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Sky Nurses Handbook for Corporate Employees

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Published by admin, 2018-01-05 09:27:36

Sky Nurses Handbook for Corporate Employees

Sky Nurses Handbook for Corporate Employees

Sky Nurses
Handbook for
Corporate
Employees

Tara Rose, President

Revised 11/14/2017

Table of Contents

Overview and Employment Relationship ........................................................................................................... 6

Introduction and Purpose of the Handbook ................................................................................................... 6

Welcome Message from the President/CEO .................................................................................................. 7

Company History ........................................................................................................................................... 8

Company Vision ............................................................................................................................................. 8

Company Mission .......................................................................................................................................... 8

Company Values ............................................................................................................................................ 8

Company Overall Goals.................................................................................................................................. 8

Company Commitment to Employees ............................................................................................................ 9

Corporate Social Responsibility within Sky Nurses ......................................................................................... 9

Health and Safety..................................................................................................................................... 10

Human Rights, Employment/Contract, and Ethics .................................................................................... 10

The Environment ..................................................................................................................................... 10

Code of Conduct and Business Ethics ........................................................................................................... 11

Corporate Compliance ................................................................................................................................. 11

Privacy ......................................................................................................................................................... 12

Social Security Number Privacy Policy ...................................................................................................... 12

Non-solicitation Policy ................................................................................................................................. 13

Bulletin Boards......................................................................................................................................... 14

Employee and Employer Confidentiality Agreement .................................................................................... 14

Non-compete Agreement ............................................................................................................................ 14

Employee Handbook Disclaimer................................................................................................................... 15

Policy and Procedures.................................................................................................................................. 15

Stay Informed .......................................................................................................................................... 15

Changes in Policy ..................................................................................................................................... 16

Employment Relationship: At Will Employment .......................................................................................... 16

Receipt of the Handbook ............................................................................................................................. 16

General Employment Information ................................................................................................................... 18

Equal Employment Opportunity Policy......................................................................................................... 18

Accommodation for People With Disabilities ............................................................................................... 18

Employment Eligibility ................................................................................................................................. 19

1 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Internal Employee Application Process ........................................................................................................ 19
Background Check.................................................................................................................................... 19
Reference Checks..................................................................................................................................... 20
Citizenship and Immigration .................................................................................................................... 20

Initial Employment Period............................................................................................................................ 21
Promotions .................................................................................................................................................. 21
Employment of Relatives ............................................................................................................................. 22
Employment of Minors ................................................................................................................................ 23
Rehiring Policy ............................................................................................................................................. 23
Open Door Policy ......................................................................................................................................... 23
Personnel File Policy .................................................................................................................................... 23
Access to Personnel Records........................................................................................................................ 24
Harassment and Discrimination ................................................................................................................... 24

Sexual Harassment................................................................................................................................... 25
Individuals and Conduct Covered ............................................................................................................. 25
Retaliation Is Prohibited........................................................................................................................... 26
Harassment and Discrimination Reporting Procedure .................................................................................. 26
Harassment Investigation Process................................................................................................................ 26
Responsive Action.................................................................................................................................... 26
Office Romances: Fraternization Policy ........................................................................................................ 27
Attendance at Work ........................................................................................................................................ 29
Exempt and Non-exempt Employee Definitions ........................................................................................... 29
Working Hours and Overtime ...................................................................................................................... 29
Break and Lunch Periods.............................................................................................................................. 29
Meal Breaks ............................................................................................................................................. 29
Rest Breaks .............................................................................................................................................. 30
Lactation Breaks....................................................................................................................................... 30
Attendance Expectations and Policy ............................................................................................................ 30
Severe Weather and Emergency Closings .................................................................................................... 30
Telecommuting Policy.................................................................................................................................. 31
Medical Termination When Unable to Work Policy ...................................................................................... 31
Workplace Professionalism and Company Representation .............................................................................. 32
Work Dress Code ......................................................................................................................................... 32
Smoke-Free Workplace ................................................................................................................................ 32

2 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Drugs and Alcohol: Drug-Free Workplace..................................................................................................... 33
Drug Testing............................................................................................................................................. 33

Workplace Violence ..................................................................................................................................... 34
Workplace Bullying .................................................................................................................................. 34
Workplace Violence ................................................................................................................................. 34

Weapons at Work ........................................................................................................................................ 34
Safety and Security ...................................................................................................................................... 34

Safety....................................................................................................................................................... 34
Fire Safety................................................................................................................................................ 35
Security.................................................................................................................................................... 35
Parking......................................................................................................................................................... 35
Workplace Visitors ....................................................................................................................................... 35
Conflicts of Interest...................................................................................................................................... 35
Secondary Employment ........................................................................................................................... 36
Financial Interest in Other Business ......................................................................................................... 36
Political Views.............................................................................................................................................. 36
Accepting and Giving Entertainment or Gifts ............................................................................................... 36
Travel for Business Policy............................................................................................................................. 37
Mileage Reimbursement.............................................................................................................................. 37
Compensation and Benefits ............................................................................................................................. 38
Payroll Information ...................................................................................................................................... 38
Compensation Schedule........................................................................................................................... 38
Overtime Pay ........................................................................................................................................... 39
Recording Time Worked .............................................................................................................................. 39
Benefits.................................................................................................................................................... 40
Benefits Eligibility ........................................................................................................................................ 40
Health Insurance.......................................................................................................................................... 40
Dental Insurance.......................................................................................................................................... 40
Vision Insurance........................................................................................................................................... 40
Group Life Insurance.................................................................................................................................... 40
Long-Term Disability .................................................................................................................................... 40
COBRA ......................................................................................................................................................... 40
Health Care Flexible Spending Account (FSAs).............................................................................................. 40
401(k) Plan................................................................................................................................................... 40

3 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Bonuses ....................................................................................................................................................... 41
Workers' Compensation .............................................................................................................................. 41
Unemployment Compensation .................................................................................................................... 41
Expense Reimbursement ............................................................................................................................. 41
Educational Assistance................................................................................................................................. 41
Employee Assistance Program (EAP) ............................................................................................................ 42
Paid Legal Aid .............................................................................................................................................. 42
Supplemental Insurance .............................................................................................................................. 42
Stock Options............................................................................................................................................... 42
Employee Discounts..................................................................................................................................... 42
Retirement .................................................................................................................................................. 42
Employee Time Off From Work........................................................................................................................ 43
Paid Holidays ............................................................................................................................................... 43
Paid Time Off (PTO) ..................................................................................................................................... 43
Vacation ...................................................................................................................................................... 43

Guidelines for Vacation Pay for Terminating Employees .......................................................................... 44
Sick Leave .................................................................................................................................................... 44
Attendance Policy ........................................................................................................................................ 45

Leave of Absence without Pay.................................................................................................................. 45
Family and Medical Leave (FMLA) (article) ................................................................................................... 46

Child Care Leave Policy............................................................................................................................. 48
Parental Leave Policy ............................................................................................................................... 48
Bereavement Leave ..................................................................................................................................... 49
Jury Duty...................................................................................................................................................... 49
Time Off to Vote .......................................................................................................................................... 50
Military Leave (USERRA) .............................................................................................................................. 50
Continuation of Health Benefits ............................................................................................................... 50
Requests for Leave................................................................................................................................... 50
Return from Military Leave ...................................................................................................................... 51
Use of Company Materials, Equipment and Electronics ................................................................................... 52
Sky-Med Portal ............................................................................................................................................ 52
Telephone Use............................................................................................................................................. 52
Cell Phone Policy.......................................................................................................................................... 52
Company Tools, Equipment, and Supplies.................................................................................................... 53

4 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Computer and Internet Use Policy ........................................................................................................... 53
Internet Policy.......................................................................................................................................... 53
Blogging and Social Media Policy ................................................................................................................. 55
Voicemail and Telephone Usage .................................................................................................................. 56
Email Policy.................................................................................................................................................. 57
On Screen Email Disclaimer...................................................................................................................... 59
Tape Recording Policy .................................................................................................................................. 59
Internal Investigations and Searches............................................................................................................ 59
Work Product Ownership............................................................................................................................. 59
Confidential Nature of Work .................................................................................................................... 60
Disclaimer.................................................................................................................................................... 60
Performance Expectations and Evaluation ....................................................................................................... 61
Performance Development Planning and Feedback Process ........................................................................ 61
Performance Management Program Schedule ......................................................................................... 61
Employee Conduct and Performance ........................................................................................................... 61
Immediate Employment Termination .......................................................................................................... 62
Immediate Dismissals/Misconduct........................................................................................................... 62
Progressive Discipline .................................................................................................................................. 63
Discipline Other than Immediate Termination ......................................................................................... 63
Written Warnings .................................................................................................................................... 63
Conflict Resolution....................................................................................................................................... 64
Complaint Procedure ................................................................................................................................... 64
Employment Termination (article) ............................................................................................................... 64
Resignation .................................................................................................................................................. 64
Abandonment.............................................................................................................................................. 65
Exit Interviews ............................................................................................................................................. 65
Post Resignation/Termination Procedures ................................................................................................... 65
Benefits.................................................................................................................................................... 65
Final Paycheck.......................................................................................................................................... 66
Retirement Plan ....................................................................................................................................... 66
Return of Company Property ....................................................................................................................... 66

5 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Overview and Employment Relationship

Introduction and Purpose of the Handbook

Sky Nurses Employee Handbook (the “Handbook”) has been developed to provide general guidelines about Sky
Nurses policies and procedures for employees. It is a guide to assist you in becoming familiar with some of the
privileges and obligations of your employment, including Sky Nurses’ policy of voluntary at-will employment.
None of the policies or guidelines in the Handbook are intended to give rise to contractual rights or obligations,
or to be construed as a guarantee of employment for any specific period of time, or any specific type of work.
Additionally, with the exception of the voluntary at-will employment policy, these guidelines are subject to
modification, amendment or revocation by Sky Nurses at any time, without advance notice. Employees are
encouraged to consult the Human Resource Department for additional information regarding the policies,
procedures, and privileges described in this Handbook.

Sky Nurses will provide each individual a copy of this Handbook upon employment. All employees are expected
to abide by it. The highest standards of personal and professional ethics and behavior are expected of all Sky
Nurses employees. Further, Sky Nurses expects each employee to display good judgment, diplomacy and
courtesy in their professional relationships with all employees of Sky Nurses.

6 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Welcome Message from the President/CEO

Whether you have just joined our staff or have been at Sky Nurses for a while, we are confident that you will
find our company a dynamic and rewarding place in which to work and we look forward to a productive and
successful association. We consider the employees of Sky Nurses to be one of its most valuable resources. This
manual has been written to serve as the guide for the employer/employee relationship.

