Employee Handbook

EMPLOYEE HANDBOOK

 

 

 

 

Revised: April 2025

TABLE OF CONTENTS

                                                                                                                                                    Page

 GENERAL INFORMATION

Welcome to the Team .................................................................................................................... 1

At-Will Employment ..................................................................................................................... 2

Equal Employment Opportunity .................................................................................................... 2

Disability Accommodation Statement ........................................................................................... 3

Immigration Law Compliance ....................................................................................................... 3

Social Security Number Privacy Policy ........................................................................................ 3

 

CONDUCT AND WORKPLACE BEHAVIOR

Unlawful Harassment ..................................................................................................................... 4

Unlawful Retaliation ...................................................................................................................... 4

Right to Revise ............................................................................................................................... 5

Confidentiality of Information ....................................................................................................... 5

Personnel Files ............................................................................................................................... 5

Personal Data ................................................................................................................................. 5

Personal Relationships in the Workplace ...................................................................................... 6

Referral Bonus Policy .................................................................................................................... 6

 

COMPANY PROPERTY & PROFESSIONALISM

Company Property ......................................................................................................................... 6

Loss of Personal Property .............................................................................................................. 7

Non-Solicitation and Distribution Policy ...................................................................................... 7

Personal Appearance ..................................................................................................................... 7

Scrub Policy ................................................................................................................................... 8

 

ATTENDANCE AND EMPLOYMENT STATUS

Punctuality and Attendance ........................................................................................................... 9

Separation of Employment ............................................................................................................ 9

 

SAFETY AND SECURITY POLICIES

Drug and Alcohol Use and Testing ................................................................................................ 9

Physical and Mental Examinations .............................................................................................. 10

Workplace Violence and Weapons .............................................................................................. 11

Workplace Searches ..................................................................................................................... 12

Smoking Policy ............................................................................................................................ 12

 

EMPLOYMENT CLASSIFICATION & COMPENSATION

Classification of Workers ............................................................................................................ 12

Hours of Work ............................................................................................................................ 13

Regular Pay Procedures ............................................................................................................... 13

Overtime Pay Procedures ............................................................................................................ 14

Pay Increases ............................................................................................................................... 14

Errors in Pay ................................................................................................................................ 15

Recording Work Hours ................................................................................................................ 15

Meal and Break Periods ............................................................................................................... 16

 

STANDARDS OF CONDUCT

Guidelines for Appropriate Conduct ............................................................................................ 17

Corrective Action ......................................................................................................................... 18

 

WORKPLACE OPERATIONS

General Health and Safety ........................................................................................................... 18

Vehicle Safety .............................................................................................................................. 18

Security Procedures ..................................................................................................................... 18

Computer and Internet Usage ...................................................................................................... 19

Phone and Cellular Device Usage ............................................................................................... 19

E-mail and Voicemail Monitoring ............................................................................................... 19

Recording Devices in the Workplace .......................................................................................... 19

Social Media Policy ..................................................................................................................... 19

 

TIME OFF AND LEAVES

Combined Time Off (CTO) Policy

• Exempt – Providers ................................................................................................................... 20

• Exempt – Non-Providers .......................................................................................................... 21

• Non-Exempt – Hourly Employees ............................................................................................ 21

 

Michigan Only – Paid Medical Leave Act (Act 338 of 2018) ................................................... 22

Vacation / PTO / PMLA .............................................................................................................. 23

Holidays ....................................................................................................................................... 24

Bereavement Leave ...................................................................................................................... 25

Jury Duty ...................................................................................................................................... 25

Witness Duty ................................................................................................................................ 25

Personal Leave ............................................................................................................................. 26

Military Leave .............................................................................................................................. 26

 

Family and Medical Leave of Absence (FMLA)

• Eligibility and Entitlements ....................................................................................................... 27

• Leave Obligations and Certification Requirements .................................................................. 29

• Exemption for Highly Compensated Employees ...................................................................... 33

 

Employee Benefits ...................................................................................................................... 33

Employee Acknowledgement ...................................................................................................... 34

 

 

WELCOME TO THE TEAM!

 

We’re excited to welcome you to our company! You’re now part of a dynamic and purpose-driven organization made up of passionate people across Nuwell Management Network, EPIC Health System, Blue Sky, and Unity—working together as one united team.

We’re thrilled you’ve joined us, and we hope you quickly feel the strong sense of community, collaboration, and pride that define our workplace. Everything we’ve built is the result of shared dedication, continuous learning, and a drive to make a real difference—and we’re just getting started!

At our company, we’re committed to creating an inclusive, energizing environment where everyone is treated with dignity, respect, and fairness. Here, you’ll find opportunities to grow your skills, take on new challenges, and shape your own career path. We believe in recognizing hard work, celebrating wins, and supporting each other along the way.

This Employee Handbook is designed to help you get familiar with how we work and what you can expect as part of the team. It outlines the key policies and practices currently in place and replaces any previously issued handbooks or guidelines. While it’s not a contract, it’s a helpful guide to understanding our values, culture, and workplace expectations. If you ever have questions, your supervisor or manager is always here to help.

Thank you for being a part of our team—we can’t wait to see what we’ll accomplish together!

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

AT-WILL EMPLOYMENT

While we’re thrilled to have you on the team and hope you’ll grow with us for many years to come, it’s important to understand that this Employee Handbook is not a contract and does not guarantee employment for any specific period. Your employment with our company is on an "at-will" basis. This means that either you or our company may end the employment relationship at any time, for any reason, with or without cause or notice.

Only the President of our company has the authority to make any agreements that change the at-will nature of employment. Any such agreement must be clearly outlined in writing, titled “Employment Contract,” and specifically addressed and signed by the President or Vice President.

That said, we truly hope your time with us is filled with opportunities, personal development, and meaningful contributions. We’re invested in your success and are excited to see what you’ll bring to our growing, forward-thinking team!

Equal Employment Opportunity

Our company is proud to be an equal opportunity employer. Employment decisions are made based on merit, and our goal is always to place the most qualified person in each position. We are committed to building a diverse and inclusive workforce where everyone has the opportunity to thrive.

