Hiring Packet 2013 Complete

Work Permit Request
Camp Counselor Summer 2013

Student counselors will be responsible for attending all precamp sessions, supervising campers from check in to check out, assisting with all teaching, chaperoning field trips, assembling and serving snacks, room setup and cleanup, and all activities required to ensure that campers have a safe, educational, and fun experience during the camp. All work is supervised by adult staff. Offer to Hire: BadgerBOTS Robotics Corporation will employ the student named below as a camp counselor. Hours of Operation: Counselors will work hours that include camp setup sessions, educational sessions with campers, plus cleanup work at end of the camp season. Daily hours will not exceed 8 hours for minors age 14 or 15 at the time of the camp sessions. Work hours will be no earlier than 7:00 AM and no later then 9 PM. Reimbursement of application fee: The $10 work permit application fee will be reimbursed by BadgerBOTS Robotics Corporation. Parents permission to perform this work: I hereby authorize the work permit officer to issue a work permit so that my son/daughter can be hired to perform the work described above... Parent Signature ___________________________________________ Date ________________ Printed Parent Name ________________________________________ Student Applicants Name: ___________________________________ Authorization of offer to hire Printed Name : Benjamin J. Senson, President Date: 5-22-2013
Student: Bring proof of age, this letter, social security card and $10 to your school office. BadgerBOTS Robotics Corporation Benjamin J. Senson, Camp Director, camps@badgerbots.org 7615 Discovery Drive, Middleton, Wisconsin 53562
BadgerBOTS Robotics Corporation Employee Handbook

Effective July 1, 2012
7615 Discovery Drive Middleton, WI 53562 608-831-6479 www.badgerbots.org
Table of Contents
Table of Contents ........................................................................................................................... 2 General Provisions ......................................................................................................................... 5
Role of QTIHR ........................................................................................................................................ 5 Employment at Will................................................................................................................................ 6 Statement of Policy of Non-Discrimination .......................................................................................... 6 Sexual/Workplace Harassment ............................................................................................................. 6 Drug & Alcohol Policy ........................................................................................................................... 7 Personnel Records, Personal Information, Changes ........................................................................... 8
Pay and Employment Practices ..................................................................................................... 9

Pay Practices ........................................................................................................................................... 9
Direct Deposit ......................................................................................................................................................9
Working Hours and Location ................................................................................................................ 9 Overtime .................................................................................................................................................. 9 Timesheet Regulations ......................................................................................................................... 10 Attendance/Tardiness........................................................................................................................... 10
Rules and Regulations ................................................................................................................. 12

No Solicitation/No Distribution ........................................................................................................... 12 Confidentiality ...................................................................................................................................... 12 Criminal Charges and Convictions ..................................................................................................... 13 Personal Appearance/Dress Code ....................................................................................................... 13 Employee Health and Safety Program ............................................................................................... 13
Purpose............................................................................................................................................................... 13 Fires and Other Emergencies ............................................................................................................................. 13 Reporting On-the-Job Injuries and/or Illnesses .................................................................................................. 13 Return-to-Work Program ................................................................................................................................... 13 General Safety Rules .......................................................................................................................................... 14 Summary ............................................................................................................................................................ 15
Workers Compensation ...................................................................................................................... 15 Return to Work Policy ......................................................................................................................... 15 Security .................................................................................................................................................. 15 Telephone Usage ................................................................................................................................... 15
Personal Cell Phones & Mobile Devices ........................................................................................................... 16 Company-Provided Cell Phones ........................................................................................................................ 16 Mobile Device Usage ......................................................................................................................................... 16
Parking .................................................................................................................................................. 16 Smoking Areas ...................................................................................................................................... 16 Vehicle Use ............................................................................................................................................ 17

Driver Safety Rules ............................................................................................................................................ 17
Expense Reimbursement ...................................................................................................................... 17

2012 QTI Human Resources, Inc. 2 BadgerBots Robotics Corporation 7/1/12
Bulletin Boards ..................................................................................................................................... 18
Company Ethics ........................................................................................................................... 19

Gifts, Favors, and Payments Given by the Company ......................................................................................... 19 Gifts, Favors, Entertainment and Payments Received by Company Employees ............................................... 19 Conflicts of Interest ............................................................................................................................................ 20 Compliance with Applicable Laws and Regulations.......................................................................................... 20 Improper Use or Theft of Company Property .................................................................................................... 20 Political Contributions ....................................................................................................................................... 21 Participation in Law Enforcement Actions ........................................................................................................ 21 Reporting Violations .......................................................................................................................................... 21 Conclusion ......................................................................................................................................................... 21
Rules of Conduct .......................................................................................................................... 24

Unacceptable Conduct ......................................................................................................................... 24 Workplace Violence and Prevention................................................................................................... 25 Computers and Systems ....................................................................................................................... 25 Downloading Software ......................................................................................................................... 27 Social Media .......................................................................................................................................... 27 Resignation ............................................................................................................................................ 30
Leaves of Absence ........................................................................................................................ 31

Personal Leave ...................................................................................................................................... 31
Request for Leave .............................................................................................................................................. 31 Benefits .............................................................................................................................................................. 31 Return from Leave ............................................................................................................................................. 31
Military Leave ....................................................................................................................................... 31

Procedure for Military Leaves ........................................................................................................................... 32
Addendum..................................................................................................................................... 33
Health Insurance................................................................................................................................... 33 Dental Insurance ................................................................................................................................... 33 Vision Insurance ................................................................................................................................... 33 Group Term Life .................................................................................................................................. 33 Supplemental Insurance Coverage ..................................................................................................... 34 Flexible Spending Plan ......................................................................................................................... 34 Short Term Disability........................................................................................................................... 34 Long Term Disability ........................................................................................................................... 34 Paid Holidays ........................................................................................................................................ 34 Earned Time Off ................................................................................................................................... 35 Funeral Leave ....................................................................................................................................... 36 Jury Duty ............................................................................................................................................... 36 Employee Assistance Plan .................................................................................................................... 36 401(k) ..................................................................................................................................................... 36
Acknowledgement Form A .......................................................................................................... 37

Acknowledgement Form B .......................................................................................................... 38
2012 QTI Human Resources, Inc.
BadgerBots Robotics Corporation
7/1/12
General Provisions
elcome to BadgerBOTS Robotics Corporation. BadgerBOTS Robotics Corporation has entered into a service agreement with QTI Human Resources, Inc. (QTIHR), a Professional Employer Organization. QTIHR and BadgerBOTS Robotics Corporation are collectively known as the Company. QTIHR is a human resources management firm that specializes in human resources, benefits and payroll administration on behalf of its client companies. The goal of QTIHR is to provide employees with benefits and employee services of the highest quality. This handbook provides employees with information about the practices and policies they are expected to follow. It should help them get acquainted with the Company and answer many of their questions. This handbook has been prepared for the guidance and orientation of its employees. Neither the application for employment, this handbook, nor any other practices of the Company create a contract of employment, express or implied, and none of the policies and practices described in this handbook are meant to imply that the Company is guaranteeing employment for anyone. Final interpretation and implementation of any of the policies and practices in this handbook are vested solely with the Company. To meet changing conditions in different situations, the Company may change or alter current policies and practices, but the Company will try to inform employees of changes as they occur. This handbook is not intended to be comprehensive or to address all possible applications or exceptions of the policies or rules described. Such changes may be made even though the handbook is not rewritten and without prior notice. Only the Company has the authority to amend this handbook, verbally or in writing; however, employee suggestions, ideas and thoughts will be most helpful in maintaining an atmosphere in which everyone can be productive. Employees who have any questions about these policies or practices should ask their supervisor or a member of QTIHR. This handbook should be treated as confidential and should not be disclosed to others without a need to know.
Role of QTIHR
QTIHR is a Professional Employer Organization that provides human resources services including, but not limited to, payroll processing, benefits administration and employment compliance. QTIHR has contracted to be the co-employer with BadgerBOTS Robotics Corporation in order to provide such services. Therefore, QTIHR is the employer-of-record and should be listed as the employer for employment verification purposes. BadgerBOTS Robotics Corporation will be the primary employer in the day-to-day direction of the employees duties and will make decisions regarding his/her employment status. Many successful companies enlist the services of a professional employer organization to help them administer payroll, provide employee benefits and conduct routine personnel affairs. This arrangement allows a client Company to focus on its core competencies while providing for the administration of employment practices and benefits in a professional, efficient manner. The employees of QTIHR are available to help employees with employment and benefit questions.
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Employment at Will
The Company hopes its employees find their employment to be satisfactory and enjoyable. Mutual respect between all parties is essential to the success of all. It is the Companys goal to have its employees enjoy fair and reasonable treatment, a pleasant working environment and competitive compensation. Employees are encouraged and expected to maintain a commitment to always doing their best work. It is the Companys policy to employ the most qualified personnel. Employees are hired and retained, however, for no specific period of time and all employment is considered to be at-will. Either the employee or the Company has the right to terminate the employment relationship at any time or for any reason or no reason at all. Continued employment is subject to the Companys requirements and determination as to satisfactory individual performance. Although in most instances employees will be advised prior to termination of any performance or conduct that is not satisfactory, it retains the right to terminate employment at any time without prior notice or reason. No representative of the Company, other than the President, has the authority to enter into any agreement for a specified period of time or make any agreement contrary to the foregoing. Any such agreement must be in writing and signed by the President and the employee. No one has the authority to make any verbal statements to an employee that alters the employees employment-at-will status.
Statement of Policy of Non-Discrimination