Several things are important to keep in mind about this handbook. First, it contains only general information
and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or
exceptions to, the general policies and procedures described. For that reason, if you have any questions
concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address
your specific questions to the Human Resources Department. Neither this handbook, nor any other Company
document, confers any contractual right, either expressed or implied, to remain in the Company's employ. Nor
does it guarantee any fixed terms and conditions of your employment. Your employment is not for any specific
time and may be terminated at will, with or without cause and without prior notice, by the Company or you may
resign for any reason at any time. No supervisor or other representative of the Company (except the President)
has the authority to enter into any agreement for employment for any specified period, or to make any
agreement contrary to the above.

Second, the procedures, practices, policies and benefits described here may be modified or discontinued from
time to time. We will try to inform you of any changes as they occur.

Third, this handbook and the information in it should be treated as secret and confidential. No portion of this
handbook should be disclosed to others, except Sky Nurses employees and others affiliated with Sky Nurses
whose knowledge of the information is required in the normal course of business.

Finally, some of the subjects described here are covered in detail in official policy documents. You should refer
to these documents for specific information, since this handbook only briefly summarizes those benefits. Please
note that the terms of the written insurance policies are controlling.

Tara Rose, RN
President
Sky Nurses LLC

7 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Company History

Sky Nurses opened for business in July 2013 utilizing medical professionals to accompany a patient or disabled
person on commercial air or private charter. As of November 2017, Sky Nurses has escorted over 500+ patients
and has traveled to over 100 countries worldwide.

Company Vision

To be the most respected, trusted and recognized medical transport organization in the world.

Company Mission

Sky Nurses will-effectively plan, manage and safely complete the transport of patients to their home or nearby
healthcare facility using commercial or private aircraft from anywhere in the world at any time.

Company Values

As a company, and as healthcare clinicians, we value honesty, integrity, excellence, quality, teamwork, trust,
caring and compassion. We are committed to our clients and professional partners and we honor our
commitments by striving for the highest quality of patient care. Our continued success is contingent upon our
commitment to an ethical work environment and we will continue to strive to fulfill our obligation to our clients
and employees with the highest professional and ethical standards possible.

• Compassion and Commitment – the safety, comfort, peace of mind and comprehensive medical care of the patient
is our priority.

• Character – the highest degree of honesty, reliability, professionalism and moral fiber will, at all times, be expected
of our medical team and those in leadership and administrative roles of the organization.

• Ethics and Integrity – the words and actions of each man and woman comprising our organization will, at all times,
exemplify the personal and professional standards on which you can rely and place your trust without reservation.

Company Overall Goals

Successful businesses are based on both goals and objective, as they clarify the purpose of the business and
help identify necessary actions.

Action items:

• Profitability
• Customer Service
• Retention
• Efficiency
• Growth

8 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Company Commitment to Employees

Sky Nurses is committed to creating a successful business and ensuring that impact on the environment is
minimized and that all activities are conducted safely by trained and qualified employees. Sky Nurses is
committed to a Code of Conduct which describes our intention on how to behave when we do business and
how we interact with our clients and patients. Sky Nurses enjoys an invaluable reputation for corporate
trustworthiness around the world, based on consistently conducting business with integrity and in compliance
with the laws and regulations governing its activities.

What is a Corporate Social Responsibility?

It is the obligation of an organization’s management towards the welfare and interests of the society in which
it operates.

Corporate social responsibility (CSR) became popular in the 1960’s. CSR refers to a business practice that
involves participating in initiatives that benefit society. It is a form of corporate self-regulation integrated into a
business model. Many would say that it is about how one makes money rather than how one spends their
money. When discussing the CSR issues, the health sector clearly stands out as a leader.

Corporate Social Responsibility within Sky Nurses

The Sky Nurses Code of Conduct is the corporate policy and general reference document on ethical issues and
appropriate business practices. The Code of Conduct formalizes the principles that Sky Nurses shall commit in
relation to employees, business partners, and other stakeholders.

All Sky Nurses employees and contractors should know about the Code of Conduct since the policy is applicable
to all employees and contractors at all levels.

The following summarizes our policies and procedures.

Overall responsibility for developing corporate policies for social, ethical and environmental matters and for
reviewing their effectiveness lies with the Sky Nurses management team. It is then the responsibility of
individual employees and contractors to communicate and apply these policies to their respective departments
or geographical areas with due regard for legislation to ensure compliance with the policy and to maintain,
review and refine procedures accordingly.

Sky Nurses' policies and procedures, including those relating to social, environmental, health and safety,
employment and ethical matters, are communicated to all staff via the Sky Nurses employee and contractor
network. Policies and procedures are reviewed regularly and any updates are communicated to staff.

The three (3) key areas of corporate social responsibility at Sky Nurses are:

1. Health and Safety
2. Human Rights, Employment, and Ethics
3. The Environment

9 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Health and Safety

Sky Nurses recognizes its health and safety duties and responsibilities and complies with the relevant health and
safety legislation. The Medical Director and the medical team has overall responsibility for health and safety.
Sky Nurses health and safety policy are communicated to all staff and contractors via the Sky Nurses employee
and contractor network.

Human Rights, Employment/Contract, and Ethics

• It is our policy to adhere to all legislation relating to employment/contractor rights and equal opportunities, with
reference to non-discrimination on the basis of ethnic origin, religion, gender, age, marital status, disability or
sexual orientation.

• We ensure that physical, verbal and psychological abuse, sexual or other forms of harassment towards
• employees/contractors are not tolerated. We ensure that disabled persons are recruited, trained and promoted

on the basis of aptitude and ability. If employees become disabled, every effort is made to retain them and when
necessary re-train them for a more appropriate position.
• We pay wages and benefits that meet or exceed national minimum requirements and adhere to working time
regulations where applicable. We do not use forced labor nor employ workers under the school-leaving age.
• We provide a safe and secure workplace and promote good health and safety and environmental practices.
• We adhere to applicable laws regarding the freedom of employees/contractors to associate or bargain collectively
without fear of discrimination. All employees/contractors are expected to behave with integrity and honesty and
adhere to the Code of Business Ethics.
• Employees/contractors may freely report any concerns they may have over unethical business practices or
conduct, dangers to health and safety, or breach of company policies. Any such disclosures are appropriately
investigated. In addition, Sky Nurses is committed to protecting the career and reputation of
employees/contractors who report wrongdoing in accordance with established procedures, as long as their
disclosures are delivered in good faith and seek to safeguard the best interests of the company. We do not give
or receive any bribes, extra-contractual gratuities, inducements, facilitation fees or similar payments.
• We do not give to customers or business contacts or allow employees/contractors to receive any gifts, whether
in cash or kind, unless in the course of normally accepted business entertainment or the subject of prior written
approval by management.
• We do not donate (including sponsorship, subscriptions or provision of employee time or facilities) to any political
party or similar organization. We ensure we purchase legal licenses to all software in use.
• Sky Nurses recognizes the value that its employees/contractors create for the business and its commitment to
training and personal development, together with remuneration policies that are designed to reward achievement
and emphasize the importance of retaining corporate and clinical staff.
• Sky Nurses provides information to employees/contractors on a regular basis. This information includes matters
relating to company performance, its prospects and the future outlook for the business.
• Sky Nurses supports local charities and participates in a range of legitimate activities.

The Environment

Sky Nurses is committed to adopting environmentally responsible policies.

10 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Code of Conduct and Business Ethics

The Company has an outstanding reputation for ethical behavior and fair dealing. In the performance of your
job duties you may deal with a variety of people and organizations. Failure to interact courteously and tactfully
with managers, co-workers, patients, clients, customers, vendors, or fellow employees to the point that
productivity or morale suffers may be subject to immediate disciplinary action up to and including termination.

All employees are prohibited from engaging in any conduct that reflects adversely on the reputation and
business of the Company. All employees benefit from an atmosphere of good ethical conduct. Employees who
are aware of suspected misconduct, abuse of Company assets, or other violations of the Code of Conduct Policy
are responsible for reporting such matters to Human Resources.

Corporate Compliance

The global nature of Sky Nurses' operations means that our activities are subject to a wide variety of statutory
regulations and standards throughout the world. That makes corporate compliance a particularly important
topic for us – because corporate compliance means acting with integrity and observing the legal and ethical
framework at all times.

Corporate compliance is not an abstract concept, but a code of behavior that applies to everyone. It is valid for
employees and contractors at all levels, in all parts of Sky Nurses. Only by strictly adhering to these standards
can we avoid significant legal and economic risks to our company, and thus to us all. Observing these rules at all
times is, therefore, essential to maintaining our pride in working for Sky Nurses. And it is the only way we will
gain society’s acceptance of our business activities and achieve a sustained increase in corporate value.

Sky Nurses will forgo any business that would only be possible by violating the law or company rules. No
supervisor may issue any instruction to the contrary. Our Corporate Compliance Policy forms the framework for
acting in accordance with the rules. It is based on proven principles that have always governed our business
activities: expertise, fairness, and reliability.

Why be concerned about corporate compliance?

Sky Nurses is esteemed as a company with distinct strengths. While this reputation is the product of our work,
the careless, improper actions of just one employee or contractor can damage our image in the blink of an eye.
We must prevent this. To do so requires that all employees and contractors be guided in their activities by
reasoned principles, particularly those set forth in this Corporate Compliance Policy. Remember that the way
each employee or contractor conducts the company’s business can affect Sky Nurses public image. The
Corporate Compliance Policy serves as the basis for this. It does not, however, cover all conceivable situations
or describe all of the particular rules that must be followed. Furthermore, the law in some countries may
prescribe stricter standards than those set forth here, in which case the stricter standards govern.

Corporate Compliance refers to the lawful and proper conduct of the company’s business.
Each employee and contractor is obligated to obey all applicable laws and corporate
guidelines in his or her work for Sky Nurses.

11 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Unlawful and unethical behavior can have far-reaching consequences for the company including:

• Criminal penalties
• Administrative fines
• Civil and punitive damages
• Exclusion from contracts
• Termination of business relationships
• Harm to our image

Employees or contractors who disobey the rules cannot claim to have been acting in Sky Nurses' interests
because any compliance violation ultimately harms the company. In view of the possible consequences, any
advantage somebody purports to have gained in a specific situation can never, not even economically, be
advantageous to the company as a whole.

Sky Nurses desires to succeed in the competitive arena by being innovative, quality-driver, reliable and fair. If
the only way to close a deal is by acting in a way that is illegal or unethical, we will forego the deal. An employee
or contractor who declines business in such circumstances will never suffer retaliation as a result.

We are continuously in the public eye. By systematically implementing this Corporate Compliance Policy, we
show the media, competitors, the authorities and our business partners that compliance is an integral part of
our corporate culture.

Sky Nurses is a globally active company. Our employees and contractors, therefore, are exposed to a wide
variety of norms and ethical principles, some of which are often unfamiliar to them. What at first sight appears
to be a purely local matter may also be subject to the laws of a foreign jurisdiction. This Corporate Compliance
Policy is intended to give employees and contractors a point of reference in their daily work and thereby help
them avoid violations. By definition, its focus is limited to areas of particular practical significance. However, it
should also encourage employees and contractors to familiarize themselves with the rules that affect them
and to seek counsel in the case of doubt. Ignorance is no defense against the potential consequences of breaking
the rules. For support, employees and contractors can turn to Sky Nurses administration, including Sky Nurses
Compliance Officer. Employees and contractors should especially avail themselves of these resources when
others may be harmed, they themselves are in danger, a high degree of risk is involved or the legal situation is
unclear.

