Paper Cavalier LLC

Employee Handbook

General Policies and Procedures

Employment Status
We hire full or part time employees and on a regular or temporary basis. Full
time employees work 37.5 working hours per week and part times work less.

Hours of Operation
The warehouse is located at 252 Java Street, Suite 120, Brooklyn, NY 11222. It
is open Mondays through Saturdays between 9:00AM and 5:30PM EST.
### Breaks and Lunches
Full time employees get a one hour lunch break. 6 hour work days receive a 30
minute lunch break. Shorter days get a 15 minute break.
You may take your lunch break no earlier than 2 hours after the start of your
day and no later than 3 hours before its end.

Time Clock
Wages are calculated using an online punch-clock. All hourly employees must
punch in at the start of their shift and punch-out at the end of their shift.
Employees are not allowed to clock each other in or out. If an employee fails to
punch in or out for their shift or is experiencing technical difficulties with the
online time clock they must notify a manager as soon as possible. The manager
will need to manually adjust the employee’s time clock. Repeated time clock
issues will lead to disciplinary action up to and including termination.

Payday
All hourly employees are paid weekly on a Friday. Salary employees are paid on
the 15th and last day of every month worked. If a company holiday falls on a
payday, pay will be issued the previous workday. Payroll is calculated based on
the hours recorded on the Employee’s time clock.

Deductions
The Company is required to withhold federal and state income taxes and Social
Security taxes from each staff member’s wages or salary. A Wage and Tax
Statement (W2 Form) for the preceding calendar year is issued each year during

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the month of January. If a staff member’s employment with the firm terminates
prior to January, his or her W2 Form will be mailed to the most recent address
on record at the Company.

Tardy Policy
It is expected that all employees will clock in at the start of their scheduled shift
and out at the end of their scheduled shift.
In case of illness or other problems that delay an employee from coming to work,
the Employee must contact their direct supervisor as soon as possible, but no
later than 30 minutes prior to the start of the Employee’s shift.
Repeated instances of late clock-ins and/or early clock-outs will lead to disci-
plinary action up to and including termination.

Overtime
Approval for any overtime is required from the general office manager. Overtime
is compensated at the rate of time and one-half for work in excess of 37.5 hours
in a payroll week. Current payroll weeks are Sunday - Saturday. The standard 7
day workweek is 37.5 hours, beginning on Sunday and ending on Saturday.

Unscheduled Absences
Absences that are unscheduled (not requested and approved in advance) should
be avoided. The Company expects that employees will have no more than seven
unscheduled absences in a 12-month period. This applies to unscheduled vacation
and personal days.
If an employee has excessive unplanned absences, reduced scheduled hours may
be imposed. Excessive absences, a pattern of absences immediately prior to
or following non-working days, any unexcused absence, or other circumstances
indicative of abuse, will be subject to disciplinary action up to and including
termination.

Inclement Weather
In cases of inclement weather, normally the office will remain open unless the
Mayor declares a State of Emergency and prohibits travel. As always, please
make your best effort to come to work on time.
If a decision is made to close the office early during a normal business day because
of inclement weather, an email or text will be sent to all personnel scheduled
to work that day. Payment to employees for missed work hours due to office
closure is at owner’s discretion.

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If you are unable to arrive at work because of inclement weather, notify your
supervisor as soon as possible. Absences from work on account of inclement
weather may be taken as personal or vacation days with pay or excused absences
without pay if the offices are in fact open for business.
If the office is closed due to a non-paid holiday such as inclement weather,
building inspection, etc. we expect those who can work remotely to do so.

Security
Any personal property that staff members do not want to risk losing should not
be left unattended. If anything is ever missing from your personal effects report
the incident immediately to the manager on duty. It is Paper Cavalier LLC’s
policy not to reimburse personnel for such losses.
Anyone working after hours should report any security problems to the owner or
the building Superintendent. In a serious situation, do not hesitate to call 911.

Personnel Information
Any changes in a staff member’s marital status, address, number of dependents,
home telephone number, legal name, benefit plan beneficiaries, or other pertinent
data should be reported immediately to the HR Manager. Last check, COBRA,
W4 forms etc will be sent to last address on file for former or absent employees.