The Company is an equal opportunity employer and is committed to a policy of equal opportunity for all employees and applicants and a work environment in which everyone is treated with respect and dignity. It is the Companys policy to seek and employ the most qualified personnel in all positions, to provide equal opportunity for advancement to all employees, including with regard to recruitment, hiring, compensation, benefits, promotion, training, discipline and termination, and to administer these activities in a manner that will not discriminate against or give preference to any person because of race, color, religion, age, sex, national origin, disability, ancestry, sexual orientation, marital status, or arrest or conviction record, or any other discriminatory basis prohibited by applicable local, state and federal law.
Sexual/Workplace Harassment
It is the Companys policy to maintain a working environment free from all forms of sexual/workplace harassment or intimidation. Sexual/workplace harassment of employees or applicants by the Company, its agents, supervisors, employees, vendors, suppliers or clients is unacceptable and will not be tolerated. Sexual/workplace harassment includes, but is not limited to: unwelcome sexual advances, comments of a sexual nature, physical contact or threats, sexual gestures, written materials of a sexual nature, or visual materials where such conduct affects employment decisions, interferes with work performance, or creates a hostile or offensive work environment. Submission to sexual advances or requests for sexual favors also cannot be made an explicit or implicit term or condition of employment, nor can the submission to, or rejection of, such conduct be made the basis for an employment decision.
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Any employee who feels that he/she has been subject to sexual/workplace harassment or intimidation should contact his/her supervisor or a member of QTIHR at (608) 258-5525, or via email at hrissues@qtigroup.com (a confidential Human Resources-only mailbox). All complaints will be thoroughly and promptly investigated. Complaints will be treated as confidential to the fullest extent possible. Any employee that participates in the investigation of a complaint must keep the information disclosed, shared or learned during the course of the investigation completely confidential. If an investigation confirms that a violation of this policy has occurred, the Company will take immediate action, up to and including termination of employment. The Company forbids retaliation against anyone for reporting harassment or for cooperating in the investigation of a harassment complaint, and any such retaliation violates this policy. Complaints or concerns of retaliation should be reported in the same manner as harassment complaints. Any questions about this Policy can be directed to a supervisor or a member of QTIHR.
Drug & Alcohol Policy

Illegal drugs and alcohol misuse are inconsistent with the Companys longstanding commitment to a safe and productive work environment. Whenever employees are working, operating Company vehicles or present on Company premises, they are prohibited from: (1) using, possessing, buying, selling, manufacturing or dispensing illegal drugs, (2) being under the influence of alcohol or illegal drugs, and (3) possessing or consuming alcohol. Under the influence of alcohol means a blood alcohol concentration level of .05 or more. Under the influence of illegal drugs means a positive test result for illegal drug use. Illegal drug means any drug (a) not legally obtainable; or (b) legally obtainable but not legally obtained or used. Therefore, the phrase illegal drug includes prescription drugs obtained unlawfully and prescription drugs not being used for prescribed purposes. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their health care provider about any medications effect on their ability to work safely and promptly disclose any such effects to their supervisor. In such cases, employees should not disclose their underlying medical condition unless later asked to do so. In addition, employees should not disclose their use of a medication if such use does not affect their ability to work safely. While the Company has no intention of intruding into the private lives of its employees, it requires them to report to work in a condition in which they can perform their duties safely and at full efficiency. An employee who is on the job under the influence of illegal drugs or alcohol is in violation of this policy. Where there is reasonable cause to believe that an employee is under the influence of illegal drugs or alcohol while working on Company premises or operating Company vehicles, the employee may be required to promptly submit to a drug test. If an employee is involved in an accident resulting in property damage or an injury requiring medical treatment away from the scene of the accident, he/she may be required to take a drug/alcohol test. Employees who refuse to cooperate in required tests, test positive for illegal drugs or otherwise violate this policy will be disciplined, up to and including termination. All
information or records related to testing under this policy will be maintained in compliance with applicable health privacy laws.
Personnel Records, Personal Information, Changes

QTIHR maintains personnel records that are important to employees. If information on an employees paycheck is incorrect or if problems arise concerning payroll deductions or other matters, the employee should contact QTIHR immediately. To ensure that all records are current, it is the employees responsibility to notify QTIHR in writing within 10 days of any of the following changes: name, address, telephone number, marital status, beneficiary changes or change in the number of dependents. Failure to notify QTIHR of these changes on a timely basis could affect the benefits eligibility of the employee or the employees dependents.
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Pay and Employment Practices

Pay Practices
The pay period will be bi-weekly, with paychecks issued every other Friday. It is the Companys policy not to advance monies to employees. If an employee is on vacation, is ill or for some other reason does not report to work on payday and does not utilize direct deposit, the Company will mail the employees paycheck to his/her home. Employees have the ability to view payroll related information day or night on MyQTIHR via the internet. Employee loans and pay advances are not permitted. Direct Deposit Employees are encouraged to participate in the direct deposit of their paycheck into their bank savings or checking account. Direct deposit into the employees bank account relieves the employee of the worry of making a deposit, allows money to be available to the employee sooner than via regular mail and results in greater efficiencies in payroll administration. In the event direct deposit is not used, then a live paycheck will be issued. Paychecks can only be released to the individual whose name appears on the check or to the employees designated recipient. To qualify as a designated recipient, the employee must submit written authorization to his/her supervisor or QTIHR. If the employees designated recipient is to p ick up the employees check, he/she will be required to show an acceptable form of photo identification (e.g., drivers license or state ID). This is for the employees protection.
Working Hours and Location