Privacy

Social Security Number Privacy Policy

The Company is dedicated to protecting the personal security and privacy of all employees and patients. In the
ordinary course of its business, and for a variety of legitimate business reasons, the Company may collect and
store personal information about its employees and patients, including all or any part of an employee’s or
patient’s social security number (“SSN”), in hard copy or digital storage. For purposes of this policy, “SSN” means
more than four sequential digits of an employee’s or member’s social security number.

The Company takes measures to prevent the unauthorized disclosure of an SSN, including without limitation:

12 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

• Ensuring the confidentiality of SSN;
• Prohibiting unlawful or unauthorized disclosure of SSN;
• Limiting the number of people with access to SSN, and the circumstances under which SSN may be

accessed;
• Ensuring the proper disposal of documents (hard copy or digital) that contain SSN; and
• Disciplining any employee who violates this policy.

The Company, and every one of its employees with access to SSN, will maintain the security and confidentiality
of every document containing the SSN. This means, at a minimum, that the Company will securely maintain
documents containing SSN and that any access to digital files containing all or any part of an SSN will be
password protected.

Furthermore, no employee shall display or disclose of an SSN without the express written consent of the
individual to whom the SSN is assigned. The Company will not mail any document containing an SSN that is
visible on, or from, the outside of the mailed article. Nor will the Company use the SSN as an identifying number
for its employees, or visibly print it on identification tags, badges, passes, cards or licenses. The Company will
not require you to use or transmit your SSN over the Internet, or any Company intranet, computer system or
network unless the connection is secure or the transmission is encrypted.

The Company restricts access to any document displaying an SSN to those with a legitimate business need to
access those documents. Access to these documents by anyone other than those individuals with a legitimate
business need to access those documents must be specifically authorized, in writing by HR and/or Accounting
or by the individual to whom the SSN is assigned. Documents containing an SSN will be disposed of in
accordance with the Company document retention policy and procedures.

Nothing in this policy is intended to modify an employee’s right to access their own personnel file, as permitted
by applicable law. Nor does this policy prohibit the use of an SSN where the use is authorized by state or federal
statute, rule, regulation, court order, or pursuant to legal discovery or process.

Violations of this policy will result in disciplinary action up to an including termination of employment. Violators
may also be subject to civil and criminal penalties authorized by applicable state or federal law.

Non-solicitation Policy

Solicitation of employees for most reasons constitutes an unwanted intrusion into an employee’s time and/or
money. We believe that employees should not be harassed, disturbed, or disrupted in the performance of their
job duties. For this reason, solicitation of any kind by an employee of another employee is prohibited during
working hours. Similarly, the distribution of advertising material, handbills, printed or written literature of any
kind in working areas of our Company is prohibited at all times.

To avoid harassment by strangers, solicitation of any kind by non-employees is prohibited at all times. The
distribution of literature by non-employees on Company premises also is prohibited at all times.

13 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

The Company reserves the right to take action, up to and including termination, with regard to those individuals
who are unable to conduct their behavior within acceptable standards as spelled out by this policy.

Bulletin Boards

Bulletin boards maintained by Sky Nurses are to be used only for posting or distributing material of the following
nature:

• Notices containing matters directly concerning Company business.
• Announcements of a business nature which are equally applicable and of interest to employees.

All posted material must have authorization from Human Resources. All employees are expected to check these
bulletin boards periodically for new and/or updated information and to follow the rules set forth in all posted
notices. Employees are not to remove material from the bulletin boards.

Employee and Employer Confidentiality Agreement

The protection of confidential business information and trade secrets is vital to the interests and success of Sky
Nurses. Such confidential information includes, but is not limited to, the following examples:

• Compensation data
• Financial information
• Marketing strategies
• Pending projects and proposals
• Proprietary production processes
• Personnel/Payroll records
• Conversations between any persons associated with the Company

All employees are required to sign a non-disclosure agreement as a condition of employment.

Employees who improperly use or disclose trade secrets or confidential business information will be subject to
disciplinary action, including termination of employment and legal action, even if they do not actually benefit
from the disclosed information.

Non-compete Agreement

A non-compete agreement is a written legal contract between Sky Nurses and an employee. The non-compete
agreement lays out binding terms and conditions about the employee’s ability to work in the same industry and
with competing organizations upon employment termination from Sky Nurses. The non-compete agreement
states that the employee may not work a competing firm for two years following employment ending regardless
of whether the termination of employment is voluntary or involuntary.

14 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

Employee Handbook Disclaimer

The Company, at its option, may change, delete, or discontinue parts of the handbook in its entirety, at any time
or without prior notice. In the event of a policy change, employees will be notified. Any such action shall apply
to existing as well as to future employees.

Policy and Procedures

Stay Informed

The best way to ensure that your work within the requirements of the law is by following Sky Nurses’ policies
and procedures. Organizations have a responsibility to ensure that their staff is kept informed of changes to
the law through induction programs and regular training and information sessions.

It is essential that you remain abreast of any changes to policy and procedures.

• Attend training.
• Review current policies and procedures through Sky Nurses intranet and internet resources.
• Seek clarification of legal obligations and responsibility of your manager.

You also have an obligation to ensure clients are always fully informed of changes to policy and procedures that
might affect them, so they are aware of their rights and/or responsibilities under the new arrangements.

Need a new policy or procedure?

If you notice that a particular policy is outdated or there does not seem to be a relevant policy, there is a range
of things you can do to help address the issue. The need for a new policy or procedure (or the limitation of any
existing one) is often highlighted through a critical incident, such as an accident or near-miss.

In such cases it is good professional practice to do one of the following:

• Notify your manager of the deficiency.
• Notify the person or committee responsible.
• Offer to assist the person or committee by reviewing and making changes to existing policy.
• Offer to assist in drafting a new policy for consideration by the group.

Helping review policies and procedures.

Given that policy and procedures are subject to change, it is important to understand the role you might be able
to play in this process. For instance, you may be approached to assist because you are a stakeholder or because
you have expertise in the policy or procedure that is being reviewed.

There are a number of ways in which you might be called upon to help with the review and/or development of
policy and procedures:

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• You could help with clarifying the issues surrounding the policy or procedure. You might help gather information
which will contribute to informed debate and decision-making with respect to the new or revised policy. This
might involve accessing a range of people, documents, and existing policies. You could provide feedback on
proposals for new or reviewed policy and procedures. This helps identify all the potential issues surrounding the
proposal. You might be asked to comment on a particular plan developed by a policy development team, to ensure
that all issues impacting on your work area are dealt with.

• You might provide briefing materials on policy issues, such as briefing papers outlining the key issues.
• You might promote discussion on the policy or procedure and lead small groups of stakeholders in debating these

issues.

Changes in Policy

The competitive environment and other conditions of this business are constantly changing. The Company,
therefore, expressly reserves the maximum amount of discretion permitted by law to administer, interpret,
discontinue, review, modify, and change any of its respective benefits, policies and plans, including those
covered in this handbook, at any time with or without prior notice. Employees will be notified about such
changes by notices posted on the employee portal. Changes shall become effective on the dates determined
by the Company. You may not rely on policies that have been amended and replaced. No supervisor, manager
or representative of the Company has the authority to alter the foregoing.

If you are uncertain about any policy or procedure, please check with your supervisor or the Human Resources
Department.

Employment Relationship: At Will Employment

Each employee’s employment relationship with the Company is voluntarily entered into and employees are free
to resign at any time with or without notice. Similarly, the Company is free to end any employment relationship
at any time, with or without cause and with or without notice. Accordingly, there is no promise that your
employment will continue for a set period of time or that an employee’s employment will be terminated only
under particular circumstances. The relationship between the Company and the employee is and always will be
one of voluntary employment ‘at-will.’ Only the President of the Company can enter into an agreement contrary
to this policy. Any such agreement must be in writing and signed by both the employee and the President.

Receipt of the Handbook

Employee Signoff Signifying Receipt of the Handbook, the At-will statement, and Employee Acknowledgement
That He or She Understands and Will Abide by the Contents:

I acknowledge that I have received, read, and understand the policies outlined in the Sky Nurses
Handbook also known as Company throughout this handbook. I agree to conform to the rules and
regulations of Sky Nurses as described in the handbook that is intended as a guide to human resource
policies and procedures. I understand that the company has the right to change the handbook without
notice. It is understood that future changes in policies and procedures will supersede or eliminate those

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found in this book, and that employees will be notified of such changes through normal communication
channels.

I understand that Sky Nurses is an "at will" employer and as such, employment with [AGENCY] is not for
a fixed term or definite period and may be terminated at the will of either party, with or without cause,
and without prior notice. I understand that no manager or representative of Sky Nurses, other than the
President of the company, has any authority to enter into any agreement for employment for any
specified period, or to make any agreement contrary to the foregoing.

Upon receipt of this handbook, the employee will be sent the Employee Acknowledgement for an electronic
signature.

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General Employment Information

Equal Employment Opportunity Policy

Sky Nurses is an Equal Employment Opportunity employer. We are committed to a workplace environment that
encourages growth and respect for all current and prospective employees based upon job-related factors such
as their education background, work experience, and ability to perform the essential functions of a particular
job.

Sky Nurses is committed to providing equal opportunity for all employees and applicants without regard to race,
color, religion, national origin, sex, age, marital status, sexual orientation, disability, political affiliation, personal
appearance, family responsibilities, matriculation or any other characteristic protected under federal, state or
local law. Each person is evaluated on the basis of personal skill and merit. Sky Nurses’ policy regarding equal
employment opportunity applies to all aspects of employment, including recruitment, hiring, job assignments,
promotions, working conditions, scheduling, benefits, wage and salary administration, disciplinary action,
termination, and social, educational and recreational programs. The President shall act as the responsible agent
in the full implementation of the Equal Employment Opportunity policy.

Sky Nurses will not tolerate any form of unlawful discrimination. All employees are expected to cooperate fully
in implementing this policy. In particular, any employee who believes that any other employee of Sky Nurses
may have violated the Equal Employment Opportunity Policy should report the possible violation to the
President.

If Sky Nurses determines that a violation of this policy has occurred, it will take appropriate disciplinary action
against the offending party, which can include counseling, warnings, suspensions, and termination.
Employees who report, in good faith, violations of this policy and employees who cooperate with
investigations into alleged violations of this policy will not be subject to retaliation. Upon completion of the
investigation, Sky Nurses will inform the employee who made the complaint of the results of the investigation.

If you have any questions regarding this policy, please contact the Human Resource Department.