Personal Mail, Telephone Calls, Cell Phones and Internet Chatting

Company letterhead stationery may not be used for personal letters. Postage
must be affixed to personal letters before they are placed in the outgoing mail.
Staff members may make and receive personal telephone calls in the office and
on office lines, but the calls should be limited to matters that cannot be handled
outside the office and should be kept to a minimum in number and duration.
Toll calls are personal expenses that must be paid by the staff member. Cell
phones are to be turned off while staff members are at their workstations.
Employees may not internet chat with non-work related persons while on the
clock. Internet chatting is limited to Paper Cavalier LLC and support service
staff.
Staff members who violate these rules are subject to disciplinary action. Repeated
violations may result in termination.

Personal Attire
Employees must wear closed toe shoes. Clothing should not interfere with work.

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Use of Small Appliances
The use of small appliances such as fans, space heaters and humidifiers is not
permitted unless permission is given from a supervisor.

Termination and Resignation

It is understood that the employment relationship is at will and may be termi-
nated at any time by either the staff member or the Company.
In the event of resignation, the Company requests as much notice as possible.
We ask that employees in managerial, supervisory, or technical roles provide
at least four (4) weeks written notice of their planned resignation. All other
personnel are asked to give at least two (2) weeks written notice of their intent
to resign to their supervisor and/or human resources manager.
Any employee who has submitted their resignation will be expected to continue
to meet their assigned work schedule and perform all assigned duties during their
period of notice. However, this requirement may be waived by the Employee’s
supervisor or human resources manager if it is in the best interests of all involved
parties. Departing employees are not eligible for any paid Vacation or Personal
days off during the last two weeks of employment.
On the last day of employment all employees, whether they are involuntarily
terminated or resigning, will be required to return to the Company all Com-
pany property in their possession, custody, or power, including keys, computer
equipment, mobile devices, training materials, and books.
Those eligible employees whom adhere to the above terms of the Company’s
resignation policy will be paid up to 20 days (150 hours) of their accrued, but
unused vacation time. Employees who are terminated for cause do not qualify
for a pay-out of accrued, but unused vacation time.
All final pay will be made via the Company’s bi-weekly payroll system using the
account details last provided by the Employee through the Company’s payroll
system.
A staff member may be eligible to elect continued medical reimbursement account
coverage under COBRA for a specific period of time following termination of
employment. As previously stated, any paperwork or forms (including COBRA
and W4 forms) will be sent to the last address on file for former or absent
employees.

Benefits

Vacation Time
Vacation time is for planned time off, for rest, relaxation, travel etc.

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Eligible full-time and part-time Regular Employees begin to accrue vacation
time from date of hire. Employees are eligible to use vacation time after 180 days
of full-time employment. Temporary Employees do not accrue vacation time.
However if a Temporary Employee transitions to full-time Regular Employee
status the employee will begin to accrue vacation time from the date of hire.
A full-time Regular Employee working 37.5 hours a week on average receives
approximately 10 days of vacation per year. After 3 years of continuous regular
full-time employment the accrual rate changes and you will receive approximately
15 days of vacation per year. A part-time employee working 24 hours a week on
average receives approximately 5 days of vacation per year.
An employee may not carry over more than 37.5 hours of accrued, unused
vacation per calendar year.
You may use vacation time in 7.5 hour blocks for planned time off, unless a
manager approves otherwise.
Upon discharge eligible employees who provide 2 weeks notice will be paid for
their remaining accrued vacation time.

Sick Time
Employees are eligible, after 120 days of employment, for paid sick time (up to
37.5 hours each year). Full-time Regular Employees receive 37.5 sick hours per
year (based on your anniversary date). Sick time is intended to be used in 4 or
8 hour blocks.
Employees may carry over up to 37.5 hours of unused sick time to the following
year. However, no more than 37.5 hours of sick time may be used in a calendar
year.
If the need is foreseeable, seven days advanced notice is requested. If the need is
unforeseeable, reasonable notice is needed.
If more than three consecutive days of sick leave are taken, employee is required
to provide documentation from a licensed health care provider within 7 days of
returning to work.
Exempt employees will receive sick pay in compliance with state and federal
wage and hour laws.
At the end of employment, employees are not paid for earned but unused sick
days.

Personal Time
Personal days are for unplanned time off. Full-time Regular Employees receive 8
Personal Hours per year. Part-time Regular Employees are not eligible to receive
personal days. Full-time Regular Employees are eligible to take personal time

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after 120 days of employment. Unused personal days cannot be carried over
from year to year. Personal days are intended to be used in 4 or 8 hour blocks.
The Company reserves the right to apply unused vacation, sick or personal hours
to unscheduled absences.

