61st Street Service Corporation (The Service Corporation) Employee Handbook

 

TABLE OF CONTENTS

Welcome............................................................................................................ 1.0

A Welcome Policy.............................................................................................. 1.1

At-Will Employment......................................................................................... 1.2

Multi-State Disclaimer..................................................................................... 1.3

Diversity, Equity, & Inclusion.......................................................................... 1.4

Introductory Language and Policies................................................................ 2.0

Ethics Code........................................................................................................ 2.1

No Discrimination or Harassment Policy......................................................... 2.2

Your Human Resources Department................................................................ 2.3

WWW.MYADP.COM.......................................................................................... 2.4

WWW.SERVCORPHR.COM............................................................................. 2.5

Identification Badges......................................................................................... 2.6

Medical Emergency............................................................................................ 2.7

Revisions to Handbook...................................................................................... 2.8

Hiring and Orientation Policies......................................................................... 3.0

Conflicts of Interest............................................................................................. 3.1

Job Descriptions................................................................................................. 3.2

New Hires and Introductory Periods................................................................ 3.3

Anniversary Date................................................................................................ 3.4

Orientation Program........................................................................................... 3.5

Employment Authorization Verification........................................................... 3.6

Wage and Hour Policies..................................................................................... 4.0

Attendance Policy............................................................................................... 4.1

Direct Deposit..................................................................................................... 4.2

Introduction to Wage and Hour Policies............................................................ 4.3

Job Abandonment................................................................................................ 4.4

Paycheck Deductions.......................................................................................... 4.5

..Overtime........................................................................................................... 4.6

Pay Period........................................................................................................... 4.7

Recording Time.................................................................................................. 4.8

Performance, Discipline, Layoff, and Termination............................................ 5.0

Outside Employment.......................................................................................... 5.1

Pay Raises.......................................................................................................... 5.2

Performance Improvement............................................................................... 5.3

Promotions.......................................................................................................... 5.4

Standards of Conduct......................................................................................... 5.5

Transfers.............................................................................................................. 5.6

Reinstatement/Rehire........................................................................................ 5.7

Furlough............................................................................................................. 5.8

Resignation and Termination........................................................................... 5.9

Post-Employment Reference Policy................................................................ 5.10

General Policies............................................................................................... 6.0

Computer Security and Copying of Software................................................. 6.1

No solicitation/Non distribution Policy............................................................. 6.2

Personal Appearance........................................................................................ 6.3

Personal Cell Phone/Mobile Device Use........................................................ 6.4

Personal Data Changes.................................................................................... 6.5

Computer, E-mail, and Internet Usage............................................................ 6.6

Security................................................................................................................ 6.7

Social Media Policy............................................................................................ 6.8

Telephone Use.................................................................................................... 6.9

Workplace Searches.......................................................................................... 6.10

Anti-Nepotism...................................................................................................... 6.11

Behaviors and Competencies........................................................................... 6.12

Care of Patient Records.................................................................................... 6.13

Care of Property and Equipment..................................................................... 6.14

Non-Fraternization.............................................................................................. 6.15

Patient and Public Relations............................................................................. 6.16

Each Employee's Responsibility to Safety...................................................... 6.17

Visitor(s) Policy................................................................................................... 6.18

HIPAA.................................................................................................................. 6.19

Confidentiality of Client Matters........................................................................ 6.20

Personnel Records............................................................................................. 6.21

Categories of Employment................................................................................. 7.0

Full-time Employees.......................................................................................... 7.1

Part-time Regular Employees...........................................................................7.2

Part-time Employees.......................................................................................... 7.3

Temporary Employees...................................................................................... 7.4

Per Diem Employees......................................................................................... 7.5

Non-Exempt Employees.................................................................................... 7.6

Exempt Employees............................................................................................ 7.7

Benefits............................................................................................................... 8.0

Holidays............................................................................................................... 8.1

Vacation Policy................................................................................................... 8.2

Personal Days..................................................................................................... 8.3

Sick Pay............................................................................................................... 8.4

401(k) Plan.......................................................................................................... 8.5

Bereavement Leave........................................................................................... 8.6

Continuing Education Policy and Tuition Assistance....................................... 8.7

Medical Insurance.............................................................................................. 8.8

Dental Insurance................................................................................................ 8.9

Vision Care Insurance....................................................................................... 8.10

Life Insurance..................................................................................................... 8.11

Disability Insurance............................................................................................ 8.12

Leaves of Absence............................................................................................. 8.13

Unemployment Compensation Insurance Policy........................................... 8.14

Workers Compenssation Philosophy.............................................................. 8.15

Workers' Compensation Insurance Policy...................................................... 8.16

COBRA................................................................................................................ 8.17

Family and Medical Leave (FMLA) Policy...................................................... 8.18

Military Leave (USERRA).................................................................................. 8.19

Accident Insurance............................................................................................. 8.20

Bone Marrow Leave........................................................................................... 8.21

Witness Leave.................................................................................................... 8.22

Safe Harbor Policy for Exempt Employees.................................................... 8.23

Service Recognition........................................................................................... 8.24

Severe Weather, State or Federal Emergencies...............................................8.25

Supplemental Life and AD & D......................................................................... 8.26

Victims of Crime Leave...................................................................................... 8.27

Critical Care Insurance......................................................................................8.28

Domestic Violence Leave.................................................................................. 8.29

Pretax Medical and Dependent Care Spending Accounts............................... 8.30

Commuter Benefits............................................................................................. 8.31

Voting Leave........................................................................................................ 8.32

Safety and Loss Prevention................................................................................ 9.0

General Safety Policy.........................................................................................9.1

Employee’s Responsibility to Safety:............................................................... 9.2

Nonsmoking Policy.............................................................................................. 9.3

Policy Against Workplace Violence.................................................................. 9.4

Fire Drills...............................................................................................................9.5

Fire Extinguishers................................................................................................ 9.6

Fire Safety Procedure......................................................................................... 9.7

Additional Fire Safety Tips................................................................................. 9.8

Bloodborne Pathogens Exposure Control....................................................... 9.9

Hepatitis B Vaccine............................................................................................. 9.10

Chemical Hazard Communication..................................................................... 9.11

Customer Relations.......................................................................................... 10.0

Customer, Client, and Visitor Relations............................................................ 10.1

Connecticut Policies

Hiring and Orientation Policies.......................................................................... 11.0

Disability Accommodation.................................................................................. 11.1

Religious Accommodation.................................................................................. 11.2

Wage and Hour Policies....................................................................................... 12

Accommodations for Nursing Mothers............................................................. 12.1

Meal and Rest Periods....................................................................................... 12.2

Connecticut Wage Disclosure Protection......................................................... 12.3

General Policies................................................................................................. 13.0

Connecticut Social Security Number Privacy and Protection
of Personal Information....................................................................................... 13.1

Benefits................................................................................................................ 14.0

Crime Victim and Witness Leave...................................................................... 14.1

Family Violence Victim Leave............................................................................ 14.2

Jury Duty Leave................................................................................................... 14.3

Connecticut Sick Leave...................................................................................... 14.4

Connecticut Family and Medical Leave............................................................ 14.5

Connecticut Volunteer Firefighter Leave.......................................................... 14.6

Safety and Loss Prevention........................................................................... 15.0

Drug and Alcohol Policy..................................................................................... 15.1

New Jersey Policies

Hiring and Orientation Policies.......................................................................... 16.0

Disability Accommodation.................................................................................. 16.1

Religious Accommodation.................................................................................. 16.2

Wage and Hour Policies......................................................................................17.0

Accommodations for Nursing Mothers............................................................. 17.1

Meal and Rest Periods....................................................................................... 17.2

New Jersey Wage Disclosure Protection......................................................... 17.3

Benefits................................................................................................................ 18.0

Family Leave Insurance..................................................................................... 18.1

Family Leave Policy............................................................................................ 18.2

Jury Duty Leave................................................................................................... 18.3

New Jersey SAFE Leave.................................................................................... 18.4

Paid Sick Leave (Accrual Method)...................................................................... 18.5

Temporary Disability Insurance...................................................................... 18.6

New Jersey Emergency Responders Leave...................................................... 18.7

Safety and Loss Prevention.............................................................................. 19.0

Drug and Alcohol Policy................................................................................... 19.1

New York Policies

Hiring and Orientation Policies........................................................................20.0

Disability Accommodation................................................................................ 20.1

New York City Reasonable Accommodation Policy
(New York City Employees) ...........................................................................  20.2

Religious Accommodation............................................................................... 20.3

Reproductive Health Decision Making...........................................................20.4

Wage and Hour Policies.................................................................................. 21.0

Accommodations for Nursing Mothers............................................................ 21.1

Meal and Rest Periods...................................................................................... 21.2

New York Wage Disclosure Protection............................................................. 21.3

Benefits..............................................................................................................22.0

Blood and Bone Marrow Donation Leave Policy..............................................22.1

Crime Victim and Witness Leave.................................................................... 22.2

Disability Benefits.............................................................................................. 22.3

Jury Duty Leave................................................................................................ 22.4

Military Spouse Leave Policy..........................................................................22.5

Paid Family Leave............................................................................................. 22.6

New York State Paid Sick Leave....................................................................22.7

New York City Earned Safe and Sick Time Act............................................ 22.8

Westchester Earned Sick Leave Act.............................................................. 22.9

Westchester Safe Time Leave...................................................................... 22.10

New York City Temporary Schedule Change Law..................................... 22.11

New York Volunteer Emergency Responders Leave................................ 22.12

Safety and Loss Prevention.........................................................................23.0

Drug and Alcohol Policy................................................................................... 23.1

NY Hero Act Model Airborne Infectious Disease Exposure
Prevention Plan ...............................................................................................23.2

Acknowledgement of Electronic Monitoring

Acknowledgment of Receipt and Review

Core Policies

1.0 Welcome

1.1 A Welcome Policy

Welcome! You have just joined a dedicated organization. We hope that your employment with 61st Street Service Corporation (The Service Corporation) will be rewarding and challenging. We take pride in our employees as well as in the products and services we provide.

61st Street Service Corporation (The Service Corporation) complies with all federal and state employment laws, and this handbook generally reflects those laws. The Service Corporation also complies with any applicable local laws, although there may not be an express written policy regarding those laws contained in the handbook. Nothing in this handbook is intended or will be interpreted or applied, to interfere with, restrain, or prohibit employees from exercising their rights protected under federal and state law, including the labor law right to discuss wages, hours or other terms and conditions of employment and to engage in other concerted, protected activity.

The employment policies and/or benefits summaries in this handbook are written for all employees. When questions arise concerning the interpretation of these policies, the answers will be determined by reference to the actual detailed written policy, rather than the summaries contained in this handbook.

Please take the time now to read this handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The Service Corporation reserves the right to interpret, modify, or supplement the provisions of this handbook at any time. Neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. Please understand that no employee handbook can address every situation in the workplace.

If you have questions about your employment or any provisions in this handbook, contact your manager or a member of the Human Resources Department.

We wish you success in your employment here at 61st Street Service Corporation (The Service Corporation)!

All the best,

Judith A. Ruiz, PHR, SHRM-CP, Executive Director of Administration & Human Resources

61st Street Service Corporation (The Service Corporation)

1.2 At-Will Employment

Your employment with 61st Street Service Corporation (The Service Corporation) is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause.

Likewise, we respect your right to leave the Service Corporation at any time, with or without notice and with or without cause.

Nothing in this handbook or any other Service Corporation document should be understood as creating a contract, guaranteed or continued employment, a right to termination only "for cause," or any other guarantee of continued benefits or employment. Only the Executive Director of Administration & Human Resources or President has the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by the Executive Director of Administration & Human Resources.

Nothing in this handbook will be interpreted, applied, or enforced to interfere with, restrain, or coerce employees in the exercise of their rights under Section 7 of the National Labor Relations Act.

1.3 Multi-State Disclaimer

As this Employee Handbook applies to employees working in multiple locales, nothing contained herein should be read to violate any local or state law. The Service Corporation applies its policies uniformly and in compliance with all federal, state, and local laws. If a state or local law provides protections greater than those denoted in this Employee Handbook, the provisions in question should be read to comply with such law. If you have any questions regarding the applicability of this Employee Handbook for your particular work location, please contact Human Resources for clarification and explanation.

1.4 Diversity, Equity, & Inclusion

Since 1982 the 61st Street Service Corporation has been committed to ensuring a progressive work environment. We continue to strive to build a workforce and workplace that is rich in diversity, equity, and inclusiveness.

As an organization we will always stand by our commitment, and we will continue to confirm to our employees our pledge to this initiative. Our consistent dedication to ensure proactive intercultural awareness throughout the workplace; one that treats all colleagues with respect by listening to different viewpoints, and ideas is the foundation to our guiding principles. We understand the value of a diverse workforce and know that together we can drive change and encourage an open dialogue amongst each other.

2.0 Introductory Language and Policies

2.1 Ethics Code

61st Street Service Corporation (The Service Corporation) will conduct business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices.

We expect that officers, directors, and employees will not knowingly misrepresent the Service Corporation and will not speak on behalf of the Service Corporation unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about the Service Corporation or operations, or that of our customers or partners, is to be treated with discretion and only disseminated on a need-to- know basis (see policies relating to privacy).

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation and whether or not the violator cooperated in any subsequent investigation.

2.2 No Discrimination or Harassment Policy

Purpose and Goals

61st Street Service Corporation (the "Service Corporation" or the "Company") is committed to maintaining a workplace free from harassment. This Policy is one component of the Company's commitment to a discrimination-free work environment. We prohibit discrimination or harassment of one employee by another employee, supervisor, or third party for any reason based upon an individual's race, color, religion, genetic information, national origin, sex, gender identity, gender expression, sexual orientation, pregnancy, childbirth, or related medical conditions, age, disability or handicap, citizenship status, service member status, or any other category protected under federal, state, or local law.

Our different identities impact our understanding of the world and how others perceive us. For example, an individual’s race, ability, or immigration status may impact their experience with gender discrimination in the workplace. While this policy is strongly focused on sexual harassment and gender discrimination, the methods for reporting and investigating discrimination based on other protected identities are the same. The purpose of this policy is to teach employees to recognize discrimination, including discrimination due to an individual’s intersecting identities, and provide the tools to take action when it occurs. All

employees, managers, and supervisors are required to work in a manner designed to prevent sexual harassment and discrimination in the workplace. This policy is one component of Service Corporation’s commitment to a discrimination-free work environment.

Goals of this Policy:

Sexual harassment and discrimination are against the law. After reading this policy, employees will understand their right to a workplace free from harassment. Employees will also learn what harassment and discrimination look like, what actions they can take to prevent and report harassment, and how they are protected from retaliation after taking action. The policy will also explain the investigation process into any claims of harassment. Employees should report sexual harassment or discrimination by filing a complaint internally with Service Corporation. Employees can also file a complaint with a government agency or in court under federal, state, or local antidiscrimination laws. To file an employment complaint with the New York State Division of Human Rights, please visit https://dhr.ny.gov/complaint. To file a complaint with the United States Equal Employment Opportunity Commission, please visit https://www.eeoc.gov/filing-charge-discrimination.

Protected Classes are those protected under applicable law, including but not necessarily limited to:

In Connecticut, the following also are a protected class: race, color, religious creed, age, sex, pregnancy, child-bearing capacity, sterilization, fertility or related medical conditions, marital status, national origin, ancestry, present or past history of mental disabilities, mental retardation, learning disability or physical disability, blindness, sexual orientation, gender identity or expression, off duty tobacco usage, status as a palliative marijuana patient or caregiver, housing status, and genetic information.

In New Jersey, the following also are a protected class: race, creed, color, national origin, ancestry, age, marital status, domestic partnership status, civil union status, affectional or sexual orientation, gender identity or expression, genetic information, sex, atypical hereditary cellular or blood trait, nationality, refusing to submit to a genetic test or make available the results of a genetic test to an employer, disability, liability for service in the U.S. military, religious practice or observance, an individual's status as a smoker or non-smoker, and for displaying the American flag on the employee's person or work station, as long as the display does not substantially and materially interfere with the employee's job duties.

In New York, the following also are protected: age [18 and over], race including but not limited to hair texture and protective hairstyles, creed, color, national origin, citizenship, immigration status, sexual orientation, sex, gender identity or expression, disability (including use of a guide dog, hearing dog, or service dog), predisposing genetic characteristics, military status, marital status, familial status, criminal history, status as a victim of domestic violence or stalking, for

displaying the American flag on the employee's person or work station, as long as the display does not substantially and materially interfere with the employee's job duties, legal use of consumable products or legal recreational activities off company premises during nonworking hours, and previous conviction of criminal offenses, unless directly related to employment or would involve an unreasonable risk to property, or to the safety or welfare of specific individuals, or the general public.

In New York City, the following are protected classes: race including but not limited to hair texture and protective hairstyles, creed, color, religion, alienage or national origin, ancestry, immigration or citizenship status, age, disability, sex/gender (including pregnancy, childbirth, and related conditions), marital status, familial status, caregiver status, military or veteran status, domestic violence victim status, sexual orientation, gender identity, gender expression, transgender status, genetic information, predisposing genetic characteristics or carrier status, sexual and reproductive health decision making, salary history, prior convictions and/or arrest record, pre-employment marijuana testing, credit history, known relationship or association with any member of a protected class.

Violation of this policy will result in disciplinary action, up to and including immediate discharge.

Sexual Harassment and Discrimination Prevention Policy:

Individuals Covered - Service Corporation’s policy applies to all employees, applicants for employment, and interns, whether paid or unpaid. The policy also applies to additional covered individuals, including anyone who is (or is employed by) a contractor, subcontractor, vendor, consultant, or anyone providing services in our workplace. These individuals include persons commonly referred to as independent contractors, gig workers, and temporary workers. Also included are persons providing equipment repair, cleaning services, or any other services through a contract with Service Corporation, We prohibit harassment, discrimination, or retaliation of our employees in connection with their work by non-employees. Immediately report any harassing or discriminating behavior by non-employees, including contractor or subcontractor employees. Any employee who experiences or observes harassment, discrimination, or retaliation should report it using the steps listed below. In the remainder of this document, the term “employee” or "employees" refers to this collective group of those covered, or anyone within it.

Sexual harassment is unacceptable. Any employee or covered individual who engages in sexual harassment, discrimination, or retaliation will be subject to action, including appropriate discipline for employees. In New York, harassment does not need to be severe or pervasive to be illegal. Employees and covered individuals should not feel discouraged from reporting harassment because they do not believe it is bad enough or,

conversely, because they do not want to see a colleague fired over less severe behavior. Just as harassment can happen in different degrees, potential discipline for engaging in sexual harassment will depend on the degree of harassment and might include education and counseling. It may lead to suspension or termination when appropriate.

Retaliation is prohibited. Any employee or covered individual that reports an incident of sexual harassment or discrimination, provides information or otherwise assists in any investigation of a sexual harassment or discrimination complaint is protected from retaliation. No one should fear reporting sexual harassment if they believe it has occurred. So long as a person reasonably believes that they have witnessed or experienced such behavior, they are protected from retaliation. Any employee of Service Corporation who retaliates against anyone involved in a sexual harassment or discrimination investigation will face disciplinary action, up to and including termination. All employees and covered individuals working in the workplace who believe they have been subject to such retaliation should inform a supervisor, manager, or Human Resources Executive Director or the Director of the Service Corporation. All employees and covered individuals who believe they have been a target of such retaliation may also seek relief from government agencies, as explained below in the section on Legal Protections.

Discrimination of any kind, including sexual harassment, is a violation of our policies, is unlawful, and may subject Service Corporation to liability for the harm experienced by targets of discrimination. Harassers may also be individually subject to liability and employers or supervisors who fail to report or act on harassment may be liable for aiding and abetting such behavior. Employees at every level who engage in harassment or discrimination, including managers and supervisors who engage in harassment or discrimination or who allow such behavior to continue, will be penalized for such misconduct.

Service Corporation will conduct a prompt and thorough investigation that is fair to all parties. An investigation will happen whenever management receives a complaint about discrimination or sexual harassment or when it otherwise knows of possible discrimination or sexual harassment occurring. Service Corporation will keep the investigation confidential to the extent possible. If an investigation ends with the finding that discrimination or sexual harassment occurred, Service Corporation will act as required. In addition to any required discipline, Service Corporation will also take steps to ensure a safe work environment for the employee(s) who experienced discrimination or harassment. All employees, including managers and supervisors, are required to cooperate with any internal investigation of discrimination or sexual harassment.

All employees and covered individuals should report any harassment or behaviors that violate this policy. All employees will have access to a complaint form to report harassment and file complaints. Use of this form is not required. For anyone who would rather make a complaint verbally or by email, these complaints will be treated with equal priority. An employee who prefers not to report harassment to their manager or employer may instead report harassment to the New York State Division of Human Rights and/or the United States Equal Employment Opportunity Commission. Complaints may be made to both the employer and a government agency.

Managers and supervisors are required to report any complaint that they receive, or any harassment that they observe or become aware of, to Human Resources.

This policy applies to all employees and covered individuals, such as contractors, subcontractors, vendors, consultants, or anyone providing services in the workplace, and all must follow and uphold this policy. This policy must be provided to all employees digitally through email upon hiring and will be posted prominently in all work locations. For those offices operating remotely, in addition to sending the policy through email, it will also be available on the organization’s shared network.

What Is Harassment?

At a minimum, the term "harassment" as used in this policy includes any of the following activities pertaining to an individual's race, color, religion, genetic information, national origin, sex (including same-sex), pregnancy, childbirth, or related medical conditions, age, disability, citizenship status, service member status, or any other category protected by federal, state, or local law:

Offensive remarks, comments, jokes, slurs, threats, or verbal conduct.

Offensive pictures, drawings, photographs, figurines, writings, or other graphic images, conduct, or communications, including text messages, instant messages, websites, voicemails, social media postings, e-mails, faxes, and copies.

Offensive sexual remarks, sexual advances, or requests for sexual favors regardless of the gender of the individuals involved.

Offensive physical conduct, including touching and gestures, regardless of the gender of the individuals involved.

What is Sexual Harassment?

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender. All employees are required to work in a manner that prevents sexual harassment in the workplace.

Sexual harassment is not limited to sexual contact, touching, or expressions of a sexually suggestive nature. Sexual harassment includes all forms of gender discrimination including gender role stereotyping and treating employees differently because of their gender.

Understanding gender diversity is essential to recognizing sexual harassment because discrimination based on sex stereotypes, gender expression and perceived identity are all forms of sexual harassment. The gender spectrum is nuanced, but the three most common ways people identify are cisgender, transgender, and non-binary. A cisgender person is someone whose gender aligns with the sex they were assigned at birth. Generally, this gender will align with the binary of male or female. A transgender person is someone whose gender is different than the sex they were assigned at birth. A non-binary person does not identify exclusively as a man or a woman. They might identify as both, somewhere in between, or completely outside the gender binary. Some may identify as transgender, but not all do. Respecting an individual’s gender identity is a necessary first step in establishing a safe workplace.

Sexual harassment is against the law and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with the Company.

Sexual harassment is unlawful when it subjects an individual to inferior terms, conditions, or privileges of employment. Harassment does not need to be severe or pervasive to be illegal. It can be any harassing behavior that rises above petty slights or trivial inconveniences. Every instance of harassment is unique to those experiencing it, and there is no single boundary between petty slights and harassing behavior. However, the Human Rights Law specifies that whether harassing conduct is considered petty or trivial is to be viewed from the standpoint of a reasonable victim of discrimination with the same protected characteristics. Generally, any behavior in which an employee or covered individual is treated worse because of their gender (perceived or actual), sexual orientation, or gender expression is considered a violation of Service Corporation’s policy. The intent of the behavior, for example, making a joke, does not neutralize a harassment claim. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. Sexual harassment includes any unwelcome conduct which is either directed at an individual because of that individual’s gender identity or expression (perceived or actual), or is of a sexual nature when:

The purpose or effect of this behavior unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. The impacted person does not need to be the intended target of the sexual harassment;

Employment depends implicitly or explicitly on accepting such unwelcome behavior; or

Decisions regarding an individual’s employment are based on an individual’s acceptance to or rejection of such behavior. Such decisions can include what shifts and how many hours an employee might work, project assignments, as well as salary and promotion decisions.

There are two main types of sexual harassment:

Behaviors that contribute to a sexually harassing hostile work environment include, but is not limited to, words, signs, jokes, pranks, intimidation, or physical violence which are of a sexual nature, or which are directed at an individual because of that individual's sex, gender identity, or gender expression. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient's job performance.

Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions, or privileges of employment. This is also called "quid pro quo" harassment.

Any employee who feels harassed should report the incident to Human Resources so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be discrimination and is covered by this policy.

Examples of sexual harassment

The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited. This list is just a sample of behaviors and should not be considered exhaustive. Any employee who believes they have experienced sexual harassment, even if it does not appear on this list, should report it:

Physical acts of a sexual nature, such as:

Touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee's body, or poking another employee's body; or

Rape, sexual battery, molestation or attempts to commit these assaults which may be considered criminal conduct outside the scope of this policy (please contact local law enforcement if you wish to pursue criminal charges).

Unwanted sexual advances or propositions, such as:

Requests for sexual favors accompanied by implied or overt threats concerning the target's job performance evaluation, a promotion or other job benefits or detriments;

This can include sexual advances/pressure placed on a service industry employee by customers or clients, especially those industries where hospitality and tips are essential to the customer/employee relationship.

Subtle or obvious pressure for unwelcome sexual activities.

Repeated requests for dates or romantic gestures, including gift- giving.

Sexually oriented gestures, noises, remarks or jokes, or comments about a person's sexuality, sexual experience, or romantic history which create a hostile work environment. This is not limited to interactions in person. Remarks made over virtual platforms and in messaging apps when employees are working remotely can create a similarly hostile work environment.

Sex stereotyping, which occurs when conduct or personality traits are judged based on other people's ideas or perceptions about how individuals of a particular sex should act or look:

Remarks regarding an employee’s gender expression, such as wearing a garment typically associated with a different gender identity; or

Asking employees to take on traditionally gendered roles, such as asking a woman to serve meeting refreshments when it is not part of, or appropriate to, her job duties.