Accommodation for People With Disabilities

Sky Nurses complies with the Americans with Disabilities Act (ADA), the Americans with Disabilities Act
Amendments Act (ADAAA) and applicable state and local laws providing for nondiscrimination in employment
against qualified individuals with disabilities. We are committed to providing equal employment opportunities
to all individuals, including those with disabilities. The Company also provides reasonable accommodation to
qualified individuals when:

• An applicant requests an accommodation during the application process;
• An employee requests an accommodation to enable him or her to perform essential job functions or

gain access to company facilities; or
• An employee asks for an accommodation to enjoy equal benefits and privileges of employment.

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It is the Company’s policy to, without limitation:

• Ensure that qualified individuals with disabilities are treated in a nondiscriminatory manner in the pre-
employment process and that employees with disabilities are treated in a nondiscriminatory manner in
all terms, conditions, and privileges of employment;

• Keep all medical-related information confidential in accordance with the requirements of the ADA, the
ADAAA and HIPAA and retain such information in separate confidential files;

• Provide applicants and employees with disabilities with reasonable accommodation to perform the
essential functions of their job positions, except where such an accommodation would create an undue
hardship on the Company; and

• Notify individuals with disabilities that the Company provides reasonable accommodation to qualified
individuals with disabilities, by including this policy in the Company’s employee handbook.

Sky Nurses will process requests for reasonable accommodations in a timely manner and, as appropriate,
provide accommodations promptly. To enact this policy, the Company has designated the HR department with
the administrative responsibility for the program. Employees needing reasonable accommodations should
contact the HR department for assistance.

An employee or job applicant who has questions regarding this policy or believes that he or she has been
discriminated against based on a disability should notify the Human Resources Department. All such inquiries
or complaints will be treated as confidential to the extent permissible by law.

Employment Eligibility

In compliance with federal law, all new employees must complete the U.S. Citizenship and Immigration Services
(USCIS) Form I-9 no later than the first day of hire in order to verify identity and employment authorization. Sky
Nurses will verify proper completion of Form I-9. You will verify your identity and eligibility by providing
documentation as specified on the last page of the form. Sky Nurses will not file Form I-9 with USCIS, but will
retain and store the completed Form I-9 either for three years after the date of hire or for one year after
employment is terminated, whichever is later.

Internal Employee Application Process

Background Check

All offers of employment at Sky Nurses are contingent upon clear results of a thorough background check.
Background checks will be conducted on all newly hired staff members and on all employees who are promoted,
as deemed necessary.

Background checks will include:

• Social Security validates the applicant’s social security number, date of birth and former addresses. Sky
Nurses utilizes E-Verify, which is mandated by the State of Florida.

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• Prior Employment Verification confirms applicant’s employment with the provided companies, including
dates of employment, position held and additional information available pertaining to salary/wages,
performance rating, reason for departure and eligibility for rehire. This will be run on past two employers
or five years, whichever comes first.

• Multi-County Criminal will be run on counties that applicants have listed on the release form. This will
include counties of past residence for a period of up to five years.

• Federal Criminal History checks district courts for any crimes committed in violation of federal law in
district of current residence.

• Two Professional References are required by applicant.
• Educational Verification confirms the applicant’s claimed education institution, including the years

attended and the degree/diploma received.

Reference Checks

All inquiries regarding a current or former Company employee must be referred to the Human Resources
Department.

Should an employee receive a written request for a reference, he/she should refer the request to the Human
Resources Department for handling. No Company employee may issue a reference letter to any current or
former employee without the permission of the Human Resources Department.

Under no circumstances should any Company employee release any information about any current or former
Company employee over the telephone. All telephone inquiries regarding any current or former employee of
Sky Nurses must be referred to the Human Resources Department.

In response to an outside request for information regarding a current or former Company employee, the Human
Resources Department will furnish or verify only an employee's name, dates of employment, job title and
department.

No other data or information regarding any current or former Company employee, or his/her employment with
Sky Nurses, will be furnished unless the employee authorizes Sky Nurses to furnish this information in writing
that also releases Sky Nurses from liability in connection with the furnishing of this information or Sky Nurses is
required by law to furnish any information.

Citizenship and Immigration

All employees, upon being hired, must complete the employment verification form (I-9). Failure to complete
the form or provide acceptable documentation will result in the withdrawal of any offer of employment.

Immigration Law Compliance

Sky Nurses is committed to employing only United States citizens and aliens who are authorized to work in the
United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance
with the Immigration Reform and Control Act of 1986, as amended, each new employee, as a condition of

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employment, must complete the Employment Eligibility Verification Form I-9 and present documentation
establishing identity and employment eligibility. Former employees who are rehired must also complete the
form if they have completed an I-9 with the Company within the past three years, or if their previous I-9 is no
longer retained or valid. Employees with questions or seeking more information on immigration law issues are
encouraged to contact Human Resources. Employees may raise questions about immigration law compliance
without fear of reprisal.

Initial Employment Period

Every new employee goes through an initial period of adjustment in order to learn about the Company and
about his/her job. During this time the employee will have an opportunity to find out if he/she is suited to, and
likes, his/her new position.

Additionally, the initial employment period gives the employee's supervisor a reasonable period of time to
evaluate his/her performance. The initial employment period is three months.

During this time, the new employee will be provided with training and guidance from his/her Supervisor. He/she
may be discharged at any time during this period if his/her Supervisor concludes that he/she is not progressing
or performing satisfactorily. Under appropriate circumstances, the initial employment may be extended.
Additionally, as is true at all times during an employee's employment with the Company, employment is not for
any specific time and may be terminated at will, with or without cause and without prior notice.

At the end of the initial employment period, the employee and his/her supervisor may discuss his/her
performance. Provided his/her job performance is "satisfactory" at the end of the initial employment period,
he/she will continue in our employment as an at-will employee.

Promotions

Sky Nurses encourages employees to assume higher-level positions or lateral transfers for which they qualify.
Toward this end, the Company has a job posting program that offers employees the opportunity to bid for
certain positions within the Company.

• Generally, employees must be in their job for at least one year before applying for a change in position.
In addition, employees must have a good performance, attendance and punctuality record.

• Each employee requesting a transfer will be considered for the new position along with all other
applicants.

• Each transfer is judged on an individual basis, depending on the needs of both departments involved.
• All final decisions regarding transfers will be made by Management, in conjunction with the Human

Resources Department.

Employees who wish to apply for a transfer should discuss it first with their supervisor/manager and the Human
Resources Department so that it may be determined if their skills fit the requirements of the desired job.
Employees should also feel free to discuss their career aspirations with their supervisor/manager or the Human
Resources Department at any time.

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If an employee fits the basic criteria for the position, the Human Resources Department will make arrangements
to set up an exploratory interview with the other department.

Employment of Relatives

Members of an employee's immediate family will be considered for employment based on their qualifications.
Immediate family may not be hired, however, if employment would:

• Create a manager/subordinate relationship with a family member.
• Have the potential for creating an adverse impact on work performance.
• Create either an actual conflict of interest or the appearance of a conflict of interest.

This policy must also be considered when assigning, transferring, or promoting an employee. For the purpose
of this policy, immediate family includes: spouse, parent, child, sibling, in-law, aunt, uncle, niece, grandparent,
grandchild, members of household. This policy also applies to romantic relationships.

Employees who become immediate family members or establish a romantic relationship may continue
employment as long as it does not involve any of the above. If one of the conditions outlined should occur,
reasonable attempts will be made to find a suitable position within the Company to which one of the employees
will transfer. If a transfer is not feasible, the Company will allow the employees to make a determination as to
which employee will resign. If the employees cannot make such a decision, the Company will make the decision.

If employees become immediate family members or establish a romantic relationship, the Company will make
reasonable efforts to assign job duties to minimize problems of supervision, safety, security or morale. If
accommodations of this nature are not feasible, the employees will be permitted to determine which of them
will resign. If the employees cannot make a decision, the Company will decide in its sole discretion that will
remain employed.

The employment of relatives can cause various problems, including charges of favoritism, conflicts of interest,
family discord and scheduling conflicts that work to the disadvantage of both the Company and its employees.
Therefore, it is the policy of the Company not to hire a close relative of any current employee in any capacity.

For purposes of this policy, the term "close relative" includes the following relationships, whether established
by blood, marriage, or other legal action; mother, father, husband, wife, son, daughter, sister, brother, mother-
in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, step-child, aunt, uncle, nephew,
niece or cousin.

This policy does not apply to "close relatives" who already are employed by the Company as of the effective
date of this policy. This waiver, however, may not be used as a basis for further exceptions subsequent to the
effective date of this policy.

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Employment of Minors

Sky Nurses is regulated by and adheres to state and federal child labor laws including those of the FLSA, which
is designed to protect minor employees' health, safety, and educational opportunities while employed. Among
other things, these laws prohibit employment of minors less than 14 years for non-agricultural jobs as well as
restricting minors' maximum work hours and occupation in hazardous positions. The FLSA also sets subminimum
wage rates for specific classes of minors, students, and disabled persons. If you think you may fall into one of
these classes, notify a human resources manager to discuss your options with Sky Nurses for ensuring adherence
to these laws.

Rehiring Policy

To be rehired, former employees must have separated employment in good standing with Sky Nurses.
Employees lose good standing when the reason for separation is based on a policy violation. Former employees
in good standing are still required to submit to Sky Nurses’ regular hiring process and screening, including, at
Sky Nurses’ discretion, submitting an employment application and completing any required exams. Hiring
managers seeking to hire former employees must submit a request for review and approval from a human
resources manager prior to hiring. Except where expressly stated to the contrary in a written employment
agreement, Former employees that are rehired will begin accruing benefits at the same rate and in the same
manner as new employees, and tenure for all purposes will be calculated starting from the date of rehire.

Open Door Policy

The Company promotes an atmosphere whereby employees can talk freely with members of the management
staff. Employees are encouraged to openly discuss with their supervisor any problems so appropriate action
may be taken. If the supervisor cannot be of assistance, Human Resource is available for consultation and
guidance. The Company is interested in all of our employees' success and happiness with us. We, therefore,
welcome the opportunity to help employees whenever feasible.

Personnel File Policy

Employee personnel files include the following:

• Job application
• Resume
• Job description
• Salary history
• Records of participation in training events
• Employee performance reviews
• Disciplinary action

Personnel files are the property of Sky Nurses, and access to the information is restricted. Management
personnel of Sky Nurses who have a legitimate reason to review the file is allowed to do so.

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Employees who wish to review their own file should contact their supervisor or Human Resources
representative. With reasonable advance notice, the employee may review his/her personnel file in Company's
office and in the presence of their supervisors or Human Resources representative.

Personnel Data Changes

It is the responsibility of each employee to promptly notify their supervisor or Sky Nurses' Human Resources
Department of any changes in personnel data such as:

• Name
• Address and/or telephone number
• Marital Status
• Number of eligible dependents
• W-4 deductions
• Person to contact in case of emergency

Access to Personnel Records

Currently, an employee may inspect their own records and may copy, but not remove, documents in the file.
All inspections must be conducted in the presence of a designated member of the HR department. Termination
files remain the property of Sky Nurses, LLC. Terminated employees may not have access to their HR files unless
mandated by State law, or a valid subpoena, court order, etc. An employee who feels that any file material is
incomplete, inaccurate, or irrelevant may submit a written request to the HR department that the files be
revised accordingly. If such a request is not granted, the employee may place a written statement of
disagreement in the file and pursue the matter further using the Problem Solving Procedure.