The employees supervisor will specify the work hours for his/her particular position. There is to be no deviation from such hours without the consent of the employees immediate supervisor.
Overtime
Non-exempt employees are covered by the provisions of the Fair Labor Standards Act and other applicable wage and hour laws, and are eligible for compensation of time and one-half for hours worked in excess of 40 per week. There may be times when it will be necessary for employees to work overtime. The employees supervisor will notify him/her as early as possible regarding scheduling needs. Employees must receive approval from their supervisor prior to working any overtime. Non-exempt employees are prohibited from working off the clock. Examples of this type of work include: 1) starting work earlier or working beyond their regularly scheduled work hours, and 2) working through unpaid break periods. Supervisors and managers are prohibited from requiring a non-exempt employee to work off the clock and/or not reporting hours for time spent actually working, and may be disciplined for such conduct. Employees may not work outside of their regularly scheduled work hours unless approved in advance by their supervisor.
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Only hours actually worked count toward the calculation of overtime. Hours paid as earned time, holiday, sick, vacation, severe weather, funeral leave, jury duty, etc. do not count as hours worked when computing overtime eligibility. Exempt employees are not covered by the overtime provisions set forth in the Fair Labor Standards Act and, therefore, are not eligible for compensation for hours worked in excess of 40 per week. The Company will not make any pay deductions from exempt employees that are not permitted by law. Exempt employees will be promptly reimbursed for any improper deductions once recognized. Exempt employees who have questions or concerns about any pay deductions should contact QTIHR.
Timesheet Regulations
It is important that accurate records of hours worked are kept so paychecks will be correct. All employees are required to accurately record their time each workday. Each employee will be required to verify that the hours on his/her timesheet are accurate by signing the timesheet. Any timesheet an employee submits is understood to be complete and accurate. Submitting an incomplete, inaccurate or falsified timesheet may result in disciplinary action. Timesheets should be signed by the employees immediate supervisor prior to being submitted for payment. Employees with any questions or concerns about any aspect of their paycheck, the amount of work they are credited for, compensation, exempt status or a similar issue, should discuss the matter with their supervisor or a member of QTIHR.
Attendance/Tardiness
The Company places great emphasis on good attendance. Frequent absence or tardiness places an extra burden on co-workers. Only when an employee is dependably on the job can the Company carry out its schedules and meet the needs of its customers. Each employees contribution is important to the efficient functioning of the organization. Regular attendance is expected of each employee. It is the responsibility of each employee to arrive on time each day, fully able and ready to work at the beginning of his/her shift. It is important to note that an employees absence record will be taken into consideration for reviews, promotions or transfers. Any employee who leaves the premises during paid working hours without the permission of his/her supervisor (other than to tend to business matters or go to lunch) may be considered to have voluntarily resigned his/her employment with the Company. Employees who will be late or absent from work should notify their supervisor as early as possible, preferably by phone, no later than -hour prior to the start of their shift. If an employee is absent due to an accident or illness, management may request he/she submit a release from a licensed health care professional prior to returning to work. Any employee who fails to report for work two consecutive work days without giving notice will be considered to have voluntarily resigned his/her employment. Any employee who leaves the premises during paid working hours without the permission of his/her supervisor (other than to tend to business matters or go to lunch) will be considered to have voluntarily terminated his/her employment.
The Company may require that employees submit a release from a licensed physician prior to returning to work after they have been absent for at least three consecutive days, or for each absence when all available paid time off has been exhausted.
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Rules and Regulations

No Solicitation/No Distribution
It is the Companys policy that there be no solicitation, including via email, for non-charitable organizations during working time. In addition, the Companys email and computer systems cannot be used at any time for solicitation of non-charitable organizations. No employee may engage in solicitation, nor may any employee willingly accept solicitation on behalf of any club, society, religious or political causes, or non-charitable organization for any other purpose during actual working time of either the solicitor or the person being solicited. Actual working time means the time during which an employee is required to be performing work duties. Work time does not include the time before the employees scheduled work day begins, the time after the employees scheduled work day ends, or the employees break or lunch period. Employees may not distribute literature in working areas at any time or during non-working times in areas where it will disturb other employees who are working. Working areas include all areas of the premises except the lunchroom and parking lot. Solicitation and distribution by non-employees on Company property or within the confines of Company premises is prohibited at all times.
Confidentiality
An employees job responsibilities may lead him/her to have access to confidential Company and customer information. This may include information concerning the Companys financial status, business practices and/or customer records and data. As more fully described below, this information is to remain confidential and is not to be disclosed to any unauthorized persons inside or outside of the Company. More specifically, an employee cannot, in any capacity, acquire by improper means, use or disclose, or cause to be used or disclosed, any Protected Information learned or acquired while employed by the Company to those people or entities that could cause harm to the Company, including, but not limited by, remuneration, competitors, customers and suppliers. In the event an employee is uncertain whether the use or disclosure of Protected Information to a specific person or entity would violate this policy, the employee must seek permission from the Company for the use or disclosure prior to any use or disclosure to the specific person or entity in question. Protected Information means all confidential or proprietary information of any kind relating to the business, operation and administration of the Company and its affiliate entities. Protected Information also includes customer lists, financial information, policy or procedure manuals, computer software and systems, programs, marketing materials and information, operating systems and procedures, and strategic, operational and long-range plans and planning procedures, other than information that is defined and interpreted as trade secrets in accordance with applicable state law. This policy in no way diminishes the Companys protection and enforcement rights of its trade secrets, as that phrase is defined and interpreted in accordance with applicable state law. This policy also does not diminish any individual agreements that may have been executed between the employee and the Company.
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Criminal Charges and Convictions

All employees must notify their supervisor within 48 hours if they are charged with, or convicted of, a crime during their employment at the Company.
Personal Appearance/Dress Code

Appearance is very important in portraying a favorable image to employees, customers, business clientele and the general public. Employee attire should always be neat, clean and in good repair. Soiled or untidy clothing should not be worn.
Employee Health and Safety Program

Purpose The Company has a long-standing philosophy of taking pride in its practices to ensure the safety, health and well-being of all employees. This program serves to outline the Companys commitment to this philosophy and provide guidance to all employees on the standards the Company expects them to adhere to at all times. Fires and Other Emergencies Employees should know where emergency exits and fire extinguishers are located. It is everyones responsibility to ensure that electrical panels, aisles, fire lanes, fire exits, stairs, extinguishers and sprinkler control valves are not blocked. Fire doors should never be blocked or tied open. No smoking or open flames of any kind are allowed inside the building. Smoking is allowed outside the building in designated areas only. Smoking materials should be disposed of safely in fireproof containers. Reporting On-the-Job Injuries and/or Illnesses Any injury or illness an employee may have sustained on the job, regardless of severity, must be reported immediately to the employees supervisor for prompt and trained evaluation and medical attention, as necessary. It is required that the employee complete and submit a safety incident report to QTIHR immediately following the incident and when safely possible. If medical attention is sought, the claim will be submitted to the workers compensation carrier. The Company has a light duty return-to-work program and can accommodate even the most sedentary restrictions. Return-to-Work Program The Company is committed to utilizing its resources to provide a safe work environment for all employees. If a work-related injury does occur, the Company is committed to returning the injured worker to productive employment as soon as possible. The Company will make every effort to provide transitional work assignments or project work until an injured employee is able to resume his/her normal duties. All modified work is on a temporary basis and is intended to facilitate a return to the employees regular work duties when medically feasible. This program will be managed and monitored to ensure the employee reaches his/her end of healing and is able to return to his/her regular work assignment as quickly as possible
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The Return to Work Policy will be implemented and monitored in the same manner as any other Company policy. Refusal to participate in the modified/restricted duties and/or failure to follow the Return to Work Policy may result in Workers Compensation benefits being limited and/or suspended. General Safety Rules Employees perform a wide range of functions in various locations. Although some safety rules apply only to specific positions, all employees are expected to comply with these rules: Use common sense in performing duties. Employees who notice a co-worker engaging in unsafe practices should remind him/her of the safe practices or inform the appropriate supervisor. Violation of safety rules puts others at risk and is considered unsatisfactory job performance that may lead to disciplinary action. Report any work injury, illness, incident or property damage accident to the employees supervisor, no matter how minor it may seem. Report unsafe conditions to the employees supervisor; this includes machine malfunctions. Employees should never attempt to repair machinery themselves. Frayed electrical cords or equipment plugs should be reported and replaced. Employees should keep their work area, the break room and all common areas neat and tidy. Paper clips, tacks, pins and other objects should be kept off the floor. Sharp objects should be properly stored when not in use. Spills should be immediately reported and/or cleaned up. Employees should report all potential hazards observed inside or outside the building. Use mechanical devices or request assistance when lifting heavy loads. Lift with knees bent and back straight. Wear seat belts when operating any type of vehicle on Company business. Be sure that aisles, walkways and exits are kept clear. Do not let cords interfere with walkways and use hand rails on stairs. Open and close doors cautiously and use extra caution at blind hallway intersections. Open only one file cabinet drawer at a time to avoid tip-over. Cabinets should be loaded from bottom to top and emptied in the reverse order. All file cabinet drawers should be closed, even if stepping away for a moment; open drawers are hazardous. Be aware of loose clothing or jewelry that could catch on/in any equipment that is in use. Wear Personal Protective Equipment (PPE) when necessary. Read and follow all signs, labels, danger notices and other warning devices. Notices such as these should not be removed without proper approval.
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Use stepstools, platforms or A-frame ladders for climbing; never use chairs or boxes. Summary The safety of each and every employee is the Companys foremost concern, and safety begins with employees. At no time, should an employee risk injury in carrying out his/her assigned work. By following the safety rules outlined in this policy, the Company will meet its standards. Employees should contact their supervisor with any safety questions or concerns.
Workers Compensation
Employees are protected by a Workers Compensation (WC) policy owned by QTIHR. WC coverage protects employees against financial loss due to an injury or illness arising out of or in the course of employment, as provided by Wisconsin law. Regardless of the severity, all workrelated injuries and/or illnesses must be immediately reported to the employees supervisor and QTIHR.
Return to Work Policy