It is our policy to:

Employees or applicants with questions or concerns about discrimination in the workplace are encouraged to bring these concerns to their supervisor or a member of the management team. Concerns can be raised without fear of retaliation, harassment, intimidation, threats, coercion, or discrimination.

Our company is fully committed to supporting equal employment opportunities and expects all team members to participate in creating and sustaining an equitable workplace. If any employee believes they have experienced unlawful discrimination, they are encouraged to submit a written complaint to management, including specific details and any relevant names or witnesses.

If we determine that unlawful discrimination has occurred, we will take prompt and effective action appropriate to the situation. We are equally committed to preventing any future occurrences and will not tolerate retaliation against individuals who file complaints in good faith.

Disability Accommodation Statement

We are committed to ensuring equal opportunity and full inclusion for individuals with disabilities. If you are an applicant or employee who believes that reasonable accommodation is needed to complete the application process or to perform the essential functions of a job, please notify Human Resources in writing as soon as possible.

In accordance with Michigan law, written requests must be submitted within 182 days of becoming aware of the need for accommodation, or as otherwise required by law. All accommodation requests will be handled thoughtfully and in compliance with applicable laws.

Immigration Law Compliance

Our company is committed to employing individuals who are legally authorized to work in the United States and does not unlawfully discriminate based on citizenship or national origin.

As required by the Immigration Reform and Control Act of 1986, every new hire must complete Form I-9 and present documentation verifying their identity and work eligibility. Rehired employees must complete a new I-9 if it has been more than three years since their last one or if the original form is no longer valid or on file.

Employees are responsible for keeping our Human Resources team informed of any changes in immigration status that may impact on employment eligibility. Please allow sufficient time for any necessary filings or renewals.

Questions or concerns related to immigration law compliance can be directed to Human Resources without fear of retaliation.

Social Security Number Privacy Policy

Our company takes the privacy and security of personal information seriously. We are committed to safeguarding the confidentiality of employees' and others’ Social Security numbers in accordance with the Michigan Social Security Number Privacy Act.

Documents containing Social Security numbers must be accessed only by authorized personnel and disposed of properly—typically by shredding. If you are ever uncertain about when or how to handle documents with this information, please consult Human Resources.

Violations of this policy may result in disciplinary action, up to and including termination, and could carry civil or criminal penalties.

Unlawful Harassment

Our company maintains a strict zero-tolerance policy against unlawful harassment. We are committed to providing a workplace that is free of harassment in any form, including sexual harassment and harassment based on race, color, creed, gender, marital status, national origin, religion, age, disability, veteran status, genetic information, or any other protected category.

This policy applies to all individuals working on behalf of our company—employees, supervisors, contractors, vendors, and clients alike.

Unlawful harassment includes, but is not limited to:

All employees are responsible for maintaining a respectful, harassment-free environment. If you believe harassment has occurred, you must report it immediately to your supervisor or a member of management. We take all complaints seriously and will conduct a thorough, confidential investigation.

There will be no retaliation for good-faith reports or participation in investigations. False or malicious allegations may result in disciplinary action.

Unlawful Retaliation

We encourage all employees to speak up about concerns related to discrimination or harassment. Retaliation of any kind against employees who report misconduct or participate in an investigation is strictly prohibited.

If you believe you’ve experienced retaliation, please report it to your supervisor or Human Resources. All reports will be investigated promptly and thoroughly.

Right to Revise

This Employee Handbook reflects the current policies and practices of our company as of the date of publication. It replaces all previously issued handbooks, policies, and inconsistent memos.

We reserve the right, at our sole discretion, to revise, update, or eliminate any policies, procedures, or benefits outlined in this handbook at any time, except for the at-will employment policy.

Confidentiality of Information

We take confidentiality seriously. All employees are expected to safeguard the private and proprietary information of our company, our patients, clients, and partners.

Confidential information must not be shared with anyone outside of the company unless specifically authorized. Internally, such information should only be discussed on a need-to-know basis. This includes, but is not limited to, operational plans, patient data, supplier details, and financial information.

Employees may be required to sign a confidentiality agreement at hire and periodically during their employment.

Violations of this policy may result in disciplinary action and legal consequences.

Personnel Files

Personnel files are the property of our company. Employees who wish to review their own file should contact Human Resources to schedule an appointment.

Personal Data

Keeping your personal information up to date is important so we can reach you when needed and ensure benefits, tax documents, and emergency communications are handled appropriately.

Please notify Human Resources immediately of any of the following changes:

Personal Relationships in the Workplace

While we recognize that friendships and relationships may develop at work, we ask all employees to be mindful of the potential for conflicts of interest or perceptions of favoritism.

Employees are expected to always maintain professionalism. If a personal relationship has the potential to impact on the workplace, our company reserves the right to make staffing adjustments to ensure a fair and respectful environment for everyone.

Referral Bonus Policy

Our company is always looking to expand our team with qualified, reliable, and passionate individuals. One of our most valued sources for new team members is you—our current employees! To show our appreciation, we offer an employee referral bonus for all positions.

If you refer a candidate who is hired and successfully completes six (6) months of active employment, you and the referred employee will each receive $250. An additional $500 each will be awarded after the referred employee completes one (1) year of service.

To submit a referral, please email hr@epicpc.com with the candidate’s name and contact information. Candidates may also apply directly at https://www.epicpc.com/job-opportunities or send their resume to the same email.

Company Property

Company property is provided to support you in performing your role. You will receive appropriate instructions for the proper use and care of these items, and you are responsible for maintaining them accordingly. Company property is for business use only and may not be removed from the premises without prior written approval from management.

All company property must be returned on or before your last working day. This includes but is not limited to communication devices (e.g., walkie-talkies, pagers), keys, uniforms, credit cards, laptops, tools, safety equipment, and work products (in paper or electronic form). Items should be returned in the same condition as issued, accounting for normal wear and tear.

 

Loss of Personal Property

Our company is not responsible for the loss, theft, or damage of personal belongings. Please report any incidents to your supervisor.

Non-Solicitation and Distribution Policy

To maintain a productive and respectful work environment, employees are asked to refrain from:

“Working time” does not include designated meal periods or breaks. Additionally, non-employees are prohibited from soliciting or distributing materials on company premises without authorization.