Holidays
As a shipping and receiving operation, we generally align our holiday schedule
with our primary shipping service’s pick-up schedules. Full-time and part-time
Regular Employees are eligible for the following paid holidays if you are regularly
scheduled to work that day.
New Years Day
Memorial Day
Independence Day
Labor Day
Thanksgiving
Day after Thanksgiving
Christmas Day
Day after Thanksgiving (Black Friday) is a voluntary day off. As it falls in
the peak of our Christmas selling season, volunteers willing to work will receive
holiday pay (if eligible) for the day and time and a half for hours worked.

Health Benefits
Full-time Regular Employees are eligible for group health benefits on the first
day of the month following 60 days of employment. Employees have 30 days
from their eligibility date to decide whether or not they want to enroll in the
Company’s plan. If the employee fails to meet this deadline they will not be
eligible again until the next open enrollment date.
The Company reserves the right to change the group health benefits plan without
notice.
Health benefits terminate at the end of the same month employment with the
Company terminates

Policy on Confidentiality

It is Paper Cavalier LLC’s policy to treat as confidential and not to be disclosed

outside of the Company: (i) information concerning the Company’s internal
affairs, for example, finances, business models, technical data, trade-secrets,

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software applications, strategic plans, budgets, marketing plans; (ii) information
received from a third-party pursuant to a non-disclosure agreement; (ii) any
information concerning our personnel, for example, compensation, performance
evaluations, medical issues.
Failure to observe this policy could lead to significant legal problems, as well as
other serious consequences, including termination of an individual’s relationship
with the firm.
For further information about this policy, please contact your supervisor.

Policy on Use of Computers and Email

Introduction
The Company’s computer systems, which encompass not only desktop work-
stations and laptops but internal networks, centralized computers, and access
to outside networks including the Internet, are essential to the success of the
Company and may not be compromised in any way. The occasional use of the
Company’s systems for personal work must be done in strict compliance with
this policy.

Appropriate Use of the Internet

When using the Internet from the Company’s facilities or from Company-provided
equipment whether at home or in the office, you are identified as an employee of
Paper Cavalier LLC. Access to the Internet using Company facilities or using
Company identification (e.g., using a Company email address) for potentially
offensive materials (including sexually or racially offensive or sexually explicit
materials) is strictly prohibited. This policy is designed to primarily to assure
that the Company is represented in an appropriate manner and to avoid sexual
or other forms of harassment.

Downloading
The Company prohibits users from downloading any programs or executable
files from the Internet. While this policy does not completely preclude the
downloading of information or data files, it does require that any such files must
be business related and not violate any copyright laws. For questions regarding
copyright issues or assistance downloading business related files, please contact
your supervisor. The reasons for this policy are several. It limits the Company’s
exposure to claims of copyright infringement that could arise if software programs
were downloaded. Finally, it minimizes, although it does not eliminate, the
possibility of the Company’s systems becoming infected by a virus attached to
files on the Internet.

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Use of Email
It is important to remember that any messages sent outside the Company may
be regarded as an expression of the Company. Care should be taken to ensure
that inappropriate, offensive or discriminatory messages are not sent through the
Company’s systems. Nothing should be sent which, if communicated publicly,
could possibly violate this standard.
The e-mail system has been provided for use in connection with the conduct of
the Company’s business, and only incidentally for personal purposes. Common
sense should be used in judging whether the use of e-mail is appropriate, bearing
in mind the time wasted by people reading and responding to messages in which
they have little interest.
The Company reserves the right to inspect and disclose the contents of any
individual’s e-mail, but will do so only when it has a business need as determined
by the firm in its sole judgment. For example, the contents of e-mail may be
inspected in the course of an investigation triggered by indications of impropriety,
including, but not limited to, possible violation of any of the Company’s policies.
The Company also reserves the right to disclose the content of any e-mail
to law enforcement officials, without notice. Unauthorized inspection and/or
disclosure of any individual’s e-mail by any person is prohibited, and may result
in termination of employment.

Expectation of Privacy
Employees do not and should not have an expectation of privacy with respect
to information stored on the Company’s computer systems. This includes
information and files stored on the network and on individual hard drives and
encompasses all applications and programs including, but not limited to, word
processing and electronic
The Company prohibits the unauthorized inspection and/or disclosure of any
individual’s e-mail or personal files by any person, and such activities may result
in termination of employment. However, the Company does reserve the right to
inspect and disclose the contents of any information including e-mail when it
has a business need as determined by the Company in its sole judgment.