Harassment and Discrimination

Sky Nurses is committed to a work environment in which all individuals are treated with respect and dignity.
Each individual has the right to work in a professional atmosphere that promotes equal employment
opportunities and prohibits discriminatory practices, including harassment. Therefore, the Company expects
that all relationships among persons in the workplace will be business-like and free of bias, prejudice and
harassment.

The Company’s policy shall provide a work environment that is safe, conducive to good job performance and
free from harassment and/or discrimination. The Company prohibits any form of harassment, and specifically
includes harassment based upon disability, age, race, sex, national origin, religion or any other basis protected
by state or federal law. Improper interference with the employees’ ability to perform their expected job duties
will not be tolerated. Such conduct may result in corrective action up to and including immediate employment
termination. A manager who fails to take prompt remedial action regarding instances of harassment that has
been brought to his or her attention may result in corrective action.

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Sexual Harassment

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purpose
of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other
verbal or physical conduct of a sexual nature. While all forms of harassment are prohibited, it is the Company’s
policy to emphasize that sexual harassment is unlawful and is specifically prohibited. Each supervisor has a
responsibility to maintain the workplace free of any form of sexual harassment. No supervisor shall threaten or
insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely
affect the employee’s employment, evaluation, wages, advancement, assigned duties, shifts, or any other
condition of employment.

Other sexually harassing conduct in the workplace, whether committed by supervisors or non-supervisory
personnel, is also prohibited. Such conduct includes, but is not limited to:

• Sexual flirtations, touching, advances, including inappropriate jokes.
• Verbal abuse of a sexual nature, including inappropriate jokes.
• Graphic or suggestive comments about an individual’s dress or body.
• Sexually degrading words to describe an individual.
• The display in the workplace of sexually suggestive objects or pictures, including nude photographs.

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy,
harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual
because of his/her race, color, religion, national origin, age, disability, citizenship status, marital status, creed,
genetic predisposition or carrier status, sexual orientation, or any other characteristic protected by law or that
of his/her relatives, friends or associates, and that:

• Has the purpose or effect of creating an intimidating, hostile or offensive work environment.
• Has the purpose or effect of unreasonably interfering with an individual's work performance.
• Adversely affects an individual's employment opportunities.

Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening,
intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic
material that denigrates or shows hostility or aversion toward an individual or group (including through e-mail).

Individuals and Conduct Covered

These policies apply to all applicants and employees, and prohibit harassment, discrimination and retaliation
whether engaged in by fellow employees, by a manager or by someone not directly connected to Sky Nurses
LLC (e.g., an outside vendor, consultant or customer).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside
the workplace, such as during business trips, business meetings and business-related social events.

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Retaliation Is Prohibited

Sky Nurses prohibits retaliation against any individual who reports discrimination or harassment or participates
in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination
or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this
policy and, like harassment or discrimination itself, will be subject to disciplinary action.

Harassment and Discrimination Reporting Procedure

Sky Nurses strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless
of the offender's identity or position. Individuals who believe they have experienced conduct that they believe
is contrary to the company's policy or who have concerns about such matters should file their complaints with
their immediate supervisor, the Director of Human Resources or any member of the Human Resources
Department, or any Ombudsman before the conduct becomes severe or pervasive. Individuals should not feel
obligated to file their complaints with their immediate supervisor first before bringing the matter to the
attention of one of the other company designated representatives identified above.

IMPORTANT NOTICE TO ALL EMPLOYEES: Employees who have experienced conduct they believe is contrary to
this policy has an obligation to take advantage of this complaint procedure. An employee's failure to fulfill this
obligation could affect his or her rights in pursuing legal action. Also, please note, federal, state and local
discrimination laws establish specific time frames for initiating a legal proceeding pursuant to those laws.

Early reporting and intervention have proven to be the most effective method of resolving actual or perceived
incidents of harassment. Therefore, while no fixed reporting period has been established, Sky Nurses strongly
urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. Sky
Nurses will make every effort to stop alleged harassment before it becomes severe or pervasive, but can only
do so with the cooperation of its staff/employees.

The availability of this complaint procedure does not preclude individuals who believe they are being subjected
to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting
that it be discontinued.

Harassment Investigation Process

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly, thoroughly
and impartially. The investigation may include individual interviews with the parties involved and, where
necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigation process to the extent consistent with adequate
investigation and appropriate corrective action.

Responsive Action

Misconduct constituting harassment, discrimination or retaliation will be dealt with promptly and appropriately.
Responsive action may include, for example, training, referral to counseling, monitoring of the offender and/or
disciplinary action such as warning, reprimand, withholding of a promotion or pay increase, reduction of wages,

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demotion, reassignment, temporary suspension without pay or termination, as the Company believes
appropriate under the circumstances.

If an employee making a complaint does not agree with its resolution, the employee may appeal to Company’s
Director of Human Resources.

Individuals who have questions or concerns about these policies should talk with the Director of Human
Resources.

Finally, these policies should not, and may not, be used as a basis for excluding or separating individuals of a
particular gender, or any other protected characteristic, from participating in business or work-related social
activities or discussions in order to avoid allegations of harassment. The law and the policies of the Company
prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms,
conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and
retaliation are intended to complement and further these policies, not to form the basis of an exception to
them.

Office Romances: Fraternization Policy

Consenting "romantic" or sexual relationships between a supervisor/manager and an employee may, at some
point, lead to unhappy complications and significant difficulties for all concerned - the employee, the manager
and the Company. Any such relationship may, therefore be contrary to the best interests of the Company.

Accordingly, the Company strongly discourages such relationships and any conduct (such as dating between a
manager and an employee) that is designed or may reasonably be expected to lead to the formation of a
"romantic" or sexual relationship.

By its discouragement of romantic and sexual relationships, the Company does not intend to inhibit the social
interaction (such as lunches or dinners or attendance at entertainment events) that are or should be an
important part or extension of the working environment; and the policy articulated above is not to be relied
upon as justification or excuse for a manager's refusal to engage in such social interaction with employees. If a
romantic or sexual relationship between a manager and an employee should develop, it shall be the
responsibility and mandatory obligation of the manager promptly to disclose the existence of the relationship
to the employee’s Vice President. The employee may make the disclosure as well, but the burden of doing so
shall be upon the manager.

The company recognizes the ambiguity of and the variety of meanings that can be given to the term "romantic".
It is assumed, or at least hoped, however, that either or both of the parties to such a relationship will appreciate
the meaning of the term as it applies to either or both of them and will act in a manner consistent with this
policy.

The Department Vice President shall inform the Company's President and others with a need-to-know of the
existence of the relationship, including in all cases the person responsible for the employee's work assignments.

Upon being informed or learning of the existence of such a relationship, the Company's President may take all
steps that it, in its discretion, deems appropriate. At a minimum, the employee and manager will not thereafter

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be permitted to work together on the same matters (including matters pending at the time disclosure of the
relationship is made), and the manager must withdraw from participation in activities or decisions (including,
but not limited to, hiring, evaluations, promotions, compensation, work assignments and discipline) that may
reward or disadvantage any employee with whom the manager has or has had such a relationship.

In addition, and in order for the Company to deal effectively with any potentially adverse consequences such a
relationship may have for the working environment, any person who believes that he or she has been adversely
affected by such a relationship, notwithstanding its disclosure, is encouraged to make his or her views about
the matter known to the President of the Company, a Department Vice President or any Ombudsman.

This policy shall apply without regard to gender and without regard to the sexual orientation of the participants
in a relationship of the kind described.

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Attendance at Work

Exempt and Non-exempt Employee Definitions

For purposes of position management, resource allocation, salary administration, eligibility for overtime
payments, and employee eligibility for benefits, the Company classifies its employees as follows:

• Regular Full-Time Employees (Employees who regularly work thirty-two (32) hours or more each week
that are assigned as core staff on the Company’s position management plan. Such employees are eligible
for benefits as governed by each benefit plan.)

• Regular Part-Time Employees (Employees who regularly work less than thirty-two (32) hours each week
and are assigned as core staff on the Company’s position management plan. Part-time employees must
work a minimum of twenty (20) hours per week to be eligible for employee benefits.)

• Temporary Employees (Employees, both full and part-time, who may be hired to work for a limited period
of time not to exceed 6 to 8 months. These employees are not eligible for employee benefits, unless
required by state or federal law. The Company may also engage students and/or interns who may be
appointed by the Company beyond the customary 6 to 8 months temporary assignment.)

• Per Diem Employees (Employees with irregular and sporadic work schedules and/or are on-call for work
in various unit/department locations based upon the fluctuating needs of the Company. Per Diem
employees provide greater staffing flexibility for the Company and may be offered a premium rate of
pay as determined by local market conditions. Per Diem employees may be eligible for leave of absences.
Per Diem employees are not eligible for employee benefits (e.g., medical, dental, LTD, Life, etc.), Paid
Time Off, or the 401(K) unless specified by Company policy.

Working Hours and Overtime

The Sky Nurses office, located in Boca Raton, Florida is open Monday through Friday from 7:00 AM to 6:00 PM.
Our local telephone number is +1-561-666-6417. Outside of normal business hours and in the event of an
emergency, please contact us at the same number listed above. Sky Nurses on-call staff will be available to
assist you.

In the event of an emergency, natural disaster or other uncontrollable events, Sky Nurses will continue to
provide service to you through our network from a location where phones and computers are functional. Sky
Nurses will do everything possible to support you in meeting your needs during a crisis situation(s).

Break and Lunch Periods

Meal Breaks

Meal breaks are an important time for you to rest and refuel. Taking them will help boost your health and
productivity. To the extent that Florida does not require meal breaks, employees will receive a 60-minute meal

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break every consecutive 1-hour shift. Exceptions for specific classes of workers, including workers under
collective bargaining agreements and workers with written employment agreements, may apply.

Rest Breaks

To the extent that Florida does not require rest breaks, employees will receive a paid 15-minute break every
consecutive 4-hour shift worked, or major fraction thereof, as close to the middle of each work period as is
practicable. Sky Nurses may permit rest breaks in excess of the minimum amount required by law. Exceptions
for specific classes of workers, including workers under collective bargaining agreements and workers with
written employment agreements, may apply under state law.

Supervisors may choose to stagger rest breaks as needed to manage operations. Rest breaks may not be
accumulated or combined with other break periods into longer rest breaks, and employees may not use rest
breaks to cover their late arrival or early departure from their shifts.

Lactation Breaks

Federal law requires an employee with a nursing child to receive a reasonable amount of break time to express
breast milk for her child for up to one year after a child's birth at any time when the employee needs to do so.
You will receive pay when taking breaks for such purposes. Sky Nurses will provide a private, safe, and sanitary
place other than a bathroom or toilet stall to express milk. However, employers with less than 50 employees
may be exempted from some of these requirements if they would impose an undue hardship by causing the
employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or
structure of the employer's business.