If you are uncertain whether someone is authorized to be on the premises, please contact your supervisor immediately.

Personal Appearance

As representatives of our company, employees are expected to maintain a professional appearance. This includes appropriate grooming, personal hygiene, and attire suitable for your role.

Medical Office Dress Code
Required:

Optional:

Not Permitted:

Corporate Office Dress Code
Business professional attire is required. Alternatively, employees may follow the medical dress code (with black scrubs).

Casual Friday
Employees with no patient/client contact may wear blue jeans (no rips/holes) and T-shirts without inappropriate graphics. Company T-shirts are encouraged. Hats and casual headwear are not permitted.

Head coverings required for religious reasons are permitted, provided they do not interfere with job duties or safety.

Due to sensitivities among patients and colleagues, the use of perfume, cologne, or scented products is not allowed.

Department-specific guidelines may be issued by your supervisor.

Scrub Policy

New employees must provide their own black scrub pants for the first 90 days. Two company tee-shirts will be issued on your first day. After 90 days, you’ll receive a $40 stipend, paid directly through payroll, to purchase scrub bottoms.

Acceptable Uniform:

Lab Coats: Only licensed providers (MD, DO, NP, PA) may wear lab coats. Lab coats are not issued or permitted for other roles.

Note: If you experience hardship in acquiring black scrubs prior to your start date, please contact your recruiter for support.

Punctuality and Attendance

We rely on our employees to support smooth and efficient operation. Regular, punctual attendance is an essential job requirement. Employees are expected to arrive on time, ready to work, and to remain at work during their entire shift except for approved breaks or when required to leave for company business.

If you are late or absent, notify your supervisor as early as possible. Unreported absences of three (3) consecutive workdays will be considered voluntary job abandonment.

Please provide advance notice for any known or anticipated absences.

Separation of Employment

We request that employees provide at least two (2) weeks' written notice if they choose to resign from our company. This notice helps ensure a smooth transition for your team and the organization.

Drug and Alcohol Use and Testing

Our company is committed to maintaining a safe, healthy, and productive work environment. To support this, we enforce a strict drug-free workplace policy, particularly as it pertains to Schedule I, II, and III controlled substances.

A. Drug and Alcohol Use

Employees are prohibited from using, possessing, distributing, or manufacturing illegal drugs, alcohol, or Schedule I–III controlled substances during working hours (including breaks and on-call periods), on company premises, while conducting company business, or while operating a company vehicle.

Additionally, employees may not:

The use of prescription drugs is permitted only when prescribed to the employee by a licensed medical provider and used according to the prescribed dosage. Employees must notify Human Resources if such use could impact their job performance or safety.

B. Medical Marijuana

While some states permit the use of medical or recreational marijuana, federal law continues to classify marijuana as a Schedule I controlled substance. As such, the use or possession of marijuana at work is strictly prohibited.

Employees who are registered medical marijuana users and request accommodation for a qualifying condition will be engaged in an interactive process to determine whether reasonable accommodation can be provided, without imposing undue hardship on our company.

Being under the influence of marijuana while at work or conducting company business is not permitted.

C. Substance Abuse Testing

We reserve the right to conduct drug or alcohol testing under the following circumstances:

Testing may include urine, breath, or other legally recognized methods. Employees involved in workplace incidents may be subject to testing if impairment is suspected or if drugs/alcohol may have contributed to the event.

Employees who test positive have the right to request a retest within 24 hours at their own expense using a company-approved laboratory.

D. Consequences of Violations

Violations of this policy may result in disciplinary action, up to and including termination. This includes:

Physical and Mental Examinations

To ensure workplace safety and the ability to perform essential job duties, our company reserves the right to request physical or mental health evaluations. These assessments will be conducted only when job-related and consistent with business necessity.

Workplace Violence and Weapons

It is the policy of our company to strictly prohibit any acts or threats of violence by employees or former employees against colleagues, patients, or visitors, whether on company premises or while conducting business on behalf of our company.

Weapons of any kind (including, but not limited to, firearms, knives, or similar items) are strictly prohibited on company property or in company vehicles—regardless of whether the weapon is stored in a personal vehicle.

We are committed to providing a safe and secure work environment. As part of that commitment, our company will:

All employees share responsibility for creating and maintaining a safe workplace. Employees must immediately report any threats received (including those related to restraining orders involving a spouse, partner, or acquaintance) or any behavior that may compromise workplace safety.

Contact your supervisor, a member of management, or office personnel immediately if you observe:

An incident report should be completed for any such occurrences. Do not hesitate to call 911 if a situation appears dangerous or requires emergency intervention.

Our company maintains a zero-tolerance policy for workplace violence. Any employee found in violation of this policy may face disciplinary action up to and including termination. Violators may also be permanently barred from the premises and subject to legal prosecution.

Workplace Searches

To support workplace safety, prevent property loss, and ensure compliance with our policies, our company reserves the right to inspect any personal items brought onto or taken from our premises. This includes, but is not limited to bags, briefcases, purses, lunch containers, clothing, or vehicles.

Additionally, we reserve the right to search company-assigned workspaces (such as desks, lockers, offices) as well as electronic systems (such as email, voicemail, text messages, and Internet activity) at any time, without prior notice. Employees should not expect privacy in these areas or platforms while using company-owned equipment or systems.

Our company may post notices to inform employees and visitors of these policies. Any person who refuses to cooperate with a search will be denied access to company property. Employees who refuse to cooperate or are found in possession of prohibited or illegal materials may be subject to disciplinary action, up to and including termination.

Smoking Policy

To maintain a safe, healthy, and respectful environment, smoking is strictly prohibited in all company offices, buildings, and facilities. This includes the use of tobacco, vaping devices, and electronic cigarettes.

Violations of this policy may result in disciplinary action. Please direct any questions about designated smoking areas (if applicable) to your supervisor.

Classification of Workers

Each role within our company is assigned an employment classification based on job responsibilities, hours, and pay structure. Understanding your classification helps clarify eligibility for benefits and legal protections. This handbook applies to all classifications of employees.

