require-
ments than the FLSA. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific
job duties and salary must meet all the requirements of the Department’s regulations, as well as any applicable state law
requirements.
Company Policy
It is our policy to comply with the salary basis and safe harbor requirements of the FLSA and state law. Therefore, Employ-
Bridge prohibits all company managers from making any improper deductions from the salaries of exempt employees. Em-
ployBridge wants employees to be aware of this policy and that the company does not allow deductions that violate the FLSA
or state law.
34
What to Do If an Improper Deduction Occurs
If you believe that an improper deduction has been made to your salary, you should immediately report this information to
your supervisor or PBP.
Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you
will be promptly reimbursed for any improper deduction made. EmployBridge does not tolerate any retaliation against those
who make such reports.
REVISION HISTORY
Prior version: EB Colleague and AIB Handbook 03-09-2018 (posted 03/13/2018) [considered V1.0]
2020-02-17 EB Colleague and AIB Handbook (Revision of 030918 version) V2.0
Current version: 2021-06-11 EB Colleague and AIB Handbook (Revision of 021720 version) V3.0
35
COLLEAGUE AND AIB
ACKNOWLEDGMENT FORM
I acknowledge with my electronic signature below that I have received a copy or have been given access to
EmployBridge’s Colleague and AIB Handbook including the “Key Policy Detail” thereto. I understand that I am
responsible for reading the Handbook, including its ”Key Policy Detail,” and all human resources (HR) and related
policies on thEBridge and for knowing and complying with the Handbook, including its “Key Policy Detail,” and the
HR policies on thEBridge during my employment with EmployBridge. I understand that the policies set forth in the
Handbook and its “Key Policy Detail” include HR and related policies on thEBridge, and that in the event of
differences, the applicable document on thEBridge with the most recent date controls. I further understand that the
policies contained in the Handbook, its “Key Policy Detail,” and thEBridge are not intended to express or imply any
contractual obligation by the company to continue my employment or to follow any stated policy or procedure with
respect to my employment, except that I know that this Handbook contains our entire agreement concerning each
party’s right to terminate the employment relationship at will, with or without cause, at any time.
I understand that EmployBridge has the right to amend, interpret, modify, or withdraw any of the provisions of the
Handbook, its “Key Policy Detail,” and HR and related policies on thEBridge at any time and in its sole discretion,
with or without notice. Furthermore, I understand that, because EmployBridge cannot anticipate every issue that
may arise during my employment, if I have any questions regarding any policies or procedures, I should consult my
supervisor, Employee Relations Director, or Area Vice President.
I understand and agree that my employment relationship with EmployBridge is at-will, which means that my
employment is for no definite period and may be terminated by me or by EmployBridge at any time, with or without
cause or advance notice. I also understand that EmployBridge may demote or discipline me or otherwise alter the
terms of my employment at any time in its discretion, with or without cause or advance notice. I understand and
agree that the terms of this Acknowledgment may not be modified or superseded, and that any agreement to employ
me for any specified period of time, or that is otherwise inconsistent with the terms of this Acknowledgment, will be
unenforceable. I understand that any modification to my at-will status must be in writing and duly authorized by the
Chief Executive Officer or his designee to be effective.
Finally, I understand and agree that this Acknowledgment contains a full and complete statement of the agreements
and understandings that it recites, that no one has made any promises or commitments to me contrary to the
foregoing, and that this Acknowledgment supersedes all previous agreements, whether written or oral, express, or
implied, relating to the subjects covered in this Acknowledgment.
In addition to this handbook, you are expected to comply with all additional polices located on ThEBridge including,
but not limited to, the Technical Acceptable Use Policy, Policy Against Sexual Harassment and Other Workplace
Harassment, Document Retention Policy and the EB Drug and Alcohol Policy.
Please sign below:
Colleague or AIB Signature Date
Colleague or AIB Printed Name
36
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