Sexual or discriminatory displays or publications anywhere in the workplace, such as:

Displaying pictures, cartoons, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace.

This also extends to the virtual or remote workspace and can include having such materials visible in the background of one’s home during a virtual meeting.

Making sexist remarks or derogatory comments based on gender.

Hostile actions taken against an individual because of that individual's sex, sexual orientation, gender identity or gender expression , such as:

Interfering with, destroying, or damaging a person's workstation, tools, or equipment, or otherwise interfering with the individual's ability to perform the job;

Sabotaging an individual's work;

Bullying, yelling, name-calling.

Intentional misuse of an individual’s preferred pronouns; or

Creating different expectations for individuals based on their perceived identities:

Dress codes that place more emphasis on women’s attire;

Leaving employees who are parents/caregivers out of work meetings on the assumption that they are too busy with home responsibilities.

Who can be a target of sexual harassment?

Sexual harassment can occur between any individuals, regardless of their sex or gender. Harassment does not have to be between members of the opposite sex or gender. New York Law protects employees, paid or unpaid interns, and non-employees, including independent contractors, and those employed by companies contracting to provide services in the workplace. Harassers can be anyone in the workplace – including a superior, a subordinate, a coworker, an independent contractor, contract worker, vendor, patient, client, customer, or visitor.

Sexual harassment does not happen in a vacuum and discrimination experienced by an employee can be impacted by biases and identities beyond an individual’s gender. For example:

Placing different demands or expectations on black women employees than white women employees can be both racial and gender discrimination;

An individual’s immigration status may lead to perceptions of vulnerability and increased concerns around illegal retaliation for reporting sexual harassment; or

Past experiences as a survivor of domestic or sexual violence may lead an individual to feel re-traumatized by someone’s behaviors in the workplace.

Individuals bring personal history with them to the workplace that might impact how they interact with certain behavior. It is especially important for all employees to be aware of how words or actions might impact someone with a different experience than their own in the interest of creating a safe and equitable workplace.

Where can sexual harassment occur?

Unlawful sexual harassment is not limited to the physical workplace itself. It can occur while employees are traveling for business or at employer sponsored events or parties. Calls, texts, emails, and social media usage by employees can constitute unlawful workplace harassment, even if they occur away from the workplace premises, on personal devices or during non-work hours.

Sexual harassment can occur when employees are working remotely from home as well. Any behaviors outlined above that leave an employee feeling uncomfortable, humiliated, or unable to meet their job requirements constitute harassment even if the employee or covered individual is at home when the harassment occurs. Harassment can happen on virtual meeting platforms, in messaging apps, and after working hours between personal cell phones.

No Retaliation

Retaliation is unlawful and the Service Corporation absolutely prohibits it. Retaliation, is any action by an employer or supervisor that punishes an individual upon learning of a harassment claim, that seeks to discourage an employee from making a formal complaint or supporting a sexual harassment claim, or any other harassment or discrimination claim, or that punishes those who have come forward. These actions need not be job-related or occur in the workplace to constitute unlawful retaliation (e.g., threats of physical violence outside of work hours, or disparaging someone on social media). Retaliation may be direct (demotions or terminations), or more subtle (transferred to a less desirable location due to opposing or speaking out against sexual harassment).

Examples of retaliation may include, but are not limited to:

Demotion, termination, denying accommodations, reduced hours, or the assignment of less desirable shifts;

Publicly releasing personnel files;

Refusing to provide a reference or providing an unwarranted negative reference;

Labeling an employee as “difficult” and excluding them from projects to avoid “drama”;

Undermining an individual’s immigration status; or

Reducing work responsibilities, passing over for a promotion, or moving an individual’s desk to a less desirable office location.

Such retaliation is unlawful under federal, state, and local law. The state and local laws prohibit employers from retaliating or discriminating in any manner against any person because that person has engaged in a “protected activity.” You will not be penalized or retaliated against for reporting improper conduct, harassment, discrimination, retaliation, or other actions that you believe may violate this policy. The Company will not retaliate against anyone who engages in protected activities, such as:

making a complaint of sexual harassment, either internally or with any anti-discrimination agency;

testifying or assisting in a proceeding involving sexual harassment under the Human Rights Law or other anti-discrimination law;

opposing sexual harassment by making a verbal or informal complaint to management, or by simply informing a supervisor or manager of harassment;

reporting that another employee has been sexually harassed; or

encouraging a fellow employee to report harassment.

Even if the alleged harassment does not turn out to rise to the level of a violation of law, the individual is protected from retaliation if the person had a good faith belief that the practices were unlawful. However, the retaliation provision is not intended to protect persons making intentionally false charges of harassment.

Reporting Sexual or Other Harassment

Everyone must work toward preventing sexual harassment, but leadership matters. Supervisors and managers have a special responsibility to make sure employees feel safe at work and that workplaces are free from harassment and discrimination. All employees should report any harassment, discrimination, or behaviors that violate this policy to a supervisor or manager.

Reports of sexual harassment may be made verbally or in writing. Anyone who witnesses or becomes aware of potential instances of sexual harassment should report such behavior to a supervisor, manager, or one of the contacts listed below. Employees who are reporting sexual harassment on behalf of other employees may use the complaint form and should note that it is on another employee’s behalf. A verbal or otherwise written complaint (such as an email) on behalf of oneself or another employee is also acceptable. Employees can obtain a copy of the complaint form on the company’s website at www.servcorphr.com.

If you have any concerns that our No Discrimination or Harassment policy may have been violated by anyone, you should immediately report the matter. Due to the very serious nature of harassment, discrimination, and retaliation, you should report your concerns to one of the individuals listed below:

Contact Human Resources and speak to the Executive Director or the Director of the Service Corporation at 212-326-8462.

If an employee makes a report to any of these members of management and the manager either does not respond or does not respond in a manner the employee deems satisfactory or consistent with this policy, the employee is required to report the situation to one of the other members of management designated in this policy to receive complaints.

You should report any actions that you believe may violate our policy no matter how slight the actions may seem. We will investigate the report and then take prompt, appropriate remedial action. The Service Corporation will protect the confidentiality of employees reporting suspected violations to the extent possible consistent with our investigation.

Employees and covered individuals who believe they have been a target of sexual harassment may at any time seek assistance in additional available forums, as explained below in the section on Legal Protections.

Supervisory Responsibilities

Our supervisors and managers are covered by this policy and are prohibited from engaging in any form of harassing, discriminatory, or retaliatory conduct. No supervisor or other member of management has the authority to suggest to any applicant or employee that employment or advancement will be affected by the individual entering into (or refusing to enter into) a personal relationship with the supervisor or manager, or for tolerating (or refusing to tolerate) conduct or communication that might violate this policy. Such conduct is a direct violation of this policy and must be reported to Human Resources.

Supervisors and managers have a responsibility to prevent sexual harassment and discrimination. All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may be sexually harassing or discriminatory behavior, or for any reason suspect that sexual harassment or discrimination is occurring, are required to report such suspected sexual harassment to Human Resources it should not be passive and wait for an employee to make a claim of harassment. If they observe such behavior, they must act.

Supervisors and managers can be disciplined if they engage in sexually harassing or discriminatory behavior themselves. Supervisors and managers can also be disciplined for failing to report suspected sexual harassment or allowing sexual harassment to continue after they know about it.

Supervisors and managers will also be subject to discipline for engaging in any retaliation.

While supervisors and managers have a responsibility to report harassment and discrimination, supervisors and managers must be mindful of the impact that harassment and a subsequent investigation has on victims. Being identified as a possible victim of harassment and questioned about harassment and discrimination can be intimidating, uncomfortable and re-traumatizing for individuals. Supervisors and managers must accommodate the needs of individuals who have experienced harassment to ensure the workplace is safe, supportive, and free from retaliation for them during and after any investigation.

Managers and supervisors are required to internally report any complaint that they receive, or any harassment or discrimination that they observe (other than their own claim) or become aware of, to Human Resources.

Supervisors and managers will be subject to discipline for (1) engaging in harassing or discriminatory conduct, including sexually harassing conduct, themselves; (2) failing to report suspected sexual harassment, or other harassment/discrimination; (3) otherwise knowingly allowing sexual harassment or other harassment/discrimination to continue; or (4) engaging in any retaliation.

Supervisors and managers who commit or fail to report sexual harassment may

personally be liable.

If you have any questions about what constitutes discrimination or harassing behavior or what conduct is prohibited by this policy, please discuss the questions with your Department Manager or the Human Resources office (refer to the contact list).

Employees, paid or unpaid interns or non-employees who believe they have been a target of sexual harassment may also seek assistance in other available forums, as explained below in the section on Legal Protections.

Bystander Intervention

A supervisor or manager that is a bystander to harassment is required to report it, and any employee witnessing harassment as a bystander should report it under our policy. There are five standard methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.

A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior;

A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;

A bystander can record or take notes on the harassment incident to benefit a future investigation;

A bystander might check in with the person who has been harassed after the incident, see how they are feeling and let them know the behavior was not ok; and

If a bystander feels safe, they can confront the harassers and name the behavior as inappropriate. When confronting harassment, physically assaulting an individual is never an appropriate response.

Though not exhaustive, and dependent on the circumstances, the guidelines above can serve as a brief guide of how to react when witnessing harassment in the workplace. Any employee witnessing harassment as a bystander should report it. A supervisor or manager that is a bystander to harassment is required to report it.

Complaints and Investigations of Sexual Harassment

All complaints or information about sexual harassment will be investigated, whether that information was reported in verbal or written form. Investigations will be conducted in a timely manner and will be confidential to the extent possible.

An investigation of any complaint, information or knowledge of suspected sexual harassment will be prompt and thorough, commenced immediately and completed as soon as possible. The investigation will be kept confidential to the extent possible. All persons involved, including those making a complaint, witnesses and alleged harassers deserve a fair and impartial investigation.

Any employee may be required to cooperate as needed in an investigation of suspected sexual harassment. The Service Corporation will take disciplinary action against anyone engaging in retaliation against employees who file complaints, support another's complaint or participate in harassment investigations.

Service Corporation recognizes that participating in a harassment investigation can be uncomfortable and has the potential to retraumatize an employee.

Those receiving claims and leading investigations will handle complaints and questions with sensitivity toward those participating.

While the process may vary from case to case, investigations will be done in accordance with the following steps:

Upon receipt of complaint, Human Resources will conduct an immediate review of the allegations, and take any interim actions (e.g., instructing the individual about whom the complaint was made to refrain from communications with the individual (s) who reported the harassment or discrimination), as appropriate. If the complaint is verbal, request that the individual complete the Complaint Form in writing. If the person reporting prefers to not fill out the form, Human Resources will prepare a Complaint Form or equivalent documentation based on the verbal reporting.

The Service Corporation will take steps to obtain, review, and preserve documents, emails or phone records that may be relevant to the investigation. Outside counsel will consider and implement appropriate document request, review, and preservation measures, including for electronic communications.

The Company will seek to interview all parties involved, including any relevant witnesses;

The Company will create a written documentation of the investigation (such as a letter, memo, or email), which contains the following:

A list of all documents reviewed, along with a detailed summary of relevant documents;

A list of names of those interviewed, along with a detailed summary of their statements;

A timeline of events;

A summary of prior relevant incidents disclosed in the investigation, reported or unreported; and

The basis for the decision and final resolution of the complaint, together with any corrective action(s).

The Company will keep the written documentation and associated documents in a secure and confidential location, and take reasonable steps to ensure confidentiality of same.

Human Resources will promptly notify the individual who reported and the

individual(s) about whom the complaint was made of the final determination and implement any corrective actions identified in the written documentation.

The Company will inform the individual who reported of the right to file a complaint or charge externally as outlined in the next section.

Legal Protections and External Remedies

Sexual harassment and harassment/discrimination based on other protected categories is not only prohibited by the Company but is also prohibited by state, federal, and, where applicable, local law.

Aside from the internal process at the Company, which is one way for employees to report, employees who believe they have been subjected to conduct that violates this policy may also contact a private attorney or a governmental agency listed below. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney.

In addition to those outlined below, employees in certain industries may have additional legal protections.

New York State Division of Human Rights:

The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in the State and prohibits sexual harassment and discrimination based on protected categories in employment in New York State, and protects employees and others in the workplace, including, but not limited to paid or unpaid interns and non-employees, regardless of immigration status.

A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (NYSDHR) within one year, while complaints of sexual harassment filed with DHR may be submitted any time within three years of the harassment. If an individual does not file a complaint with DHR, they can bring a lawsuit directly in state court under the Human Rights Law, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.

Complaining internally to the Service Corporation does not extend your time to file with NYSDHR or in court. The one year or three years is counted from date of the most recent incident of harassment.

You do not need an attorney to file a complaint with NYSDHR, and there is no cost to file with NYSDHR.

NYSDHR will investigate your complaint and determine whether there is probable cause to believe a violation of the Human Rights Law has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If unlawful discrimination is found after a hearing, the NYSDHR or the court may award relief, which may include requiring the

employer to take action to stop the harassment, to redress the damage caused, including reversing an unlawful employment action, and paying monetary damages, attorneys’ fees, and civil fines.

DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741- 8400 or visit: www.dhr.ny.gov.

Go to dhr.ny.gov/complaint for more information about filing a complaint with DHR. The website has a digital complaint process that can be completed on your computer or mobile device from start to finish. The website has a complaint form that can be downloaded, filled out, and mailed to DHR as well as a form that can be submitted online. The website also contains contact information for DHR’s regional offices across New York State.

Call the DHR sexual harassment hotline at 1(800) HARASS3 for more information about filing a sexual harassment complaint. This hotline can also provide you with a referral to a volunteer attorney experienced in sexual harassment matters who can provide you with limited free assistance and counsel over the phone.

The United States Equal Employment Opportunity Commission

The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint with the EEOC anytime within 300 days from the most recent incident of harassment. There is no cost to file a complaint with the EEOC. The EEOC will investigate the complaint and determine whether there is reasonable cause to believe that discrimination has occurred. If the EEOC determines that the law may have been violated, the EEOC will try to reach a voluntary settlement with the employer. If the EEOC cannot reach a settlement, the EEOC (or the Department of Justice in certain cases) will decide whether to file a lawsuit. The EEOC will issue a Notice of Right to Sue permitting workers to file a lawsuit in federal court if the EEOC closes the charge, is unable to determine if federal employment discrimination laws may have been violated, or believes that unlawful discrimination occurred by does not file a lawsuit.

Individuals may obtain relief in mediation, settlement or conciliation. In addition, federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.

The EEOC does not hold hearings or award relief but may take other action including pursuing cases in federal court on behalf of complaining parties.

Federal courts may award remedies if discrimination is found to have occurred.

An employee alleging discrimination at work can file a "Charge of Discrimination." The EEOC has district, area, and field offices where complaints

can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669- 6820), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.

If an individual filed an administrative complaint with DHR, DHR will automatically file the complaint with the EEOC to preserve the right to proceed in federal court.

New Jersey

The New Jersey Law Against Discrimination (LAD) prohibits sexual harassment and discrimination based on protected categories in employment in New Jersey. Employees who work in New Jersey may file a complaint regarding discrimination or sexual harassment with the Division on Civil Rights (NJDCR). A complaint must be filed with NJDCR within 180 days of the incident. NJDCR may be contacted at 1-833-NJDCR4U (833-653-2748) or https://www.njoag.gov/about/divisions-and-offices/division-on-civil-righ....

Connecticut

The Connecticut Human Rights and Opportunities Act prohibits sexual harassment and discrimination based on protected categories in employment in Connecticut. Employees who work in Connecticut may file a complaint regarding discrimination or sexual harassment with the Commission on Human Rights and Opportunities (CCHRO). A complaint must be filed within 300 days from the date of the alleged act of discrimination. CCHRO may be contacted at 860-541-3400 or https://portal.ct.gov/CHRO.

New York City

The New York City Commission on Human Rights (NYCCHR) enforces the New York City Human Rights Law (NYCHRL), codified as Title 8 of the New York City Administrative Code, which prohibits sexual harassment in employment in the City of New York and protects employees and other individuals working within an employer’s workplace. A complaint alleging a violation of the New York City Human Rights Law (NYCHRL) may be filed with the NYCCHR within one year (three years for claims of gender (sex) based harassment), or in the New York State Supreme Court, subject to a three-year statute of limitations.

If unlawful discrimination is found after a hearing, the NYCCHR or the court may award relief, which may include requiring the employer to take action to stop the harassment, to redress the damage caused, including reversing an unlawful employment action, and paying monetary damages, attorneys’ fees, and civil fines. The NYCCHR may be contacted at Law Enforcement Bureau of the NYC Commission on Human Rights, 22 Reade Street, 1st floor, New York, NY 10007,

(212) 416-0197, or (212) 306-7450 at www.nyc.gov/humanrights orwww.nyc.gov/html/cchr/html/home/home.shtml.

Local Protections

Many localities enforce laws protecting individuals from sexual harassment and

discrimination. An individual should contact the county, city, or town in which they live to find out if such a law exists.

Contact the Local Police Department

If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Those wishing to pursue criminal charges are encouraged to contact the local police department.

Conclusion

The Service Corporation is serious about enforcing this policy against discrimination and harassment. Persons who violate this or any other Service Corporation policy are subject to discipline, up to and including discharge. We cannot resolve a potential policy violation unless we know about it. You are responsible for reporting possible policy violations to us so that we can take appropriate actions to address your concerns. Please use the Complaint Form for Reporting Sexual Harassment, on our website at www.servcorphr.com.

The policy outlined above is aimed at providing employees at Service Corporation an understanding of their right to a discrimination and harassment free workplace. All employees should feel safe at work. Though a focus of this policy is on sexual harassment and gender discrimination, the law, including the New York State Human Rights Law, protects against discrimination in several protected classes The prevention policies outlined above should be considered applicable to all protected classes.

2.3 Your Human Resources Department

We encourage you to bring your questions, suggestions, commendations, and complaints to our attention. We will carefully consider each of these in our continuing effort to improve operations.

If you feel you have a problem, present the situation to your supervisor/department manager so the problem can be settled by examination and discussion of the facts. We trust that your supervisor/department manager will be able to satisfactorily resolve most matters.

If you still have questions after meeting with your supervisor/department manager or if you feel that discussion of a particular issue with your supervisor/ department manager would be inappropriate, you should request a meeting with Human Resources. Human Resources will review the issues and meet with you and to discuss possible solutions.

It is expressly forbidden for anyone to take any form of reprisal against any employee who voices a concern or seeks the aid of Human Resources. Claims of retaliation/ harassment will be closely scrutinized by the Executive Director of Human Resources or designee, to ensure legitimate, non-retaliatory reasons

motivated any action taken. If retaliation played a determinative part in the action taken, prompt and appropriate disciplinary action will be taken against the offender by the appropriate party.

The Human Resources Department acts as an information center for both employees and management. Please contact Human Resources at (212) 326- 8462.

2.4 WWW.MYADP.COM

The ADP portal allows you access to your payroll, personal and general information, and work in conjunction with iPay Statements.

Employee Self Service will allow you to manage and make changes to certain employee data with convenience and flexibility. You will have access to the site from any internet connection 24/7.

2.5 WWW.SERVCORPHR.COM

Information of interest and importance to you is regularly posted on our website. We suggest that you look at it regularly.

Identification Badges

You will be issued an identification badge upon hire. It must be worn where it can be seen at all times when you are working. Upon termination all employees are required to turn in their badges to their Supervisor, CU Security Office, and or the Human Resources office.

2.7 Medical Emergency

Know the procedures to follow and the phone number to call at your location. You can obtain the information by asking your supervisor.

2.8 Revisions to Handbook

This handbook is our attempt to keep you informed of the terms and conditions of your employment, including 61st Street Service Corporation (The Service Corporation) policies and procedures. The handbook is not a contract. The Service Corporation reserves the right to revise, add, or delete from this handbook as we determine to be in our best interest, except the policy concerning at-will employment. When changes are made to the policies and guidelines contained herein, we will endeavor to communicate them in a timely fashion, typically in a written supplement to the handbook or in a posting on company bulletin boards.

3.0 Hiring and Orientation Policies

3.1 Conflicts of Interest

61st Street Service Corporation (The Service Corporation) is concerned with conflicts of interest that create actual or potential job-related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale. If there is any actual or potential conflict of interest between you and a competitor, supplier, distributor, or contractor to the Service Corporation, you must disclose it to your supervisor or a member of the Human Resources Department. If an actual or potential conflict of interest is determined to exist, the Service Corporation will take such steps as it deems necessary to reduce or eliminate this conflict.

3.2 Job Descriptions

61st Street Service Corporation (The Service Corporation) attempts to maintain a job description for each position. If you do not have a current copy of your job description, you should request one from your supervisor or Human Resources.

Job descriptions prepared by the Service Corporation serve as an outline only. Due to business needs, you may be required to perform job duties that are not within your written job description. Furthermore, the Service Corporation may have to revise, add to, or delete from your job duties per business needs. On occasion, the Service Corporation may need to revise job descriptions with or without advance notice to employees.

If you have any questions regarding your job description or the scope of your duties, please speak with your manager or a member of the Human Resources Department.

3.3 New Hires and Introductory Periods

The first 90 days of your employment is considered an introductory period. During this period, you will become familiar with 61st Street Service Corporation (The Service Corporation) and your job responsibilities, and we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the Service Corporation can be shortened or lengthened as deemed appropriate by management and Human Resources.

Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the "at-will" employment relationship.

3.4 Anniversary Date

The first day you report to work will be recorded in the Service Corporation records as your anniversary date. This date may be used to calculate many different Service Corporation benefits. If you have any questions regarding your anniversary date, please contact the Payroll Department (212)-326-3309.

3.5 Orientation Program

All new hires are required to attend an orientation and training program. These employees will be asked to complete all required forms at that time. Any new employee whose job involves a potential risk of exposure to a bloodborne pathogen must attend the OSHA Training program and get screened for Color Deficiency.

All new hires assigned to clinical duties must comply with PPD testing prior to starting their employment with The Service Corporation. The PPD testing process would be a two-step process.

All new hires will be required to attend the appropriate Learning Academy Training and Billing Compliance Training (if applicable).

Orientation to your job duties, performance standards, and, if applicable, hazard communication regarding any dangerous workplace chemicals or situations you may encounter is the responsibility of your supervisor. Please contact Human Resources at (212) 326-8462 if you do not receive this training.

3.6 Employment Authorization Verification

New hires will be required to complete Section 1 of federal Form I-9 on the first day of paid employment and must present acceptable documents authorized by the U.S. Citizenship and Immigration Services proving identity and employment authorization no later than the third business day following the start of employment with 61st Street Service Corporation (The Service Corporation). If you are currently employed and have not complied with this requirement or if your status has changed, inform your supervisor or a member of the Human Resources Department.

If you are authorized to work in this country for a limited period of time, you will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by the Service Corporation.

4.0 Wage and Hour Policies

4.1 Attendance Policy

Attendance and punctuality are important factors for your success at the Service Corporation. We work as a team and this requires that each person be in the right place at the right time.

If you are going to be late for work or absent, notify your supervisor in accordance with the operating requirements of your department. It is recognized that a reasonable amount of absence due to sickness or emergency situations is to be expected in any workforce. However, excessive, or habitual absence or lateness puts an unfair burden on your co-workers and must be controlled.

Absence is defined as an unscheduled incident of absence rather than a day of absence. An incident can be a one day absence, or a number of consecutive days absent. The Service Corporation guidelines for determining excessive

absenteeism are as follows:

Following your third incident of absence or lateness in any six consecutive months; or your fifth incident of absence or lateness in any 12 consecutive months, your supervisor will discuss your absence and/or lateness records with you. This discussion may constitute a counseling. Continued absence and/or lateness may result in further disciplinary action. Exceptions to these guidelines will be made as necessary to comply with Worker's Compensation, Americans with Disabilities Act, Family/Medical Leave or other applicable federal, state or local laws.

Departments should not permit a more liberal standard.

Personal issues requiring time away from your work should be rescheduled during your non-work hours if possible.

Disclaimer: The attendance and punctuality policy shall not be applied in contradiction to, nor be read to violate the NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick Leave Act or the Westchester Earned Sick Leave Act. Employees requiring leave under the NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick Leave Act or the Westchester Earned Sick Leave Act should refer to the relevant policy for further information.

4.2 Direct Deposit

61st Street Service Corporation (The Service Corporation) encourages all employees to enroll in direct deposit or you may elect the Debit Card program. If you would like to take advantage of direct deposit, ask the payroll

department for an application form. All new hires are required to complete consent forms and submit to Payroll.

If you have selected the direct deposit payroll service, an online pay statement of your deductions will be given to you on paydays described in the preceding sections in lieu of a check.

Any changes to your direct deposit can be done online by login into the self- service portal.

4.3 Introduction to Wage and Hour Policies

At 61st Street Service Corporation (The Service Corporation), pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, overtime, benefits, or paycheck deductions, speak with your manager or a member of the Human Resources Department.

4.4 Job Abandonment

If you are absent for two days without notifying the Service Corporation or your department, it is assumed that you have voluntarily abandoned your position and your employment will be terminated. Note: the first day absent, we may call your emergency contact.

4.5 Paycheck Deductions

61st Street Service Corporation (The Service Corporation) is required by law to make certain deductions from your pay each pay period. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the number of exemptions you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services.

Your deductions will be reflected in your wage statement.

The Service Corporation will not make deductions to your pay that are prohibited by federal, state, or local law. If you have any questions about deductions from your pay, contact a member of the Human Resources Department. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an adjustment, which will be paid no later than your next regular payday.

4.6 Overtime

If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your manager.

At certain times the Service Corporation may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one- half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek. Only actual hours worked count toward computing weekly overtime.

Under federal law, non-exempt employees may not waive their statutory right to overtime.

If you have any questions concerning overtime pay, check with your supervisor, or contact the payroll office.