 

 

Employment classifications include:

Any changes to your classification will be communicated in writing.

Hours of Work

Our company may operate up to six (6) days a week, depending on the needs of our clients/patients/customers. Work schedules vary by department and role, and your supervisor will provide you with details regarding your specific schedule.

Schedules are typically posted on Fridays for the following week. However, they are subject to change based on operational needs. We appreciate your flexibility and cooperation.

Requests for specific days off must be submitted in writing at least three (3) weeks prior to the schedule being posted. While we strive to accommodate scheduling requests, approvals are not guaranteed. If you are requesting more than 3 days off at a time, you must submit your request at least months in advance. 

Regular Pay Procedures

Employees are paid on a bi-weekly basis, every other Friday. If a scheduled payday falls on a company-observed holiday, payment will typically be issued on the business day preceding the holiday or weekend.

All legally required deductions (including federal, state, and local taxes), as well as any authorized voluntary deductions (such as health insurance premiums or retirement contributions), will be automatically withheld from each paycheck.

Overtime Pay Procedures

Hourly (non-exempt) employees are compensated for overtime as follows:

All overtime must be approved in advance by a supervisor. Working overtime without prior approval may result in disciplinary action, up to and including termination.

Pay Increases

Our company does not operate on a fixed pay increase cycle. Compensation adjustments may occur under various circumstances, including:

All pay increases require final approval from Human Resources. Employees should first direct any questions or requests regarding compensation to their direct supervisor for initial review.

To be considered for a pay increase, employees must meet the following expectations:

Employees who meet these standards may request a compensation review with their supervisor. All decisions regarding increases are subject to the discretion of management and Human Resources.

Please note: Nothing in this policy creates an employment contract or alters the at-will nature of your employment relationship.

 

Errors in Pay

Our company is committed to ensuring all employees are paid accurately and in compliance with applicable wage and hour laws, including the Fair Labor Standards Act (FLSA).

Employees should review pay stubs and report any errors to their supervisor. Confirmed issues will be corrected on the next payroll.

Hourly Employees (Non-Exempt):
Employees must accurately record all hours worked, including overtime, and properly document any absences, late arrivals, early departures, and applicable breaks. Your supervisor will communicate the appropriate method for time tracking.

Exempt Employees:
Exempt employees receive a salary that compensates for all hours worked and may be subject to deductions only for permissible reasons (e.g., taxes, insurance premiums, voluntary contributions, etc.). Improper deductions should be reported immediately.

Reporting Pay Concerns:
Any concerns regarding pay, timekeeping errors, or unauthorized deductions should be promptly reported to your supervisor or Human Resources. All reports will be investigated, and if necessary, corrective action will be taken. Retaliation against any employee who raises a good-faith concern is strictly prohibited and may result in disciplinary action, up to and including termination.

Recording Work Hours

To ensure proper compensation and legal compliance, all employees are required to accurately record their hours worked using our company’s official timekeeping system.

Timekeeping Rules:

Work Outside of Scheduled Hours:

“Off-the-Clock” Work is Prohibited. All time worked must be recorded and paid. Performing unauthorized work without recording time can result in disciplinary action, up to and including termination. If you are aware of any off-the-clock work occurring, report it to a supervisor or Human Resources immediately.

Meal and Break Periods

Our company is committed to maintaining a work environment that supports both employee productivity and well-being. As such, the following guidelines govern meal and break periods for employees based in Michigan and Illinois.

General Policy (All Locations):

All full-time employees are entitled to one 30-minute unpaid meal break during each scheduled workday. Employees must accurately record the start and end times of their meal periods using the company’s designated timekeeping system.

Meal breaks should be scheduled in a manner that ensures appropriate coverage and minimal disruption to business operations. Supervisors are responsible for coordinating meals and break schedules within their teams.

With prior supervisor approval, employees may work through their meal break. In such cases, the time worked will be counted as compensable time.

Illinois-Specific Requirements:

In accordance with Illinois state law, the following meal break provisions must be followed for employees working in Illinois:

These requirements apply without exception and must be observed by all employees and supervisors working in or managing teams in Illinois.

Our company values a respectable and compliant workplace. Please direct any questions about scheduling, timekeeping, or break entitlements to your supervisor or Human Resources.

GUIDELINES FOR APPROPRIATE CONDUCT

Employees are expected to accept certain responsibilities, adhere to professional standards of conduct, and demonstrate integrity in all interactions. This includes respect for the rights and dignity of others and refraining from conduct that could be detrimental to themselves, their colleagues, or our company.

The reasons for disciplinary action and the level of response will be determined at the sole discretion of our company. While not exhaustive, the following are examples of conduct that may result in disciplinary action, including but not limited to verbal counseling, written warnings, suspension (paid or unpaid), or termination:

1.      Falsifying any employment application, time records, or company documents.

2.      Violating equal employment opportunity, nondiscrimination, or harassment policies.

3.      Engaging in unlawful harassment, retaliation, or intimidation.

4.      Violating attendance or punctuality expectations.

5.      Excessive absenteeism, tardiness, or failure to follow reporting procedures.

6.      Reporting to work under the influence of alcohol or drugs, or engaging in the unauthorized use, possession, or distribution of controlled substances.

7.      Consuming alcohol or using controlled substances while on company premises or conducting company business without authorization.

8.      Engaging in violence, threats, abusive language, or inappropriate behavior.

9.      Theft, dishonesty, or misuse of company or coworker property.

10.  Possession of firearms, explosives, or weapons on company premises or while on company business.

11.  Disregarding safety regulations or failing to report hazardous conditions.

12.  Insubordination or refusal to follow reasonable directives.

13.  Breaching confidentiality agreements or mishandling proprietary information.

14.  Failing to comply with company policies or procedures.

15.  Poor work performance or behavior that disrupts team productivity.

16.  Any conduct that negatively impacts our company or its reputation.

17.  Refusal to cooperate in internal investigations.

18.  Sleeping while on duty.

19.  Off-duty behavior that reflects poorly on our company.

20.  Engaging in conduct deemed detrimental to business interests.

21.  Damaging or misusing company property or resources.

22.  Refusing overtime work or working unauthorized overtime.

23.  Abandoning work duties or taking excessive breaks.

Disciplinary actions may vary depending on the nature and severity of the violation. Nothing in this policy modifies the at-will employment relationship.