The Company is committed to utilizing its resources to provide a safe work environment for all employees. If a work-related injury does occur, the Company is committed to returning the injured worker to productive employment as soon as possible. The Company will make every effort to provide transitional work assignments or project work until an injured employee is able to resume his/her normal duties. All modified work is on a temporary basis and is intended to facilitate a return to the employees regular work duties when medically feasible. This program will be managed and monitored to ensure the employee reaches his/her end of healing and is able to return to his/her regular work assignment as quickly as possible The Return to Work Policy will be implemented and monitored in the same manner as any other Company policy. Refusal to participate in the modified/restricted duties and/or failure to follow the Return to Work Policy may result in Workers Compensation benefits being limited an d/or suspended.
Security
Maintaining appropriate security in Company facilities, such as keeping access to certain areas locked, is every employees responsibility. Employees should familiarize themselves with all relevant security information, which may be obtained from their supervisor. Employees who become aware of a theft or other security problem, or observe anything suspicious (such as people removing items from the building or unfamiliar faces in Company personnel only areas), should immediately notify their supervisor or another member of management. It is important that employees avoid having personal valuables at the workplace and safeguard their personal belongings, as the Company is not liable for their loss or damage.
Telephone Usage
Company telephone lines are for meeting the needs of the business and its clients. Good judgment should be exercised when utilizing Company telephones. Personal long-distance telephone calls should not be made from the work location, except in case of emergency. Personal local calls should be kept to a minimum.
Personal Cell Phones & Mobile Devices While at work, employees are expected to exercise the same discretion in using personal cell phones as is expected for the use of Company phones. Excessive personal calls during the workday, regardless of the phone used, can interfere with employee productivity and be distracting to others. Employees are expected to limit their personal phone calls and use of mobile devices during work time. The Company will not be liable for the loss of personal cell phones and other mobile devices brought into the workplace. Company-Provided Cell Phones Where job or business needs demand, the Company may issue a business cell phone to an employee. To protect the employee from incurring a tax liability for the personal use of this equipment, such phones are to be used primarily for business reasons. Employees in possession of Company equipment, such as cell phones, are expected to protect the equipment from loss, damage or theft. Upon termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition may be asked to pay for a replacement. Mobile Device Usage Employees whose job responsibilities include driving on work-related business and who are issued a cell phone for business use are expected to refrain from using their phone while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before accessing the features of their phones including but not limited to placing or accepting a call, creating or reading text messages or emails and accessing the internet. If acceptance of a call is unavoidable and pulling over is not an option, employees are expected to keep the call short, use hands-free options if available, refrain from complicated or emotional discussions and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area. Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, are also expected to abide by the provisions above. Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions.
Parking
It is recommended that employees keep their cars locked while in the parking lot. The Company does not assume responsibility for any damage to or theft of any automobile or personal property left in any automobile in the Company parking lot.
Smoking Areas
Smoking is permitted only in designated areas and only when an employee is on break or lunch period. Smoking in other areas is strictly prohibited and is considered a fire hazard.
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Vehicle Use
All employees who drive on Company business must have a valid drivers license and vehicle liability insurance in the minimum amounts required by law. Vehicles without this coverage are not authorized for Company use. A copy of the emplo yees license and proof of insurance must be provided to the employees supervisor before driving on Company business. Periodic Department of Motor Vehicle printouts may be required as proof of an employees current driving record. Any employee who has his/her drivers license revoked or suspended must notify his/her supervisor within 24 hours of the revocation/suspension and immediately discontinue operation of any vehicle on Company business. Employees who receive a traffic violation/ticket while driving a personal vehicle on Company business are fully responsible for that expense and must report that infraction to their supervisor within 24 hours of the occurrence. Driver Safety Rules Employees may not operate a vehicle on Company business when their ability to do so safely has been impaired by illness, fatigue, injury. All drivers and passengers must wear a seatbelt, even if the vehicle is equipped with air bags. All equipment being transported must be firmly secured within the vehicle. All drivers and passengers are expected to obey all moving vehicle laws and regulations.
When using a personal vehicle for Company business, the employee assumes all liability for the vehicle. The Company does not assume any liability for any damage or loss to the employees vehicle. The employee is wholly responsible for any damage that may occur to his/her personal property/vehicle or any public or private property in the operation of his/her vehicle for Company business. Any accident that occurs in the course of an employees job duties, regardless of how minor, must be reported to the employees supervisor and QTIHR within 24 hours of the accident.
Expense Reimbursement
In the course of performing certain job duties, an employee may incur business expenses for which he/she may be reimbursed. The employee must have his/her supervisors authorization prior to incurring expense on behalf of the Company. The employee may request reimbursement for all authorized reimbursable expenses by completing an Expense Form, which must be accompanied by receipts (with business purpose written on receipt) that list the reason for the trip. Reasonable meals will be reimbursed if in a meeting with a business purpose, where the purpose and all participants are listed. In order for the Company to keep records and accounting accurate and current, charges submitted on expense reports must not be older than thirty (30) days. Expenses exceeding thirty (30) days may not be reimbursed. Employees who use their personal vehicle for work-related travel will be reimbursed for their mileage at the current IRS rate. Employees are required to log the work-related mileage, with the reason and destination, and submit for reimbursement.
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Bulletin Boards
Bulletin boards, where available, are provided to inform employees of important developments that affect them and their job. They are to be used for official notices or announcements that have been approved by management and contain the federal and state-mandated posters relating to equal employment opportunity, minimum wage, unemployment compensation and family leave, among others. Bulletin boards provide an important means of communication; therefore, it is suggested that employees check them regularly.
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Company Ethics
Employees must maintain the highest ethical standards in the conduct of Company affairs. The intent of this policy is that each employee will conduct the Companys business with integrity and comply with all applicable laws in a manner that excludes considerations of personal advantage or gain. The following is a summary of the Companys policy with respect to: (1) gifts, favors, entertainment, and payments given or received by employees, (2) potential conflicts of interest, and (3) certain other matters as described below. Gifts, Favors, and Payments Given by the Company Gifts, favors and payments may be given to others at the Companys expense if they meet all of the following criteria: They are consistent with accepted business practices. They are of sufficiently limited value and in a form that will not be construed as a bribe or payoff. They are not in violation of applicable law and generally accepted ethical standards. Public disclosure of the facts will not embarrass the Company. They are approved by the employees supervisor
Gifts, Favors, Entertainment and Payments Received by Company Employees Employees shall not seek or accept for themselves or others any gifts, favors, entertainment or payments without a legitimate business purpose, nor shall they seek or accept personal loans (other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with or are a competitor of the Company. Employees may, however, accept for themselves and members of their families common courtesies usually associated with customary business practices. These include, but are not limited to: Lunch and/or dinner with customers or vendors, occasionally including spouses, as long as the invitation is extended by the vendor. Gifts of small value from customers or vendors (e.g., calendars, pens, pads, etc.). Tickets to events (such as sports, arts, etc.) are acceptable if offered by the customer or vendor. These are not to be solicited by the employee. Day outings, such as golf, are acceptable with prior approval from management. The customer or vendor must be in attendance. The receipt of alcoholic beverages is left to the discretion of the employee. Such items should never be solicited. Gifts of perishable items usually given during the holidays (e.g., flowers, candies, hams, cookies, nuts, etc.) are acceptable.
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It is never permissible to accept a gift in cash or cash equivalent (such as stocks) or other forms of marketable securities of any amount. Members of management should not accept gifts of more than limited value from employees who report to them.
When interacting with government employees, different rules often apply than when interacting with private sector persons. Many governmental units strictly prohibit the receipt of any gifts by their employees, including meals and entertainment. Employees must be aware of and strictly follow these prohibitions. Employees who have any questions about interacting with government employees would speak with their supervisor. Conflicts of Interest Employees should avoid any situation that involves, or may involve, a conflict between their personal interest and the interest of the Company. As in all other facets of their duties, employees dealing with customers, suppliers, contractors, competitors or any person doing or seeking to do business with the Company are to act in the best interest of the Company. Each employee shall make prompt and full disclosure in writing to his/her supervisor of any potential situation which may involve a conflict of interest. Such conflicts include: Ownership by the employee or by a member of his/her family of a significant interest in any outside enterprise which does, seeks to do business with, or is a competitor of the Company. Serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise which does, is seeking to do business with, or is a competitor of the Company. Acting as a broker, finder, go-between or otherwise for the benefit of a third party in transactions involving or potentially involving the Company or its interests. Any other arrangements or circumstances, including family or other personal relationships, which might dissuade the employee from acting in the best interest of the Company.
Compliance with Applicable Laws and Regulations Employees are expected to conduct their job duties and business affairs in full compliance with applicable laws and regulations. Failure to follow this Ethics policy will result in discipline, up to and including termination of employment. The Company strongly encourages employees to talk to supervisors, managers or other appropriate personnel when in doubt about the best course of action in a particular situation. Employees should report violations of business or work-related laws, rules, regulations or the Company Ethics policy to a supervisor or QTIHR. The Company strictly prohibits retaliation for the making of any such reports. Improper Use or Theft of Company Property Every employee must safeguard Company property from loss or theft, and may not take such property for personal use. Company property includes confidential information, software, computers, office equipment and supplies.
Political Contributions No Company funds may be given directly to political candidates or campaigns. Employees may, however, engage in political activity with their own resources and on their own time. Participation in Law Enforcement Actions The Company will not take any adverse action against an employee in retaliation for providing to a law enforcement officer or law enforcement agency any truthful information relating to the commission or possible commission of a federal or state offense. Reporting Violations Employee conduct can reinforce an ethical atmosphere and positively influence the conduct of fellow employees. Employees should share their questions, concerns, suggestions or complaints with someone who can address them properly. If an employee feels powerless to stop suspected misconduct or discovers it after it has occurred, the employee should immediately report it to the appropriate level of management. Supervisors and managers are required to report suspected or actual violations of the Company ethics policy. If an employee is still concerned after speaking with his/her manager or feels uncomfortable speaking with him/her (for whatever reason), the employee must (anonymously, if so desired) send a detailed note, with relevant documents to the Companys President. The employees calls, detailed notes and/or emails will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation. All reports will be promptly investigated and appropriate action will be taken if warranted. Employees have the Companys commitment that they will be protected from retaliation. Conclusion Employees are the guardians of the Companys ethics. While there are few universal rules, when in doubt, employees should ask themselves:

Will my actions be ethical in every respect and fully comply with the law and with our Company policies? Will my actions have the appearance of impropriety? Will my actions be questioned by my supervisors, employees, customers, family and the general public? Am I trying to fool anyone, including myself, as to the propriety of my actions?
If an employee is uncomfortable with his/her answer to any of the above, he/she should not take the contemplated actions without first discussing them with his/her manager. If the employee is still uncomfortable, he/she should follow the steps outlined above in the section on Reporting Violations. Although any employee who violates the Companys ethical standards will be subject to discipline, it is not the consequence that should motivate the employees decisions and actions. We hope employees share the Companys belief that a dedicated commitment to ethical behavior is the right thing to do, is good business, and is the best way to ensure that the Company remains an outstanding organization in the community.
Respecting Proprietary and Insider Information

Proprietary Information The Company regularly produces valuable, non-public ideas, strategies and other kinds of business information. This information is called proprietary information, which means that the Company owns the information, just as it does other kinds of property. Because it is the product of the Companys own hard work, various laws allow the Company to protect this information from use by outsiders. Some examples of company proprietary information are: Sales, marketing and other corporate databases Marketing strategies and plans Personnel records Research and technical data Proposals New product development Formulas Trade secrets of any sort
All employees must protect the confidentiality of the Companys proprietary information so they can reap the benefits of their own hard work. Sometimes an employee may need to share proprietary information with outside persons (e.g., so a commercial business partner the Company has selected to work with can be an effective partner). However, even when there may seem to be a legitimate reason to share proprietary information, employees should never disclose such information without managements prior approval. Employees are prohibited from using Company property or information, or their position within the Company, for personal gain, such as profiting from business opportunities that they learn about through their employment. Employees are also prohibited from competing with the Company. Competing with the company could include: Engaging in the same line of business; or Taking away opportunities for sales of products or services.
Client Proprietary Information Just as employees are expected to protect the Companys confidential information, they are also expected to respect the proprietary and confidential information of their customers. As a result, the same rules regarding the use of proprietary information (noted above) equally apply with respect to the proprietary information of the Companys customers. Employees may be asked to sign confidentiality agreements specific to certain customers, as necessary. Insider Information In order to protect the investing public, securities laws make it illegal for those with inside information to buy or sell securities (stocks, bonds, options, etc.). Inside information means information that: is not available to the public, and is material.
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Material information means information that a reasonable investor would likely consider important in deciding whether to purchase or sell a security. If an employee learns something non-public that leads him/her to want to buy or sell stock, that information may be considered material. Material information is not necessarily information that is certain; information that something is likely to occur, or even that it may happen, may be considered material. Employees may obtain inside information about publicly traded companies by virtue of their positions. Examples of inside information might include: Introduction of an innovative new product Negative views about a new or existing product An increase or decrease in staffing needs Significant new contracts Changes in dividends Mergers, acquisitions and joint ventures Major developments in litigation Earnings statements and forecasts Expected governmental actions
Client Insider Information Inside information can also be information obtained confidentially during the course of an employees work with or involving another Company (e.g., from a customer or supplier). If an employee has knowledge of any information of this kind, and the information is non-public, this is considered to be inside information and no employee of the Company may buy or sell securities using it. Employees must also never give someone else (spouse, co-worker, friend, broker, etc.) a tip regarding non-public inside information; this includes, for example, discussions on Internet chat rooms. Securities law violations are taken very seriously and can be prosecuted even when the amount involved was small or the tipper made no profit at all. Government agencies regularly monitor trading activities through computerized searches. Employees (and outsiders with whom they are associated) who have inside information can lawfully trade in the market once the information is made public through established channels and enough time has passed for the information to be absorbed by the public. Employees who have regular access to inside information must generally limit their trading of company securities to specified window periods. Employees who have questions or concerns about their responsibilities under the insider trading laws should contact their supervisor.
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Rules of Conduct
Unacceptable Conduct
Whenever and wherever people work together, certain standards of reasonable conduct need to be established in order to maintain an orderly and efficient work environment. The following, although not exhaustive, lists examples of types of conduct that are not acceptable in the workplace. Because it is impossible to list every conceivable area of unacceptable conduct, these guidelines can be amended by the Company within its total discretion. Drinking alcoholic beverages, being intoxicated while working, or the use or possession of unlawful drugs at the work location or off the work location while on duty. Possession of weapons on Company premises (except as may be allowed by applicable law in your own vehicle). Allowing unauthorized persons (including family or friends) to enter the premises, unless prior authorization has been received by management. Insubordination or the refusal to follow the direct order of a supervisor or member of management. Falsifying an employment application, employment records or other employment information. Theft or misappropriation of property belonging to the Company or other employees. Any form of dishonesty. Falsifying a timesheet. Fighting, immoral conduct, threats, intimidation or harassment of customers or employees, or any violation of the Workplace Violence policy. Violation of the Internet and Email policy. Absence without proper notification. Absenteeism or habitual tardiness. Gambling on Company premises. Leaving the premises during paid working hours without the permission of the employees supervisor (other than to attend to business matters or to go to lunch). Sleeping while on the job. Misuse or unauthorized use of Company property. Engaging in conduct that creates an unsafe, hostile work environment. Discourteous treatment of customers or fellow employees, or the use of profanity or threatening language. Harassment of any nature.
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The Company reserves the right to add to, modify or eliminate any rule when circumstances require a change, or at its own discretion. Any discipline of FLSA exempt employees will comply with applicable FLSA rules and regulations.
Workplace Violence and Prevention