4.7 Pay Period

At the Service Corporation, the standard pay period is biweekly for all employees. Pay dates are Friday for the two-week period that ended on the previous Saturday. If a pay period falls on a holiday, you will be paid on the preceding workday.

Employees will be paid for all hours work. Any vacation, sick, or personal days used, will be paid on the following pay cycle.

Review your online pay statement for accuracy. If you find an issue, report it to the payroll department immediately.

4.8 Recording Time

Exempt employees are required to record and submit time off.

Non-exempt employees must record their hours on time sheets or a time clock. If your area uses a time sheet, you must submit your time sheet to your supervisor for approval. Your supervisor will then forward your time to payroll as per schedule.

All employees subject to this policy are required to accurately record all time worked and to sign their time sheet.

For payroll purposes, the workweek starts on Sunday and ends on Saturday.

Falsification of time records or recording time for other employees may result in discipline up to and including termination of employment.

5.0 Performance, Discipline, Layoff, and Termination

5.1 Outside Employment

We hope that you will not find it necessary to seek additional outside employment. However, if you are planning to accept an outside position, you must notify your supervisor in writing.

Outside employment must not conflict in any way with your responsibilities within the Service Corporation. You may not work for competitors, nor may you take an ownership position with a competitor.

Employees may not conduct outside work or use Service Corporation property, equipment, or facilities in connection with outside work.

5.2 Pay Raises

Depending on financial health and other Service Corporation factors, efforts will be made to give pay raises consistent with The Service Corporation profitability, job performance, your department’s internal policies and budget. The Service Corporation may also make individual pay raises based on merit or due to a change of job position.

Employees who are on written warning for any violation of Service Corporation policy and/or have a performance rating of below expectations are not eligible for a pay raise.

5.3 Performance Improvement

The Service Corporation will make efforts to periodically review your work performance. The performance reviews will take place once each fiscal year, or as business needs dictate. Departments should ensure regular communication with employees to achieve satisfactory job performance and so that the employee is clear on the position expectations.

You must understand that a positive job performance review does not guarantee a pay raise or continued employment. Pay raises and promotions are based on numerous factors, only one of which is job performance.

5.4 Promotions

Career advancement is rewarding for both the employee and the Service Corporation. We will promote qualified employees to new or vacated positions whenever possible. Your supervisor and/or Human Resources are available to discuss promotional opportunities with you. You are eligible to apply for promotional opportunities outside of your department after completing six months of continuous service in your current position and be in good standing. Criteria for selection to fill open positions may include such factors as knowledge and experience pertinent to the job and your performance, including attendance and punctuality, in your current position. For the purposes of evaluating performance, the promoted employee is subject to a new introductory period that commences on the date of the promotion. Please note that vacation time is paid out upon transfer to a new department. Sick/Personal time will rollover to the new department.

As per the Service Corporation guidelines employees are eligible for external transfers after 6 months of employment with the current department and must be in good standing. Note, employees hired under the Float Pool Program are required to complete 9 months of employment in order to be eligible for transfer. Employees transferring to another Service Corporation department must provide 30 days' notice to their current department.

5.5 Standards of Conduct

The Service Corporation wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our employees, clients, customers, and other stakeholders. We all share in the responsibility of improving the quality of our work environment. By deciding to work here, you agree to follow our policies and procedures.

While it is impossible to list everything that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that

could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit our right to discipline or discharge employees for any reason permitted by law.

Examples of inappropriate conduct include:

Violation of the policies and procedures set forth in this handbook.

Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.

Being under the influence of alcohol during working hours on Service Corporation property (including in Service Corporation vehicles), or on Service Corporation business.

Inaccurate reporting of the hours worked by you or any other employees.

Theft or dishonesty

Providing knowingly inaccurate, incomplete, or misleading information when speaking on behalf of the Service Corporation or in the preparation of any employment-related documents including, but not limited to, job applications, personnel files, employment review documents, intra- company communications, or expense records.

Taking or destroying Service Corporation property.

Possession of potentially hazardous or dangerous property (where not permitted) such as firearms, weapons, chemicals, etc., without prior authorization.

Fighting with, or harassment of (as defined in our EEO policy), any fellow employee, vendor, or customer.

Disclosure of Service Corporation trade secrets and proprietary and confidential commercially-sensitive information (i.e., financial or sales records/reports, marketing or business strategies/plans, product development information, customer lists, patents, trademarks, etc.) of the Service Corporation or its customers, contractors, suppliers, or vendors.

Refusal or failure to follow directions or to perform a requested or required job task.

Refusal or failure to follow safety rules and procedures.

Excessive tardiness or absences.

Smoking in non-designated areas.

Working unauthorized overtime.

Solicitation of fellow employees on Service Corporation premises during working.

Failure to dress according to Service Corporation policy.

Use of obscene or harassing (as defined by our EEO policy) language in the workplace.

Engaging in outside employment that interferes with your ability to perform your job at the Service Corporation.

Gambling on Service Corporation premises.

Lending keys or keycards to Service Corporation property to unauthorized persons.

Nothing in this policy is intended to limit your rights under the National Labor Relations Act, or to modify the at-will employment status where at-will is not prohibited by state law.

We emphasize that discharge decisions will be based on an assessment of all relevant factors.

5.6 Transfers

Career advancement is rewarding for both the employee and the Service Corporation. We will promote qualified employees to new or vacated positions whenever possible. Your supervisor and/or Human Resources are available to discuss transfer opportunities with you. You are eligible to apply for transfer opportunities outside of your department after completing six months of continuous service in your current position and be in good standing. Criteria for selection to fill open positions may include such factors as knowledge and experience pertinent to the job and your performance, including attendance and punctuality, in your current position. For the purposes of evaluating performance, the transferred employee is subject to a new introductory period that commences on the date of the transfer. Please note that vacation time is paid out upon transfer to a new department. Sick/Personal time will rollover to the new department.

As per the Service Corporation guidelines, employees are eligible for transfers after completing six months of continuous service in their current position with the current department and must be in good standing. Note, employees hired under the Float Pool Program are required to complete 9 months of employment in order to be eligible for transfer.

Employees transferring to another Service Corporation department must provide 30 days' notice to their current department. Employees’ requests for use of vacation time during the 30 days’ notice period may not be approved and is dependent on the department’s operational needs.

5.7 Reinstatement/Rehire

Full-time and part-time regular employees who terminate employment with the Service Corporation, reapply, and are accepted for rehire in a full-time or part- time regular position, will be eligible for reinstatement provided they are hired within six months of termination. Employees who do not have good standing will not be reinstated i.e., terminated for cause, written warnings on file within the last six months, or below standards performance review.

Former employees who reapply for employment after an absence of more than six months are not eligible for reinstatement but may be considered for rehire as long as job performance and attendance were satisfactory.

Benefits upon reinstatement

Vacation, sick and personal allowance for the job category in which the employee is returning is based on cumulative Service Corporation employment. Employees shall begin to accrue vacation, sick and personal as of the first of the month following reinstatement provided that the initial benefit waiting period has been fulfilled.

Insurance coverage is resumed upon reinstatement provided that the initial benefit waiting period has been fulfilled and the employee has completed the re-enrollment process.

Participation in our 401(k) retirement plan is governed by the provisions of the plan and in accordance with the Employee Retirement Income Security Act (ERISA) of 1974, as amended.

The rehired / reinstated employee is subject to a 90 day introductory period that commences on the date of rehire.

5.8 Furlough

In times of economic downturn, the 61st Street Service Corporation may consider implementing furloughs. A furlough is generally a mandatory specified period of time off without pay initiated by the Service Corporation and intended to be temporary. A furlough is not a separation from employment and can be structured in various ways to meet business needs. For example, the Service Corporation may furlough employees one day a week, every other week, or for a continuous period of several weeks or months. The Service Corporation will endeavor to return employees to their original/prior position, but it is not guaranteed; the decision will be based on the business needs. Any selection criteria utilized by the Service Corporation for furloughs will be non- discriminatory.

5.9 Resignation and Termination

The Service Corporation works hard to treat employees fairly and provide an opportunity for career development. Sometimes despite our best efforts, employees leave because they want to leave – they move, find themselves in different circumstances or simply want a change. Likewise, the Service Corporation retains the right to enlarge, reduce or make changes to job assignments and positions. Employment at the Service Corporation is therefore "at will" permitting either party to end the relationship in each's own discretion.

Human Resources must review and approve all involuntary terminations in advance.

Employees who intend to resign are expected to give advance notice in writing at least equal to the initial annual vacation allowance for their current position. Your compliance with our advance notice is appreciated and will be noted favorably should you ever wish to reapply for employment with the Service Corporation. Additionally, all resigning employees must complete a brief exit interview form prior to leaving.                                      Upon resignation, requests for use of vacation time during the notice period may not be approved and is dependent on the department’s operational needs.

The use of accrued sick time during your normal notice period will require appropriate documentation before sick pay is approved. For eligible employees, documentation is required for sick time in excess of the 40 hours provided by the NYC Earned Safe and Sick Time Act and NJ Earned Sick Leave Act.

Except for employees who terminate after an approved leave of absence, your date of termination is your last day of actual work.

The Service Corporation does not provide a "letter of reference" to former employees. Instead, upon receiving a signed release from a former employee, we will confirm dates of employment and job title.

All Service Corporation property must be returned upon termination. Otherwise, the Service Corporation may take action to recoup any replacement costs and/or seek return of its property through appropriate legal channels.

Employees transferring to another Service Corporation department must provide 30 days' notice to their current department. Employees transferring to another department should not return their ID badges.

You should notify the Human Resources Department if your address changes during the calendar year in which termination occurs so that year-end tax records may be promptly forwarded to you.

5.10 Post-Employment Reference Policy

The Service Corporation will not honor any oral requests for references. All requests must be in writing. Generally, we will only confirm our employees' dates of employment and job title.

Under no circumstances should an employee or manager provide another individual with information regarding current or former employees of the Service Corporation. If you receive a request for reference information, please forward it to Human Resources.

6.0 General Policies

6.1 Computer Security and Copying of Software

Software programs purchased and provided by the Service Corporation are to be used only for creating, researching, and processing materials for Service Corporation use. By using Service Corporation hardware, software, and networking systems you assume personal responsibility for their use and agree to comply with this policy and other applicable Service Corporation policies, as well as city, state, and federal laws and regulations.

All software acquired for or on behalf of the Service Corporation or developed by Service Corporation employees or contract personnel on behalf of the Service Corporation, is and will be deemed Service Corporation property. It is

the policy of the Service Corporation to respect all computer software rights and to adhere to the terms of all software licenses to which the Service Corporation is a party. Management is responsible for enforcing these guidelines.

You may not illegally duplicate any licensed software or related documentation. Unauthorized duplication of software may subject you and/or the Service Corporation to both civil and criminal penalties under the United States Copyright Act. To purchase software, obtain your manager's approval. All software acquired by the Service Corporation must be purchased through Management.

You may not duplicate, copy, or give software to any outsiders including clients, contractors, customers, and others. You may use software on local area networks or on multiple machines only in accordance with applicable license agreements entered into by the Service Corporation.

No solicitation/Non distribution Policy

To avoid disruption of business operations or disturbance of employees, visitors, and others, the Service Corporation has implemented a No solicitation/Non distribution Policy. For purposes of this policy, "solicitation" includes, but is not limited to, selling items or services, requesting contributions, and soliciting or seeking to obtain membership in or support for any organization. Solicitation performed through verbal, written, or electronic means is covered by the No solicitation/Non distribution Policy.

You are prohibited from soliciting other employees during your assigned working time. For this purpose, working time means time during which either you or the employees who are the object of the solicitation are expected to be actively engaged with assigned work. You may conduct solicitations during your lunch period, coffee breaks, or other authorized nonworking time, so long as you do so when the other employees are also on nonworking time.

To avoid inappropriate litter, clutter, and safety risks, you may not distribute literature or other items that are not work related in working areas at any time. Working areas do not include break/rest areas, lunchrooms, or parking lots.

Electronic distribution of materials is prohibited during work time. Literature that violates the company's equal employment opportunity (EEO) and non- harassment policies (including threats of violence), or is knowingly and recklessly false, is never permitted. Non-employees are not permitted to distribute materials on company premises at any time.

This policy is not intended to restrict the statutory rights of employees, including the right to discuss terms and conditions of employment.

Violations of this policy should be reported to supervisor or a member of the Human Resources Department.

6.3 Personal Appearance

The Service Corporation strives to maintain a professional atmosphere that is conducive to our business environment, contributes to the morale of all employees, and projects an image of efficiency and professionalism to patients and the public. Your personal appearance reflects on the reputation, integrity, and public image of the Service Corporation. All employees are required to report to work neatly groomed and dressed. Employees are relied upon to use common sense and good judgment regarding their clothing and appearance in the workplace and to dress in a manner that is consistent with the goals of this policy.

Employees are expected to maintain habits that are generally accepted in the workplace, including clean clothing, good grooming, and personal hygiene.

Employees should dress in a manner appropriate for the workplace and the work being performed. This may include wearing uniforms or protective safety clothing and equipment, depending upon the job. In positions that do not require uniforms, employees are expected to dress in proper professional attire consistent with the Service Corporation dress code policy. Please refer to the full dress code policy at www.servcorphr.com.

To maximize the well-being of our patients, employees involved in direct patient care must keep their fingernails clipped short (1/8" beyond fingertips). Artificial nail enhancements are not to be worn. Nail polish is permitted, but anything applied to natural nails other than polish is considered an enhancement. Chin- length or longer hair must be secured away from the face. This policy shall in no way ban, limit, or otherwise restrict employees from maintaining natural hair or hairstyles.

In order to ensure a sterile environment, all employees must maintain proper hygiene.

Fragrant products, including but not limited to perfumes, colognes, and scented body lotions or hair products, should be used in moderation out of concern for others with sensitivities or allergies.

The Service Corporation and/or the employee's department reserve the right to determine the appropriateness of an employee's attire, appearance, and hygiene. The Service Corporation will make every effort to reasonably accommodate employees with disabilities or with religious beliefs that make it difficult for them to comply fully with the personal appearance policy. Contact a member of the Human Resources / Benefits Department to request a reasonable accommodation.

Failure to conform with the personal appearance standards may result in being sent home in order to comply with this personal appearance policy. Frequent violations may result in disciplinary action.

6.4 Personal Cell Phone/Mobile Device Use

While the Service Corporation permits employees to bring personal cell phones and other mobile devices (i.e., smartphones, PDAs, tablets, laptops) into the workplace, you must not allow the use of such devices to interfere with your job duties or impact workplace safety and health.

The use of personal cell phones and mobile devices at work can be distracting and disruptive and cause a loss of productivity. Thus, you should use such personal devices during nonworking time, such as breaks and meal periods only. During this time, use devices in a manner that is courteous to those around you. Outside of nonworking time, the use of such devices should be limited to emergency use only. If you have a device that has a camera and/or audio/video recording capability, you are restricted from using those functions on Service Corporation/Department property unless authorized in advance by management or when they are used in a manner consistent with your right to engage in concerted activity under section 7 of the National Labor Relations Act (NLRA).

You are expected to comply with Service Corporation policies regarding the protection of confidential and proprietary information when using personal devices. Please refer to our Confidentiality Agreement policy for full details.

You may not connect your personal device to the Service Corporation network or to Service Corporation equipment (computers, printers, etc.).

Nothing in this policy is intended to prevent employees from engaging in protected concerted activity under the NLRA.

You will be subject to disciplinary action up to and including termination of employment for violation of this policy.

6.5 Personal Data Changes

If you change your address or telephone number, inform your supervisor and Human Resources by logging into the ADP self-service portal. If your marital status changes (married, divorced, widowed) or if you have an addition to your family, you must inform Human Resources, within 30 days of the event to update your insurance coverage. It is important that Human Resources maintain accurate and current records on employees in order to ensure proper benefit coverage. Information about employees is always held in strict confidence.

6.6 Computer, E-mail, and Internet Usage

Objective

61st Street Service Corporation recognizes that the use of the Internet and e- mail is necessary in the workplace, and employees can use the Internet and e- mail systems responsibly, as unacceptable use can place the Service Corporation and others at risk. This policy outlines the guidelines for the acceptable use of the Service Corporation’s technology systems.

Scope

This policy must be followed in conjunction with other Service Corporation policies governing appropriate workplace conduct and behavior. Any employee who abuses the company-provided access to e-mail, the Internet, or other electronic communications or networks, including social media, may be denied future access and, if appropriate, be subject to disciplinary action up to and including termination. Service Corporation complies with all applicable federal, state, and local laws as they concern the employer/employee relationship, and nothing contained herein should be misconstrued to violate any of the rights or responsibilities contained in such laws.

Questions regarding the appropriate use of the Service Corporation’s electronic communications equipment or systems, including e-mail and the Internet, should be directed to your manager or the Human Resources department.

Policy

Service Corporation has established the following guidelines for employee use of the company’s technology and communications networks, including the Internet and business provided e-mail, in an appropriate, ethical, and professional manner.

Confidentiality and Monitoring

It is the policy of the Service Corporation to ensure operations, activities and business affairs of the company are kept confidential to the greatest extent possible.

Employees may learn of or be entrusted with sensitive information of a confidential nature. During employment, any information, including but not limited to client information, business information, marketing information, and employee information must be kept strictly confidential and must not be divulged directly or indirectly to any outsiders (including any third party, firm, individual or institution) except on the direct written authorization of your manager. This non-disclosure prohibition covers all forms of disclosure, including via use of social media. Employees are also responsible for the internal security of such information on social media accounts. Failure to honor this confidentiality requirement may result in disciplinary action up to and including termination.

In addition, employees are required to continue to treat as private any such confidential information after leaving employment with Service Corporation for any reason. Employees should not release any such sensitive information to any individual, firm, or institution without the express written approval of the Human Resources Department.

All technology provided by Service Corporation, including computer systems, communication networks, company-related work records and other information stored electronically, is the property of Service Corporation and not the

employee, and must be returned immediately to Service Corporation upon termination of employment or upon sooner request, including such information on personal equipment. The use of the company’s technology systems and electronic communications should be job-related and not for personal convenience use. Service Corporation reserves the right to examine, monitor and regulate e-mail and other electronic communications, directories, files, and all other content, including Internet use, transmitted by, or stored in its computer technology systems, whether onsite or offsite.

Business-related internal e-mail, voicemail, text messages (company’s phone), and other electronic communications are considered business records and may be subject to discovery in the event of litigation. Employees must be aware of this possibility when communicating electronically within and outside the company.

Appropriate Use

Service Corporation employees are expected to use technology responsibly and productively as deemed necessary for their jobs. Internet access and e-mail use are for job-related activities; however, minimal personal use is acceptable during your unpaid lunch break only.

Employees may not use Service Corporation’s Internet, e-mail, or other electronic communications to transmit, retrieve or store any communications or other content of a defamatory, discriminatory, harassing, or pornographic nature. No messages with derogatory or inflammatory remarks about an individual’s protected characteristics (see Section 2.2 - No Discrimination or Harassment Policy) may be transmitted. Harassment of any kind is prohibited.

Disparaging, abusive, profane, or offensive language and any illegal activities— including piracy, cracking, extortion, blackmail, copyright infringement and unauthorized access to any computers on the Internet or e-mail—are forbidden.

Copyrighted materials belonging to entities other than Service Corporation may not be transmitted by employees on the company’s network.

Employees may not use Service Corporation’s computer systems in a way that disrupts its use by others. This includes sending or receiving excessive numbers of large files and spamming (sending unsolicited e-mail to thousands of users).

Employees are prohibited from downloading software or other program files or online services from the Internet without prior approval from the IT department. All files or software should be passed through virus-protection programs prior to use. Failure to detect viruses could result in corruption or damage to files or unauthorized entry into company systems and networks.

Every employee of Service Corporation is responsible for the content of all text, audio, video, or image files that they place or send over the company’s Internet and e-mail systems. No e-mail or other electronic communications may be sent

that hide the identity of the sender or represent the sender as someone else. Service Corporation’s corporate identity is attached to all outgoing e-mail communications, which should reflect corporate values and appropriate workplace language and conduct.

6.7 Security

All employees are responsible for helping to make the Service Corporation a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or similar devices to your supervisor or a member of the Human Resources Department immediately. Refrain from discussing specifics regarding Service Corporation security systems, alarms, passwords, etc. with those outside of the Service Corporation.

Immediately advise your supervisor or a member of the Human Resources Department of any known or potential security risks and/or suspicious conduct of employees, customers, or guests of the Service Corporation. Safety and security are the responsibility of all employees, and we rely on you to help us keep our premises secure.

6.8 Social Media Policy

At the Service Corporation, we recognize the Internet provides unique opportunities to participate in interactive discussions and share information using a wide variety of social media. However, use of social media also presents certain risks and carries with it certain responsibilities. To minimize risks to the Service Corporation, you are expected to follow our guidelines for appropriate use of social media.

This policy applies to all employees who work for the Service Corporation.

Guidelines

For purposes of this policy, social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether associated or affiliated with the Service Corporation, as well as any other form of electronic communication.

Service Corporation principles, guidelines, and policies apply to online activities just as they apply to other areas of work. Ultimately, you are solely responsible for what you communicate in social media. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or employees of the Service Corporation.

Know and Follow the Rules

Ensure your postings are consistent with these guidelines. Postings that include unlawful discriminatory remarks, harassment, and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful

The Company cannot force or mandate respectful and courteous activity by employees on social media. However, all of the Company’s policies, including the No Discrimination or Harassment Policy, apply to the use of social media. If you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment. Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, or any other status or class protected by law or Service Corporation policy. Your personal posts and social media activity should not make statements on behalf of the Service Corporation or disparage employees of the Service Corporation.

Maintain Accuracy and Confidentiality

When posting information:

Maintain the confidentiality of trade secrets, intellectual property, and confidential commercially-sensitive information (i.e., financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the Service Corporation.

Do not create a link from your personal blog, website, or other social networking site to a Service Corporation website that identifies you as speaking on behalf of the Service Corporation.

Never represent yourself as a spokesperson for the Service Corporation. If the Service Corporation is a subject of the content you are creating, do not represent yourself as speaking on behalf of the Company. Make it clear in your social media activity that you are speaking on your own behalf.

Respect copyright, trademark, third-party rights, and similar laws and use such protected information in compliance with applicable legal standards.

Using Social Media at Work

Do not use social media while on your work time, unless it is work related as authorized by your manager or consistent with policies that cover equipment owned by the Service Corporation.

Media Contacts

If you are not authorized to speak on behalf of the Service Corporation, do not speak to the media on behalf of the Service Corporation. Direct all media inquiries for official Service Corporation responses to Human Resources.

Retaliation and Your Rights

Retaliation or any other negative action is prohibited against anyone who, based on a reasonable belief, reports a possible deviation from this policy or cooperates in an investigation. Those who retaliate against others for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Nothing in this policy is designed to interfere with, restrain, or prevent employees from communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. All employees have the right to engage in or refrain from such activities.

6.9 Telephone Use

The Service Corporation phones are principally for work-related communications. Unless there is an emergency, limit telephone calls to business purposes only. Limit personal use of Service Corporation telephones to brief communications during rest periods where possible. Telephone calls with friends and relatives during working hours is strongly discouraged.

Telephone use is subject to the Voicemail/Email/Internet Usage Policy.

6.10 Workplace Searches

Inspection(s) may be conducted at any time at the discretion of the Service Corporation, to ensure the safety of all employees, patients, and property. The Service Corporation reserves the right to conduct personal searches consistent with state law, and to inspect any packages, parcels, purses, handbags, briefcases, lunch boxes or any other possessions or articles carried to and from the Service Corporation's property. In addition, the Service Corporation reserves the right to search any employee's office, desk, files, locker, equipment or any other area or article on our premises. In this regard, it should be noted that all offices, desks, files, lockers, equipment, etc. are the property of the Service Corporation, and are issued for the use of employees only during their employment.

Persons attempting to enter the premises, refusing to cooperate in an inspection conducted pursuant to this policy may not be permitted on the premises. Employees working on or entering or leaving the premises who refuse to cooperate in an inspection, as well as employees who after inspection are believed to be in possession of stolen property, illegal substances, or in violation of the Service Corporation's rules, security regulations and/or procedures will be subject to disciplinary action, up to and including discharge.

6.11 Anti-Nepotism

The 61st Street Service Corporation welcomes the opportunity to hire and retain qualified employees who are related to one another by blood or marriage.

However, since such relationships sometimes can create conflicts of interest in the workplace, including suspicions of favoritism if the related employees are in a supervisor-subordinate relationship, it is the policy of Service Corporation that:

Any employee of the Service Corporation who has or acquires a familial relationship (as defined below) with another employee of either the Service Corporation or a Service Corporation client shall not have any direct or indirect administrative or operational authority over the other person. This prohibition means not only that a person may not supervise a family member, but also that the family member cannot be in that person's chain of command (for example, a family member cannot work in a department/division/unit in which a family member is a direct subordinate or supervisor. This prohibition also means that no Service Corporation employee shall be supervised by or have any direct or indirect administrative or operational authority over a family member who is employed by a client of Service Corporation.

An employee of the Service Corporation cannot use his/her authority or position to benefit or to disadvantage another employee in a familial relationship. Although all such potential misuses of authority cannot be listed here, examples include an employee signing an evaluation for a family member or signing/approving a salary increase for a family member.

Employees are required to notify the Human Resources Department of

(a) any existing familial relationships; (b) any familial relationships that are created among employees (for example, by the marriage of two employees); and (c) the potential employment by Service Corporation of a family member.

The Service Corporation will refuse to hire a job applicant who is in a familial relationship with a current employee if the applicant would be in a supervisory or subordinate position to the existing employee. Service Corporation employees who marry one another during their employment will be allowed to remain with the company unless they are in a superior- subordinate relationship and there is no open position to which one of them may be transferred.

"Familial relationship" within the meaning of this policy means two employees (or an employee and a job applicant) in the relationship of parent, spouse, child (biological, adopted or foster child/legal ward), grandchild, brother, sister, grandparent, child of an employee standing in loco parentis, domestic partners, children of domestic partners, parents of domestic partners, foster parents, step parents, legal guardians of an employee and persons who stood in loco parentis when the employee was a minor child, uncle, aunt, nephew, niece, or any of those relationships arising as a result of marriage (for example, brother-in-law or half siblings).