Corrective Action

Our company’s approach to corrective action is intended to support accountability and improvement, not punishment. The process may include the following steps, although not all steps are required in every case:

1.      Verbal Warning – Informal discussion and documentation regarding the concern.

2.      Written Warning – Formal written notice of the issue and expected improvements.

3.      Final Warning – Notification that continued issues may lead to termination.

Supervisors and Human Resources will consider relevant facts and circumstances when determining appropriate steps.

General Health and Safety

Safety is a shared responsibility. Employees must:

·         Understand job-specific hazards and safety protocols.

·         Report unsafe conditions immediately.

·         Maintain clean and organized workspaces.

·         Use equipment properly and only if trained and authorized.

·         Wear personal protective equipment (PPE) when required.

In the event of a workplace injury, employees must notify their supervisor immediately and complete an incident report following any necessary medical treatment.

Vehicle Safety

Employees driving on company property must:

·         Wear seat belts at all times.

·         Never operate a vehicle under the influence of drugs or alcohol.

·         Maintain a valid driver’s license and clean driving record.

·         Report any accidents or license suspensions immediately.

Security Procedures

·         Keys, security codes, and access credentials must be protected and reported immediately if lost.

·         Employees must secure the workspace and turn off equipment when leaving.

·         Personal belongings should be stored securely. Our company is not responsible for lost or stolen items.

·         Unusual activity or security concerns should be reported promptly.

Computer and Internet Usage

Company technology and internet access are provided for business use. All use is subject to monitoring and must:

·         Comply with harassment and conduct policies.

·         Avoid accessing or distributing inappropriate or offensive material.

·         Respect licensing agreements and intellectual property laws.

·         Be limited for personal use and never interfere with productivity.

Phone and Cellular Device Usage

·         Personal calls should be limited during work hours.

·         Personal phones must be silent.

·         Using any phone while driving on company business is prohibited unless hands-free.

·         Company-issued phones are for business use; report any damage or loss immediately.

E-mail and Voicemail Monitoring

E-mail and voicemail systems are company property and subject to monitoring.

·         Comply with all conduct, harassment, and privacy policies.

·         Avoid unauthorized access or misuse of communication systems.

Recording Devices in the Workplace

Employees may not record conversations, meetings, or individuals without prior written authorization, except where legally protected (e.g., safety documentation under the National Labor Relations Act).

Social Media Policy

Employees must:

·         Refrain from posting content that reflects negatively on our company.

·         Avoid sharing confidential or proprietary information.

·         Clearly state personal views when referencing employment.

·         Obtain approval before posting on behalf of the company.

Misuse of social media that leads to workplace disruption or policy violations may result in corrective action.

This document outlines general expectations and is not exhaustive. Employees are encouraged to consult management or Human Resources with any questions.

 

Combined Time Off (CTO) Policy

Combined Time Off (Exempt – Providers)

To support work-life balance while maintaining adequate staffing and high-quality patient care, our company has established clear guidelines for Paid Time Off (PTO), also referred to as Combined Time Off (CTO).

Eligibility & Accrual

Request & Approval Process

Scheduling & Coverage

Pre-Leave Requirements

Additional Terms

Questions & Policy Review

This policy is reviewed quarterly and may be updated to reflect operational changes or legal requirements. For questions regarding PTO, contact your supervisor or Human Resources.

Combined Time Off (Exempt – Non-Providers)

Eligibility & Accrual
All exempt (salaried) employees are eligible for CTO, which may be used for any purpose, including vacation, sick, or personal time.

CTO accrual increases with tenure, as follows:

Legacy employees (hired before March 18, 2023) receive their full CTO bank on May 1 each year.

Employees may carry over up to 40 hours of unused CTO each year. CTO is not paid out upon termination.

Usage Guidelines

Unscheduled Absences

Negative CTO balances at separation may result in deductions from the final paycheck as permitted by law.

Combined Time Off (Non-Exempt – Hourly Employees)

Eligibility & Accrual
Non-exempt (hourly) employees accrue CTO weekly, with the annual allocation credited each May 1 (for legacy staff).

Employees may use CTO in advance of accrual up to their annual limit. If an employee leaves before accruing the used time, they will be responsible for repayment, subject to applicable wage laws.

Annual CTO Accrual Rates:

Employees working 20+ hours/week may carry over up to 72 hours; those working less may carry over 5 hours.

Usage Guidelines

Scheduling & Approval

Overtime Notice

Additional Notes

For questions or requests regarding CTO usage or extended leave, please contact your supervisor or Human Resources.

 

MICHIGAN ONLY – THE PAID MEDICAL LEAVE ACT, ACT 338 OF 2018

 

If anything in this section contradicts any other section in this Employee Handbook, or other Company Policies, this section supersedes.

 

Effective Date: February 21, 2025

Applies to: All Employees

 

I.                    The purpose of this policy is to establish guidelines and procedures for the accrual, use, and administration of paid medical leave in accordance with the Paid Medical Leave Act (Act 338 of 2018).  

a.       This policy ensures that employees have access to paid medical leave for:

                                                              i.      personal or family health needs, including medical treatment, illness, or injury,

                                                            ii.      as well as for circumstances related to domestic violence, sexual assault, school-related meetings due to a child’s health or disability, and

                                                          iii.      public health emergencies. 

 

II.                 Epic Health recognizes the importance of providing employees with the ability to take time off when facing health challenges without fear of retaliation or loss of employment. This policy aligns with Michigan state law, which mandates that employers provide earned paid medical leave to eligible employees (MCL 408.962–408.972).

 

III.              This policy applies to all employees of Epic. It covers all full-time and part-time employees.

a.       However, employees classified as independent contractors are not covered under the Act and are therefore not eligible for paid medical leave benefits.

 

IV.              Eligibility and Accrual of Paid Medical Leave

a.       In compliance with the Paid Medical Leave Act, all employees of Epic Health shall accrue paid medical leave at a rate of one (1) hour for every 30 hours worked in total. (“Paid Medical Leave Hours”).