Use of Non-Business Related Programs

The Company’s systems are designed and configured according to the specifi-
cations of the applications and programs in use at the Company. Since games,
screen-savers and other nonstandard software interfere with the functioning and
efficiency of the Company’s systems, their use and installation are prohibited.
Applications that are used for legitimate business purposes but are not standard
Company software would be installed only with the prior knowledge and approval
of the general manager.

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Conclusion
If you are doing something on the Company computers, either during work hours
or a break time and you feel it may not be appropriate, you are probably right.

Equal Employment Opportunity Policy

Paper Cavalier LLC is committed to a policy of equal employment opportunity

in all its employment practices and thus reaffirms that there shall be no unlawful
discrimination against any employee or applicant for employment on grounds
of race, color, religion, sex, sexual orientation, gender identity, national origin,
age, handicapped or disabled status, or veteran status. This policy extends to
recruiting, hiring, training, compensation, benefits, overtime, job classification,
assignment, working conditions, promotions, transfers, termination, reemploy-
ment, Company-sponsored education, social and recreation programs, employee
treatment, and all other terms, conditions and privileges of employment. All
employment decisions are to be made on a nondiscriminatory basis so as to
further the principle of equal employment opportunity.
All Company personnel are expected to comply with the letter and spirit of this
policy.
Any employee of the Company who has a grievance, complaint or concern with
respect to the application of the Company’s equal employment opportunity
policy is urged to take the matter up promptly with the office manager, or the
owner.

Policy Against Violence in the Workplace

Paper Cavalier LLC places a high value on maintaining a professional and collegial
working environment. Maintaining this environment requires that violence or
the threat of violence, in any form, has no place at Paper Cavalier LLC and will
not be tolerated.
All Company personnel are expected to conduct themselves in a professional
manner at all times. This means, among other things, that all personnel are to
treat colleagues and others with courtesy and respect. Cooperation and tolerance
are also expected. All Company employees are obligated to comply with both
the letter and the spirit of this policy.
All Company personnel are prohibited from engaging in any form of violence or
threat of violence while on Paper Cavalier LLC property or while engaged in
Paper Cavalier LLC business, whether on or at Paper Cavalier LLC’s property.
Violence and threats of violence are prohibited when directed at any Company
personnel, clients, vendors, visitors, or anyone else with whom the individual has
come in contact through Paper Cavalier LLC whether the prohibited conduct
occurs during working time or at any other time. The Company’s prohibition

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against threats and acts of violence applies not only to employees but to any
person who may present a threat to workplace safety and security, including
contract and temporary workers, employees of outsourced services, clients and
customers, and family members/domestic partners.
The Company will take immediate and appropriate action to protect Paper
Cavalier LLC employees and workplace security. Any employee who violates this
policy will be subject to disciplinary action up to and including termination of his
or her employment at the Company. When Paper Cavalier LLC determines it to
be appropriate, law enforcement personnel may be notified. Conduct prohibited
by this policy includes not only physical assault, but also threats, verbal abuse,
harassment, and intimidation. The following are examples of types of conduct
that would violate the policy.
• Causing physical injury to another person.
• Using behavior that is reasonably perceived as intimidating or threatening
to another person whether in person or by telephone, e-mail or any other
means.
• Use or possession of a weapon of any kind on Paper Cavalier LLC property
or while on Paper Cavalier LLC business, whether on or off its property.
• Making any statement that connotes violence, contains a general threat of
violence or contains a threat directed against one or more individuals.
• Using aggressive or hostile language or conduct that is unreasonably offen-
sive or intimidating to another person.
• Causing damage to property.
The foregoing is not an exhaustive list. The Company will make the final
determination as to what other conduct violates this policy.
Anyone who experiences, observes or otherwise becomes aware of language or
conduct that may violate this policy is urged to report the matter promptly to
a manager. Those holding supervisory or managerial positions are required to
report promptly any known or suspected violation of this policy to the owner.
All reports will be investigated promptly and thoroughly and, where appropriate,
steps will be taken to remedy the situation. Although complete confidentiality
cannot be assured, since the sharing of information is usually necessary to an
effective
investigation, Paper Cavalier LLC will strive to handle each report with discretion,
in light of the nature and circumstances of the matter. Any retaliatory action,
including intimidation, threats or coercion, taken against an individual because
he or she makes or files in good faith a report in accordance with this policy or
cooperates in an investigation of a report, is also a violation of this policy and
will result in disciplinary action up to and including termination.