6.12 Behaviors and Competencies

The following are the expected behaviors and competencies:

Effective Communication – communicate clearly in verbal interaction make positive first impressions; be aware of non-verbal and verbal communications.

Job Knowledge – answers questions thoroughly and fulfill the expectations of your job.

Patient-Centered Care – put patient's needs first, meet, and exceed their expectations.

Empathy – listen carefully, use caring and compassionate tone and respond to others in a timely manner.

Collaboration and Teamwork – be a team player, helpful, considerate, and encouraging to others.

Pride and Excellence – maintain a professional attitude and demeanor, set high standards for yourself.

Integrity and Credibility (including Privacy and Confidentiality) – Manage customer's expectations, be sensitive to share information, avoid inappropriate conversations.

Employees are expected to adhere to the above competencies at all time. Nothing in this policy is designed to modify our employment-at-will policy.

6.13 Care of Patient Records

In order to provide the best care for patients it is critical that we maintain accurate and current patient records. Patient records should be returned to the appropriate filing cabinet following documentation. Patient records may not be removed from the premises for any reason.

Patient records should be handled with care and not disfigured in any way. Falsification of patient records is strictly prohibited and will result in disciplinary action.

Occasionally, patients or other physicians will request copies of patient records. Under no circumstances will requests for patient records be fulfilled unless prior written permission is received from one of the physicians. Place the written permission in the patient's file.

6.14 Care of Property and Equipment

You are expected to demonstrate proper care when using the Service Corporation's property and equipment. No property may be removed from the premises without the proper authorization of management. If you lose, break, or damage any property, report it to your supervisor at once.

6.15 Non-Fraternization

The Service Corporation prohibits fraternization. Fraternization is defined as an "intimate, romantic, or sexual relationships between a member of management and an employee" in any of the following situations:

The member of management is in a direct reporting relationship with the employee:

The member of management, or his/her subordinate, supervises the employee's manager; or

The member of management, by virtue of his/her position, has the authority to change or influence the terms and conditions of the employee's job, including but not limited to performance evaluations, pay rate, job level, and/or title, job assignments, promotions, and terminations.

Employees must disclose to the Executive Director of Human Resources any existing or imminent relationship that violates or would violate this policy. The Service Corporation will take whatever action it believes is necessary to redress the policy violation including, but not limited to, transfer, reassignment, or termination of employment. This policy is not intended to include and is not meant to discourage platonic friendship, social activities among employees or governs an employee's lawful off-duty conduct.

Employees are encouraged to direct any questions regarding fraternization to Human Resources.

6.16 Patient and Public Relations

The Service Corporation's reputation is built on excellent service and quality work. To maintain this reputation requires the active participation of every employee.

The opinions and attitudes that patients have toward the Service Corporation may be determined for a long period of time by the actions of one employee. It is sometimes easy to take a patient for granted, but when we do we run the risk of alienating not only that patient, but his or her associates, friends or family who may also be patients or prospective patients.

Each employee is expected to be sensitive to the importance of treating all patients, visitors and co-workers with courtesy and respect.

6.17 Each Employee's Responsibility to Safety

Safety can only be achieved through teamwork. Each Employee, Supervisor and Manager must practice safety awareness by thinking defensively, anticipating unsafe situations, and reporting unsafe conditions immediately.

Please review the Safety Manual at www.servcorphr.com, in addition to observing the following precautions:

Understand the safe and proper way to perform any given task. If in doubt, ask your supervisor.

Notify your supervisor immediately of any emergency situation. If you are injured or become sick at work, no matter how slightly, you must inform your supervisor immediately.

Report all unsafe conditions to your supervisor immediately. This includes broken furniture, broken glass, defective electrical equipment, frayed wires, defective or loose floor tiles, spills, etc.

Wear Personal Protective Equipment approved and provided by dept. for particular job tasks and always observes universal (standard) precautions whenever there is a possibility of blood or body fluid exposure.

Walk, do not run. Always keep to the right and approach corridor intersections carefully; utilize the handrail when using the stairs.

The unauthorized use of alcoholic beverages or illegal substances during working hours will not be tolerated. The unauthorized possession of alcoholic beverages or illegal substances on the Service Corporation's property is forbidden.

Use, adjust and repair machines and equipment only if you are trained and qualified.

Use the tilt test to estimate an object's weight. (Tilt test - get a good grasp on one of the objects edges. Slowly try to tilt it up. If difficult to move, it is too heavy to lift by yourself. Get someone to help or use a lifting aid.)

Be thoroughly familiar with your role and the procedures to follow in the event of a fire or medical emergency at your site.

6.18 Visitor(s) Policy

If you are expecting a visitor, please notify your supervisor. All visitors must first check in at the reception area. Visitors are not allowed in any area of the building without being accompanied by an authorized employee. Under no circumstances will visitors be allowed in confidential, unauthorized, or potentially hazardous areas.

6.19 HIPAA

The Health Insurance Portability and Accountability Act of 1996 ("HIPAA") provides comprehensive guidance for patients and employees including their privacy rights concerning the use or disclosure of their medical information. All employees must adhere to HIPAA guidelines.

6.20 Confidentiality of Client Matters

The law and our professional ethics require that each employee maintain confidentiality when handling patient matters.

To maintain this professional confidence, no employee shall disclose patient information to outsiders, including other patients, third parties or members of

one's own family.

Any disclosure of confidential information will result in disciplinary action up to and including discharge.

All Service Corporation employees are required to sign a confidentiality agreement and acknowledge this on an annual basis via the Employee Self- Service Portal.

6.21 Personnel Records

The Service Corporation maintains a personnel file for all employees. Every effort will be made to keep your personnel file confidential. Access is on a "need-to-know" basis only. This includes, but is not limited to, supervisors and others in management reviewing the file for possible promotion, transfer, or layoff.

If you wish to review your personnel file, you must give the Service Corporation reasonable notice. Inspection must occur in the presence of a Service Corporation representative. All requests by an outside party for information contained in your personnel file will be directed to the Human Resources department, which is the only department authorized to give out such information.

7.0 Categories of Employment

7.1 Full-time Employees

FULL-TIME EMPLOYEES regularly work at least 35 hours a week and are eligible for our fringe benefits package in accordance with their position and length of employment.

7.2 Part-time Regular Employees

PART-TIME REGULAR EMPLOYEES working 30 hours or more each week are-eligible for certain fringe benefits, based on their position and length of employment.

7.3 Part-time Employees

PART-TIME EMPLOYEES working less than 30 hours each week are eligible for statutory benefits only.

Statutory benefits are mandated by federal, state, or local law and may include Social Security, Workers’ Compensation Insurance, Short-Term Disability Insurance, and Unemployment Compensation Insurance and Earned Sick Leave.

In addition to the preceding, employees are also categorized as "exempt" or "non-exempt".

7.4 Temporary Employees

TEMPORARY EMPLOYEES work either full or part-time for a period not to exceed 20 weeks. Temporary employees are eligible to receive statutory benefits only. Temporary employees, on The Service Corporation payroll, who work in a benefit eligible position and who attain either part-time regular or full- time employee status, without a break in service, will have the time worked on the temporary basis counted for the purposes of determining benefit eligibility dates.

Statutory benefits are mandated by federal, state, or local law and may include Social Security, Workers’ Compensation Insurance, Short-Term Disability Insurance, and Unemployment Compensation Insurance and Earned Sick Leave.

In addition to the preceding, employees are also categorized as "exempt" or "non-exempt".

7.5 Per Diem Employees

PER DIEM EMPLOYEES do not work regularly scheduled hours but are called in to work on an as-needed basis. Per diem employees are eligible for statutory benefits only.

Statutory benefits are mandated by federal, state, or local law and may include Social Security, Workers’ Compensation Insurance, Short-Term Disability Insurance, and Unemployment Compensation Insurance and Earned Sick Leave.

In addition to the preceding, employees are also categorized as "exempt" or "non-exempt".

7.6 Non-Exempt Employees

NON-EXEMPT EMPLOYEES - Pursuant to the Fair Labor Standards Act (FLSA) and applicable state laws, non-exempt employees are entitled to overtime pay for all hours worked in excess of 40 hours per week.

7.7 Exempt Employees

EXEMPT EMPLOYEES - Exempt employees are those who qualify for an exemption under federal and state law by meeting the wage and job responsibilities requirements. Exempt employees are not entitled to overtime pay. Generally, exempt employees will be paid on a salary basis and their salary is intended to compensate them for all hours worked during each work week, regardless of the scheduled or reported hours worked. The salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed.

8.0 Benefits

8.1 Holidays

The Service Corporation observes the following holidays during the year:

• New Year's Day
• Martin Luther King Day
• Presidents' Day
• Memorial Day
• Fourth of July
• Labor Day
• Thanksgiving
• The Day after Thanksgiving
• Christmas

If one of the above holidays falls on Saturday, it normally is observed on the preceding Friday. If one falls on Sunday, it normally is observed on the following Monday.

Full-time and part-time regular employees are eligible for paid holidays immediately upon hire. Full-time or part-time regular employees who are required to work on a holiday will receive another day off with pay normally within the 30-day period prior to or following the holiday.

Eligible employees are paid for the holiday only if the holiday falls on their regularly scheduled workday.

8.2 Vacation Policy

Full-time and part-time regular employees, who have completed their 60 day eligibility period, accrue paid vacation time.

Vacation is calculated according to your anniversary date on a monthly accrual basis as follows:

Years of Service	Number of Days	Monthly Accrual Rate
Hire – 3 Years	15 Days / Year	1.25 Days Per Month
3 – 5 Years	18 Days / Year	1.50 Days Per Month
5 – 15 Years	20 Days / Year	1.67 Days Per Month
15 – 20 Years	22 Days / Year	1.83 Days Per Month
20+ Years	25 Days / Year	2.08 Days Per Month

 

*For most general support staff categories

Note: Part-time regular employees receive paid vacation time in proportion to the number of hours they normally are scheduled to work.

Employees are not permitted to carry a negative vacation balance. Your vacation accrual hour’s balance appears on your check stub or online pay

statement. Always check with your supervisor well in advance of making your vacation plans to be certain the time you select is available to you. When scheduling your vacation, please be sure to check your vacation balance to be sure you will have enough time accrued to cover all of the vacation time you would like to schedule. Note, if you do not have the necessary accrued vacation time at the time of your scheduled vacation, your request may be revoked.

Vacation requests are granted taking into account the operating requirements of the department, the amount of vacation accrued and the wishes of the employee. Length of employment may determine priority in scheduling vacation times.

Vacation must be requested in advance in accordance with your department's requirements.

Vacation pay cannot be granted in lieu of taking the actual time off. However, vacation time can be carried over to the following calendar year, up to a maximum of two year's accrual.

Upon termination, employees are paid for earned but unused vacation up to a maximum of two year's accrual. Note: employees who do not return all company property/equipment in proper working order upon separation of employment are not entitled to their accrued unused vacation payout.

Unused accrued vacation time is paid out upon transferring to a new department up to a maximum of two year's accrual.

8.3 Personal Days

Full-time and part-time regular employees, who have completed their 60 day eligibility period, accrue three paid personal days each year.

Personal days are calculated according to your anniversary date.

Part-time regular employees receive paid personal days in proportion to the number of hours they normally are scheduled to work.

Except for emergency situations, requests for personal days must be given to your supervisor for approval in advance, according to your department's requirements. The Service Corporation reserves the right to require appropriate documentation substantiating an emergency.

Personal days cannot be carried over to the following calendar year. Employees are not paid in lieu of taking the actual time off. In order to avoid forfeiting time, supervisors may advance an employee up to one full personal day during the last three months of the calendar year.

Upon termination, employees are not paid for earned but unused personal days.

Upon transferring to a new department unused accrued personal time is carried over within the calendar year.

8.4 Sick Pay

Full-time and part-time regular employees, who have completed their 60 day eligibility period, accrue ten (10) paid sick days each anniversary year. The Service Corporation reserves the right to require appropriate documentation substantiating any illness before paying the benefits provided by this plan.

Part-time regular employees receive paid sick days in proportion to the numbers of hours they normally are scheduled to work.

Employees are not paid for any unused sick days. However, effective January 1, 2016, unused sick time may be accumulated from one calendar year to another up to a maximum of 60 days for full-time employees or the equivalent hours for part-time regular employees. Sick time is available for employee illness only.

Employees are not paid for earned but unused sick days upon termination. You may be required to submit appropriate documentation before sick time is paid during your normal resignation notice period.

Upon transferring to a new department unused accrued sick time is carried over to a maximum of 60 days.

If the need to use paid sick leave is foreseeable, you must provide the Service Corporation with advance written notice of the intention to use such leave, not to exceed seven days prior to the date such leave is to begin. If the need to use paid sick leave is not foreseeable, please provide notice of your intention to use paid sick leave as soon as practicable. For paid sick leave of three or more consecutive days, please provide the Service Corporation with reasonable documentation that such leave is being taken for a permitted reason in accordance with this policy.

Accrued, but unused sick leave will not be paid out at the end of employment. Any break in service of employment will result in the loss of any accrued, but unused sick leave hours.

The Service Corporation will not discriminate or retaliate against employees who exercise their rights in good faith in accordance with this policy and state law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Disclaimer: All employees will receive sick days in compliance with federal, state, and local laws. This Sick Pay Policy is not intended to violate the NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick

Leave Act, and the Westchester Earned Sick Leave Act. Employees in New York and New Jersey should refer to the state-specific addendums below for information regarding the applicable sick pay policies.

8.5 401(k) Plan

The Service Corporation provides eligible employees with a 401(k) Qualified Retirement Plan which offers an excellent means of long term savings to supplement your Social Security benefits at retirement. The Service Corporation's contribution, if any, is determined by the Service Corporation on an annual basis.

You can access our Summary Plan Description online. This document contains the details of the plan including eligibility and benefit provisions. In the event of any conflict in the description of the plan, the official plan documents, which are available for your review, shall govern. Contact Benefits if you have any questions about this plan.

8.6 Bereavement Leave

Fulltime and part-time regular employees are eligible to receive up to three (3) paid days to arrange for and/or attend the funeral of an immediate family member. Immediate family members include spouses, parents, step-parents, brothers, sisters, children, grandchildren, grandparents, and parents-in-law.

Employees who are on an unpaid leave of absence will not be granted bereavement pay.

Requests for bereavement leave should be made to your immediate supervisor as soon as possible. The Service Corporation reserves the right to require appropriate documentation before approving bereavement pay.

8.7 Continuing Education Policy and Tuition Assistance

We recognize that education increases an employee's effectiveness on the job and helps to prepare him/her for advancement to a position of greater responsibility. For these reasons the Service Corporation sponsors a Tuition Assistance Plan to encourage full-time and part-time regular employees, who have completed six months of continuous employment, to obtain additional educational training, on their own time, in an accredited college, university, or business school.

Under this plan you may be reimbursed for your tuition costs up to a specified maximum, providing the course or degree program is covered by the plan and approved by Human Resources. Tuition reimbursement is subject to withholding taxes in accordance with applicable law.

Our tuition assistance policy can be found on the website at www.servcorphr.com. Please refer to the policy for complete details.

8.8 Medical Insurance

Eligible full-time and part-time regular employees may enroll after completing their 60 days waiting period.

To assist you with the cost of this insurance, the Service Corporation funds a large portion of the premium cost. Employees are responsible for paying the balance via payroll deduction.

Participating employees are also covered under our medical insurance plan's prescription drug program.

All details of the plan are reviewed during new hire orientation.

Upon termination, you may be entitled to continuation of the group medical insurance plan in accordance with the terms of the policy and/or applicable state and federal law. For more information, contact Human Resources.

Medical coverage ends on the last day of the month.

Health benefits during Family and Medical Leave Act (FMLA) leave are maintained by the Service Corporation on the same terms as if you continued to work. You must make arrangements to pay your share of the health insurance premium on a monthly basis to maintain insurance coverage. Contact Human Resources to determine your contribution amount. The obligation of Service Corporation to maintain health benefits stops when:

You inform the Service Corporation of your intent not to return to work at the end of the leave period; or

You fail to return to work when the FMLA entitlement is exhausted; or

You fail to timely make your premium payments.

The Service Corporation will be entitled to recover premiums paid to maintain health insurance coverage for you if you fail to return to work from leave.

Plan eligibility does not necessarily mean coverage for all medical treatments or procedures. Under changed circumstances, you may be responsible for contributing to the cost of increased premiums. This benefit, as well as other benefits, may be canceled or changed at the discretion of the Service Corporation, unless otherwise required by law.

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with us, you may have the right to continue your medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). The Service Corporation will mail you information about your COBRA rights.

8.9 Dental Insurance

Eligible full-time and part-time regular employees may enroll after completion of their orientation 60 days waiting period.

The Service Corporation pays a major portion of the cost of this insurance for you. Employees are responsible for paying the balance of the premium via payroll deduction.

A booklet containing the details of the plan and the eligibility requirements may be obtained from Human Resources.

Dental coverage ends on the last day of the month.

8.10 Vision Care Insurance

Benefit eligible employees may also enroll in our vision care program. This program generally provides for an exam and new lenses every 12 months, frames once every 24 months and contacts once every 12 months, in lieu of lenses and frames.

Additional information may be obtained from Human Resources. Vision coverage ends on the last day of the month.

8.11 Life Insurance

Eligible fulltime and part-time regular employees are enrolled in this plan upon completion of their orientation period.

You must designate your beneficiary. The amount of coverage is $50,000.

The cost of this insurance is fully paid by the Service Corporation.

An Accidental Death & Dismemberment rider is included with this insurance plan. The amount of coverage is $50,000. Accidental death benefits are paid in addition to your basic coverage benefits. Dismemberment benefits are paid according to a set schedule.

8.12 Disability Insurance

Short-Term Disability Benefits

Employees are eligible for short-term disability insurance after four consecutive weeks of fulltime employment or 25 days of part-time or per diem employment in accordance with state law. This insurance is designed to provide income for you when you are absent from work for more than seven calendar days due to non-occupational illness, injury, or pregnancy-related disability. Eligibility for a short-term disability benefit does not necessarily imply eligibility for a leave of absence.

The benefits are calculated as a percentage of your salary, up to a maximum

each week, as specified by law, for a duration of up to 26 weeks.

The Service Corporation pays most of the cost of this insurance for you. You are responsible for paying the balance of the premium through payroll deduction.

Supplemental Short-Term Disability Benefits

Supplemental Short Term Disability benefits are available to benefit eligible employees. This policy is designed to provide additional income while you are unable to work due to a disability or illness.

Disability Insurance information and enrollment forms may be obtained from the Benefits Office.

Long-Term Disability Benefits

Full-time and part-time regular employees are enrolled in this insurance program upon completion of their orientation period.

Long-Term Disability Insurance provides eligible employees with a continuing source of income after three consecutive months of total disability. The benefits are calculated as a percentage of your salary.

The cost of this insurance is fully paid by The Service Corporation. Additional information may be obtained from the Benefits Office.

8.13 Leaves of Absence

Personal Leave of Absence:

Under special circumstances, full-time and part-time, regular employees, who have completed one year of continuous employment, may be granted a leave of absence without pay. The granting of this type of leave is normally for compelling reasons not covered under the Family and Medical Leave Act and must be requested in writing to the Benefits department. Note: decision is dependent on the business needs of your department.

Personal leaves may not exceed six weeks. Employees are required to use all earned vacation and personal time while on leave. We will continue to provide medical insurance during the Service Corporation paid portion of your leave. Consult Human Resources to arrange for the continuation of insurance benefits during any unpaid period of absence and to pay your portion of the premium in advance each month.

We will make reasonable efforts to return you to the same or similar job held prior to the leave of absence, subject to our staffing and business requirements.

If you fail to return from a leave of absence on the agreed date without prior

notification and approval, you will be deemed to have voluntarily terminated your employment with the Service Corporation.

Disability Leave:

New full-time and part-time regular employees are eligible for an unpaid disability leave after completing six months of employment. Disability leave due to non-occupational illness, injury or pregnancy-related disability is not to exceed six weeks.

Granting this leave prior to the completion of the eligibility period and/or beyond the maximum period stated above may be granted as a reasonable accommodation in accordance with the Americans with Disabilities Act and state and local human rights laws.

We will continue to maintain health benefits during the Service Corporation paid portion of your leave. You may continue your medical insurance coverage during the unpaid portion of your leave by making arrangements with Human Resources to pay your portion of the premium in advance each month.

When you are able to return to work, please give us at least one week's advance written notice. Include a doctor's certificate stating that you are medically able to resume work with or without reasonable accommodation. We will return you to the same or similar position you held prior to the disability leave, subject to our staffing and business requirements. Your continued absence from work beyond your disability (as determined by your physician) will be deemed a voluntary termination of your employment.

This leave will run concurrently with Federal Family and Medical Leave and/or any applicable state medical and/or family leave. (See Federal Family and Medical Leave policy)

8.14 Unemployment Compensation Insurance Policy

Unemployment compensation insurance is paid for by the Service Corporation and provides temporary income for employees who have lost their job under certain circumstances. Your eligibility for unemployment compensation will, in part, be determined by the reasons for your separation from the Service Corporation. The final decision is determined by the Department of Labor.

8.15 Workers Compensation Philosophy

We take our responsibility as an employer very seriously. We go to great lengths and to great expense to provide a safe working environment and workers compensation insurance for our employees. On-the-job injuries are covered by our Workers' Compensation Insurance Policy. We deal promptly with legitimate injuries and claims. If you are injured on the job, no matter how slightly, please report the incident immediately to your supervisor and Human Resources. If the work related injury occurs off campus the employee should

report to the nearest emergency room and contact the Service Corporation for further guidance.

A completed incident report must be faxed to Human Resources no later than one business day after the accident/incident. The completed form is necessary for Worker Compensation claims. Note a copy of the incident report can be obtained from our website at www.servcorphr.com.

This policy represents management guidelines. For more information, please contact the Service Corporation at (212)-326-8462.

8.16 Workers' Compensation Insurance Policy

On-the-job injuries are covered by our Workers' Compensation Insurance

Policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your supervisor and Human Resources. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition which could lead or contribute to an employee accident. Additionally, the Service Corporation will attempt to provide a reasonable accommodation that is medically necessary, feasible and does not impose an undue hardship on the Service Corporation as prescribed by applicable federal, state, or local law.

The Service Corporation will abide by all requirements set forth by the State Workers' Compensation Law and any other applicable laws or regulations. We will not take any adverse action against an employee in retaliation for filing a Workers' Compensation claim.

The amount of the benefits payable to you and the duration of payment depend upon the nature of your injury or illness. You will be taken to a nearby urgent care center or hospital if you cannot be treated adequately on the premises.

The maximum workers' compensation leave available is 16 weeks. Note: up to five (5) business days will be paid by the Service Corporation per injury/accident.

This leave may run concurrently with the Federal Family and Medical Leave Act (FMLA) and/or any other leave where permitted by state and federal law.

Additional information is available from Human Resources.

A report must be filed in Human Resources no later than 1 business day after the accident. Completed reports can be faxed to the Human Resources Department at (212)-326-8700.

8.17 COBRA

You and your covered dependents will have the opportunity to continue medical, dental, and/or vision benefits for a period of up to 36 months under the

provisions of the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) when group medical (and/or vision) coverage for you and your covered dependents would otherwise end due to your death or because:

your employment terminates for a reason other than gross misconduct;

your employment status changes due to a reduction in hours;

your child ceases to be a "dependent child" under the terms of the medical (and/or vision) plan;

you become divorced or legally separated; or

you become entitled to Medicare.

In the event of divorce, legal separation, or child's loss of dependent status, you or a family member must notify Human Resources within 60 days of the occurrence of the event.

The Benefits Office will notify eligible employees of their right to elect COBRA continuation coverage.

8.18 Family and Medical Leave (FMLA) Policy

In accordance with the Family and Medical Leave Act of 1993 (FMLA), the Service Corporation provides up to 12 or 26 weeks of unpaid, job-protected leave in a 12-month period to covered employees in certain circumstances.

Eligibility

To qualify for FMLA leave, you must:

Have worked for the Service Corporation for at least 12 months, although it need not be consecutive;

Worked at least 1,250 hours in the last 12 months; and

Be employed at a worksite that has 50 or more employees within 75 miles.

Leave Entitlement

You may take up to 12 weeks of unpaid FMLA leave in a 12-month period for any of the following reasons:

The birth of a child and in order to care for that child (leave must be completed within one year of the child's birth);

The placement of a child with you for adoption or foster care and in order to care for the newly placed child (leave must be completed within one year of the child's placement);

To care for a spouse, child, or parent with a serious health condition;

To care for your own serious health condition, which makes you unable to perform any of the essential functions of your position; or

A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status

(or has been notified of an impending call or order to covered active duty).

The 12-month period is on a "rolling year" basis.

You may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, child, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service.

As used in the policy:

Spouse means a husband or wife as recognized under state law for the purposes of marriage in the state or other territory or country where the marriage took place.

Child means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18 or age 18 or older and incapable of self-care because of a mental or physical disability at the time FMLA leave is to commence. A child for the purposes of military exigency or military care leave can be of any age.

Parent means a biological, adoptive, step, or foster parent or any other individual who stood in loco parentis to you when you were a child.

Next of kin for the purposes of military care leave is a blood relative other than a spouse, parent, or child in the following order: brothers and sisters, grandparents, aunts, and uncles, and first cousins. If a military service member designates in writing another blood relative as his or her caregiver, that individual will be the only next of kin. In appropriate circumstances, you may be required to provide documentation of next of kin status.

Serious health condition means an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. Ordinarily, unless complications arise, cosmetic treatments and minor conditions such as the cold, flu, earaches, upset stomach, minor ulcers, headaches (other than migraines), and routine dental problems are examples of conditions that are not serious health conditions under this policy. If you have any questions about the types of conditions that may qualify, contact Human Resources.