                                                              i.      The Paid Medical Leave Hours include CTO hours as mentioned above, and PTO hours as referenced in ADP.

b.      Employees shall not be entitled to use more than 72 hours of paid earned sick time per year (MCL 408.963).

c.       Earned sick time shall carry over from year to year; however, Epic Health is not required to allow an employee to use more than 72 hours of paid sick time in a single year (MCL 408.963(1)(c)). 

d.      Accrual of paid medical leave begins on the first day of employment or the effective date of this law, whichever is later.

e.       Epic Health requires that employees hired after April 1, 2019, wait up to 90 calendar days before using accrued paid medical leave (MCL 408.963(2)).

                                                              i.      For purposes of calculating accrual, "year" is defined as a regular and consecutive twelve-month period, as determined by Epic Health (MCL 408.963(3)).

f.        Exempt employees are assumed to work 40 hours per week, unless their normal workweek is fewer than 40 hours, in which case paid medical leave shall accrue based on their regular hours worked (MCL 408.963(4)).

 

V.                Permissible Uses of Paid Medical Leave 

a.       Employees may use their earned paid medical leave for personal or family health needs, including for their own mental or physical illness, injury, or health condition, as well as for medical diagnosis, care, treatment, or preventative medical care (MCL 408.964(1)(a)).

b.      Employees may also use paid medical leave to care for a family member with a mental or physical illness, injury, or medical condition, including seeking medical diagnosis, care, treatment, or preventative care for a family member (MCL 408.964(1)(b)).

c.       Employees who are victims of domestic violence or sexual assault may use their accrued paid medical leave for medical or psychological care, counseling, services from a victim services organization, relocation, legal services, or participation in any civil or criminal proceedings related to the incident (MCL 408.964(1)(c)). 

d.      Additionally, employees may use paid medical leave to attend meetings related to a child's school or place of care regarding the child’s health, disability, or issues arising from domestic violence or sexual assault (MCL 408.964(1)(d)).

e.       In cases of public health emergencies, employees may use paid medical leave when a public official orders the closure of their workplace or when an employee must care for a child whose school or place of care has been closed due to a public health emergency (MCL 408.964(1)(e)). 

f.        Employees may also use leave if health authorities determine that the presence of the employee or a family member in the community would jeopardize public health due to exposure to a communicable disease, regardless of whether the employee or family member has contracted the disease (MCL 408.964(1)(e)).

 

VI.              Requesting and Using Paid Medical Leave

a.       Employees must provide at least 7 days' notice for foreseeable leave.

b.      If the need for leave is not foreseeable, employees must notify their supervisor or HR as soon as practicable (MCL 408.964(2)).

c.       Paid medical leave may be taken in increments of as little as one hour, or the smallest increment that the Epic Health’s payroll system recognizes for absences (MCL 408.964(3)).

d.      For absences exceeding three consecutive workdays, within five (5) days Epic Health requires documentation demonstrating that the leave was used for a qualifying purpose.

e.       Acceptable documentation includes a note from a healthcare provider, a police report, a court document, or a signed statement from a victim services organization (MCL 408.964(4)); the information does not need to encompass details of a sexual assault (MCL 408.964(5)).

 

For more information, reach out to HR.

 

VACATION/PTO/PMLA

 

HOLIDAYS

Our company observes the following holidays by closing the facility:

• New Year’s Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

Holiday time off is granted to all eligible employees. Holiday pay will be calculated based on the employee’s straight-time pay rate (as of the date of the holiday) multiplied by the number of hours the employee would otherwise have worked on that day.

To be eligible for holiday pay, employees must work the last scheduled day immediately before and the first scheduled day immediately after the holiday. If an employee uses accrued personal time and calls in sick on either of those days, they will be paid personal time for the absence but will not receive holiday pay.

If a paid holiday falls during an employee’s approved vacation, the employee will receive holiday pay instead of vacation pay for that day.

Employees may be granted time off to observe religious holidays not recognized by our company.

Holiday time or any other hours paid for time not worked will not be considered time worked for calculating overtime.

BEREAVEMENT LEAVE

Paid bereavement leave is available as follows:

Immediate Family: Up to three consecutive days of paid leave for the death of a spouse, domestic partner, child, stepchild, parent, stepparent, in-laws, sibling, stepsibling, or an individual who served in a parental role during the employee's childhood.

Other Family Members: One day of paid leave for the death of a brother-in-law, sister-in-law, aunt, uncle, niece, nephew, grandparent, grandchild, or spouse’s grandparent.

Time off must be taken consecutively and within a reasonable time frame following the death. Leave is based on a 40-hour workweek and prorated for part-time employees. Documentation such as an obituary may be required.

Employees needing additional time off should contact Human Resources to discuss using CTO, medical leave, or an unpaid leave of absence.

JURY DUTY

Employees will be granted unpaid leave for the duration of jury service. Employees must notify their supervisor immediately upon receiving a summons and provide documentation. On days or partial days when not required to serve, employees are expected to report to work.

WITNESS DUTY

Employees who are subpoenaed or requested to testify on behalf of our company will receive paid time off for the duration of their testimony.

Employees appearing in court as witnesses for non-company-related matters will be granted unpaid time off. Paid leave may be used for compensation during such absences.

Employees must notify their supervisor and present the subpoena upon receipt to allow appropriate scheduling adjustments.

PERSONAL LEAVE

Full-time employees with at least one year of service may request an unpaid personal leave of absence for non-medical reasons. Requests must be submitted in writing. Approval is at the sole discretion of our company and may be granted for up to 30 days, with extensions approved only in limited cases.

Employees are responsible for maintaining their insurance coverage during the leave by paying applicable premiums. Working for another employer during a leave is not permitted.

Vacation, sick time, and holiday benefits do not accrue during personal leave but will resume upon return. Employees who fail to return on the scheduled date will be considered to have voluntarily resigned.

 

MILITARY LEAVE

Our company complies with all applicable federal and state laws regarding military service, including the Uniformed Services Employment and Reemployment Rights Act (USERRA).