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Company personnel should not only report all concerns and problems, but also
should exercise caution and good judgment to protect themselves from risk.
Paper Cavalier LLC takes prudent, reasonable measures to reduce the threat of
violence in the workplace, but we cannot absolutely guarantee that such incidents
will not occur. Also Paper Cavalier LLC cannot control the behavior of persons
who are determined to do harm. It is vital or all Company personnel to do their
part in dealing with such a threat.
Any person covered by this policy who has been threatened with or has expe-
rienced domestic violence or other such conduct away from the Company by
someone not associated with the Company, is also urged to report the matter
since such conduct can extend to the workplace.

Policy Against Harassment

Paper Cavalier LLC strives to have a work environment in which all individuals
are treated with respect and dignity. This requires that we all exhibit, in our
conduct and communications, sound judgment and respect for the feelings and
sensibilities of every other person in the Company.
Paper Cavalier LLC is committed to providing a work environment that is free
from sexual harassment. Sexual harassment is unlawful and will not be tolerated
by the Company. This policy covers all employees.
Sexual harassment includes all sexual advances, requests for sexual favors and
other verbal (oral or written) or physical conduct of a sexual nature, when such
conduct has the purpose or effect of unreasonably interfering with an individual’s
work performance or creating an intimidating, hostile, humiliating or offensive
working environment. In addition, no one in a supervisory or managerial position
may sexually harass any employee by making submission to or rejection of sexual
advances, requests for sexual favors or other verbal or physical conduct of a
sexual nature, either explicitly or implicitly, a term or condition of employment
or a basis for employment decisions.
Examples of sexual harassment include:
engaging in unwelcome sexual conduct toward an individual, including offensive
comments, touching or sexual propositions that interferes with that individual’s
work
performance;
conditioning a performance evaluation, promotion, salary increase, vacation or
other
job benefit on an individual’s submission to sexual demands; or
taking or failing to take personnel action as a reprisal against any individual for

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rejecting sexual advances.
Harassment on the basis of race, color, religion, sex, sexual orientation, gender
identity, national origin, age, handicapped status or veteran status is a form of
unlawful
discrimination and will not be tolerated by the Company. Examples of other
forms of
harassment include: racial, religious, ethnic or other slurs or epithets on any of
the basis set forth above; or action taken against an individual based on the
person’s race, color, religion, sex, sexual orientation, gender identity, national
origin, age, handicapped status or veteran status.
Sexual harassment and other forms of harassment are unacceptable not only in
our offices but also in other work-related settings such as business-related social
events. Such behavior is unacceptable whether engaged in by Company personnel
or by others who conduct business with the Company. The Company encourages
reporting of all incidents of sexual harassment and other forms of harassment,
regardless of who the offender may be or where the incident occurred.
It is also a violation of Company policy and it is unlawful to retaliate against an
individual for making or filing a complaint of sexual harassment or other form
of harassment or for cooperating in. an investigation of a harassment complaint.
Anyone who believes that he or she has been subjected to sexual harassment or
other form of harassment is urged to take the matter up promptly with your
manager.
Anyone who knows or has reason to believe that another person is or has been
subjected to sexual harassment or other form of harassment should report the
matter promptly to the manager.
All reported matters will be investigated, and where appropriate, steps will
be taken to remedy the situation. Each reported matter will be handled with
due consideration for the nature of the matter and the situation of the person
reporting the matter.
Anyone who sexually harasses another person or engages in one of the other
forms of harassment will be subject to disciplinary action up to and including
termination of his or her relationship with the Company. Any unlawful retaliatory
action, including intimidation, threats or coercion, taken against a person because
the person complains of sexual harassment or other form of harassment or assists
in an investigation of sexual harassment or other form of harassment will also
result in disciplinary action up to and including termination.
The Company will endeavor to insure that all Company personnel are familiar
with this policy and know that any complaint received will be thoroughly
investigated and appropriately resolved.

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Any New York employee who believes that he or she has been subject to sexual
harassment should contact the United States Equal Employment Opportunity
Commission, New York District Office, Broad Financial Center, 33 Whitehall St
#1702, New York, NY 10004 or the New York State Division of Human Rights,
Office of Sexual Harassment, 55 Hanson Place, Suite 900, Brooklyn, NY 11217.

Smoke Free Environment Policy

Paper Cavalier LLC is a smoke-free workplace. It is the Company’s policy that

employees may not smoke anywhere on the Company’s premises. Breaks to go
off premises must be approved by your supervisor or taken during lunch.
===============================================================
By providing a signature and date below I am confirming that I have read and
understood all policies addressed in the Paper Cavalier LLC Employee Handbook.

Name (Printed)

Name (Signature)

Date

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