Health care provider means a medical doctor or doctor of osteopathy, physician assistant, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, clinical social worker, or Christian Science practitioner licensed by the First Church of Christ. Under limited circumstances, a chiropractor or other provider recognized by our group health plan for the purposes of certifying a claim for benefits may also be considered a health care provider.

Qualifying exigencies for military exigency leave include:

Short-notice call-ups/deployments of seven days or less (Note: Leave for this exigency is available for up to seven days beginning the date of call-up notice);

Attending official ceremonies, programs, or military events;

Special childcare needs created by a military call-up including making alternative childcare arrangements, handling urgent and nonroutine childcare situations, arranging for school transfers, or attending school or daycare meetings;

Making financial and legal arrangements;

Attending counseling sessions for yourself, the military service member, or the military service members' son or daughter who is under 18 years of age or is 18 or older but incapable of self-care because of a mental or physical disability;

Rest and recuperation (Note: Fifteen days of leave is available for this exigency per event);

Post-deployment activities such as arrival ceremonies, re- integration briefings, and other official ceremonies sponsored by the military (Note: Leave for these events are available for 90 days following the termination of active duty status). This type of leave may also be taken to address circumstances arising from the death of a covered military member while on active duty;

Parental care when the military family member is needed to care for a parent who is incapable of self-care (such as arranging for alternative care or transfer to a care facility); and

Other exigencies that arise that are agreed to by both the Company and you.

A serious injury/illness incurred by a service member in the line of active duty or that is exacerbated by active duty is any injury or illness that renders the service member unfit to perform the duties of his or her office, grade, rank, or rating.

Notice and Leave Request Process

If the need for leave is foreseeable because of an expected birth/adoption or planned medical treatment, you must give at least 30 days' notice. If 30 days' notice is not possible, give notice as soon as practicable (within one or two business days of learning of your need for leave). Failure to provide appropriate notice may result in the delay or denial of leave.

In addition, if you are seeking intermittent or reduced schedule leave that is foreseeable due to planned medical treatment or a series of treatments for yourself, a family member, or covered service member, you must consult with the Service Corporation first regarding the dates of this treatment to work out a schedule that best suits your needs or the needs of the covered military member, if applicable, and the Service Corporation.

If the need for leave is unforeseeable, provide notice as soon as possible. Normal call-in procedures apply to all absences from work, including those for

which leave under this policy may be requested. Failure to provide appropriate notice may result in the delay or denial of leave.

You must complete the appropriate family/medical leave forms. These forms are available from Human Resources.

Certification of Need for Leave

If you are requesting leave because of your own or a covered relative's serious health condition, you and the relevant health care provider must supply appropriate medical certification. You may obtain Medical Certification forms from Human Resources. When you request leave, the Service Corporation will notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days' notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided.

At our expense, the Service Corporation may require an examination by a second health care provider designated by us. If the second health care provider's opinion conflicts with the original medical certification, we, at our expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. Subsequent medical recertification may also be required. Failure to provide requested certification within 15 days, when practicable, may result in delay of further leave until it is provided.

The Service Corporation also reserves the right to require certification from a covered military member's health care provider if you are requesting military caregiver leave and certification in connection with military exigency leave.

Call-In Procedures

In all instances of absence, the call-in procedures and standards established for giving notice of absence from work must be followed.

Leave Increments Intermittent Leave

If medically necessary, FMLA leave for a serious health condition may be taken intermittently (in separate blocks of time due to a serious health condition) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). FMLA leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

As FMLA leave is unpaid, the Service Corporation will reduce your salary based on the amount of time actually worked. In addition, while you are on an intermittent or reduced schedule leave that is foreseeable due to planned

medical treatments, the Service Corporation may temporarily transfer you to an available alternative position that better accommodates your leave schedule and has equivalent pay and benefits.

Parental Leave

Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an intermittent or reduced schedule basis. Parental leave must be completed within 12 months of the birth or placement of the child; however, you may use parental leave before the placement of an adopted or foster child to consult with attorneys, appear in court, attend counseling sessions, etc.

Family Care, Personal Medical, Military Exigency, and Military Care Leave

Leave taken for these reasons may be taken in a block or blocks of time. In addition, if a health care provider deems it necessary or if the nature of a qualifying exigency requires, leave for these reasons can be taken on an intermittent or reduced-schedule basis.

Paid Leave Utilization During FMLA Leave

FMLA leave is unpaid. You must utilize available vacation/PTO, personal days, and/or sick time during this leave. If you are receiving short-term disability or workers’ compensation benefits during a personal medical leave, you must utilize available sick, personal, and vacation/PTO days during this leave.

Fitness for Duty Requirements

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work, with or without reasonable accommodation. You will not be permitted to resume work until it is provided.

Health Insurance

Your health insurance coverage will be maintained by the Service Corporation during leave on the same basis as if you were still working. You must continue to make timely payments of your share of the premiums for such coverage.

Failure to pay premiums within 30 days due date may result in a lapse of coverage. If this occurs, you will be notified 15 days before the date coverage will lapse that coverage will terminate unless payments are promptly made.

Alternatively, at our option, the Service Corporation may pay your share of the premiums during the leave and recover the costs of this insurance upon your return to work. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if you do not return to work at the end of leave, the Service Corporation may require reimbursement for the health insurance premiums paid during the leave.

Reinstatement

Upon returning to work at the end of leave, you will generally be placed in your original job or an equivalent job with equivalent pay and benefits. You will not lose any benefits that accrued before leave was taken.

Spouse Aggregation

If you and your spouse are both employed by the Service Corporation, the total number of weeks to which you are both entitled in the aggregate because of the birth or placement of a child or to care for a parent with a serious health condition will be limited to 12 weeks per leave year. Similarly, spouses employed by the Service Corporation will be limited to a combined total of 26 weeks of leave to care for a military service member. This 26-week leave period will be reduced, however, by the amount of leave taken for other qualifying FMLA events. This type of leave aggregation does not apply to leave needed for your own serious health condition, to care for a spouse or child with a serious health condition, or because of a qualifying exigency.

Failure to Return

If you fail to return to work or fail to make a request for an extension of leave prior to the expiration of the leave, you will be deemed to have voluntarily terminated your employment. The Service Corporation is not required to grant requests for open-ended leaves with no reasonable return date under these policies or as disability accommodations.

Extended Leave for Serious Health Condition

Your family medical leave may be extended on a week-to-week basis for a maximum of an additional four weeks upon:

a written request to the Service Corporation;

submission of requested documentation; and

approval by the Service Corporation (which is subject to its business needs).

If you do not return to work on the originally scheduled date or request, in advance, an extension of the agreed upon leave with appropriate documentation, you will be deemed to have voluntarily terminated your employment with the Service Corporation. Reinstatement is not guaranteed on an extended leave and will depend on Service Corporation business needs.

Alternative Employment

While on leave of absence, you may not work or be gainfully employed either for yourself or others unless express, written permission to perform such outside work has been granted by the Service Corporation. If you are on a leave

of absence and are found to be working elsewhere without permission, you will be subject to disciplinary action up to and including termination.

Leave Restrictions

While on an approved leave of absence, including FMLA leave, notify your supervisor or a member of the Human Resources Department before traveling more than 75 miles away from the vicinity where the leave is to take place. This requirement ensures that the travel is for reasons consistent with the need for leave, such as medical treatment needed at a facility outside the 75-mile radius.

While you are on an approved leave of absence, including FMLA leave, notify, and obtain approval from your supervisor or a member of the Human Resources Department before participating in educational coursework (whether in person or online). This requirement ensures that the coursework is not inconsistent with the stated need for leave.

Interaction with State and Local Laws

Where state or local family and medical leave laws offer more protections or benefits to employees, the protections or benefits that are more favorable to the employee, as provided by these laws, will apply.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.

Designation of Leave

If the Service Corporation becomes aware of any qualifying reason for FMLA leave, the Service Corporation will designate it as such. An employee may not refuse FMLA designation under this policy.

Retaliation

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

8.19 Military Leave (USERRA)

The Service Corporation complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA; with amendments) and all applicable state law. You must submit documentation of the need for leave to Human Resources. When returning from military leave of absence, you will be reinstated to your previous position or a similar position, in accordance with state and federal law. You must notify your supervisor or the Human Resources Department of your intent to return to employment based on requirements of the law. For more

information regarding status, compensation, benefits, and reinstatement upon return from military leave, contact Human Resources.

8.20 Accident Insurance

Accident insurance coverage is also available to benefit eligible employees at affordable group rates through payroll deduction. Coverage options are also available for your spouse and children.

Please contact the Benefits Office for complete details about this benefit.

8.21 Bone Marrow Leave

Employees who work an average of 20 hours or more each week are eligible to receive up to 24 hours of unpaid leave to donate bone marrow.

Please provide your supervisor with written physician verification of the purpose and length of each leave.

For more information regarding this leave, please see your supervisor.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

8.22 Witness Leave

Employees are given the necessary time off without pay to attend or participate in a court proceeding in accordance with state law.

We ask that you notify your supervisor of the need to take witness leave as far in advance as is possible.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Disclaimer: All employees will receive leave in compliance with federal, state, and local laws. This policy is not intended to violate the NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick Leave Act, and the Westchester Earned Sick Leave Act. Employees in New York and New Jersey should refer to the state-specific addendums below for information regarding the applicable policies.

8.23 Safe Harbor Policy for Exempt Employees

It is the policy of the Service Corporation that exempt employees' pay will not be "docked," or subject to deductions, in violation of salary pay rules issued by the United States Department of Labor and any corresponding rules issued by the state government, as applicable. However, the Service Corporation may make deductions from employees' salaries in a way that is permitted under federal and state wage and hour rules. Employees will be reimbursed in full for any

isolated, inadvertent, or improper deductions, as defined by law.

Thus, exempt employees may be subject to the following salary deductions, except where prohibited by state law, but only for the following reasons:

Absences of one or more full days for personal reasons, other than sickness or disability; or

Absences of one or more full days due to sickness or disability, if there is a plan, policy, or practice providing replacement compensation for such absences; or

Absences of one or more full days before eligibility under such a plan, policy, or practice or after replacement compensation for such absences has been exhausted; or

Suspensions of one or more full days for violations of safety rules of major significance; or

Suspensions of one or more full days for violations of written workplace conduct rules, such as rules against sexual harassment and workplace violence; or

Payment of actual time worked in the first and last weeks of employment, resulting in a proportional rate of an employee's full salary; or

Any unpaid leave taken under the Family and Medical Leave Act; or

Negative paid-time-off balances, in whole-day increments only.

The Service Corporation will not make deductions which are prohibited by the Fair Labor Standards Act or state laws from its exempt employees' pay.

If questions or concerns about any pay deductions arise, discuss, and resolve them with the Human Resources Department. If an error is found, you will receive an immediate adjustment which will be paid no later than on the next regular payday.

8.24 Service Recognition

We recognize that loyal, long-term employees are the backbone of the Service Corporation. For this reason, we acknowledge full-time, part-time regular and part-time employee service at 3, 5, 10, 15, etc. years with gifts of increasing value and a congratulatory letter.

8.25 Severe Weather, State or Federal Emergencies

We are all expected to work our regular hours. Time taken off due to poor weather conditions, state, or federal emergency while the business remains open must be charged to accrued vacation or personal time. If accrued vacation or personal time is not available, the time will be unpaid. Employees are expected to follow their departments' call out policy.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

You will be notified by your supervisor if conditions require the closing of your department.

8.26 Supplemental Life and AD & D

Supplemental group term life insurance and accidental Death and Dismemberment coverage is also available to benefit eligible employees at affordable group rates through payroll deduction. Coverage options are also available for your spouse and children.

Please contact the Benefits Office for complete details.

8.27 Victims of Crime Leave

The Service Corporation will grant reasonable and necessary leave from work , without pay, to employees who are victims of a crime to attend or participate in legal proceedings pertaining to the crime. Affected employees must give the Service Corporation reasonable notice that leave under this policy is required. Note, appropriate documentation will be required.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Disclaimer: All employees will receive leave in compliance with federal, state, and local laws. This policy is not intended to violate the NYS Executive Law, NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick Leave Act, and the Westchester Earned Sick Leave Act. Employees in New York and New Jersey should refer to the state-specific addendums below for information regarding the applicable policies

8.28 Critical Care Insurance

Critical care insurance coverage is also available to benefit eligible employees at affordable group rates through payroll deduction. Coverage options are also available for your spouse and children.

Please contact Human Resources for complete details about this benefit.

8.29 Domestic Violence Leave

The Service Corporation will grant reasonable and necessary leave from work for employees who are eligible to receive an unpaid leave of absence, for a period not to exceed 20 days in a 12 month period, to address circumstances resulting from domestic violence or a sexually violent offense. Affected employees must give the Service Corporation reasonable notice that leave under this policy is required and appropriate documentation.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Disclaimer: All employees will receive leave in compliance with federal, state, and local laws. This policy is not intended to violate the NYS Executive Law, NYS Paid Sick Leave Law, NYC Earned Safe and Sick Time Act, NJ Earned Sick Leave Act, and the Westchester Earned Sick Leave Act. Employees in New York and New Jersey should refer to the state-specific addendums below for information regarding the applicable policies.

8.30 Pretax Medical and Dependent Care Spending Accounts

The Service Corporation offers a pre-tax contribution option for full-time and part-time regular employees who have completed six months of employment. This employee benefit is known as a Section 125 plan.

A Section 125 plan is a benefit plan that allows you to make contributions towards your out-of-pocket medical expenses or dependent care expenses on a "pretax" rather than an "after tax" basis. This means your qualified expenses are deducted from your gross pay before income taxes and Social Security are calculated.

To participate in this plan, you simply need to complete an election form and return it to the Human Resources office during the open enrollment period. Deductions will begin at beginning of the plan year, January 1st.

You cannot make any changes to your pre-tax contributions until the next open enrollment period, unless your family status changes, or you become eligible for a special enrollment period due to a loss of coverage. Family status changes include marriage, divorce, death of a spouse or child, birth or adoption of a child or termination of employment of your spouse. A change in election due to a change in family status is effective the next pay period. There is also a risk of forfeiture if expenses incurred in one calendar year are submitted after March 31st of the following year. You must re-enroll in this benefit each year during the open enrollment period.

Please contact the Benefits Office for complete details.

8.31 Commuter Benefits

The Service Corporation offers a pre-tax Commuter Benefits program. Full-time and part-time regular employees can use their pre-tax income to pay for commuting and parking expenses. Please visit our website for complete information about this plan.

8.32 Voting Leave

The Service Corporation encourages all employees to fulfill their civic responsibilities and to vote in public elections. Employees may take off up to two hours of working time, without loss of pay, to vote in any election. We designate that such time be taken at the beginning or the end of an employee’s shift.

You must request time off to vote from your supervisor or a member of the Human Resources Department at least two working days prior to Election Day so that the necessary time off can be scheduled at the beginning or end of the work shift, whichever provides the least disruption to normal business operations.

The Service Corporation will not retaliate or tolerate retaliation against employees who request or take leave under this policy.

9.0 Safety and Loss Prevention

9.1 General Safety Policy

Safety Mission

The Service Corporation is committed to provide a safe and comfortable work environment for Service Corporation employees. Our mission to safety is based on the principle that safety assurance is a condition needed to maximize trust among employees. This trust will promote the confidence to work most efficiently.

The Service Corporation focuses its safety efforts on preventive consciousness, control measures, trend analysis, compliance with local, state, and federal guidelines in addition to those of the Occupational Safety and Health Act (OSHA).

Safety is a basic responsibility of every individual at Service Corporation. The "61st Street Service Corporation Safety Manual", (www.servcorphr.com, click on Safety/OSHA) documents the guidelines used to achieve a high level of safety for patients, staff, and visitors. This manual is regularly updated and improved as The Service Corporation intends to progressively improve safety standards at the various served locations. Service Corporation will evaluate incident activities, and bring any hazardous conditions to the attention of the appropriate individual(s) in the respective department for proper mitigation.

Also, "The Service Corporation Employee Handbook", (www.servcorphr.com, click on Employee Handbook) summarizes basic company information such as policies and procedures including those regarding Zero Tolerance for Violence and Sexual Harassment in the work place.

Employees are annually required to perform a review of the Service Corporation's Safety Program, and complete training on Zero Tolerance Policies/Sexual Harassment in the work place.

Employee’s Responsibility to Safety:

Full cooperation with the Service Corporation in regard to health and safety protocols at all times.

Report any unsafe practices or conditions to management.

Adhere to all safety rules for their respective areas as well as all general safety rules of the Service Corporation.

Use standard best practices and precautions regarding exposure controls whenever there is a possibility of exposure to blood and/or bodily fluids in accordance with the OSHA Bloodborne Pathogens Standard.

Be aware of the hazardous properties of chemicals with which you work, safe handling procedures and measures to take to protect yourself from these chemicals in compliance with the OSHA Hazard Communications standard.

Only use equipment in the approved manner for which it is intended.

Report all work related incidents (e.g., injuries, illness, near misses, etc.) to your supervisor and Service Corporation Human Resources within 24 hours.

Disciplinary Action for Safety Violations

61st Street Service Corporation reserves the right to discipline employees who knowingly and/or repeatedly violate company safety protocols, jeopardizing their own safety and/or the safety of others.

Reports of unsafe behavior will be kept confidential to the extent possible, investigated and documented. Employees are expected to fully cooperate with the investigation of any suspected hazardous behavior.

Failure to follow company safety protocols and/or Federal, State and/or Local regulations may result in disciplinary action, up to and including termination of employment.

CENTRALIZED REPORTING OF EVENTS, NEAR MISSES, COMPLIMENTS AND COMPLAINTS REGARDING SAFETY

The ColumbiaDoctors Healthcare Safety Zone Portal is a tool used for centralized reporting of events, near misses, compliments and complaints regarding safety that occur at the ColumbiaDoctors practices.

The Healthcare Safety Zone Portal can be accessed from within CROWN or via the ColumbiaDoctors intranet site (https://www.columbiadoctors.org/).

The information entered into the portal allows for the tracking of issues for quality improvement. It is a vital component of the commitment and dedication to patient safety.

No Retaliation

Service Corporation absolutely prohibits retaliation, which includes any action that could discourage a worker from coming forward to make or support any

claim. Such retaliation is unlawful under federal, state, and local law. You will not be penalized or retaliated against for reporting improper/unsafe conduct or conditions.

9.3 Nonsmoking Policy

The Service Corporation is committed to providing a safe and healthy environment for employees and visitors. Therefore, smoking and vaping, including vaping of tobacco and marijuana products, are not permitted on company premises nor at any time, including during break times. Employees who violate this policy will be subject to disciplinary action.

9.4 Policy Against Workplace Violence

As the safety and security of our employees, vendors, contractors, and the general public is in the best interests of the Service Corporation, we are committed to working with our employees to provide a work environment free from violence, intimidation, and other disruptive behavior.

Zero Tolerance Policy

The Service Corporation has a zero tolerance policy regarding workplace violence and will not tolerate acts or threats of violence, harassment, intimidation, and other disruptive behavior, either physical or verbal, that occurs

in the workplace or other areas. This applies to management, co-workers, employees, and non-employees such as contractors, customers, and visitors.

Workplace violence can include oral or written statements, gestures, or expressions that communicate a direct or indirect threat of physical harm, damage to property, or any intentional behavior that may cause a person to feel threatened.

Prohibited Conduct

Prohibited conduct includes, but is not limited to:

Physically injuring another person.

Threatening to injure a person or damage property by any means, including verbal, written, direct, indirect, or electronic means.

Taking any action to place a person in reasonable fear of imminent harm or offensive contact.

Possessing, brandishing, or using a firearm on Service Corporation property or while performing Service Corporation business except as permitted by state law.

Violating a restraining order, order of protection, injunction against harassment, or other court order.

Reporting Incidents of Violence

Report to your supervisor or a member of the Human Resources Department, in accordance with this policy, any behavior that compromises our ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know. You are expected to cooperate in any investigation of workplace violence.

Violations

Violating this policy may subject you to criminal charges as well as discipline up to and including immediate termination of employment.

Retaliation

Victims and witnesses of workplace violence will not be retaliated against in any manner. In addition, you will not be subject to discipline for, based on a reasonable belief, reporting a threat or for cooperating in an investigation.

If you initiate, participate, are involved in retaliation, or obstruct an investigation into conduct prohibited by this policy, you will be subject to discipline up to and including termination.

If you believe you have been wrongfully retaliated against, immediately report the matter to Human Resources.

9.5 Fire Drills

Fire drills are scheduled periodically throughout the year. These drills are an important aspect in employee safety. We expect your complete cooperation during these drills. If you have any questions concerning evacuation procedures, see your supervisor.

9.6 Fire Extinguishers

Most fire extinguishers operate using the following P.A.S.S. technique.

P.     Pull and remove the pin.

A.     Aim the hose at the base of the fire.

S.     Squeeze the lever to release fire suppressing chemicals.

S.     Sweep back and forth across the base of the fire.

You are under no obligation to utilize a fire extinguisher in an emergency.

9.7 Fire Safety Procedure

Our fire procedure is called RACE:

Rescue – Stop what you are doing and make sure you are not in any immediate danger. Notify nearby co-workers, patients, and visitors, that there is a “Fire Safety Alert”. Listen for any information and/or instructions coming from the emergency speakers/personnel.

Alarm – If not done so already, call for help. You are responsible for familiarizing yourself with the procedures used to transmit a fire alarm at your location.

Confine – Isolate the fire by closing, but not locking, doors, if it is safe to do so. Always, be careful not to place yourself at risk of injury.

Evacuate – Proceed to evacuate using the stairs and/or nearest exit. Become familiar with the evacuation route(s) where you work. Once you have evacuated, go to the greed location and/or use the agreed method of communication to let others know you are safe.

9.8 Additional Fire Safety Tips

If your clothing is on fire, STOP; DROP and ROLL.

Stay low and /or crawl under smoke.

Use stairwells not elevators to exit.

Never assume a fire alarm is a false alarm.

Never enter a room filled with smoke.

Never open a door if it is warm to the touch.

9.9 Bloodborne Pathogens Exposure Control

The Service Corporation has instituted a "Bloodborne Pathogens Exposure Control Program", to protect employees who may reasonably anticipate being occupationally exposed to blood and/or other potentially infectious materials while performing work tasks.

The program includes employee exposure determination, information and training about bloodborne pathogens, the availability of Hepatitis B vaccinations, Universal (Standard) Precautions, engineering controls, safe work practices, personal protective equipment and housekeeping measures to help reduce the risks of occupational exposure. Procedures following an exposure incident are also contained within the training program.

9.10 Hepatitis B Vaccine

As required by OSHA regulations and for your protection, our practice provides the hepatitis B vaccine to all employees who have occupational exposure – reasonably anticipated contact with blood or other potentially infectious materials (OPIM) Employees will be eligible for the vaccine within ten working days of their first day of work, and you have been informed of the vaccine's effects, safety considerations, method of administration, the benefits of being vaccinated and the no-cost provision.

Note: Under certain circumstances in accordance with OSHA standards, the vaccine may not be made available.

If you choose not to be vaccinated, you must sign a Hepatitis B Vaccination

Declination form. The vaccine will still be made available to those employees who initially decline, but later decide to accept the vaccine.

9.11 Chemical Hazard Communication

The Service Corporation policy is that hazardous materials be managed in accordance with applicable laws, codes, rules, and regulations. Hazardous materials are to be handled in a manner that protects the health of patients, staff, and visitors. It is of upmost importance that safeguards are adhered to, in order to protect the environment and the community.

10.0 Customer Relations

10.1 Customer, Client, and Visitor Relations

The Service Corporation strives to provide the best products and services possible to our customers and clients. Our customers and clients support this business and generate your wages. You are expected to treat every customer, client, or visitor with the utmost respect and courtesy during your working time. You should never argue or act in a disrespectful manner towards a visitor or customer during your working time. If you are having problems with a customer, client, or visitor, notify your supervisor or a member of the Human Resources Department immediately. If a customer, client, or visitor voices a suggestion, complaint, or concern regarding our products or services, inform your supervisor or a member of the Human Resources Department or a member of management. Lastly, make every effort to be prompt in following up on customer, client, or visitor orders or questions. Positive customer, client, and visitor relations will go a long way to establishing our Service Corporation as a leader in its field.

Connecticut Policies

11.0 Hiring and Orientation Policies

11.1 Disability Accommodation

61st Street Service Corporation (The Service Corporation) complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Service Corporation will provide reasonable accommodation to otherwise qualified individuals to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, you should notify your supervisor, the Human Resources Department, or the Benefits Office. You may be asked to include relevant information such as:

A description of the proposed accommodation.

The reason you need an accommodation.

How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Service Corporation will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your to provide supporting medical documentation about the impairment or requested accommodation and/or need your permission to obtain additional information from your medical provider. All medical information received by the Service Corporation in connection with a request for accommodation will be treated as confidential.

The Service Corporation encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job.

However, the Service Corporation is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Service Corporation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or

any other leave where permitted by state and federal law.

The Service Corporation will not discriminate or retaliate against employees for requesting an accommodation.

11.2 Religious Accommodation

The Service Corporation is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the Company dress code or the individual's schedule, non-essential job duties, or other aspects of employment. The Service Corporation will consider the requested accommodation but reserves the right to offer its own accommodation to the extent permitted by law.

If you require a religious accommodation, contact your supervisor or a member of the Human Resources Department.

12.0 Wage and Hour Policies

12.1 Accommodations for Nursing Mothers

The Service Corporation will provide nursing mothers reasonable unpaid break time to express milk for their infant child(ren) for up to one year following the child's birth. Nursing mothers may also express milk during their meal breaks or any paid break periods.

The break time must, if possible, run concurrently with any break time already provided. You are encouraged to discuss the length and frequency of these breaks with your supervisor or a member of the Human Resources Department.

If you are nursing, the Service Corporation will make reasonable efforts to provide you a private room or other location in close proximity to the work area, other than a restroom, to express milk. The room will be clearly designated and either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerators. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

This policy adheres to the PUMP for Nursing Mothers Act 2023.