 

FAMILY AND MEDICAL LEAVE OF ABSENCE

 

Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees with information concerning FMLA entitlements and obligations employees may have during such leaves.

A.        Eligibility

FMLA leave is available to "eligible employees." To be an "eligible employee," an employee must: (1) have been employed by EPIC for at least 12 months (which need not be consecutive); (2) have been employed by EPIC for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of the leave; and (3) be employed at a worksite where 50 or more employees are located within 75 miles of the worksite.

B.        Entitlements

The FMLA provides eligible employees with a right to leave, health insurance benefits and, with some limited exceptions, job restoration. The FMLA also entitles employees to certain written notices concerning their potential eligibility for and designation of FMLA leave.

i.          Basic FMLA Leave Entitlement

The FMLA provides eligible employees for up to 12 weeks of unpaid leave for certain family and medical reasons during a 12-month period. The 12-month period is determined based on a rolling 12-month period measured backward from the date an employee uses his/her FMLA leave. Leave may be taken for anyone or for a combination of the following reasons:

§  To care for the employee’s child after birth, or placement for adoption or foster care.

§  To care for the employee’s spouse, son, daughter or parent (but not in-law) who has a serious health condition.

§  For the employee’s own serious health condition (including any period of incapacity due to pregnancy, prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential functions of the employee’s job; and/or

§  Because of any qualifying exigency arising out of the fact that an employee’s spouse, son, daughter or parent is a covered military member on active duty or has been notified of an impending call or order to active-duty status in the National Guard or Reserves in support of contingency operation.

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

ii.         Additional Military Family Leave Entitlement (Injured Service Member Leave)

In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered service member is entitled to take up 26 weeks of leave during a single 12-month period to care for the service member with a serious injury or illness. Leave to care for a service member shall only be available during a single 12-month period and, when combined with other FMLA-qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured service member.

A "covered service member" means a member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. A member of the Armed Forces would have a serious injury or illness if he/she has incurred an injury or illness in the line of duty while on active duty in the Armed Forces provided that the injury or illness may render the service member medically unfit to perform duties of the member’s office, grade, rank or rating.

iii.        Intermittent Leave and Reduced Leave Schedules

FMLA leave will usually be taken for a period of consecutive days, weeks or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employee or covered family member or the serious injury or illness of a covered service member.

iv.        No Work While on Leave

Working another job while on FMLA leave or any other authorized leave of absence is grounds for immediate termination, to the extent permitted by law.

v.         Protection of Group Health Insurance Benefits

During FMLA leave, eligible employees are entitled to receive group health plan coverage on the same terms and conditions as if they had continued to work.

vi.        Restoration of Employment and Benefits

At the end of FMLA leave, subject to some exceptions including situations where job restoration of "key employees" will cause EPIC substantial and grievous economic injury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. EPIC will notify employees if they qualify as "key employees," in the loss of any employment benefit that accrued prior to the start of an eligible employee’s FMLA leave.

vii.       Notice of Eligibility for, and Designation of, FMLA Leave

Employees requesting FMLA leave are entitled to receive written notice from EPIC telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave, employees are entitled to receive written notice of: 1) their rights and responsibilities in connection with such leave; 2) EPIC’s designation of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee’s leave entitlement.

EPIC may retroactively designate leave as FMLA leave with appropriate written notice to employees provided EPIC’s failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee.

 

C.        Employee FMLA Leave Obligations

i.          Provide Notice of the Need for Leave

Employees who take FMLA leave must timely notify EPIC of their need for FMLA leave. The following describes the content and timing of such employee notices.

a.         Content of Employee Notice

To trigger FMLA leave protections, employees must inform Human Resources of the need for FMLA-qualifying leave and the anticipated timing and duration of the leave, if known. Employees may do this by either requesting FMLA leave specifically or explaining the reasons for leave so as to allow EPIC to determine that the leave is FMLA-qualifying.

Calling in "sick," without providing the reasons for the needed leave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to EPIC’s questions to determine if absences are potentially FMLA-qualifying.

If employees fail to explain the reasons for FMLA leave, the leave may be denied. When employees seek leave due to FMLA-qualifying reasons for which EPIC has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.

b.         Timing of Employee Notice

Employees must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide EPIC notice of the need for leave as soon as prac­ticable under the facts and circumstances of the case. Employees who fail to give 30 days’ notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.

ii.         Cooperate in the Scheduling of Planned Medical Treatment (Including Accepting Transfers to Alternative Positions) and Intermittent Leave or Reduced Leave Schedules

When planning medical treatment, an employee must consult with EPIC and make a reasonable effort to schedule treatment so as not to unduly disrupt EPIC’s operations, subject to the approval of the employee’s health care provider. An employee must consult with EPIC prior to the scheduling of treatment to work out a treatment schedule that best suits the needs of both EPIC and the employee, subject to the approval of the employee’s health care provider. If an employee providing notice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglects to fulfill this obligation, EPIC may require the employee to attempt to make such arrangements, subject to the approval of the employee’s health care provider.

When an employee takes intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employee or a family member, including during a period of recovery from a serious health condition or to care for a covered service member, EPIC may temporarily transfer the employee, during the period that the intermittent or reduced leave schedule is required, to an alterna­tive position with equivalent pay and benefits for which the employee is qualified and which better accommodates recurring periods of leave.

When an employee seeks intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, the employee must advise EPIC of the reason why such leave is medically necessary. In such instances, EPIC and employees shall attempt to work out a leave schedule that meets the employee’s needs without unduly disrupting EPIC’s operations, subject to the approval of the employee’s health care provider.

iii.        Submit Medical Certifications Supporting Need for FMLA Leave (Unrelated to Requests for Military Family Leave)

Depending on the nature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there generally are three types of FMLA medical certifications: an initial certification, a recertification and a return to work/fitness for duty certification.

It is the employee’s responsibility to provide EPIC with timely, complete and sufficient medical certifications. Whenever EPIC requests employees to provide FMLA medical certifications, employees must provide the requested certifications within 15 calendar days after EPIC’s request, unless it is not practicable to do so despite an employee’s diligent, good faith efforts. EPIC should inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven calendar days to cure deficiencies. EPIC will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications.