Attendance Expectations and Policy

Sky Nurses’ success relies on employees arriving on time and regularly attending work. You must notify your
supervisor in advance of your scheduled starting time if you will not be able to attend work that day for any
reason or will be arriving late. Failure to notify your supervisor in advance will result in an unexcused absence,
which is serious misconduct. Sky Nurses may consider your job abandoned and your employment status
voluntarily resigned for any unexcused absence lasting 3 or more consecutive days you are scheduled to work.
You must also receive prior supervisor approval should you need to leave work early for any reason. Employees
who display a pattern of excessive absences or tardiness may be disciplined despite not having used all of their
accrued leave.

Severe Weather and Emergency Closings

In the event that bad weather or other conditions make it dangerous or impossible to travel to work, notify your
supervisor as soon as you determine that you will not be able to arrive on time. You are expected to report to
work as soon as travel conditions have improved. If bad weather or other emergency causes Sky Nurses to close
its offices for the day, we will make every effort to notify you. When in doubt as to whether work will be
canceled, contact a supervisor or manager.

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Telecommuting Policy

Teleworking, or telecommuting, is the concept of working from home or another location on a full- or part-time
basis. Teleworking is not a formal universal employee benefit. Rather, it is an alternative method of meeting
the needs of the company. The company has the right to refuse to make teleworking available to an employee
and to terminate a teleworking arrangement at any time.

Medical Termination When Unable to Work Policy

Medical termination is a non-disciplinary termination of employment. A medical termination is considered
when an employee is unable to do the job because of illness and it is unlikely that the employee will sufficiently
recover to return to duty in the near future.

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Workplace Professionalism and Company Representation

Work Dress Code

The Company expects employees to maintain a neat, well-groomed appearance at all times. Employees should
avoid extremes in dress.

The Company requires order and discipline to succeed and to promote efficiency, productivity and cooperation
among its employees. The orderly and efficient operations of the Company require that employees maintain
proper standards of conduct at all times.

Employees who fail to maintain proper standards of conduct toward their work, their co-workers or the
Company's customers, or who violate any of the Company's policies, are subject to appropriate disciplinary
action, up to and including discharge.

All instances of misconduct should be referred to the Human Resources Department immediately.

Smoke-Free Workplace

In order to comply with government regulations, Sky Nurses has prohibited smoking throughout its workplace.

Employees are protected from retaliatory action or from being subjected to any adverse personal action for
exercising or attempting to exercise his/her rights under the smoking policy. Any violation of this policy may
result in appropriate corrective disciplinary action, up to and including discharge.

Any questions regarding the smoking policy should be directed to the Human Resources Department.

In order to comply with Florida Smoke-Free Air Act, the Company has prohibited smoking throughout its
workplace.

Any violation of or disputes arising under this policy should be reported immediately to the Human Resources
Department. Violation of this policy may result in appropriate corrective action, up to and including discharge.
The Company will promptly investigate any disputes arising under this policy and in resolving disputes shall give
priority to the health concerns of the employee desiring a smoke-free area.

Each employee is protected from retaliatory action or from being subjected to any adverse personnel action for
exercising or attempting to exercise his/her rights under the smoking policy. Any employee who feels that
he/she has been subject to a retaliatory adverse personnel action for exercising or attempting to exercise any
rights under this policy or under any applicable law or regulation concerning the subject matter of this policy
shall inform the Human Resources Department which will promptly investigate the complaint and provide for
adequate redress where necessary.

Any questions regarding the smoking policy should be directed to the Human Resources Department.

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Drugs and Alcohol: Drug-Free Workplace

Manufacture, distribution, dispensation, possession, or use of any illegal drug, alcohol, or controlled substance
while on Company premises is strictly prohibited. These activities constitute serious violations of Company
rules, jeopardize the Company and can create situations that are unsafe or that substantially interfere with job
performance. Employees in violation of the policy are subject to appropriate disciplinary action, up to and
including dismissal. Additionally, the Company reserves the right to require an employee to undergo a medical
evaluation under appropriate circumstances.

Drug Testing

The Company is determined to eliminate the use of illegal drugs, alcohol, and controlled substances at our
Company. The purpose of this program is to improve job safety on all projects. This program is designed solely
for the benefit of our employees to provide reasonable safety on the job and protection from offending
individuals. In addition, this program attempts to meet our responsibility to the public, whom we serve.

Drug and alcohol testing will be administered under the following conditions:

• When an employee shows signs of impairment on the job.
• After any accident or occurrence that results in an injury on the job as defined by the Occupational Safety

and Health Administration.
• After any vehicular accident during working hours when it appears that, the employee might reasonably

have avoided the accident or minimized the consequences, but did not do so.
• At hiring time, when all new hires will be required to pass a pre-employment drug screening test as a

condition of employment.

Employees who refuse to submit to drug and alcohol testing will be terminated.

Progressive Discipline:

• First-time offenders who test or screen positive shall be suspended for at least one calendar month (four
work weeks) without pay. During that time, the employee is expected to examine his or her continued
working relationship with the Company and seek appropriate rehabilitative assistance.

• At the end of the suspension and before returning to work, the employee must be retested with negative
results. Failure to test negative at this point will result in termination.

• Employees who test positive for the first time and complete their period of suspension, rehabilitation (if
required), and subsequent negative testing shall be offered an opportunity to return to work as an at-
will employee.

• Second-time offenders and/or those subject to unscheduled random retesting who test positive will be
discharged and terminated from the payroll.

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Workplace Violence

Workplace Bullying

Sky Nurses employees are to be treated with courtesy and respect at all times. Bullying through repeated
inappropriate abuse of another will not be tolerated in the workplace, whether physical, verbal, or otherwise.
Examples of bullying include pushing, physical assault, threats, insults, ridiculing, humiliating, and slandering. If
you are a victim or witness of bullying, report it to a human resources manager immediately. Communications
regarding bullying and any resulting investigations will be kept as confidential as possible under the
circumstances. Retaliation against those who report instances of bullying is prohibited. Violations of this policy
will result in discipline and possible termination.

Workplace Violence

Sky Nurses does not tolerate violence or dangerous behavior of any kind in the workplace, whether through
physical abuse, threats, intimidation, coercion, stalking, or otherwise. Please report all incidents of direct or
indirect violence or dangerous behavior to a human resources manager as soon as possible. Reporting incidents
and concerns early can help prevent a situation for escalating and becoming even more dangerous. Those who
report workplace violence may not be disciplined or retaliated against. Never attempt to handle a potentially
dangerous situation yourself.

Reports of violence or dangerous behavior will be promptly investigated. Identities of those involved will be
kept as confidential as is possible under the circumstances. Those suspected of violence or dangerous behavior
may be suspended during the investigation, with or without pay, in order to maintain safety in the workplace.
If found guilty of violence or other dangerous behavior, including threats of violence, you may be disciplined
and terminated at Sky Nurses’ discretion.

Weapons at Work

To ensure that Sky Nurses maintains a safe workplace that is free of violence for all employees, the company
prohibits the possession or use of dangerous weapons on company property.

Safety and Security

Safety

Each employee is tasked with helping maintain a safe work environment and complying with all safety and
health laws and regulations. Employees must report all injuries, accidents, illnesses, safety hazards, and health
concerns that they experience or observe to a human resources manager or other designated manager. Failure
to abide by Sky Nurses safety policies may result in discipline and/or termination of employment or contract.

The Occupational Safety and Health Act (OSHA) is a federal law requiring that we maintain records of all work-
related accidents and illnesses. You are required to submit an incident report to Human Resources for all
accidents, illnesses, or unsafe working conditions that an employee suffers or witnesses while on the job, no
matter how small. Human Resources may prescribe a standardized incident report form for you to use. Failure

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to complete an incident report may result in discipline or prevent your ability to receive worker's compensation
and other benefits.

Contact a human resources manager if you or another co-worker is injured on the job. If necessary, contact
emergency medical assistance.

Fire Safety

Employees are required to know and observe OSHA regulations, including helping prevent fires and maintain
safe practices for avoiding fires in the workplace. Do not block access to any fire exits, doorways, windows, or
fire extinguishers. Please keep all flammable materials stored in covered metal containers.

Security

As valued members of our team, we strive to ensure your personal security at all time. Contact a human
resources manager if you have questions or concerns regarding Sky Nurses’ security systems.

Parking

All employees must park in designated parking spaces labeled Sky Nurses or Visitor parking. If an employee
parks in a parking space that is not labeled Sky Nurses or visitor parking, he or she may be subject to their car
being towed at the expense of the owner of the vehicle.

Workplace Visitors

Visitors to the workplace are generally welcome as long as it does not become disruptive to the day-to-day
operations of Sky Nurses.

Conflicts of Interest

The Company expects our employees to conduct business according to the highest ethical standards of conduct.
Employees are expected to devote their best efforts to the interests of the Company. Business dealings that
appear to create a conflict between the interests of the Company and an employee are unacceptable. The
Company recognizes the right of employees to engage in activities outside of their employment which are of a
private nature and unrelated to our business. However, the employee must disclose any possible conflicts so
that the Company may assess and prevent potential conflicts of interest from arising. A potential or actual
conflict of interest occurs whenever an employee is in a position to influence a decision that may result in a
personal gain for the employee or an immediate family member (i.e., spouse or significant other, children,
parents, siblings) as a result of the Company's business dealings.

Although it is not possible to specify every action that might create a conflict of interest, this policy sets forth
the ones, which most frequently present problems. If an employee has any question whether an action or
proposed course of conduct would create a conflict of interest, he or she should immediately contact the Human
Resources Department to obtain advice on the issue. The purpose of this policy is to protect employees from
any conflict of interest that might arise.

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A violation of this policy will result in immediate and appropriate discipline, up to and including immediate
termination.

Secondary Employment

The Company recognizes that an employee may accept secondary employment or participate in other activities
or organizations. Employees are expected to be available for all scheduled work, including overtime, as needed.
Any outside interests, business, financial activity or employment that affect job performance or result in a direct
or indirect conflict of interest or competition will not be permitted. An employee should speak to the Human
Resource Department if he/she encounters a situation that appears to be in conflict with this policy.

In general, outside work activities are not allowed when they:

• Prevent the employee from fully performing work for which he or she is employed at the Company,
including overtime assignments.

• Involve organizations that are doing or seek to do business with the Company, including actual or
potential vendors or customers.

• Violate provisions of law or the Company's policies or rules.

From time to time, Company employees may be required to work beyond their normally scheduled hours.
Employees must perform this work when requested. In cases of conflict with any outside activity, the
employee's obligations to the Company must be given priority. Employees are hired and continue in the
Company's employ with the understanding that Sky Nurses is their primary employer and that other
employment or commercial involvement which is in conflict with the business interests of the Company is strictly
prohibited.