12.2 Meal and Rest Periods

Employees working a shift of six hours or longer will be provided an unpaid meal period of at least 30 minutes between 11:00 a.m. and 2:00 p.m.

Employees working a shift that starts before 11:00 a.m. and continues past 7:00

p.m. will be provided an additional unpaid meal period of at least 20 minutes between 5:00 p.m. and 7:00 p.m. Employees working a shift of more than six

hours between 1:00 p.m. and 6:00 a.m. will be provided an unpaid meal period of at least 45 minutes midway through the shift. Your supervisor is responsible for approving the scheduling of this time.

12.3 Connecticut Wage Disclosure Protection

The Service Corporation, consistent with Connecticut law, does not prohibit an employee from inquiring about, disclosing, comparing, or otherwise discussing the employee's wages or the wages of another employee. Further, the Service Corporation does not require nondisclosure of an employee's wages as a condition of employment and will not require an employee to sign any waiver or document contrary to this policy.

The Service Corporation will not take an adverse employment action or retaliate against an employee for discussing his or her wages. The Service Corporation will not prohibit an employee from lodging a complaint or testifying, assisting, or participating in an investigation or proceeding related to a violation of this policy.

Nothing in this policy shall be construed to permit an employee with regular access to wage information in the course of the employee's work from disclosing wage information, unless the person is under a legal obligation to furnish the information. Additionally, nothing in this policy requires an employer or an employee to disclose wages in response to an inquiry by another employee.

13.0 General Policies

13.1 Connecticut Social Security Number Privacy and Protection of Personal Information

To ensure to the extent practicable the confidentiality of our employees' and applicants' Social Security Numbers (SSNs) and confidential personal information, no employee may acquire, disclose, transfer, or unlawfully use the SSN or personal information of any employee except in accordance with the Service Corporation policy. The release of employee SSNs, driver's license numbers, passport numbers, or financial account numbers to external parties is prohibited except where required by law. Internal access to employee SSNs, driver's license numbers, passport numbers, or financial account numbers is restricted to employees with a legitimate business need for the information.

Employee SSNs and personal information may be collected in the ordinary course of business for the purpose of identity verification or to administer benefits and in accordance with state and federal laws. Records that include Social Security numbers and personal information will be maintained in accordance with federal and state laws.

Any documents that include employee SSNs or personal information which are to be discarded must be destroyed by shredding paper documents and running a data scrubbing program before disposing of electronic storage media.

Any violation of this policy will result in disciplinary action up to and including discharge.

Where the Service Corporation policy and operating procedures may conflict with state law, the state law shall supersede this policy.

For more information about this policy and the Service Corporation's operating procedures, please contact your supervisor.

14.0 Benefits

14.1 Crime Victim and Witness Leave

61st Street Service Corporation (The Service Corporation) understands that employees may occasionally be victims of crime or otherwise legally compelled to attend a judicial proceeding as a witness. You will be provided unpaid leave if you are:

A victim of a crime and need to attend or participate in legal proceedings related to that crime;

Legally compelled to attend a judicial proceeding as a witness; or

An immediate family member or guardian of:

A person who suffered direct or threatened physical, emotional, or financial harm because of a crime and is a minor, physically disabled, or incompetent; or

A homicide victim.

If your need for leave is foreseeable, provide reasonable advance notice to your supervisor or a member of the Human Resources Department. If advance notice is not feasible, provide notice as soon as practicable. The Service Corporation reserves the right to request verification of your participation in legal proceedings, such as a copy of the summons or subpoena.

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

14.2 Family Violence Victim Leave

If you are a victim of family violence, 61st Street Service Corporation (The Service Corporation) will provide you with up to 12 days of unpaid leave during any calendar year in which the leave is reasonably necessary for the following reasons:

To seek medical care or counseling for physical or psychological injury or disability.

To obtain services from a victim services organization.

To relocate due to the family violence.

To participate in any civil or criminal proceeding related to or resulting from such family violence.

Family violence includes incidents between family or household members that result in physical harm, bodily injury, or assault; acts of threatened violence that result in a fear of imminent physical harm, bodily injury, or assault, including, but not limited to, stalking or a pattern of threatening; or verbal abuse accompanied by a present danger and likelihood that physical violence will result.

Leave under this policy is unpaid. You may choose to use any available accrued paid leave.

Before taking leave, provide seven days' advance notice when the need for leave is foreseeable. If the need for leave is not foreseeable, provide notice as soon as practicable. You may be required to submit a signed written statement certifying that the leave is due to family violence, as well as other types of verifying documentation (police or court records).

Documentation provided to the Service Corporation will be maintained as confidential and will not be disclosed except as required by federal or state law or as necessary to protect your safety.

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

14.3 Jury Duty Leave

Employees summoned for jury duty will receive time off to serve. Employees also are expected to keep management informed of the expected length of jury duty service.

Employees summoned for jury duty must make arrangements with their supervisor as soon as they receive a summons.

Employees who have completed at least 90 days of employment and who regularly work 30 hours or more each week who are summoned for jury duty shall receive their regular wages for the first five (5) days. Thereafter, employees will be granted an unpaid leave in order to serve. All other employees summoned for jury duty will be granted an unpaid leave in order to serve.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Employees must provide the Company with proper documentation. Service Corporation reserves the right to request proof of jury service issued by the Court upon return.

If you are excused from jury duty after less than eight (8) hours in one day, you should contact your supervisor about returning to work that day. You may be required to return to work but will not be required to work more than eight (8) hours in one day, including time served at jury duty. An employee who has

served eight (8) hours of jury duty in any one day will not be required to return to work that same day.

14.4 Connecticut Sick Leave

Eligible service employees shall accrue, beginning January 1, 2012, or upon hire date (whichever is later), one hour of paid sick leave for every 40 hours worked, up to a maximum of 40 hours per year. Eligible service employees may carry over up to 40 unused accrued hours of paid sick leave from the current year to the following year but may not use more than the maximum number of accrued hours in any year.

Eligible employees shall be entitled to the use of accrued paid sick leave upon the completion of 680 hours of employment after January 1, 2012 or the employee's hire date, whichever is later. Employees are not eligible to use accrued sick time unless they have worked an average of at least ten or more hours per week in the most recent complete quarter.

Accrued paid sick leave may be used for:

The eligible employee's own illness, injury, or health condition; the medical diagnosis, care or treatment of the employee's own mental illness or physical illness, injury, or health condition; or preventative medical care for oneself;

The eligible employee's child's or spouse's illness, injury, or health condition; the medical diagnosis, care or treatment of the employee's own child's or spouse's mental or physical illness, injury, or health condition; or preventative medical care for the employee's child or spouse; and

Where the eligible employee is a victim of family violence or sexual assault, for medical care or psychological or other counseling for physical or psychological injury or disability; to obtain services from a victim services organization; to relocate due to such family violence or sexual assault; or to participate in any civil or criminal proceedings related to or resulting from such family violence or sexual assault.

If the need to use paid sick leave is foreseeable, you must provide the Service Corporation with advance written notice of the intention to use such leave seven

(7) calendar days prior to the date such leave is to begin. If the need to use paid sick leave is not foreseeable, you must provide notice of your intention to use paid sick leave as soon as practicable. For paid sick leave of three or more consecutive days, you must provide the Service Corporation with reasonable documentation that such leave is being taken for a permitted reason in accordance with this policy.

Accrued, but unused sick leave will not be paid out at the end of employment. Any break in service of employment will result in the loss of any accrued, but unused sick leave hours.

The Service Corporation will not discriminate or retaliate against employees

who exercise their rights in good faith in accordance with this policy and state law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

14.5 Connecticut Family and Medical Leave

In accordance with the Connecticut Family and Medical Leave Law (CT FMLA), effective January 1, 2022, 61st Street Service Corporation will provide employees working in Connecticut with up to 12 weeks of leave in a 12-month period for reasons covered under the CT FMLA. In addition, eligible employees who experience a pregnancy-related serious health condition that results in incapacitation will be entitled to two additional weeks of paid leave, for a maximum of 14 weeks. Employees who take CT FMLA will receive partial paid benefits, which are available for continuous periods of leave, as well as “nonconsecutive hours of leave”.

Eligibility

To qualify for CT FMLA, an employee must have worked for the Service Corporation for at least 13 weeks, with no minimum hours requirement.

Leave Entitlement

An eligible employee may take 12 weeks of leave in a 12-month period for any of the following reasons:

The birth of a child, the placement of a child with the employee for adoption or foster care, and to care for the newly born or placed child (“Parental Leave”);

The placement of a child with you for adoption or foster care and in order to care for the newly placed child (leave must be completed within one year of the child's placement);

To care for a family member with a serious health condition;

To care for the employee’s own serious health condition; or

To provide service as an organ or bone marrow donor;

Victims of family violence for relocation, court proceedings, support services, and professional care;

A qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).

Eligible employees may take an additional 2 weeks of leave for a pregnancy- related serious health conditions, for a total of 14 weeks of leave in a 12-month period.

The “12-month period” is on a "rolling year" basis. You may take 12 weeks of partially CT FMLA paid leave in a single 12-month period, beginning on the first day that you take CT FMLA leave to care for a spouse, child, or next of kin who is a covered servicemember and who has a serious injury or illness related to active duty service.

“Family Member” is defined to include a child, spouse, parent, sibling, grandchild or grandparent, and any other individual related to the employee by blood or affinity whose close association the employee shows to be equivalent of those family relationships.

“Parent” is defined as a biological, foster, step-parent, adoptive parent, parent- in-law or a legal guardian of an employee or employee’s spouse, an individual standing in loco parentis to an employee, or a person who stood in loco parentis when the employee was a minor child.

“Child” is defined as a biological, adopted, or foster child, stepchild, a legal ward, a child of an employee standing in loco parentis, or an individual to whom the employee stood in loco parentis when the individual was a child.

Notice and Leave Request Process

If the need for leave is foreseeable because of an expected birth/adoption or planned medical treatment, you must provide Service Corporation with at least 30 days' advance notice of your need to take such leave. If 30 days' notice is not possible, you must provide notice as soon as practicable (within one or two business days of learning of your need for leave). Failure to provide appropriate notice may result in the delay or denial of leave.

In addition, if you are seeking leave that is foreseeable due to planned medical treatment(s) for yourself or a family member, or for organ/bone marrow donation, you must make consult with the Service Corporation and make reasonable effectors to schedule the treatment/donation so as not to unduly disrupt the operations of the Service Corporation.

If the need for leave is unforeseeable, you must provide notice as soon as possible. Normal call-in procedures apply to all absences from work, including those for which leave under this policy may be requested. Failure to provide appropriate notice may result in the delay or denial of leave.

You must complete the appropriate family/medical leave forms. These forms are available from Human Resources.

Certification of Need for Leave

If you are requesting leave because of your own or a family member's serious health condition, you and/or the relevant health care provider must supply appropriate medical certification. You may obtain Medical Certification forms from Human Resources. When you request leave, the Service Corporation will

notify you of the requirement for medical certification and when it is due (at most 15 days after you request leave). If you provide at least 30 days' notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of CT FMLA covered leave until it is provided. If your medical certification is incomplete or insufficient, you will have seven (7) calendar days, when practicable, to cure the deficiency.

At our expense, the Service Corporation may require an examination by a second health care provider designated by us. If the second health care provider's opinion conflicts with the original medical certification, we, at our expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. Subsequent medical recertification may also be required. Failure to provide requested certification within 15 days, when practicable, may result in delay of further leave until it is provided.

The Service Corporation also reserves the right to require certification from a covered military member's health care provider if you are requesting military caregiver leave and certification in connection with military exigency leave.

Call-In Procedures

In all instances of absence, the call-in procedures and standards established in the Attendance Policy (Section 4.1) for giving notice of absence from work must be followed.

Parental Leave

Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an intermittent or reduced schedule basis.

Parental leave must be completed within 12 months of the birth or placement of the child. However, you may use parental leave before the placement of an adopted or foster child to consult with attorneys, appear in court, attend counseling sessions, etc.

Family Care, Personal Medical, Military Exigency, and Military Care Leave

Leave taken for these reasons may be taken in a single block.

Alternatively, if medically necessary, leave taken for an employee’s serious health condition or to care for a family member with a serious health condition may be taken intermittently (in separate blocks of time) or on a reduced leave schedule (reducing the usual number of hours you work per workweek or workday). Leave may also be taken intermittently or on a reduced leave schedule for a qualifying exigency relating to covered military service.

Fitness for Duty Requirements

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work and perform the essential functions of your position, with or without reasonable accommodation. You will not be permitted to resume work until it is provided.

Health Insurance

Your health insurance coverage will be maintained by the Service Corporation during leave on the same basis as if you were still working. You must continue to make timely payments of your share of the premiums for such coverage.

Failure to pay premiums within 30 days of the due date may result in a lapse of coverage. If this occurs, you will be notified 15 days before the date coverage will lapse that coverage will terminate unless payments are promptly made.

Alternatively, at our option, the Service Corporation may pay your share of the premiums during the leave and recover the costs of this insurance upon your return to work. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if you do not return to work at the end of the leave, the Service Corporation may require reimbursement for the health insurance premiums paid during the leave.

Reinstatement

Upon returning to work at the end of the leave, you will be placed in your original job or an equivalent job with equivalent pay and benefits, provided you are able to perform the essential functions of the job, with or without reasonable accommodation. You will not lose any benefits that accrued before leave was taken.

Failure to Return

If you fail to return to work or fail to make a request for an extension of leave prior to the expiration of the leave, you will be deemed to have voluntarily terminated your employment. The Service Corporation is not required to grant requests for open-ended leaves with no reasonable return date under this policies.

Alternative Employment

While on leave of absence, you may not work or be gainfully employed either for yourself or others unless express, written permission to perform such outside work has been granted by the Service Corporation. If you are on a leave of absence and are found to be working elsewhere without permission, you will be subject to disciplinary action up to and including termination.

Leave Restrictions

While on an approved leave of absence, including CT FMLA leave, notify your supervisor or a member of the Human Resources Department before traveling more than 75 miles away from the vicinity where the leave is to take place. This requirement ensures that the travel is for reasons consistent with the need for leave, such as medical treatment needed at a facility outside the 75-mile radius.

While you are on an approved leave of absence, including CT FMLA leave, notify, and obtain approval from your supervisor or a member of the Human Resources Department before participating in educational coursework (whether in person or online). This requirement ensures that the coursework is not inconsistent with the stated need for leave.

Interaction with State and Local Laws

CT FMLA may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.

Retaliation

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

14.6 Connecticut Volunteer Firefighter Leave

Employees who serve as a volunteer firefighter or member of a volunteer ambulance service are entitled to an unpaid leave when late or absent from work in order to respond to an emergency call received prior to or during the employee's regular hours of employment.

To be eligible for leave under this policy, an employee must:

Submit to the Service Corporation a written statement signed by the chief of the volunteer fire department or the medical director or chief administrator of the ambulance service or company, no later than 30 days after the date on which the employee is certified as a volunteer, notifying the Service Corporation of the employee's status as a volunteer;

Make every effort to notify the Service Corporation that they may report to work late or be absent from work in order to respond to an emergency fire or ambulance call prior to or during their regular hours of employment;

When unable to provide prior notice of tardiness or absence, submit to the Service Corporation a written statement signed by the chief of the

volunteer fire department or the medical director or chief administrator of the volunteer ambulance service or company, explaining why the employee was unable to provide prior notification of a late arrival to work or an absence from work in order to respond to an emergency fire or ambulance call;

Submit a written statement from the chief of the volunteer fire department or the medical director or chief administrator of the volunteer ambulance service verifying that the employee responded to a fire or ambulance call and specifying the date, time, and duration of such response; and

Promptly notify the Service Corporation of any change to the employee's status as a volunteer firefighter or member of a volunteer ambulance service, including, the termination of such status.

For more information regarding this leave, please see your supervisor.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

15.0 Safety and Loss Prevention

15.1 Drug and Alcohol Policy

61st Street Service Corporation considers drug and alcohol abuse a serious matter that will not be tolerated. The Service Corporation absolutely prohibits employees from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on work time, on Service Corporation property, or performing company business.

Therefore, it is Service Corporation policy that:

You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized during working hours, or while on company property or on company business.

We also caution against the use of prescribed or over-the-counter medication, which can affect your ability to perform your job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. You must have a valid prescription for any prescription medication used while working for the Service Corporation. Inform your supervisor or a member of the Human Resources Department prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. The Service Corporation may, if required and not prohibited by applicable law, consider the medical use of marijuana as a prescribed medication under this policy. If the Service Corporation determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these

guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

The Service Corporation may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such cases, the Service Corporation may consider your continued employment as long as concerns regarding safety, health, production, communication, or other work-related matters are adequately addressed. The Service Corporation may also require you to obtain a medical clearance and agree to random testing and a "one-strike" rule as a condition of continued employment.

New Jersey Policies

16.0 Hiring and Orientation Policies

16.1 Disability Accommodation

61st Street Service Corporation (The Service Corporation) complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Service Corporation will provide reasonable accommodation to otherwise qualified individuals to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, you should notify your supervisor, the Human Resources Department, or the Benefits Office. You may be asked to include relevant information such as:

A description of the proposed accommodation.

The reason you need an accommodation.

How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Service Corporation will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your to provide supporting medical documentation about the impairment or requested accommodation and/or need your permission to obtain additional information from your medical provider. All medical information received by the Service Corporation in connection with a request for accommodation will be treated as confidential.

The Service Corporation encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job.

However, the Service Corporation is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Service Corporation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Service Corporation will not discriminate or retaliate against employees for requesting an accommodation.

16.2 Religious Accommodation

61st Street Service Corporation (The Service Corporation) is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the Company dress code or the individual's schedule, non-essential job duties, or other aspects of employment. The Service Corporation will consider the requested accommodation but reserves the right to offer its own accommodation to the extent permitted by law.

If you require a religious accommodation, contact your supervisor or a member of the Human Resources Department.

17.0 Wage and Hour Policies

17.1 Accommodations for Nursing Mothers

61st Street Service Corporation (The Service Corporation) will provide nursing mothers reasonable unpaid break time each day to express milk for their infant child(ren).

To ensure privacy, you will be provided a private room, other than a restroom, in close proximity to your work area to express milk. The room will be clearly designated and either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerators. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

You are encouraged to discuss the length and frequency of these breaks with supervisor or a member of the Human Resources Department.

This policy adheres to the PUMP for Nursing Mothers Act 2023.

17.2 Meal and Rest Periods

Employees working a shift of six hours or longer will be provided an unpaid meal period of at least 30 minutes between 11:00 a.m. and 2:00 p.m.

Employees working a shift that starts before 11:00 a.m. and continues past 7:00

p.m. will be provided an additional unpaid meal period of at least 20 minutes between 5:00 p.m. and 7:00 p.m. Employees working a shift of more than six hours between 1:00 p.m. and 6:00 a.m. will be provided an unpaid meal period of at least 45 minutes midway through the shift. Your supervisor is responsible for approving the scheduling of this time.

17.3 New Jersey Wage Disclosure Protection

The Service Corporation, consistent with New Jersey law, will not take adverse employment action against an employee for: requesting from any other employee or former employee information regarding the job title, occupational category, and rate of compensation, including benefits, if the purpose of the request is consistent with state law.

Nothing in this policy shall be construed to permit an employee with regular access to wage information in the course of the employee's work from disclosing wage information unless the person is under a legal obligation to furnish the information. Additionally, nothing in this policy requires an employee to disclose wages in response to an inquiry by another employee or former employee.

18.0 Benefits

18.1 Family Leave Insurance

New Jersey's Family Leave Insurance (FLI) program provides eligible employees with partial wage replacement benefits for up to twelve (12) consecutive weeks or up to 56 days of intermittent leave of in a 12-month period to bond with a newborn or newly adopted child within 12 months of the birth or adoption, or to care for a covered family member (child, parent, spouse, domestic partner, civil union partner, parents-in law, siblings, grandparents, grandchildren, or any other individuals with whom you are related by blood or have the equivalent of a family relationship) with a serious health condition.

Eligible employees include those who have worked 20 or more calendar weeks in covered employment and meet the wage requirements of the state plan.

FLI provides a monetary benefit and is financed by worker payroll deductions. The FLI program does not offer a leave entitlement, and employees taking FLI are not guaranteed job restoration under the FLI program. FLI benefits may run concurrently with leave taken under the Family and Medical Leave Act or the New Jersey Family Leave Law where applicable.

To claim FLI benefits for leave taken to bond with a newborn or newly adopted child, you must provide your supervisor or a member of the Human Resources Department with at least 30 days' notice prior to beginning the family leave.

Failure to provide this notice may result in a 14-day reduction in your maximum FLI benefits entitlement for the 12-month period unless the leave time is unforeseeable or changes for unforeseeable reasons. If you are taking intermittent leave for bonding, you must take the leave in a period of seven days or more. You and the Service Corporation must both agree to the intermittent schedule.

To claim FLI benefits for leave taken to care for a seriously ill family member on a continuous, non-intermittent basis, you must provide the Service Corporation

with prior notice of the family leave in a reasonable and practicable manner, unless the need for leave is due to an emergency or other unforeseen circumstance.

To claim FLI benefits for leave taken to care for a seriously ill family member on an intermittent basis, you must provide the Service Corporation with at least 15 days' notice prior to beginning the intermittent family leave unless the need for leave is due to an emergency or other unforeseen circumstance.

For information about FLI benefits including eligibility requirements for FLI benefits or to file a claim, visit the New Jersey Department of Labor and Workforce Development website (http://www.nj.gov/labor/http://www.nj.gov/labor/). For additional information, speak with your supervisor or a member of the Human Resources Department.

18.2 Family Leave Policy

61st Street Service Corporation (The Service Corporation) provides leave in accordance with the New Jersey Family Leave Act (NJFLA), which provides eligible employees with unpaid, job-protected leave under certain circumstances.

Eligibility

To qualify for NJFLA leave, you must have:

Worked for Service Corporation for at least 12 months; and

Worked at least 1,000 hours during the immediately preceding 12 months.

Leave Entitlement

Eligible employees may take up to 12 weeks of unpaid NJFLA leave in a 24- month period. The 24-month period is measured rolling backward from the date leave is used, and leave may be used for any of the following reasons:

The birth of a child and in order to care for such child (leave must be completed within one year of the child's birth).

The placement of a child with you for adoption or foster care and in order to care for the newly placed child (leave must be completed within one year of the child's placement).

To care for a family member with a serious health condition.

During state of emergency declared by the Governor, or when indicated to be needed by the Commissioner of Health or other public health authority, an epidemic of a communicable disease, a known or suspected exposure to the communicable disease, or efforts to prevent spread of a communicable disease to provide:

in-home care or treatment of a child due to the closure of the school or child’s place of care, by order of a public official due to the epidemic or other public health emergency;

care to a family member who is subject to a determination by a public health authority of a determination, including by mandatory quarantine, requiring, or imposing responsive or prophylactic measures as a result of illness caused by an epidemic of a communicable disease or known or suspected exposure to the communicable disease because the family member’s presence in the community would jeopardize the health of others; or

care to a family member who voluntarily undergoes self- quarantine, upon the recommendation of a health care provider or public health authority, as a result of suspected exposure to a communicable disease because the family member’s the presence in the community would jeopardize the health of others.

Child means a biological, adopted, foster child, or resource family child, stepchild, legal ward, or child of a parent, including a child who becomes the child of a parent pursuant to a valid written agreement between the parent and a gestational carrier.

Serious health condition means:

an illness, injury, impairment, or physical or mental condition which requires:

inpatient care in a hospital, hospice, or residential medical care facility; or

continuing medical treatment or continuing supervision by a health care provider.

during a state of emergency declared by the Governor, or when indicated to be needed by the Commissioner or Health or other public health authority, an illness caused by an epidemic of a communicable disease, a known or suspected exposure to a communicable disease, or efforts to prevent the spread of a communicable disease, which requires in-home care or treatment of an employee’s family member due to:

a determination by a healthcare provider or public health authority that the employee or family member’s presence in the community may jeopardize the health of others; and

a recommendation, direction, or order by a healthcare provider or public health authority that the employee’s family member be isolated or quarantined as a result of suspected exposure to a communicable disease.

Family member means a child, parent, parent-in-law, sibling, grandparent, grandchild, spouse, domestic partner, or partner in a civil union, or any other individual related by blood to you, and any other individual that has a close association with you, which is the equivalent of a family relationship.

Parent means a person who is the biological parent, adoptive parent, foster

parent, resource family parent, stepparent, parent-in-law, or legal guardian, having "parent-child relationship" with a child as defined by law, or having sole or joint legal or physical custody, care, guardianship, or visitation with a child, or who became the parent of the child pursuant to a valid written agreement between the parent and a gestational carrier.

Leave taken because of the birth or placement for adoption of a child may begin at any time within a year after the date of the birth, or placement for foster care or adoption.

Intermittent or Reduced Schedule Leave

You may take NJFLA leave:

As a single block of time.

By reducing your normal weekly work schedule for no more than 12 consecutive months for any one period of leave.

Intermittently in increments lasting at least one week, but less than 12 weeks in a consecutive 12-month period, when medically necessary.

An employee may take intermittent family leave due to an epidemic of a communicable disease, a known or suspected exposure to the communicable disease, or efforts to prevent the spread of a communicable disease, subject to certain conditions. An employee may take intermittent family leave if:

The employee provides the employer with advanced notice of the employee’s need for intermittent leave as soon as practicable; and

The employee makes a reasonable effort to provide a regular schedule of when the intermittent leave will occur.

You must make a reasonable effort to schedule leave so as not to unduly disrupt business operations.

Where intermittent leave is taken, you may be required to transfer to an alternative position having the equivalent pay and benefits and which better accommodates recurring periods of leave.

Interaction with Other Laws

If you are eligible for leave under both the federal Family and Medical Leave Act (FMLA) and the NJFLA, your leaves under both will run concurrently.

Layoffs and Furloughs

If you have been laid off or furloughed due to a state of emergency since October 22, 2012, you may receive credit (as if you had worked) for up to 90 calendar days toward the 12-month base period for purposes of calculating eligibility for leave.