With the employee’s permission, EPIC (through individuals other than an employee’s direct supervisor) may contact the employee’s health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide EPIC with authorization allowing it to clarify or authenticate certifications with health care providers, EPIC may deny FMLA leave.

Whenever EPIC deems it appropriate to do so, it may waive its right to receive timely, complete and/or sufficient FMLA medical certifications.

a.         Initial Medical Certifications

Employees requesting leave because of their own, or a covered relation’s, serious health condition, or to care for a covered service member, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days’ notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year.

If EPIC has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at EPIC’s expense. If the opinions of the initial and second health care providers differ, EPIC may, at its expense, require employees to obtain a third, final and binding certification from a health care provider designated or approved jointly by EPIC and the employee.

b.         Medical Recertifications

Depending on the circumstances and duration of FMLA leave, EPIC may require employees to provide recertification of medical conditions giving rise to the need for leave. EPIC will notify employees if recertification is required.

c.         Return to Work/Fitness for Duty Medical Certifications

Employees returning to work from FMLA leaves that were taken because of their own serious health conditions which rendered them unable to perform their jobs, must provide EPIC with medical certification confirming they are able to return to work and that they are able to perform the essential functions of their position, with or without reasonable accommodation. EPIC may delay and/or deny job restoration until employees provide return to work/fitness for duty certifications.

iv.        Submit Certifications Supporting Need for Military Family Leave

Upon request, the first time employees seek leave due to qualifying exigencies arising out of the active duty or call to active duty status of a covered military member, EPIC may require employees to provide: 1) a copy of the covered military member’s active duty orders or other documentation issued by the military indicating the covered military member is on active duty or call to active duty status and the dates of the covered military member’s active duty service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new active-duty orders or other documentation issued by the military for leaves arising out of qualifying exigencies arising out of a different active duty or call to active-duty status of the same or a different covered military member.

When leave is taken to care of a covered service member with a serious injury or illness, EPIC may require employees to obtain certifications completed by an authorized health care provider of the covered service member. In addition, and in accordance with the FMLA regulations, EPIC may request that the certification submitted by employees set forth additional information provided by the employee and/or the covered service member confirming entitlement to such leave.

v.         Substitute Paid Leave for Unpaid FMLA Leave

Employees are required to use accrued, unused paid vacation time or personal leave time during any FMLA leave.  Personal leave and paid vacation time shall run concurrently with FMLA time.  The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leave and the paid time will run concurrently with an employee’s FMLA entitlement.  Leaves of absence taken in connection with a disability leave plan or workers’ compensation injury/ illness shall run concurrently with any FMLA leave entitlement. EPIC will require employees to use accrued PTO or vacation time to supplement any paid disability benefits. 

 

vi.        Pay Employee’s Share of Health Insurance Premiums

During FMLA leave, employees are entitled to continue group health plan coverage under the same conditions as if they had continued to work. Unless EPIC notifies employees of other arrangements, whenever employees are receiving pay from EPIC during FMLA leave, EPIC will deduct the employee portion of the group health plan premium from the employee’s paycheck in the same manner as if the employee was actively working.

If FMLA leave is unpaid, employees must pay their portion of the group health premium through a method determined by EPIC upon leave.

EPIC’s obligation to maintain health care coverage ceases if an employee’s premium payment is over 30 days late. If an employee’s payment is more than 15 days late, EPIC will send a letter notifying the employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because of a serious health condition or other circumstances beyond their control), they will be required to reimburse EPIC for the cost of the premiums EPIC paid for maintaining coverage during their unpaid FMLA leave.

D.        Exemption for Highly Compensated Employees

EPIC may choose not to return highly compensated employees (highest paid 10% of em­ployees at a worksite or within 75 miles of that worksite) to their former or equivalent positions following a leave if restoration of employment will cause substantial economic injury to EPIC. (This fact-specific determination will be made by EPIC on a case-by-case basis.) EPIC will notify you if you qualify as a "highly compensated" employee, if EPIC intends to deny reinstatement, and of your rights in such instances.

 

 

 

EMPLOYEE BENEFITS

Our company offers a comprehensive benefits program to support employees and their families, including:

• Dental Coverage
• Group Health Insurance
• Life Insurance
• Pension Plan
• Short-term Disability Insurance
• Workers’ Compensation Insurance

Summary Plan Description booklets and full plan documentation are available through Human Resources. These documents govern the specifics of each plan. This handbook provides an overview and does not modify or replace the terms of those master plan documents.

Our company reserves the right to revise, modify, or eliminate any benefits at its discretion, with advance notice to affected employees whenever possible.

For questions or more detailed information about benefit eligibility and enrollment, please contact Human Resource.

 

EMPLOYEE ACKNOWLEDGEMENT

I acknowledge that I have received and reviewed the Employee Handbook (hereinafter referred to as the "Handbook"). I understand that this Handbook contains important information regarding the policies, procedures, and expectations of our company.

I have been advised to read the Handbook thoroughly and have been given the opportunity to seek clarification on any policies or provisions that I do not understand. I agree to comply with the guidelines, rules, and standards outlined in the Handbook, as well as any future updates or revisions that may be implemented.

I understand that our company may revise, modify, or discontinue policies, procedures, or benefits described in this Handbook at any time, with or without prior notice, to meet evolving business needs. I also understand that any delay or failure by our company to enforce any provision of this Handbook shall not be construed as a waiver of its right to do so in the future.

The Employee Handbook serves as a general overview of company policies and does not constitute a contract of employment or create any contractual obligations. I acknowledge that my employment is at-will, meaning that either I or the company may terminate the employment relationship at any time, with or without cause or prior notice.

I further understand that only the President of the company has the authority to enter into any employment agreement that differs from the at-will employment relationship described above, and that any such agreement must be in writing and signed to be legally enforceable. Oral assurances or modifications by other members of management are not valid.

I understand that if I have questions about any aspect of the Employee Handbook, I am encouraged to consult my supervisor or Human Resources.

EMPLOYEE NAME (Printed): ___________________________________________
EMPLOYEE SIGNATURE: _____________________________________________
DATE: _____________________________________________________________