Financial Interest in Other Business

An employee and his or her immediate family may not own or hold any significant interest in a supplier,
customer or competitor of the Company, except where such ownership or interest consists of securities in a
publicly owned company and that securities are regularly traded on the open market.

Political Views

Employees have the right to express political views and otherwise engage in political activities and freedoms
outside of their role for Sky Nurses. Sky Nurses will not discriminate against employees based on their engaging
in legal political activities or their affiliation with a particular political view or group. However, all employees
have a responsibility to ensure that the political views they communicate and political activities engaged in are
seen as separate from Sky Nurses’ and their role as a Sky Nurses employee.

Accepting and Giving Entertainment or Gifts

No employee may solicit or accept gifts of significant value (i.e., in excess of $25.00), lavish entertainment or
other benefits from potential and actual customers, suppliers or competitors. Special care must be taken to
avoid even the impression of a conflict of interest.

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An employee may entertain potential or actual customers if such entertainment is consistent with accepted
business practices, does not violate any law or generally accepted ethical standards and the public disclosure of
facts will not embarrass the Company. Any questions regarding this policy should be addressed to the Human
Resources Department.

Travel for Business Policy

Sky Nurses will reimburse employees for their reasonable expenses incurred in connection with necessary and
authorized Company business. Controlling travel and entertainment as well as business meal costs is the
responsibility of each employee. It is expected that good judgment be exercised when authorizing the use of
and/or when utilizing Company funds.

Mileage Reimbursement

The 2018 standard mileage rate set by the IRS is 54.5 cents per mile for business use of a personal vehicle.
Employees will be reimbursed for mileage for all approved Company business.

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Compensation and Benefits

Payroll Information

Compensation Schedule

Salary payment is made bi-weekly for base salary. Paydays usually are bi-weekly on every other Friday.

Overtime payment, which is included with the non-exempt employee's base salary payment, is also paid bi-
weekly with such payment covering hours worked in the prior bi-weekly period. For additional explanations see
section on overtime policy and procedures.

It is the Company's policy that employee paychecks will only be given personally to that employee. All other
arrangements for mailing or pick-up must be made in advance and in writing with the Human Resources
Department.

If the normal payday falls on a Company-recognized holiday, paychecks will be distributed one workday prior to
the aforementioned schedule. Under no circumstances will the Company release any paychecks prior to the
announced schedule.

Employees may be paid by check or through direct deposit of funds to either a savings or checking account at
their bank of choice (providing the bank has direct deposit capability). To activate direct deposit, a Direct
Deposit Authorization form from Human Resources may be obtained and signed by the employee. The
completed form must then be returned with a voided personal check to the Human Resources Department.
Due to banking requirements it may take several weeks for activation of the Direct Deposit.

In the event of a lost paycheck, the Human Resources Department must be notified in writing as soon as possible
before a replacement check can be issued. In the event the lost paycheck is recovered and the Company
identifies the endorsement as that of the employee, the employee must remit the amount of the replacement
check to the Company within 24 hours of the time it is demanded.

A statement of earnings is given each pay period to employees indicating:

• Gross Pay
• Statutory Deductions
• Voluntary Deductions

The amount of Federal withholding is affected by the number of exemptions claimed on Form W-4, Employee's
Withholding Allowance Certificate. If an employee's marital status changes or the number of exemptions
previously claimed increases or decreases, a new Form W-4 must be submitted to the Human Resources
Department.

Except for extreme emergencies and vacation pay, no salary advances will be made.

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Overtime Pay

Depending on Company work needs, employees will be required to work overtime when requested to do so.
Prior approval of a supervisor, however, is required before any non-exempt employee works overtime.
Employees working overtime without approval will be subject to disciplinary action.

Non-exempt full-time employees are eligible for additional pay for work performed beyond their regularly
scheduled hours. Hours at Sky Nurses are generally 8 a.m. to 5 p.m., Monday through Friday, with a one hour
lunch period each day.

The first 40 hours worked in a week are paid at the employee's regular hourly rate; after the employee has
worked the normal 40 hours; all additional time is paid at a rate of 1 ½ times the employee's hourly rate.

Employees are responsible for their own hours on a daily basis.

Each day, the time the employee starts and finishes work must be recorded on a time record. The employee's
supervisor must approve his/her hours worked at the end of each week. All additional overtime worked must
be approved by a supervisor each day. Additionally, time records with overtime must be countersigned by the
supervisor and must be in the Payroll Department by 10:00 a.m. the Monday preceding payday in order for an
employee's pay to be processed for payday.

Recording Time Worked

The attendance of all employees is recorded daily by each department and is submitted to the Human Resources
Department weekly. Our attendance records are Company records, and care must be exercised in recording
the hours worked, overtime hours, and absences. Employees are not to clock or sign in or out for other
employees. Violations of this policy may result in appropriate disciplinary action, up to and including immediate
discharge.

• All non-exempt employees must record the time they arrived/departed each day, on his/her time record.
Each employee is responsible only for his/her own recordkeeping.

• Lunchtime is one hour unless otherwise indicated in the space provided on the time register (subject to
your supervisor's approval on a daily basis).

• Once an employee clocks or signs in, work is to commence immediately. Failure to do so is considered
falsification of timekeeping records.

• If an employee forgets to clock or sign in or out, he or she must notify his or her supervisor immediately
so the time may be accurately recorded for payroll.

• Non-exempt employees must calculate their overtime (if applicable) on a weekly basis (see overtime
section for further explanation). An employee's supervisor, as well as Human Resources must approve
each overtime entry; employees with overtime entries that do not have prior approval will be subject to
disciplinary action.

• Exempt employees are not required to sign in or out; however, business trips, vacation, sick and personal
days must be recorded on the attendance sheet by the employee designated to monitor attendance.

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Benefits

The Company has established a variety of employee benefit programs designed to assist you and your eligible
dependents in meeting the financial burdens that can result from illness and disability, and to help you plan for
retirement.

Benefits Eligibility

An employee must be employed for 90-days to qualify for benefits offered by Sky Nurses

Health Insurance

Health Insurance is not available at this time. Sky Nurses provides a reimbursement up to $250.00 per month.
Proof of insurance must be provided to Human Resources.

Dental Insurance

Dental Insurance is not available at this time.

Vision Insurance

Vision Insurance is not available at this time.

Group Life Insurance

Group Life Insurance is not available at this time.

Long-Term Disability

Long-Term Disability is not available at this time.

COBRA

COBRA is not available at this time.

Health Care Flexible Spending Account (FSAs)

Flexible Spending Account is not available at this time.

401(k) Plan

401(K) Plan is not available at this time.

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Bonuses

Bonuses are based on position held.

Workers' Compensation

The Company is covered under statutory state Workers' Compensation Laws. Should you sustain a work-related
injury, you must immediately notify your department supervisor and the Human Resources Department. Should
your injury require the attention of a doctor, you can obtain a list of approved physicians by calling our Workers'
Compensation Carrier's Physician Network Referral Unit. (The Human Resources Department will give you the
Referral Unit's telephone number). In the case of an emergency, you should go to the nearest hospital
emergency room for treatment and then utilize the Network Referral Unit if additional treatment is necessary.

Unemployment Compensation

Sky Nurses pays taxes toward unemployment insurance in accordance with federal and state law. This provides
you with supplemental income should you become unemployed through no fault of your own and also meet
certain other eligibility requirements. Contact a human resources manager should you have any questions or
concerns regarding unemployment insurance.

Expense Reimbursement

It is the policy of Sky Nurses to reimburse a full- or part-time employee for reasonable and necessary expenses
incurred in connection with Sky Nurses. All expenses must be approved prior to the purchase.

Educational Assistance

If an employee is a regular, full-time non-union employee and has worked for the Company at least one (1) year,
he or she may be eligible to participate in the Company's tuition reimbursement program. In the event that the
Company agrees to support an employee's academic efforts, and believes that the employee's general job
performance warrants such belief, the Company will partially reimburse the employee for tuition for certain
courses that it believes are job-related. Eligible courses must be directly and substantially related to an
employee's improving productivity in his or her current job. Costs for textbooks and materials will not be
reimbursed. The amount an employee receives will depend on the Company's approval and upon the grade
received.

To receive tuition reimbursement, an employee must apply and be approved before the course begins. This is
how the program works:

• Complete a Tuition Reimbursement Form. See your supervisor or Human Resources for the form.
• If Sky Nurses Management approves the form, return the signed form to Human Resources.
• The employee pays the initial course fees.
• Once the employee receives his or her grades, the employee should attach the tuition bill and the final

grades to a copy of the initial Tuition Reimbursement Form and send them to Human Resources.

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• Within thirty (30) days, the employee will receive a reimbursement:
o 90% reimbursement, the employee must receive a grade of "A" or points in the range of 4.0-3.5.
o 70% reimbursement, the employee must receive a grade of "B" or points in the range of 3.4-3.0.
o 50% reimbursement, the employee must receive a grade of "C" or points in the range of 2.9-2.5.
o No reimbursement is provided for a grade below 2.5.

If an employee resigns or is terminated before receiving a grade, the employee will not be reimbursed for tuition
expenses. If an employee resigns or is terminated within twelve (12) months after receiving reimbursement,
the employee must repay the Company in full.

Employee Assistance Program (EAP)

Not available at this time.

Paid Legal Aid

Not available at this time.

Supplemental Insurance

Not available at this time.

Stock Options

Not available at this time.

Employee Discounts

Not available at this time.

Retirement

Not available at this time.

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Employee Time Off From Work

Paid Holidays

All full-time employees are eligible for 6 paid holidays per year after he/she has completed 90 working days as
follows:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving and the Day After
• Christmas

At the end of each year the holiday schedule for the coming year will be posted on the Bulletin Board.

Where a holiday falls on a weekend, it will be observed on either the preceding Friday or following Monday.

Paid Time Off (PTO)

All full-time employees who have been employed at Sky Nurses for more than one calendar year are eligible for
4 paid personal days per year, to be used for doctor's visits, religious observance, moving, etc. During the first
calendar year of employment at Sky Nurses, personal days are calculated based on the following schedule:

Schedule for first year of service

Hire Date:

January 1- June 30 2 day(s)
July 1- December 31 2 day(s)

Personal days generally are not approved before an employee has been employed at the Company for at least
three months. They are to be used at the employee's convenience with his/her supervisor/manager's advance
approval.

Under no circumstances will payment in lieu of time off be given and personal days not taken when an employee
terminates, will be forfeited.

Vacation

Time away from work to relax and pursue special interests is important to everyone. All full-time employees
are eligible for paid vacation after 1 year of service. Full-time employees are given 5 vacation days upon his/her
first year anniversary date unless specified in his/her employment contract.

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Year 1 5 days paid vacation (40 hours at employee pay-rate)
Year 2 – 5 10 days paid vacation (80 hours at employee pay-rate)
Year 6+ 15 days paid vacation (260 hours at employee pay-rate)

Employees should utilize all of their allotted vacation time during the calendar year because, except in special
circumstances, employees will not be permitted to carry vacation time not used into the following year. In other
words, vacation time not used is not preserved and will be forfeited. Where special business necessity requires
an exception, prior approval must be given by the Human Resources Department or your supervisor.