Outside Employment

While on leave of absence, you may not work or be gainfully employed either for yourself or others, unless you provided those services immediately prior to starting your leave or Service Corporation has granted you express, written permission to perform such outside work. If you are on a leave of absence and are found to be working elsewhere in violation of this policy, you will be subject to disciplinary action up to and including termination.

Notice of Leave

If your need for NJFLA leave is for the birth or adoption of a child, you must give the Company at least 30 days' prior written notice if reasonably foreseeable. If the need for leave is due to a covered serious health condition, you must provide at least 15 days' prior written notice. If the need for leave is unforeseeable, you must provide notice as soon as practicable. Failure to provide such notice may delay your leave.

Key Employees

Key employees may be denied NJFLA leave if the leave would cause "substantial and grievous economic injury" to Company operations. Key employees are defined as the highest-paid 5 percent of salaried employees in an organization, or as one of the seven highest-paid employees, whichever is greater.

Certification

You will be required to sign a form attesting that you are requesting NJFLA leave for a covered purpose. If you refuse to sign such certification, you may be denied leave. The Company may discipline employees who misrepresent the reason for taking leave.

The Company may require that any NJFLA leave be supported by a medical certification from a health care provider. If the NFLA leave is for an epidemic of a communicable disease, a known or suspected exposure to a communicable disease, or efforts to prevent the spread of a communicable disease, the Company may require an employee’s NJFLA leave to be supported by a certification from a school, place of care for children, public health authority, public official, or healthcare provider. Such certifications must include specific information depending on the reason the employee takes family leave.

If family leave is sought by an employee for reason 4(a) listed above, the certification must include:

The date on which the closure of the school or place of care commenced; and

The reason for such closure.

If family leave is sought by an employee for reason 4(b) listed above, the certification must include:

The date of issuance of the determination; and

The probable duration of the determination.

If family leave is sought by an employee for reason 4(c) listed above, the certification must include:

The date of the recommendation;

The probable duration of the condition; and

The medical or other facts within the health care provider’s or public health authority’s knowledge regarding the condition.

If there are doubts as to the validity of the certification, you may be required to provide a second or third medical opinion at Company expense.

Maintenance of Health Benefits

The Company will maintain your group health plan coverage during NJFLA leave on the same terms as if you had continued to work. If applicable, you must arrange to pay your share of health plan premiums while on leave. In some instances, the Company may recover premiums paid to maintain health coverage or other benefits for you and your dependents. Use of NJFLA leave will not result in the loss of any employment benefit that accrued prior to starting the leave.

Return to Work

If you take leave because of your own serious health condition (except if you are taking intermittent leave), you are required, as are all employees returning from other types of medical leave, to provide medical certification that you are fit to resume work and can perform the essential functions of the job, with or without reasonable accommodation. You will not be permitted to resume work until certification is provided.

Reinstatement

If you are returning from an authorized NJFLA leave, you will be reinstated to the same or a similar position, provided you are able to perform the essential functions of the job with or without reasonable accommodation, unless you are a key employee or unless the Company experiences a layoff during your leave, and you would have been laid off if you had not been on leave. Unpaid family leave time is counted toward seniority for layoff purposes.

The Company is not required to permit a return to work prior to the pre-arranged expiration of the NJFLA leave if returns from other leaves are treated the same way, or if such early return will cause undue hardship on the Company.

Substitution of Paid Leave

Consistent with Company policies, you may be required to substitute certain earned paid leave time for unpaid family medical leave.

Abuse of Leave

If you are found to have provided a false reason for a leave, you will be subject to disciplinary action up to and including termination.

Retaliation

The Company will not discriminate or retaliate against employees for requesting or taking leave under this policy.

18.3 Jury Duty Leave

Employees summoned for jury duty will receive time off to serve. Full-time and part-time regular employees will be paid their regular wages for up to five (5) days. Thereafter, they will receive unpaid time off to serve. Employees must provide proper documentation.

Part-time employees who are summoned for jury duty will receive unpaid leave, except during the first three (3) days of your jury service.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Make arrangements with your supervisor as soon as you receive your summons.

We expect you to return to your job if you are excused from jury duty during your regular working hours.

18.4 New Jersey SAFE Leave

Eligibility

To qualify for SAFE leave, you must have:

Worked for Service Corporation for at least 12 months;

Worked at least 1,000 hours during the immediately preceding 12 months; and

are a victim of an incident of domestic violence or a sexually violent offense, or have a covered family member (child, parent, spouse, domestic partner, civil union partner, parents-in law, siblings, grandparents, grandchildren, or any other individuals with whom you are

related by blood or have the equivalent of a family relationship) who is a victim of an incident of domestic violence or a sexually violent offense.

Leave Entitlement

Eligible employees are entitled to up to 20 days of unpaid leave in a 12-month period in order to engage in the following activities as they relate to the incident of domestic violence or sexually violent offense:

seek medical attention for, or recover from, physical or psychological injuries caused by domestic or sexual violence to the employee or the employee's family member;

obtain services from a victim services organization for the employee or the employee's family member;

obtain psychological or other counseling for the employee or the employee's family member;

participate in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or the employee's family member from future domestic or sexual violence or to ensure economic security;

seek legal assistance or remedies to ensure the health and safety of the employee or the employee's family member, including preparing for, or participating in, any civil or criminal legal proceeding related to or derived from domestic or sexual violence; or

attend, participate in, or prepare for a criminal or civil court proceeding relating to an incident of domestic or sexual violence of which the employee or the employee's family member was a victim.

Eligible employees may take leave intermittently in intervals of no less than one

(1) day.

Eligible employees may also elect to use any of their accrued paid vacation leave, personal leave, or medical or sick leave of the employee, or any family temporary disability leave benefits during any part of the 20-day period of unpaid leave. SAFE leave will run concurrently with any paid leave provided by Service Corporation, leave pursuant to the federal Family and Medical Leave Act, and/or other leaves where permitted under state and federal law.

Notice

If the need for SAFE leave is foreseeable, you must provide advance notice and make reasonable efforts to schedule the leave so that it does not unduly disrupt Service Corporation operations. Where the need for leave is unforeseeable, provide notice as soon as practicable.

You may be requested to provide reasonable documentation showing that the

leave is being taken for permitted purposes. Reasonable documentation

includes:

a domestic violence restraining order or other documentation of equitable relief issued by a court of competent jurisdiction;

a letter or other written documentation from the county or municipal prosecutor documenting the domestic violence or sexually violent offense;

documentation of the conviction of a person for the domestic violence or sexually violent offense;

medical documentation of the domestic violence or sexually violent offense;

certification from a certified Domestic Violence Specialist or the director of a designated domestic violence agency or Rape Crisis Center, that the employee or employee's parent-in-law, sibling, grandparent,

grandchild, child, parent, spouse, domestic partner, family member is a victim of domestic violence or a sexually violent offense; or

other documentation or certification of the domestic violence or sexually violent offense provided by a social worker, member of the clergy, shelter worker, or other professional who has assisted the employee or employee's family member in dealing with the domestic violence or sexually violent offenses.

Layoffs and Furloughs

If you have been laid off or furloughed due to a state of emergency since October 22, 2012, you may receive credit (as if you had worked) for up to 90 calendar days toward the 12-month base period for purposes of calculating eligibility for leave.

Confidentiality

All information provided to Service Corporation regarding your need to take SAFE leave shall be retained in the strictest confidentiality, unless you voluntarily authorize the disclosure of such information in writing or the disclosure of such information is required by a federal or State law, rule, or regulation.

18.5 Paid Sick Leave (Accrual Method)

61st Street Service Corporation (The Service Corporation) provides paid sick time in accordance with New Jersey's Paid Sick Leave Act.

Eligibility

All New Jersey employees are eligible for paid sick leave.

Accrual of Leave and Usage

Existing employees began accruing paid sick leave on October 29, 2018. New employees begin accruing paid sick leave on their first day of employment.

Paid sick leave accrues at a rate of one hour for every 30 hours worked up to a maximum accrual of 40 hours in a benefit year. You may begin using paid sick leave after you have worked for the Service Corporation for 120 days.

You may not use more than 40 hours of paid sick leave in a benefit year. For purposes of this policy, the benefit year begins on calendar year.

Paid sick leave may be used for the following reasons:

Time needed for diagnosis, care, treatment of, or recovery from a mental or physical illness, injury, or other adverse health condition, or for your own preventative medical care;

Time needed to aid or care for a member of your family during diagnosis, care, treatment of, or recovery from the family member's mental or physical illness, injury, or other adverse health condition, or during the family member's preventative medical care;

Absence necessary due to circumstances resulting from you or a family member having been a victim of domestic or sexual violence, if the leave allows you to obtain — for yourself or the family member — medical attention needed to recover from physical or psychological injury or disability caused by domestic or sexual violence; services from a designated domestic violence agency or other victim services organization; psychological or other counseling; relocation; or legal services, including obtaining a restraining order or preparing for, or participating in, any civil or criminal proceeding related to the domestic or sexual violence;

Time during which you are not able to work because of:

a workplace closure, or a closure of your child's school or place of care, by order of a public official due or because of a state of emergency declared by the Governor to an epidemic or other public health emergency;

the declaration of a state of emergency by the Governor, or the issuance by a healthcare provider or the Commissioner of Health or other public health authority of a determination that the presence of you or your family member', who is in need of care by you, in the community would jeopardize the health of others; or

during a state of emergency declared by the Governor, or upon the recommendation, direction, or order of a healthcare provider or the Commissioner of Health or other authorized public officials, you have to undergo isolation or quarantine, or care for a family member in quarantine, as a result of suspected exposure to a

communicable disease and a finding by the provider or authority that the presence of you and your family member in the community would jeopardize the health of others; or

Time needed in connection with your child to attend a school-related conference, meeting, function, or other event requested or required by a school administrator, teacher, or other professional staff member responsible for the child's education, or to attend a meeting regarding care provided to your child in connection with his or her health condition or disability.

Family members include:

Your child, grandchild, sibling, spouse, domestic partner, civil union partner, parent, or grandparent.

Your spouse, domestic partner, or civil union partner of a parent or grandparent.

A sibling of your spouse, domestic partner, or civil union partner.

Any other individual related by blood to you or whose close association with you is the equivalent of a family relationship.

Carryover

You may carry over up to 40 hours of unused accrued paid sick leave to the following year; however, you may only use 40 hours of paid sick leave in any calendar year.

Compensation

You will be compensated for paid sick leave at your regular rate of pay.

Notice

If the need for paid sick time is foreseeable, you must provide seven (7) days' advance notice and make reasonable efforts to schedule the leave so that it does not unduly disrupt Service Corporation operations. Where the need for leave is unforeseeable, provide notice as soon as practicable.

If you are absent for three or more consecutive days, you may be requested to provide reasonable documentation showing that the leave is being taken for permitted purposes. Reasonable documentation includes:

For leave taken as described in bullets (1) and (2) above, documentation signed by the health care professional treating you or your family member showing the need for leave and, if possible, the number of days of leave needed.

For leave taken as described in bullet (3), medical documentation; a law enforcement agency record or report; a court order; documentation that the perpetrator of the domestic or sexual violence has been convicted of a domestic or sexual violence offense; certification from a certified Domestic Violence Specialist or a representative of a designated domestic violence agency or other victim services organization; or other documentation or certification provided by a social worker, counselor, member of the clergy, shelter worker, health care professional, attorney, or other professional who has assisted you or your family member in dealing with the domestic or sexual violence.

For leave taken as described in bullet (4), a copy of the order of the public official or the determination by the health authority.

Paid sick leave will run concurrently with the federal Family and Medical Leave Act and/or other leaves where permitted under state and federal law.

Payment upon Termination

You will not be paid for any accrued, unused paid sick leave when your employment ends.

Transfers

If you transfer to another division, entity, or location, you are entitled to all previously unused paid sick leave and may use it as described in this policy.

Reinstatement of Sick Leave upon Rehire

The Service Corporation will reinstate previously accrued, unused paid sick leave if you separate and are rehired within six (6) months.

Retaliation

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

Temporary Disability Insurance

Eligibility

Employees may be eligible for temporary disability insurance (TDI) benefit if they are unable to work for more than seven consecutive days due to:

a non-work-related illness or injury;

a pregnancy-related disability; or

during a state of emergency declared by the Governor, or when indicated to be needed by the Commissioner of Health or other public health authority, an illness caused by an epidemic of a communicable disease, a known or suspected exposure to a communicable disease, or efforts to

prevent the spread of a communicable disease, requires in-home care or treatment for you or your family member due to:

A determination by a healthcare provider or public health authority that you or your family member’s presence in the community may jeopardize the health of others; and

A recommendation, direction, or order by a healthcare provider or public health authority that you or your family member be isolated or quarantined as a result of suspected exposure to a communicable disease.

Benefits

TDI provides eligible employees with up to 26 weeks of partial wage replacement benefits in a year, as specified under the law.

The cost of your TDI coverage is shared between you and the Service Corporation through payroll deductions.

TDI Application and Information

To file a claim for benefits, contact HR or your supervisor or a member of the Human Resources Department. You must file a claim for benefits within 30 days of becoming disabled. If you file a claim more than 30 days after the start of your disability, all or some benefits may be forfeited.

For additional information on the 61st Street Service Corporation (The Service Corporation) plan, contact HR or your supervisor or a member of the Human Resources Department Learn more about the New Jersey Temporary Disability Insurance law from the New Jersey Department of Labor and Workforce Development website (http://www.nj.gov/labor/http://www.nj.gov/labor/).

New Jersey Emergency Responders Leave

An employee who serves as a volunteer firefighter, as a county or municipal volunteer for the Office of Emergency Management who responds to fire or emergency calls, or as part of a volunteer first aid, rescue or emergency squad will receive unpaid leave for missing work due to responding to a qualified emergency.

A qualified emergency includes responding to a state of emergency declared by the President of the United States or Governor of the State of New Jersey, or being actively engaged in responding to an emergency alarm.

Employees must notify the Service Corporation at least one hour prior to his/her scheduled shift that they are responding to an emergency and will be absent from work. Upon return, employees must provide a copy of the incident report and certification by the incident commander or other official confirming that the employee was actively engaged and necessary for the emergency response.

The report should set forth the date and time the volunteer was relieved of emergency service duties.

If an employee will miss more than one consecutive day of work due to emergency volunteer service, the employee must notify the Service Corporation each day in advance of his/her shift.

Although the Service Corporation will not require the employee to use otherwise available paid time off, the employee may choose to do so.

Essential employees may be denied leave under this policy as permitted by state law.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

19.0 Safety and Loss Prevention

19.1 Drug and Alcohol Policy

61st Street Service Corporation (The Service Corporation) considers drug and alcohol abuse a serious matter that will not be tolerated. The Service Corporation absolutely prohibits employees from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on work time, on Service Corporation property, or performing company business.

Therefore, it is Service Corporation policy that:

You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized during working hours, or while on company property or on company business.

We also caution against use of prescribed or over-the-counter medication, which can affect your ability to perform your job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. You must have a valid prescription for any prescription medication used while working for the Service Corporation. Inform your supervisor or a member of the Human Resources Department prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. If the Service Corporation determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

The Service Corporation may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such cases, the Service Corporation may

consider your continued employment as long as concerns regarding safety, health, production, communication, or other work-related matters are adequately addressed. The Service Corporation may also require you to obtain a medical clearance and agree to random testing and a "one-strike" rule as a condition of continued employment.

New York Policies

20.0 Hiring and Orientation Policies

20.1 Disability Accommodation

61st Street Service Corporation (The Service Corporation) complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practices laws and is committed to providing equal employment opportunities to qualified individuals with disabilities, including disabilities related to pregnancy, childbirth, and related conditions. Consistent with this commitment, the Service Corporation will provide reasonable accommodation to otherwise qualified individuals to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, you should notify your supervisor, the Human Resources Department, or the Benefits Office. You may be asked to include relevant information such as:

A description of the proposed accommodation.

The reason you need an accommodation.

How the accommodation will help you perform the essential functions of your job.

After receiving your request, the Service Corporation will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your to provide supporting medical documentation about the impairment or requested accommodation and/or your permission to obtain additional information from your medical provider. All medical information received by the Service Corporation in connection with a request for accommodation will be treated as confidential.

The Service Corporation encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job.

However, the Service Corporation is not required to make the specific accommodation requested by you and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Service Corporation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

The Service Corporation will not discriminate or retaliate against employees for requesting an accommodation.

20.2 New York City Reasonable Accommodation Policy (New York City Employees)

The Service Corporation ("Service Corp." or the "Company") is committed to complying with all applicable provisions of the Americans with Disabilities Act, as amended, the New York State Human Rights Law, and the New York City Human Rights Law.                 It is the Company's policy not to discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual's disability or perceived disability so long as the employee can perform the essential functions of the job. Consistent with this policy of non-discrimination, Service Corp. will provide reasonable accommodations to a qualified individual with a disability, as defined by applicable law, provided that such accommodation does not constitute an undue hardship on the Company.

Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact, the Human Resources Department, or the Benefits Office.

Who is Covered?

All New York City employees who have requested an accommodation, or who the Company has notice may require such an accommodation, related to:

religious needs;

disability;

pregnancy, childbirth, or a related medical condition; or

a person's needs as a victim of domestic violence, sex offenses, or stalking.

Where, When, and How the Dialogue Must Occur

Applicants or employees seeking accommodations may request accommodations by completing and submitting a Cooperative Dialogue form by contacting the Benefits Office. Alternatively, applicants and employees may request an accommodation orally or in writing by contacting the Benefits Office. In such case, the applicant or employee will be asked to complete and submit the Cooperative Dialogue form.

On receipt of an accommodation request, Service Corp. and the individual will engage in a "cooperative dialogue," which will be conducted in good faith and within a reasonable time with the person who has requested an accommodation or who the Company has notice may require the accommodation. This dialogue may take place in person, in writing, by phone, or through electronic means to discuss the individual's accommodation needs. During the cooperative dialogue, the Company and the individual will discuss potential accommodations that may address the accommodation needs, including

alternatives to a requested accommodation, and any difficulties that such potential accommodations may pose for the Company. The Service Corporation may use the Cooperative Dialogue form to document the dialogue and what, if any, accommodation is to be made.

Service Corporation may request additional information about the impairment or requested accommodation and/or your permission to obtain additional information from your medical provider if the Company does not have sufficient information to understand or evaluate your need(s).

The law does not require the Company to make the best possible accommodation or to reallocate essential job functions.

The Length of the Dialogue

A cooperative dialogue is considered ongoing until either (i) a reasonable accommodation is granted or (ii) the Company concludes that:

there is no accommodation available that will not result in undue hardship for the Company;

a reasonable accommodation was identified that meets the individual's needs, but the individual did not accept it and no reasonable alternative was identified during the cooperative dialogue; or

no accommodation exists that will allow the applicant or employee to perform the essential functions of the job or that will not impose an undue hardship on the Company.

Written Notice

After engaging, or attempting to engage, in a cooperative dialogue with the individual, Service Corp. will notify the individual, in a timely manner and in writing, of its decision, in a final determination identifying any accommodation that is either granted or denied. A request will not be denied until after the cooperative dialogue has taken place.

Please refer to the Notice of Employee Rights notice. Service Corporation will not take any adverse action against you for exercising your rights under the NYC Human Rights Law.

Please contact the Benefits Office should you need any further information regarding this law.

20.3 Religious Accommodation

61st Street Service Corporation (The Service Corporation) is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the Service Corporation dress code or the individual's schedule, non-essential job duties, or other aspects of

employment. The Service Corporation will consider the requested accommodation but reserves the right to offer its own reasonable accommodation to the extent permitted by law.

If you require a religious accommodation, contact your supervisor or a member of the Human Resources Department.

20.4 Reproductive Health Decision Making

Service Corporation is committed to complying with the requirements of Section 203-e of the New York Labor Law, which protects employees on the basis of reproductive health decision making. For purposes of this policy, reproductive health decision making includes, but is not limited to, the decision to use or access a particular drug, device, or medical service.

Access to Personal Information

It is unlawful for the Company to access an employee’s personal information regarding the employee’s or the employee’s dependent’s reproductive health decision making, without prior informed affirmative written consent from the employee. Accordingly, the Company will not access such information without first obtaining such informed affirmative written consent.

Discrimination and Retaliation

Discrimination and retaliation on the basis of an employee’s or an employee’s dependent’s reproductive health decision making is unlawful. Employees have a right to be free from discrimination and retaliation with respect to compensation, terms, conditions, or privileges of employment, because of or on the basis of their own or their dependent’s reproductive health decision making. For purposes of this policy, an act of retaliation includes discharge, suspension, demotion, or otherwise penalizing an employee for: (i) making or threatening to make a complaint to an employer, co-worker, or to a public body alleging a violation of his/her rights under this law; (ii) causing any proceeding under or related to this law to be instituted; or (iii) providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry into any such violation of a law, rule or regulation by Service Corporation.

Waiver

Service Corporation will not require employees to sign a waiver or any other document which purports to deny employees the right to make their own reproductive health care decisions.

Remedies

Employees who believe that their rights under this policy or the law have been violated are encouraged to make a report to Human Resources as soon as practicable. Service Corporation will promptly investigate any reports and take

appropriate remedial action. Any employees who violate this policy, including supervisors and managers, will be subject to discipline, up to and including termination of employment.

Employees may also bring a civil action alleging a violation of their rights and seek remedies (including, but not limited to, reinstatement, injunctive relief, back pay, benefits, attorneys’ fees, costs, liquidated damages, etc.).

21.0 Wage and Hour Policies

21.1 Accommodations for Nursing Mothers

The Service Corporation will provide nursing mothers reasonable unpaid break time to express milk for their infant child(ren) for up to three years following the child's birth.

If you are nursing, the Service Corporation will make reasonable efforts to provide you with a private room or other location in close proximity to the work area, other than a restroom, to express milk. The room will be clearly designated and either have a lock or a sign on the door to indicate when the room is in use.

Expressed milk can be stored in company refrigerators. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Nursing mothers will be provided reasonable break time to express breast milk pursuant to Section 206-c of the New York Labor Law. The break time must, if possible, run concurrently with any break time already provided. In addition, in a situation in which two or more nursing mothers need to use the lactation room at the same time, you are encouraged to discuss this situation, length, and frequency of these breaks with your supervisor or a member of the Human Resources Department at 212-326-8462.

If you require an accommodation to express milk for your infant child(ren) it is your responsibility to notify your supervisor or a member of the Human Resources Department. You may submit your request to the Benefits Office, preferably via email at servicecorpbenefits@cumc.columbia.edu. Service Corporation may request additional information to understand or evaluate your need(s) and accommodation request.

On receipt of an accommodation request, Service Corp., will respond to the request for a lactation room within a reasonable amount of time not to exceed five business days. Should Service Corp. determine that it cannot provide a lactation space, it will engage in a "cooperative dialogue," which will be conducted in good faith and within a reasonable time with the person who has requested an accommodation or who the Company has notice may require the accommodation. This dialogue may take place in person, in writing, by phone, or through electronic means to discuss the individual's accommodation needs. During the cooperative dialogue, the Company and the individual will discuss

potential accommodations that may address the accommodation needs, including alternatives to a requested accommodation, and any difficulties that such potential accommodations may pose for the Company.

The Length of the Dialogue

A cooperative dialogue is considered ongoing until either (i) a reasonable accommodation is granted or (ii) the Company concludes that:

there is no accommodation available that will not result in undue hardship for the Company;

a reasonable accommodation was identified that meets the individual's needs, but the individual did not accept it and no reasonable alternative was identified during the cooperative dialogue; or

no accommodation exists that will allow the applicant or employee to perform the essential functions of the job or that will not impose an undue hardship on the Company.

Written Notice

After engaging, or attempting to engage, in a cooperative dialogue with the individual, Service Corp. will notify the individual, within a reasonable time and in writing, of its decision, in a final determination identifying any accommodation that is either granted or denied. A request will not be denied until after the cooperative dialogue has taken place.

Please refer to the Breastfeeding Mothers’ Bill of Rights Notice. Service Corporation will not take any adverse action against you for exercising your rights under federal, New York State, or New York City laws regarding lactation in the workplace.

Please contact the Benefits Office should you need any further information regarding this law.

This policy adheres to the PUMP for Nursing Mothers Act 2023.

21.2 Meal and Rest Periods

Employees working a shift of six hours or longer will be provided an unpaid meal period of at least 30 minutes between 11:00 a.m. and 2:00 p.m.

Employees working a shift that starts before 11:00 a.m. and continues past 7:00

p.m. will be provided an additional unpaid meal period of at least 20 minutes between 5:00 p.m. and 7:00 p.m. Employees working a shift of more than six hours between 1:00 p.m. and 6:00 a.m. will be provided an unpaid meal period of at least 45 minutes midway through the shift. Your supervisor is responsible for approving the scheduling of this time.

21.3 New York Wage Disclosure Protection

The Service Corporation, consistent with New York law, will not take adverse employment action or retaliate against an employee for inquiring about, discussing, or disclosing (i) the employee's wages or (ii) the wages of another employee where prior permission has been obtained from the employee.

Nothing in this policy shall require an employee to disclose his or her wages in response to any inquiry. Further, nothing in this policy shall be construed to permit an employee who has access to the wage information of other employees as part of such employee's essential job functions, to disclose the wages of such other employees to individuals who do not otherwise have access to such information, unless such disclosure is in response to a complaint or charge, or in furtherance of an investigation, proceeding, hearing or action under New York law, including an investigation conducted by the Service Corporation.

22.0 Benefits

22.1 Blood and Bone Marrow Donation Leave Policy

The Service Corporation provides those employees who work an average of 20 or more hours per week:

Up to three (3) hours of unpaid leave in any calendar year to donate blood. You must give reasonable notice of at least three (3) working days of your intent to take leave to give blood. You must provide documentation to your supervisor or a member of the Human Resources Department immediately after such leave is taken.

Unpaid time off, as determined by your physician, but not to exceed 24 hours without approval from Service Corporation, to undergo a medical procedure to donate bone marrow. If you seek leave to donate bone marrow, you must provide verification from a physician setting forth the purpose and length of each leave required.