The Company is committed to maintaining a safe work environment and preventing workplace violence. The Company has adopted the following policy to address intimidation, harassment, violence or threats of violence that may occur during business hours, on the Company or customer premises, or at work-related events, regardless of where or when the conduct occurs. All employees should be treated with courtesy and respect at all times. Employees are expected to refrain from fighting, horseplay, or other conduct that may be dangerous to others. All firearms, weapons, and other dangerous or hazardous devices or substances are prohibited from the Company or client premises without prior written authorization from management (except as may be allowed by applicable law in your own vehicle). Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public will not be tolerated. This prohibition includes all acts of harassment, including harassment that is based on an individuals sex, race, age, or any characteristic protected by federal, state, or local law. All violence or threats of violence that occur on Company or customer premises or at workrelated events should be reported as soon as possible to a member of management or QTI Human Resources, Inc. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. All suspicious individuals or activities should be reported as soon as possible to a supervisor. Employees should not place themselves in peril. If an immediate threat exists or develops, call 911 immediately. When reporting actual violence or a threat of violence, the employee should be as specific and detailed as possible. The Company will promptly and thoroughly investigate all reports of actual violence or threats of violence as well as suspicious individuals or activities. The identity of the individual making a report will be protected as much as is practical. In order to maintain workplace safety and the integrity of an investigation, the Company may suspend employees, either with or without pay, pending investigation. Anyone determined to be responsible for actual violence or threats of violence or other conduct that is in violation of this policy will be subject to prompt disciplinary action, up to and including termination of employment.
Computers and Systems

The Company uses the Internet and email in order to conduct business in a quick and efficient manner. Each employee with access to the Internet or email is responsible for seeing that the Internet and email system is used properly and in accordance with the following policy. Questions concerning the policy should be directed to the employees supervisor, QTIHR or a Network Administrator. The Internet and email system is part of the Companys business equipment and technology platform and is to be used only for Company purposes unless otherwise
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noted. The only circumstances under which the Internet and email systems can be used for other purposes are during meal periods or before or after regular working hours. At no time should any subject matter of a sexual nature, or any other nature that would violate the Companys anti-harassment policy, be viewed. Information and messages that are sent or received via email are to be disclosed only to authorized individuals. There should be no expectation of personal privacy in any matter created, received or sent using the Companys computer systems. The Company, in its discretion, reserves the right to monitor and access any matter created, received or sent from the Internet or email system at any time and with no prior notice. Messages sent during working hours should be sent only with good business reason for doing so. Copies should be forwarded only for good business reasons. Each employee is responsible for the messages that are sent from his/her accounts. Employees with email passwords should not share their password with anyone. Employee accounts can be accessed by the Network Administrator at any time for verification that information being created, received or sent via the Internet or email system is being created, received or sent for good business reasons, to check that personal email is not being sent during working hours, and to ensure that the information contained within personal messages does not compromise, libel or slander the Company in any say. All email and other electronic communication must follow the Company policy regarding solicitation and distribution. The Company takes chain letters, pyramid schemes and non-charitable solicitations very seriously. No email that constitutes intimidating, hostile or offensive material on the basis of sex, race, color, religion, national origin, sexual orientation or disability should be created, sent or received at any time. The Companys policy against harassment applies fully to the Internet and email system. The Internet and email system is not a secure, one-way communication tool and information sent over it may be intercepted and read by unauthorized individuals. Employees must take every precaution to protect proprietary and confidential information about the Company and its clients/customers. Employees who become aware of misuse of the Internet or email system should promptly contact their supervisor, QTIHR or the Network Administrator. Email attachments should not be opened unless they have a business purpose and are received from a known source. Attachments should be sent only with good business reasons. Attachments received via personal email may be forwarded only to a personal home email address. Personal or non-business related email should not be forwarded to other internal employees or the employees of another business, organization or person with business relations with the Company. Employees should not copy or distribute copyrighted material (e.g., software, database files, documentation, articles, graphics files, downloaded information) through the Internet or email system or by any other means, unless they have confirmed in advance from appropriate sources that the Company has the right to copy or distribute the
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material. Failure to observe a copyright may result in disciplinary action by the Company, as well as legal action by the copyright owner. Third party software must be properly licensed and the license agreements for such software may place various restrictions on the disclosure and use of the software. As a result, third party software may be distributed and disclosed only to employees authorized to use it, and to customers in accordance with the terms of any Company agreements. Third party software may not be copied without specific authorization and may only be used to perform assigned responsibilities. Employees may not disable or circumvent any computer, network or systems security features, measures or devices without prior approval.
Downloading Software
Employees who want to install software on a Company computer must contact their supervisor or the Network Administrator and request to have the software installed. Employees are prohibited from installing any software on any Company computer without receiving approval from their supervisor or the Network Administrator.
Social Media
The limited purpose of this Policy is to provide general guidance to employees regarding the general use of social media, including personal use, and the Companys statement of best practices. Although related to the following policies and practices, this Policy is separate and distinct from: 1. The Companys marketing and sales strategy with respect to social media 2. The Companys use of social media for the benefit of its participants The Company provides the following guidelines below to all Company employees with the expectation that they will review and adhere to them. However, like technology and social media itself, we recognize that these guidelines will evolve over time. 1. Social media is one of many ways in which people and organizations communicate and interact. The Company acknowledges the significance and critical role that social media and social networking play in helping us understand, advise and connect not only with our customers, but also with our employees, our business partners, and the larger business community. As a result, we strongly encourage the use of any social media that supports the Companys customer service goals and objectives and that adheres to the guidelines in this Policy. 2. The basic principles that apply to the conduct of the Company employees in general also apply to our employees online activities. As a result, this Policy is intended to provide guidance as to all sorts of online publishing and discussion including, but not limited to, blogs, wikis, social networks, file-sharing, and user-generated web content (video, audio) and without regard to how employees accesses those networks (desktop/laptop, PDA, Smart Phone, Blackberry, etc.) and without regard to where and when employees accesses those networks.
3. You are responsible for what you say/publish. We suggest asking these key questions before publishing anything online: Are you speaking with a positive voice? Will others find your statement/information useful? Does your message support our Companys mission/objectives? Does your message reflect well on our brand? Is your message in alignment with your own core beliefs? 4. Recognize how other Company policies apply to online activities, particularly our Anti-harassment, Ethics, Confidentiality and Internal and Email policies. We encourage you to review those policies, located in our Employee Handbook. 5. As explained in our Internet and Email policy, personal use of social media while at work should be limited to meal and break times and must be in compliance with this Policy and any other relevant Company policies. 6. Do not use Company or other trademarked images without the explicit consent of your supervisor or the President. 7. Write/publish in the first person (dont impersonate) and use a disclaimer, similar to the one indicated in (b) below, if you are publishing content that is related to your work at the Company. a. Distinguish between personal opinions and those that represent the Companys position. b. If publishing content related to your work at the Company, your disclaimer should clearly state that the opinion is that of the author and does not represent the view of the Company or words to that effect. 8. Where appropriate, disclose your association with the Company. So, when posting/publishing on matters related to the Company, keep the following in mind: a. When discussing Company activities, you should disclose your connection to the Company and your role within the Company. b. Postings should not attempt to conceal conflicts of interest. In other words, if you have a conflict of interest with the subject matter at issue by virtue of your Company employment, you should so state. c. Postings should not misrepresent the posters identity. d. Use good judgment and strive for accuracy in your communication. e. Errors and omissions reflect poorly on you and the Company.
9. Respect Stakeholders a. Do not disrespect competitors, customers, vendors, business partners, and other stakeholders. b. Do not reference, cite, or post descriptions of anyone else (customers, partners, providers, etc.) without their express written consent. 10. Respect Intellectual Property Rights a. Where appropriate, provide references and cite your sources. b. Do not upload, publish or otherwise share Company materials, or any others that you do not own, without permission. c. All postings should comply with the Companys applicable confidentiality, privacy, and disclosure policies, located in the Employee Handbook. 11. Respect your audience; minimize the chance of offending others; beware of potentially controversial topics. If you have identified yourself as a Company employee, be particularly sensitive to discussions that involve potentially controversial topics like politics and religion. 12. If you are using social media and/or social networking sites for primarily personal reasons, do not use your Company email address. a. Company email addresses should be used only for camp-related communications. b. Company emails are subject to different record retention policies. You probably do not want your personal postings subject to Company record retention rules and limits. 13. If you make a mistake with an online communication, admit it and correct it as soon as possible. 14. There should be no expectation of personal privacy in any matter created, received or sent using any of the Companys systems, hardware, software, Companysupported devices (including Blackberries, iPhones), etc. 15. Managers should carefully consider whether to friend employees that report to them. Friending direct reports or other non-managerial employees could lead to the sharing, or an expectation of sharing, of personal information. Questions, concerns, suggestions, etc. about this Policy should be directed to your supervisor or the President.
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Resignation
Employees who wish to leave their employment with the Company are asked to provide a minimum of two-week notice. Written notification should be provided to both the employees supervisor and QTIHR. All employees are employed at-will and either the employee or the Company can terminate employment at any time, with or without notice. In the event of termination/resignation, employees who provide proper notice and return all Company property will be paid for any accrued but unused vacation time/earned time off. Employees who fail to provide the requested amount of notice or fail to return all Company property forfeit the payout of their accrued but unused vacation time/earned time off. Should an employee have a negative balance in his/her earned time off bank, the amount of earned time off that was taken but not earned will be deducted from the employees last paycheck. Earned time off may not be used to extend the termination date. Any employee who fails to report for work two (2) consecutive work days without giving notice will be considered to have voluntarily resigned his/her employment. Any employee who leaves the premises during paid working hours without the permission of his/her supervisor (other than to tend to business matters or go to lunch) will be considered to have voluntarily terminated his/her employment. The employees final paycheck will be issued on the next regularly scheduled payday.
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Leaves of Absence
Personal Leave
Request for Leave Request for an unpaid leave of absence must be submitted in writing to the employees supervisor and will be considered on a case-by-case basis, for a period that will generally not exceed 30 days. Each request must include the purpose and expected duration of the leave. Employees may not be otherwise employed while on a personal leave of absence. Employees may exhaust all paid leave (Earn Time Off) first prior to taking unpaid leave. Benefits The Company will continue to pay its portion of the health and dental insurance premiums during the leave of absence. In the event an employee fails to return to work following a personal leave, the employees last day of employment will be considered to be his/her last day of active employment (defined as the last day worked prior to the start of the leave). In this situation, the Company reserves the right to recover from the employee 100% of the health and dental insurance premiums paid on the employees behalf during his/her leave. Vacation and Sick time will cease to accrue while the employee is on leave. Return from Leave Upon the employees return from a leave of absence, the Company will make every effort to return the employee to his/her former position. Depending upon the needs of the Company; however, the employees position may have been filled during the employees absence. In that event, the Company will attempt to place the employee in an equivalent position with equivalent pay, benefits and other terms and conditions of employment. Please note that the Company cannot guarantee that the employees original position, or a position of equivalent status, will be available to the employee when he/she is ready to return to work. Employees should notify their supervisor of their intent to return to work at least 2 business days prior to returning to work. If the reason for the leave was due to the serious health condition of the employee, before returning to work the employee must provide the Company with a release from his/her physician indicating that he/she is capable of performing the essential functions of his/her position. If a release is not received, the employees return to work will be delayed until it is received. Employees who do not return from an unpaid leave of absence will be considered to have resigned from the Company. The termination date will then be the last day worked prior to the start of the leave.
Military Leave
These are absences required because an employee is a member of the U.S. Military, National Guard or other defense service and is ordered to active duty or active duty for training. Employees first entering the service also have certain statutory rights to reemployment that are different from the provisions relating to leave. The Company will comply with all applicable statutes regarding military leave.
The employees length of leave will be determined by his/her orders and the appropriate statute. During active duty, the employee will not receive any pay from the Company. The employee may elect to utilize accrued vacation or earned time off during the military leave. In that case, the employee will receive full pay for the vacation or earned time off, in addition to the military pay. Time spent on military leave will be considered continuous service if the employee returns to work within the time set by law. The employee may elect to continue group life and medical insurance during the time on military leave; however, full insurance premiums must be paid by the employee on a pre-paid basis or will be deducted from any salary payments from the Company during the leave. The employee will not be entitled to short-term disability or longterm disability while on active military duty. Procedure for Military Leaves It is the employees responsibility to inform his/her manager once orders to military duty have been received. A copy of the military orders should be provided. The employee is responsible for returning to work according to applicable federal and state law. When an employee returns from a military leave, he/she will be assigned to a position as required by law. Pursuant to applicable law, military leave time will usually be credited to the employees length of service and all benefits would apply as if the employee had never left his/her job. Under most circumstances and as set forth by applicable law, the employees salary will generally be equal to or greater than the salary at the time the leave commenced. If automatic increases, cost of living increases or benefit changes would have been granted during the employees leave time, the employee will be given the increase and the benefits when he/she returns to work, as required by law. Eligibility for receipt of merit increases and promotional increases will be determined by the supervisor upon the employees return.
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Addendum
The following information addresses the nature of the Company benefits and other policies. This addendum is a supplement to the Employee Handbook. Where provisions of the manual and this addendum conflict, this addendum shall control. The provisions of this addendum may change from time to time at the discretion of the Company. The following summary of employee benefits is intended only to provide a brief description of some of the benefits available to eligible employees. Summary Plan Descriptions, which explain these benefits and the eligibility requirements for these benefit programs in greater detail, are available from the Company. The Company reserves the exclusive right to change or terminate any benefits or related policy at any time in accordance with applicable law. Full-time employees are regular-status employees who are regularly scheduled to work 40 hours per week. Part-time employees are regular-status employees who are regularly scheduled to work less than 40 hours per week. Benefits-eligible employees are regular-status employees who are regularly scheduled to work 20 or more hours per week. Employees who are regularly scheduled to work less than 20 hours per week or who are classified as being temporary, limited term, occasional status, contract or student are not eligible for any benefits. For benefits-eligible employees, the following insurance benefits are effective the first of the month following date of hire: health insurance, dental insurance, life insurance, short-term disability, long-term disability, and the flexible spending plan. Time off accruals generally commence with the employees first paycheck. Domestic partner coverage is available to either same sex or opposite sex partners who can establish that they are in a bona-fide domestic partnership. Employees should contact QTIHR for more information about domestic partner coverage.
Health Insurance
Not available at this time.
Dental Insurance
A group dental insurance plan is available to benefits-eligible employees. The employee will contribute the amount of 100% of the premium.
Vision Insurance
A group vision insurance plan is available to benefits-eligible employees. The employee will be responsible for paying 100% of the premium for this benefit.
Group Term Life