Employees should make their vacation requests as far in advance as possible. Based upon department needs,
the Company will attempt to grant an employee the vacation dates he/she requests.

When a Company holiday falls during a scheduled vacation, it is not counted as a vacation day.

Any employee that becomes ill during a scheduled vacation cannot change a vacation day to a sick day;
scheduled vacation day’s count as vacation even if an employee would ordinarily take a sick day.

Guidelines for Vacation Pay for Terminating Employees

Employees leaving the Company due to voluntary resignation, retirement or dismissal will not be eligible to be
paid for their unused vacation days except in the following circumstances:

• Upon resignation or retirement, if two weeks’ notice are provided.
• Upon termination for reasons other than gross misconduct, gross negligence, or other cause.

Unused vacation pay is calculated according to this formula:

Vacation Eligibility – Vacation Taken = Unused Vacation

An employee that does not provide adequate notice of at least two weeks upon resignation forfeits any rights
to unused vacation pay.

Sick Leave

To keep the business and each department running smoothly and efficiently, it is important that every employee
be on time and prepared to commence work at their assigned work schedule. For this reason, careful attention
is given to promptness and overall dependability.

The Company recognizes, however, that an employee may occasionally be disabled by injury or illness. As a
result, the Absence Due to Illness policy is designed to provide protection to employees against loss of income
during unavoidable illness or injury.

All full-time employees who are unable to perform their jobs due to illness or injury are eligible for sick days at
the rate of one-half day per month to a maximum of ten days in a calendar year. Because sick leave benefits
are intended to provide income protection in the event of actual illness or injury, sick days cannot be carried

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over from one calendar year to the next and employees are not paid for sick days either at the end of the
calendar year or upon termination.

To be eligible for sick pay, employees unable to report to work due to illness must telephone their supervisor
directly, each day of their absence, as far in advance as possible, but no later than one hour before their
scheduled arrival time. An employee who fails to contact his/her immediate supervisor or Human Resources
may be considered as having voluntarily resigned. This policy must be followed unless an exception has been
made for a particular absence, and a written memo to this effect has been sent to the Human Resources
Department.

If the Company has questions about the nature or length of an employee's disability, a written certification from
a physician or licensed health care professional may be required.

Attendance Policy

Leave of Absence without Pay

Should a situation arise that temporarily prevents an employee from working, he/she may be eligible for a
personal Leave of Absence without pay. However, employees must be employed for at least three months prior
to the requested leave.

Any request for a leave of absence without pay must be submitted in writing as far in advance as possible and
it will be reviewed on a case-by-case basis by the employee's supervisor/manager and the Human Resources
Department. The decision to approve or disapprove is based on the circumstances, the length of time
requested, the employee's job performance and attendance and punctuality record, the reasons for the leave,
the effect the employee's absence will have on the work in the department and the expectation that the
employee will return to work when the leave expires.

Leaves of absence will be considered only after all vacation and personal time have been exhausted.

Continuing Benefit Plan Coverage

While on a personal unpaid leave of absence employee's medical coverage will end on the 1st day of the month
following the start of such leave. Employees will have the opportunity of continuing their benefits for a
maximum period of 18 months by paying the monthly premiums as required by COBRA legislation.
Unemployment Insurance benefits cannot be collected while on a leave of absence without pay.

Salary Action

Any planned salary increase for an employee returning from an unpaid leave of absence without pay will be
deferred by the length of the leave.

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Vacation and Personal Time

During the calendar year that an employee takes an unpaid leave of absence without pay, the employee is not
eligible for vacation. Unused vacation and personal days must be used before an unpaid leave of absence
without pay can be granted.

Performance Appraisal

The normal performance appraisal date of an employee on an unpaid leave of absence without pay will be
extended by the length of the leave.

Returning/Not Returning From a Leave

Due to the nature of our business, the Company cannot guarantee either that an employee's job will remain
available or that a comparable position will exist when return from an unpaid leave is sought. When an
employee is ready to return from a leave of absence without pay, the Company will attempt to reinstate the
employee to his/her former position or to one with similar responsibilities.

If the position or a similar position is not available, the Company will search for a suitable position for 30 days
from the date the unpaid leave was to officially end. The employee will not be paid for this time. If the employee
has not been placed by the end of this period, he/she will be terminated.

An employee who returns to work following an unpaid leave will be considered as having continuous service. If
an employee does not return from an unpaid leave of absence without pay, the termination date is the last day
of the authorized leave period or the date the employee notifies his/her supervisor/manager he/she is not
returning, whichever is sooner. Such employees may be considered for reemployment.

Family and Medical Leave (FMLA) (article)

The Family and Medical Leave Act (FMLA) of 1993 provide eligible employees with up to 12 weeks of unpaid
leave for certain family and medical reasons during a 12 month period.

Employee Eligibility Criteria

To be eligible for FMLA leave, an employee must have been employed by Sky Nurses:

• For at least 12 months.
• For at least 1,250 hours during the 12 month period immediately preceding the commencement of the

leave.
• At a worksite (a) with 50 or more employees; or (b) where 50 or more employees are located within 75

miles of the worksite.

Events Which May Entitle an Employee to FMLA Leave

FMLA leave may be taken for any one, or for a combination of, the following reasons:

46 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

• The birth of the employee’s child or to care for the newborn child.
• The placement of a child with the employee for adoption or foster care or to care for the newly placed

child.
• To care for the employee’s spouse, child or parent (but not in-law) with a serious health condition.
• The employee’s own serious health condition that makes the employee unable to perform one or more

of the essential functions of his or her job.

A "serious health condition" is an injury, illness, impairment, or physical or mental condition that involves
inpatient care or continuing treatment by a health care provider.

How Much FMLA Leave May Be Taken

An eligible employee is entitled to up to 12 work weeks of unpaid leave during a 12 month period for any FMLA
qualifying reason(s). Family and medical leave involving the birth or placement of a child for adoption or foster
care must be concluded within 12 months of the birth or placement. Please see the FMLA Policy & Procedure
for further information.

Maintenance of Health Benefits

The Company will maintain coverage for eligible employees and (if applicable) their families under the group
health plan during your family and medical leave. This coverage will be provided if you or your family were
covered under the plan before the leave was taken and on the same terms as if you had continued to work.
Where appropriate, you must make arrangements to pay your share of health plan premiums while on leave.

In some instances, the Company may recover premiums it paid to maintain health coverage for you and your
family if you do not return to work.

Job Restoration

Upon returning from a family and medical leave, eligible employees will normally be restored to their original
job, or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

In addition, use of family and medical leave cannot result in the loss of any employment benefit that employees
earned or were entitled to before using family and medical leave.

Notice and Medical Certification

When seeking family and medical leave, employees may be required to provide:

• 30 day advance notice of the need to take family and medical leave, if the need is foreseeable.
• Medical certifications supporting the need for leave, if the need is foreseeable.
• Medical certifications supporting the need for leave due to a serious health condition affecting you or

an immediate family member. Second or third medical opinions and periodic re-certifications (at the
Company’s expense) may also be required.
47 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

• Periodic reports during the leave regarding your status and intent to return to work.
• Medical certification of fitness for duty before returning to work, if the leave was due to your health

condition.

Child Care Leave Policy

All employees are entitled to up to two months of paid child care leave at full pay following the birth or adoption
of a child plus any available vacation days, provided that the employee (1) is the full-time primary care parent
during the period of the leave and (2) has been employed by the Company for one year or more when the child
care leave period begins. The child care leave period shall follow any disability absence due to pregnancy. In
addition to period of paid child care leave, each employee may request additional child care leave without pay,
subject to the approval of your supervisor or the President. During a child care leave period the employee shall
continue to receive all employee benefits previously provided and shall be eligible for salary increases and
bonuses. Eligibility for promotions shall not be affected in any way by the fact that an employee has been on
child care leave, although the timing of such consideration for promotions may be affected if the leave or leaves
are for extended periods.

Parental Leave Policy

The Washington D.C. Parental Leave Act of 1994 allows a "parent" 24 hours of leave during any 12-month period
to attend or participate in school-related events for his or her child. A "parent" is defined by the Act as:

• The natural mother or father of a child
• A person who has legal custody of a child
• A person who acts as a guardian of a child regardless of whether he or she has been appointed legally

as such
• An aunt, uncle or grandparent of a child
• A person who is married to one of the individuals listed above.

A "child" is defined as a person under twenty-one (21) years of age, a person who, though twenty-one years of
age or older, is substantially dependent upon the parent by reason of physical or mental disability, or a person
who is under twenty-three (23) years of age and is a full-time student at an accredited college or university.

A "school-related event" is an activity sponsored by either a school or an associated organization such as a
parent-teacher association in which the parent's child involves the child directly either as a participant or
subject, but not as a spectator. Examples of school-related events are:

• Student performance such as a concert, play, or rehearsal.
• Sporting game of a school team or practice.
• Meeting with a teacher or counselor.

Employees are not entitled to be paid for parental leave, unless they elect to use accrued paid leave time (e.g.,
vacation, personal days).

48 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.

To request parental leave, employees should notify their supervisor and the Human Resources Department of
their desire for leave to attend a school-related event at least 10 calendar days prior to the event, unless the
need to attend the school-related event cannot be reasonably foreseen, in which case employees should inform
their supervisor and the Human Resources Department as soon as possible of the desire for leave.

The Company may deny a request for parental leave only if the granting of the leave would disrupt the
Company's business and make the achievement of production or service delivery unusually difficult.

Employees who take parental leave are entitled to retain all employment benefits or seniority accrued before
and during the date of the leave.

Bereavement Leave

In the unfortunate event of a death in the immediate family, a leave of absence of up to 5 days with pay will be
granted. These five days are to be taken consecutively within a reasonable time of the day of the death or day
of the funeral, and may not be split or postponed.

For this purpose, immediate family is defined as:

• Spouse
• Child
• Parents
• Siblings
• Grandparents
• Grandchildren

Employees should make their supervisor aware of their situation. In turn, the supervisor should notify Human
Resources of the reason and length of the employee's absence.

Upon returning to work, the employee must record his/her absence as a Bereavement Leave on his/her
attendance record. Proof of death and relationship to the deceased may be required.

Jury Duty

A leave of absence for jury duty will be granted to any full-time or part-time employee who has been notified
to serve. During this leave, employees will be compensated by payment of an amount equal to the difference
between their jury duty pay and their regular salary. An employee on jury duty is expected to report to work
any day he/she is excused from jury duty.

Upon receipt of the notice to serve jury duty, the employee should immediately notify his/her supervisor, as
well as the Human Resources Department. Additionally, a copy of the notice to serve jury duty should be
attached to the employee's attendance record for attendance purposes.

49 Corporate Handbook

©2017 Sky Nurses Handbook for Corporate Employees.
May not be reproduced without the written permission of Sky Nurses.


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