QTIHR sponsors group term life insurance for all benefits eligible employees. Group term life coverage is provided in the amount of twice the employees annual salary, up to a maximum of $200,000. The employer pays 100% of the premium for this benefit. For those employees with policy coverage over $50,000, there will be an income tax effect for the portion over $50,000. Employees may also purchase additional voluntary life insurance, up to five times their annual salary to a maximum of $500,000. If an employee obtains coverage for himself/herself, he/she
may also obtain coverage for his/her spouse or domestic partner and children. The employee will contribute 100% of the premium for this benefit.
Supplemental Insurance Coverage

Benefits-eligible employees may elect to enroll during the renewal period only in the critical illness or accident supplemental insurance options through Unum. The critical illness option pays a benefit to the employee if he/she is diagnosed with designated serious illness. The accident option pays a benefit directly to the employee if he/she receives treatment for an accidental injury. The employee pays 100% of the premium for these benefits.
Flexible Spending Plan

Benefits-eligible employees may elect to participate in the Flexible Spending Plan, which allows employees to pay for out of pocket medical and day care expenses on a pre-tax basis.
Short Term Disability

Short-term disability coverage is available to benefits-eligible employees, offering coverage of 60% of the employees salary up to a maximum of $500 per week, effective on the first day of injury or eighth day of illness and extending for up to 26 weeks. The employee will contribute the amount of 100% of the premium. All short-term disability claims are subject to review and approval by the provider.
Long Term Disability

Long-term disability insurance is provided to benefits-eligible employees. This benefit offers coverage of 60% of the employees salary up to a maximum of $5,000 per month if the employee is unable to work due to a disability. Coverage is effective after 26 weeks of missed work. The employer pays 100% of the premium for this benefit. All long-term disability claims are subject to review and approval by the provider.
Paid Holidays
Full-time benefits-eligible employees are eligible for the following paid holidays. New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day
Should a holiday fall on a day that a part-time benefits-eligible employee is regularly scheduled to work, that employee will receive pro-rated holiday pay in accordance with the number of hours he/she is regularly scheduled to work on that particular day. Part-time employees will not be compensated for holidays that fall on a day in which they are not regularly scheduled to work. Any unscheduled absence from a scheduled workday before, on, or after a legal holiday must be verified as a work disabling illness or injury in order to receive holiday pay. Failure to verify illness/injury may cause denial of holiday pay. When holidays fall on a weekend, management will make a determination as to how the holiday will be recognized.
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Earned Time Off

Earned Time Off (ETO) is a combination of vacation time and sick time. Full-time benefitseligible employees will accrue ETO according to the following schedule: Length of Employment 0-1 year 1-2 years 2-5 years 6+ years ETO Accrual per Anniversary Year 10 days 15 days 20 days 25 days
Part-time employees who are regularly scheduled to work 20 or more hours per week will receive a pro-rated amount of ETO based upon the number of hours they are regularly scheduled to work. ETO accrues on a per pay period basis and begins accruing as of the employees date of hire. Generally, ETO may not be taken during the first 3 months of employment; however, under certain circumstances and at managements discretion, new employees may be allowed to take ETO before they have completed 3 months of employment by borrowing against their future ETO accrual. Accrued ETO is to be taken for all scheduled and unscheduled absences, except for those absences covered under the provisions of jury duty, funeral leave, Workers Compensation absence or approved leave of absence. Any unscheduled absence from a scheduled workday before, on, or after a legal holiday must be verified as being a work disabling illness or injury in order to utilize ETO. Failure to verify the illness/injury may cause denial of ETO pay. ETO requests are to be in writing. They will be approved whenever staffing needs allow and may be based on seniority, within reason. All time off requires supervisor and/or department manager approval. At times it may be necessary to limit the number of employees that may be absent at one time or to limit the amount of ETO an employee may take at any one time. Exempt employees may utilize ETO in 4-or 8-hour increments; hourly employees may utilize ETO in a minimum of 1-hour increments. Vacation/ETO accruals will cease during any leave of absence, regardless of whether it is a paid or unpaid leave. Upon termination of employment, employees who give appropriate notice (see Resignation/Termination) and return all Company property will be paid for any accrued but unused ETO. Should an employee have a negative balance in his/her ETO bank, the amount of ETO that was taken but not earned will be deducted from the emplo yees last paycheck. Employees who terminate during their first 3 months of employment are not entitled to receive any ETO pay. Employees may carryover up to 5 days of ETO from one anniversary year to the next.
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Funeral Leave
Full-time employees with 60 days of employment will be given up to 3 days of paid time off to make arrangements for and/or attend the funeral of a child, spouse, parent, grandparent, brother or sister. This leave will not be charged against the employees ETO bank. Verification of the occurrence may be requested. This benefit also extends to part-time benefits-eligible employees, should the need for funeral leave occur on a day they are regularly scheduled to work. In such case, the part-time employee will receive pro-rated funeral leave in accordance with the number of hours he/she is regularly scheduled to work on that particular day. Part-time employees will not be granted funeral leave for days in which they are not regularly scheduled to work.
Jury Duty
Full-time employees with 60 days of employment who are called for jury duty will be paid their regular salary for up to one week, less any government compensation received for serving. This benefit also extends to part-time benefits-eligible employees, should they need to serve on jury duty on a day they are regularly scheduled to work. In such case, the part-time employee will receive pro-rated jury duty pay in accordance with the number of hours he/she is regularly scheduled to work on that particular day. Part-time employees will not be granted jury duty pay for days in which they are not regularly scheduled to work. Jury duty pay is subject to the normal federal, state and other payroll taxes. Employees must immediately notify their supervisor upon receipt of notification for jury duty service so appropriate staffing arrangements can be made. Upon completion of jury duty, employees must provide an earnings statement from the court, along with their regular timesheet for that period.
Employee Assistance Plan

The Employee Assistance Plan (EAP) is made available to employees through Unum Provident and provides confidential access to professional counseling services for help in dealing with personal problems such as alcohol and other substance abuse, marital and family difficulties, financial or legal troubles and emotional distress. The EAP is available to all employees and their immediate family members and can provide problem assessment, short-term counseling and referral to appropriate community and private services. The EAP is strictly confidential and is designed to safeguard the employees privacy. All counselors are guided by a professional code of ethics and no information related to an employees participation in the program is shared with the Company. The EAP can be reached toll-free at 800/854-1446.
401(k)
The 401(k) plan is an employee contribution plan. To be eligible for the plan, an employee must be at least age 18. Eligible employees may enroll in the plan as of the first of the month following date of hire or the first of any month thereafter. Maximum deferral percentages and/or dollar amounts may be limited by IRS regulations. Great-West Retirement Services handles the plan funds.
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Acknowledgement Form A
I understand and acknowledge that this Employee Handbook provides guidelines and information but that this Handbook is not, nor is it intended to constitute, an employment contract of any kind. I understand that my employment and compensation can be terminated at the option of either the Company or me, at any time and for any reason. I understand that this Handbook and the Acknowledgement Form do not vary or modify the at-will employment relationship between the Company and me. I further understand that the employment policies and practices of the Company are subject to modification, revocation, suspension, termination or change by the Company at any time with or without notice. Furthermore, such policies and practices contained in this Handbook do not constitute a contract between the Company and me. I understand that the Company will apply such policies and practices to particular situations as it deems to be in the best interest of the Company. Without limiting the foregoing representations, I certify that I have reviewed, understand and acknowledge the policies of the Company and their applicability to my employment with the Company, including the following: 1. Employment at Will 2. Sexual/Workplace Harassment 3. Confidentiality 4. Computers & Systems (Initial) (Initial) (Initial) (Initial)
This copy of the Acknowledgement Form should remain in the employee handbook.
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Acknowledgement Form B
I understand and acknowledge that this Employee Handbook provides guidelines and information but that this Handbook is not, nor is it intended to constitute, an employment contract of any kind. I understand that my employment and compensation can be terminated at the option of either the Company or me, at any time and for any reason. I understand that this Handbook and the Acknowledgement Form do not vary or modify the at-will employment relationship between the Company and me. I further understand that the employment policies and practices of the Company are subject to modification, revocation, suspension, termination or change by the Company at any time with or without notice. Furthermore, such policies and practices contained in this Handbook do not constitute a contract between the Company and me. I understand that the Company will apply such policies and practices to particular situations as it deems to be in the best interest of the Company. Without limiting the foregoing representations, I certify that I have reviewed, understand and acknowledge the policies of the Company and their applicability to my employment with the Company, including the following: 1. Employment at Will 2. Sexual/Workplace Harassment 3. Confidentiality 4. Computers & Systems (Initial) (Initial) (Initial) (Initial)
Employee Name (please print)
Employee Signature
Date After you have read, initialed and signed this page, please detach this page from the handbook and return it to QTI Human Resources. QTI Human Resources P.O. Box 552 Madison, WI 53701 Phone: 608/258-5525 Fax: 608/259-6304 Email: qtihr@qstaff.com
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Hiring Packet 2013 Complete

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BadgerBOTS Robotics Corporation Employee Handbook

7615 Discovery Drive Middleton, WI 53562 608-831-6479 www.badgerbots.org

Pay and Employment Practices ..................................................................................................... 9

Rules and Regulations ................................................................................................................. 12

Expense Reimbursement ...................................................................................................................... 17

Bulletin Boards ..................................................................................................................................... 18

Company Ethics ........................................................................................................................... 19

Rules of Conduct .......................................................................................................................... 24

Leaves of Absence ........................................................................................................................ 31

Military Leave ....................................................................................................................................... 31

Acknowledgement Form A .......................................................................................................... 37

Acknowledgement Form B .......................................................................................................... 38

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Statement of Policy of Non-Discrimination

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Drug & Alcohol Policy

Personnel Records, Personal Information, Changes

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Pay and Employment Practices

Working Hours and Location

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Rules and Regulations

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Criminal Charges and Convictions

Personal Appearance/Dress Code

Employee Health and Safety Program

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Return to Work Policy

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Respecting Proprietary and Insider Information

2012 QTI Human Resources, Inc.

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

Workplace Violence and Prevention

Computers and Systems

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation

2012 QTI Human Resources, Inc.

2012 QTI Human Resources, Inc.

BadgerBots Robotics Corporation