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

22.2 Crime Victim and Witness Leave

The Service Corporation will provide eligible employees with time off from work, without pay, for any of the following reasons:

To comply with a subpoena to testify in a criminal proceeding (including time off to consult with the district attorney);

To give a victim impact statement at a pre-sentencing proceeding;

To give a statement at a sentencing proceeding; or

To give a statement at a parole board hearing. You are eligible for time off under this policy if you are:

The victim of the crime at issue in the proceedings;

The victim's next of kin;

The victim's representative if the victim is deceased as a result of the offense;

A "Good Samaritan";

Pursuing an application or the enforcement of an order of protection as provided under relevant law; or

subpoenaed to attend a criminal proceeding as a witness.

For purpose of this policy:

Good Samaritan means someone who acts in good faith to apprehend a person who has committed a crime in his or her presence, to prevent a crime or an attempted crime from occurring, or to aid a law enforcement officer in effecting an arrest.

Victim's representative means a person who represents or stands in the place of another person, including but not limited to, an agent, attorney, guardian, conservator, executor, heir, or parent of a minor.

If you are an eligible employee and required to attend a criminal proceeding for a reason listed above, you must notify your supervisor or a member of the Human Resources Department as soon as possible and at least one day before taking leave to make scheduling arrangements. The Service Corporation reserves the right to require employees to provide proof of the need to attend the criminal proceedings to the extent authorized by law.

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

22.3 Disability Benefits

If you are unable to work for more than seven consecutive days due to a non- work-related illness or injury, or pregnancy-related disability, you may be eligible for disability benefits. Disability benefits provide up to 26 weeks of partial wage replacement benefits during any 52-consecutive-week period. Benefits are payable beginning on the eighth consecutive day of disability.

The cost of your disability insurance coverage is shared between you and the Service Corporation through payroll deductions.

If you have been disabled for more than seven days, the Service Corporation will provide you with a Form DB-271S, Statement of Rights, within five days of learning that you are disabled. The Statement of Rights provides information on how to file a claim for benefits. You must file a claim within the first 30 days of your disability or all or part of your claim may be rejected. You must be under the care of a physician, chiropractor, podiatrist, psychologist, dentist, or certified nurse midwife to qualify for disability benefits.

Disability benefits are a wage replacement benefit, not a protected leave benefit. If you are temporarily disabled, you may be eligible for job-protected

leave under the federal Family and Medical Leave Act or other state or local law.

To learn more about the New York Disability Benefits law, including eligibility requirements and benefits, or to obtain a claim form (Form DB-450), contact the New York State Workers' Compensation Board (www.wcb.ny.gov).

22.4 Jury Duty Leave

Employees summoned for jury duty will receive time off to serve. Full-time and part-time regular employees will be paid their regular wages for up to 5 days.

Thereafter, they will receive unpaid time off to serve.

Employees also are expected to keep management informed of the expected length of jury duty service. Employees must provide the Company with proper documentation.

Part-time employees who are summoned for jury duty will receive unpaid leave, except during the first three days of your jury service.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Employees summoned for jury duty must make arrangements with their supervisor as soon as they receive a summons.

We expect employees to return to work if excused from jury duty during regular working hours.

22.5 Military Spouse Leave Policy

The Service Corporation provides up to 10 days of unpaid leave to employees who are the spouse of a military member who is home on leave during a period of military deployment.

To be eligible for military spouse leave you must:

Work an average of 20 or more hours per week; and

Be the spouse of a member of the U.S. Armed Forces, National Guard, or Reserves who has been deployed during a period of military conflict to a combat theater or combat zone of operations.

A period of military conflict means a period of war declared by the U.S. Congress or a period during which a member of the Reserves is ordered to active duty under federal authority.

If you need to take military spouse leave, notify your supervisor or a member of the Human Resources Department as soon as reasonably possible. The Service Corporation reserves the right to ask for documents supporting the need for leave.

You may elect to use any available paid time off for which you are eligible under Service Corporation policy for the purpose of taking military spouse leave, and such paid time off will run concurrently with the leave afforded under this policy.

The Service Corporation will not discriminate or retaliate against employees who request or take leave in accordance with this policy.

22.6 Paid Family Leave

General

New York's Paid Family Leave (“PFL”) program provides wage replacement to employees to help them bond with a child, care for a close relative with a serious health condition or help relieve family pressures when someone is called to active military service.

Eligibility

You are eligible for paid family leave if you have been employed full-time for 26 weeks or part-time for 175 days.

Amount of Benefit

Effective January 1, 2021, employees taking PFL will be provided 12 weeks of leave at 67 percent of your weekly pay (capped at 67 percent of statewide average pay).

Funding

Paid family leave benefits are funded by a payroll tax on employees, which became effective on July 1, 2017.

Types of Paid Family Leave

If you are eligible for leave, you may obtain family leave benefits for the following types of leaves:

To provide care for a close relative who has a serious health condition; or

To bond with a child during the first 12 months after the child's birth provided you, your spouse, or domestic partner is a biological parent of the child, or the first 12 months after the placement of the child for adoption with you; or

Time off under the military provisions in the federal Family and Medical Leave Act when your spouse, child, domestic partner, or parent is on active duty or has been notified of an impending call or order of active duty.

Key Definitions

Care includes physical care, emotional support, visitation, assistance in treatment, transportation, arranging for changes in care, assistance with essential daily living matters, and personal attendant services.

Family members include spouse, domestic partner, child, parent, parent in-law, grandparent, grandchild or sibling, including biological or adopted siblings, half- siblings and step-siblings.

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves inpatient care in a hospital, hospice, or residential medical facility; or continuing medical treatment or continuing supervision by a healthcare provider.

Use of Leave

With proper documentation, you may be eligible for up to twelve (12) weeks of employee-funded PFL. Leave can be taken intermittently in increments or in one block.

PFL only begins after birth and is not available for prenatal conditions. A parent may take paid family leave during the first 12 months following the birth, adoption, or fostering of a child.

PFL cannot be used for your own disability or qualifying military event, except you may use PFL when you are subject to a mandatory or precautionary order of quarantine or isolation related to COVID-19 and have exhausted your paid sick leave.

Notice

Notify the Benefits Office if you intend to claim entitlement to paid family leave. If your need for PFL is foreseeable, you must give 30 days' advance notice to the Benefits Office so the Service Corporation can plan for your absence. If your need for PFL is not foreseeable, you must notify Human Resources as quickly as possible. If you fail to do so without unusual circumstances justifying the failure, paid family leave can be delayed or partially denied.

Required Documentation

The Service Corporation requires you to provide documentation in support of your paid family leave request.

Birth

To take leave after the birth of a child, the birth mother will need the following documentation from the health care provider treating her or the child:

Birth certificate; or

Documentation of pregnancy or birth from a health care provider (includes mother's name and due/birth date).

A second parent will need the following documentation:

Birth certificate, or documentation of pregnancy or birth from a health care provider (includes mother's name and due/birth dates). If the second parent is not named on the birth certificate, the second parent must provide an acknowledgement of paternity, order of filiation, or other evidence of relationship with parent named by medical provider or birth certificate; and

Voluntary acknowledgement of paternity; or

Court order of filiation; or

Copy of documentation for birth mother (above) plus second document verifying relationship to the mother such as a marriage certificate or evidence of a domestic partnership.

Foster Care

To take leave after a foster child has been placed with you, you will need to present the following documentation:

Letter of placement issued by the county or city department of social services or local voluntary agency.

If second parent is not named in documentation, a copy of that document plus a second document verifying relationship to the parent named in the foster care placement.

Adoption

To take leave when adopting a child, you will need to present legal evidence of the adoption process. If the second parent is not named on the birth certificate, the second parent must provide:

Voluntary acknowledgement of paternity; or

Court order of filiation; or

Second document verifying relationship to the mother or the child.

Serious Medical Condition

To take leave for a family member's serious medical condition, you will need to provide certification from the care recipient's health care provider.

Military

To take leave due to military duty, you will need to provide the following:

U.S. Department of Labor Military Family Leave Certification (federal military leave form).

Copy of military duty papers.

Other documentation supporting the reason for the leave (copy of meeting notice, ceremony details, rest, and recuperation orders, etc.).

Retaliation

The Service Corporation will not retaliate against employees who request or take leave in accordance with this policy.

22.7 New York State Paid Sick Leave

All Service Corporation employees who work in New York State are entitled to paid sick leave under New York State’s Paid Sick Leave Law.

All employees begin to accrue sick leave on their first day of work. Employees will accrue sick leave at a rate of one (1) hour per every thirty (30) hours worked.

Employees may use up to 56 hours of sick leave in a calendar year and may use sick leave as it is accrued. Any unused, accrued sick leave may be carried over into the following calendar year.

Employees will be paid the same rate for sick pay as they would have earned had they worked those hours. Employees will be paid for sick time used no later than the payday for the next regular payroll period beginning after the sick time was used by the Employee.

Sick Leave

Employees may use sick leave for all authorized uses under the NYS Sick Leave Law, including but not limited to:

For a mental or physical illness, injury or health condition of such employee or such employee’s family member, regardless of whether such illness, injury or health condition has been diagnosed or requires medical care at the time that such employee requests such leave; and

For the diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of, or need for medical diagnosis of, or preventive care for, such employee or such employee’s family member.

Safe Leave

Employees may use NYS Sick Leave for an absence from work due to any of the following reasons when the employee or employee’s family member has been the victim of domestic violence (pursuant to N.Y. Executive Law § 292(34)), a family offense, sexual offense, stalking, or human trafficking:

To obtain services from a domestic violence shelter, rape crisis center or other services program;

To participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members;

To meet with an attorney or other social services provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding;

To file a complaint or domestic incident report with law enforcement;

To meet with a district attorney’s office;

To enroll children in a new school; or

To take any other actions necessary to ensure the health or safety of the employee or the employee’s family member or to protect those who associate or work with the employee.

“Family Member” is defined to include the employee’s child, spouse, domestic partner, parent, sibling, grandchild, or grandparent, as well as the child or parent of an employee’s spouse or domestic partner.

“Parent” is defined to mean a biological, foster, step- or adoptive parent, or a legal guardian of an employee, or a person who stood in loco parentis when the employee was a minor child.

“Child” is defined to mean a biological, adopted, or foster child, a legal ward, or a child of an employee standing in loco parentis.

Employees must submit a request for NYS Sick Leave in advance to using such leave. Requests to use sick leave may be verbal or written and should be submitted to the Benefits Office. Your use of sick time will not be conditioned upon searching for or finding a replacement worker.

The Service Corporation will not take any adverse action against you for exercising your rights under the NYS Paid Sick Leave Law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Please refer to the New York Paid Sick Leave Website for more information. Additionally, please contact the Benefits Office should you need further information regarding NYS Paid Sick Leave Law or this policy.

22.8 New York City Earned Safe and Sick Time Act (New York City Employees)

On September 28, 2020, Mayor Bill de Blasio signed a bill amending NY City’s Earned Safe and Safe Sick Time Act (“NYC ESSTA”) to align with the New York State Paid Sick Leave law.

Employees working in New York City will receive paid sick leave in accordance with both New York State law and New York City law. Specifically, all Service

Corporation employees who work in New York City will be entitled to the following:

Employees begin to accrue safe and sick leave on their first day of work and are eligible to begin using sick leave as it is accrued;

Employees may accrue 56 hours of safe and sick leave in a calendar year and may use safe and sick leave as it is accrued;

Employees will be paid the same rate for safe and sick pay as they would have earned had they worked those hours; and

Employees will be paid for safe and sick time used no later than the payday for the next regular payroll period beginning after the safe and sick time was used by the Employee.

You will be required to provide documentation from a licensed health care provider in order to be paid for safe or sick leave if you use safe or sick leave on more than three consecutive workdays. You are not required to disclose the nature of the illness, injury, or health condition for which you have used Earned Safe and Sick time and are only required to provide documentation from one licensed health care provider. You must provide the documentation no later than seven (7) days from the date you return to work. Employees can get reimburse for practices that require payment for documentation after three consecutive workdays of leave.

Employees may use safe and sick leave for all authorized uses under the NYC ESSTA, including but not limited to:

You have a mental or physical illness, injury, or health condition; you need to get a medical diagnosis, care, or treatment of your mental or physical illness, injury, or condition; you need to get preventive medical care.

You must care for a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition, or who needs preventive medical care.

Your employer's business closes due to a public health emergency, or you need to care for a child whose school or childcare provider closed due to a public health emergency.

You or a family member may be the victim of any act or threat of domestic violence or unwanted sexual contact, stalking, or human trafficking and you need to take actions necessary to restore the physical, psychological, or economic health or safety of you or your family members or to protect those who associate or work with you, including to:

Obtain services from a domestic violence shelter, rape crisis center, or other services program.

Participate in safety planning, relocate, or take other actions to protect your safety or that of your family members, including enrolling children in a new school.

Meet with an attorney or social service provider to obtain information and advice related to custody; visitation; matrimonial issues; orders of protection; immigration; discrimination in employment, housing, or consumer credit.

File a domestic incident report with law enforcement or meet with a district attorney's office.

The NYC ESSTA law recognizes the following individuals as "family members:"

Any individual whose close association with the employee is the equivalent of family

Child (biological, adopted, or foster child; legal ward; child of an employee standing in loco parentis)

Grandchild

Spouse

Domestic Partner

Parent

Grandparent

Child or Parent of an employee's spouse or domestic partner

Sibling (including a half, adopted, or step-sibling)

Any other individual related by blood to the employee Please refer to the Notice of Employee Rights notice.

If an employee is separated from employment but then reinstated within six months, all of the employee's unused and accrued sick time will be reinstated.

Your use of sick time is not to be conditioned upon searching for or finding a replacement worker; and the Service Corporation will not take any adverse action against you for exercising your rights under the NYC Earned Safe and Sick Time Law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Please contact the Benefits Office should you need further information regarding this Act.

22.9 Westchester Earned Sick Leave Act

Employees working in Westchester County, New York will receive paid sick leave in accordance with both New York State law and Westchester County law. Specifically, all Service Corporation employees who work in Westchester County will be entitled to the following:

All Employees begin to accrue sick leave on their first day of work and are eligible to begin using sick leave 90 calendar days after the start of their employment;

Employees may accrue 40 hours of sick leave in a calendar year and may use sick leave as it is accrued;

Employees will be paid the same rate for sick pay as they would have earned had they worked those hours; and

Employees will be paid for sick time used no later than the payday for the next regular payroll period beginning after the sick time was used by the Employee.

You will be required to provide documentation if you use sick leave for more than three consecutive workdays. Depending on the reason for leave, the documentation required will vary. Please contact the Benefits office for further information. You must provide the documentation no later than seven days from the date you return to work.

Employees may use sick leave for all authorized uses under the Westchester Earned Sick Leave Act Westchester Earned Sick Leave Act, for the following reasons:

An employee’s or family member’s mental or physical illness, injury, or health condition; need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or need for preventative medical care;

If authorized by an employer who is willing to pay for the use of an employee’s earned sick time, an employee’s mental or physical illness, injury, or health condition or need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition the employer reasonably determines requires immediate attention;

The care of an employee or family member when it has been determined by the public health authorities that the employee’s or family member’s presence in the community may jeopardize the health of others because of his or her exposure to a communicable disease whether or not the employee or family member has actually contracted the communicable disease;

The closure of the employee’s place of business by order of a public official due to a public health emergency; or

The closure of a day care, or elementary or secondary school, attended by an employee’s child where such closure was due to a public health emergency.

The Westchester Earned Sick Leave Act broadly defines “family member” to include individuals related by blood to the employee or whose close association with the employee is the equivalent of a family relationship. Please refer to the Notice of Employee Rights notice.

If an employee is separated from employment but then reinstated within nine months, all of the employee’s unused and accrued sick time will be reinstated.

Your use of sick time is not to be conditioned upon searching for or finding a replacement worker, and the Service Corporation will not take any adverse

action against you for exercising your rights under the Westchester Earned Sick Leave Law.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Please contact the Benefits office should you need any further information regarding the Westchester Earned Sick Leave Act.

22.10 Westchester Safe Time Leave (Westchester Employees)

Who is covered by the law?

All Service Corporation employees who work in Westchester County for more than 90 days in a calendar year on a full-time and part-time basis.

The Safe Time Leave Benefit

Employees are entitled to take up to 40 hours of paid leave per the calendar year, which can be taken in full days or increments for victims of domestic violence or human trafficking.

Employees will be paid the same rate for safe time pay as they would have earned had they worked those hours;

Employees will be paid for the safe time used no later than the payday for the next regular payroll period beginning after the safe time was used by the Employee;

Acceptable Reasons to Use Safe Time Leave

If you are a victim of domestic violence or a victim of human trafficking, you may use safe time leave to:

Attend or testify in criminal or civil court proceedings relating to domestic violence;

Attend or testify in criminal or civil court proceedings relating to human trafficking; and/or

Move to a safe place.

Advance Notice

If the need is foreseeable, you must make a good faith effort to provide notice of your intention to use safe time leave with the Benefits Office.

Documentation

The Service Corporation may require you to provide reasonable documentation that the safe time leave will be, or has been used, for a purpose covered under the Safe Time Leave Law. Such documentation may include:

a court appearance ticket or subpoena,

a copy of a police report,

an affidavit from an attorney involved in the court proceeding,

an affidavit from an authorized person from a reputable organization known to provide assistance to victims of domestic violence or human trafficking.

This information will be treated as confidential and maintained on a separate form and in a separate file from other personnel information

Your use of safe time is not to be conditioned upon searching for or finding a replacement worker, and the Service Corporation will not take any adverse action against you for exercising your rights under the Westchester County’s Safe Time Leave Law. If you believe you are being retaliated against, you have a right to file a complaint with the Westchester County Department of Consumer Protection or a court of competent jurisdiction within one year of the alleged violation.

This leave may run concurrently with the Federal Family and Medical Leave Act and/or any other leave, where permitted by state and federal law.

Please contact the Benefits Office should you need any further information regarding this policy.

22.11 New York City Temporary Schedule Change Law (New York City Employees)

Who is covered under this law?

All employees who work 80 plus hours per calendar year in NYC and who have been employed by the Service Corporation 120 or more days.

The Temporary Schedule Law allows employees who work in the City of New York for up two temporary schedule changes per calendar year as needed for "personal events." A "temporary change" means an adjustment to an employee's usual schedule. Temporary changes can include short-term unpaid leave, paid time off, working remotely, or swapping or shifting work hours.

Temporary Changes

Each year the Service Corporation will grant an employee's request for a schedule change on at least two separate occasions, each totaling a business day or on one occasion for up to two business days. Employees are also allowed to request additional changes to their schedules beyond the time afforded to them by the Temporary Schedule Law. Note that the Service Corporation is not required to grant any additional requests.

Each employee is entitled to propose the type of temporary change that they desire, and the Service Corporation must approve the proposal or will offer

leave without pay.

Qualifying Personal Events

An employee's request qualifies as a "personal event" if it is:

The need to care for a child under the age of 18

The need to care for a "care recipient," a person with a disability who is a family or household member and relies on you for medical care or to meet the needs of daily living

The need to attend a legal proceeding or hearing for public benefits to which the employee, a family member, or the employee's minor child or care recipient is a party

Any other reason for which the employee may use leave under NYC's Paid Safe and Sick Leave Law

Please refer to the Notice of Employee Rights notice. The Service Corporation will not take any adverse action against you for exercising your rights under the NYC Temporary Schedule Change Law.

Please contact the Benefits Office should you need any further information regarding this law.

22.12 New York Volunteer Emergency Responders Leave

During the time that an emergency exists following a declaration of emergency under the law, the Service Corporation will grant a "volunteer emergency responder" an unpaid leave of absence while engaged in the actual performance of his or her duties as a volunteer firefighter or an enrolled member of a volunteer ambulance service unless the Service Corporation determines that the employee's absence would impose an undue hardship on the Service Corporation business.

The Service Corporation will only grant leave when it has previously received written documentation from the head of the fire department or volunteer ambulance service documenting the employee's status as a volunteer firefighter or member of a volunteer ambulance service.

Upon request, the employee must provide the Service Corporation with a notarized statement from the head of the volunteer fire department or volunteer ambulance service certifying the period of time that the employee responded to any emergency.

For more information regarding this leave, contact your supervisor or Human Resources.

Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

23.0 Safety and Loss Prevention

23.1 Drug and Alcohol Policy

61st Street Service Corporation considers drug and alcohol abuse a serious matter that will not be tolerated. The Service Corporation absolutely prohibits employees from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on work time, on Service Corporation property, or performing company business.

Therefore, it is Service Corporation policy that:

You may not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

You may not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized during working hours, or while on company property or on company business.

We also caution against the use of prescribed or over-the-counter medication, which can affect your ability to perform your job safely, or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. You must have a valid prescription for any prescription medication used while working for the Service Corporation. Inform your supervisor or a member of the Human Resources Department prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely. The Service Corporation may, if required and not prohibited by applicable law, consider the medical use of marijuana as a prescribed medication under this policy. If the Service Corporation determines that the prescribed or over-the-counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action, up to and including termination of employment.

The Service Corporation may assist you in seeking treatment or rehabilitation for drug or alcohol dependency. In such cases, the Service Corporation may consider your continued employment as long as concerns regarding safety, health, production, communication, or other work-related matters are adequately addressed. The Service Corporation may also require you to obtain a medical clearance and agree to random testing and a "one-strike" rule as a condition of continued employment.

23.2 NY Hero Act Model Airborne Infectious Disease Exposure Prevention Plan

BACKGROUND:

Service Corporation has adopted the New York State Department of Labor’s Model Airborne Infectious Disease Exposure Prevention Plan to protect Service Corporation employees against exposure and disease during an airborne infectious disease outbreak. This plan goes into effect when an airborne infectious disease is designated by the New York State Commissioner of Health as a highly contagious communicable disease that presents a serious risk of harm to the public health. This plan is subject to any additional or greater requirements arising froma declaration of a state of emergency due to an airborne infectious disease, as well as any applicable federal standards.

Employees should report any questions or concerns with the implementation of this plan to the Service Corporation Safety Specialist, Hector Faris at hmf1@cumc.columbia.edu or email us at servcorpcompliance@cumc.columbia.edu.

This plan applies to all “employees” as defined by the New York State HERO Act (https://dol.ny.gov/ny-hero-act), which means any person providing labor or services for remuneration within the state, without regard to an individual’s immigration status, and shall includepart-time workers, independent contractors, domestic workers, home care and personal care workers,day laborers, and other temporary and seasonal workers. The term also includes individuals workingfor digital applications or platforms, staffing agencies, contractors, or subcontractors on behalf of Service Corporation at any individual worksite, as well as any individual delivering goods ortransporting people at, to, or from the worksite on behalf of Service Corporation, regardless of whetherdelivery or transport is conducted by an individual or entity that would otherwise be deemed an employer under this chapter. The term does not include employees or independent contractors of thestate, any political subdivision of the state, a public authority, or any other governmental agency or instrumentality.

RESPONSIBILITIES:

This plan applies to all employees of the Service Corporation, and the following worksites:

Irving Medical Center (CUIMC)	All ColumbiaDoctors Worksites
Manhattanville Campus	ColumbiaDoctors Midtown
590 Fifth Avenue, New York, NY 10036

 

This plan requires commitment to ensure compliance with all plan elements aimed at preventing the spread of infectious diseases. The following supervisory employee(s) are designated to enforce compliance with the plan. Additionally, these supervisory employees will act as the designated contacts unless otherwise noted in this plan:

Name	Title	Location	Phone
Judith A. Ruiz, PHR, SHRM-CP	Executive Director, Service Corporation	590 Fifth Avenue, New York, NY 10036	212-326-8462
Donna Lynne, DrPH	President, Service Corporation	CUIMC	212-305-6607

 

EXPOSURE CONTROLS DURING A DESIGNATED OUTBREAK

Minimum Controls during an Outbreak

During an airborne infectious disease outbreak, the following minimum controls will be used in all areas of the worksite:

General Awareness: Individuals may not be aware that they have the infectious disease and canspread it to others. Employees should remember to:

Maintain physical distancing;

Exercise coughing/sneezing etiquette;

Wear face coverings, gloves, and personal protective equipment (PPE), as appropriate;

Individuals limit what they touch;

Stop social etiquette behaviors such as hugging and handshaking, and

Wash hands properly and often.

Stay at Home Policy: If an employee develops symptoms of the infectious disease, the employeewill not be in the workplace. The employee must inform their supervisor and follow Service Corporation, New York State Department of Health (NYSDOH), and Centers for Disease Control and Prevention (CDC) guidance regarding obtaining medical care and isolating.

Health Screening: Employees will be screened for symptoms of the infectious disease at the beginning of their shift using the ReopenCU app (or other current equivalent technology) or by using the web portal at https://covid19.columbia.edu/content/reopencu-symptom-self-check-app

Employees are to self-monitor throughout their shift and report any new or emerging signs or symptoms of the infectious disease to the designated contact. An employee showingsigns or symptoms of the infectious disease will be removed from the workplace and should contact ahealthcare professional for instructions. The health screening elements will follow guidance from NYSDOH and CDC guidance, if available.

Face Coverings: To protect coworkers, employees will wear face coverings throughout the workday to the greatest extent possible. Face coverings and physical distancing will be used together whenever possible. The face-covering must cover the nose and mouth, and fit snugly, but comfortably,against the face. The face-covering itself must not create a hazard,

e.g., have features that could get caughtin machinery or cause severe fogging of eyewear. The face coverings will be provided at no cost to employees but must be kept clean and sanitary and changed by the employeewhen soiled, contaminated, or damaged.

Physical Distancing: Physical distancing will be followed as much as feasible. Avoid unnecessary gatherings and maintain a distance of at least six feet (or as recommended by the NYSDOH/CDC for the infectious agent) from each other. Use a face covering when physical distance cannot be maintained.

In situations where prolonged close contact with other individuals is likely, the following control methods will be used:

Restricting or limiting customer or visitor entry;

Limiting occupancy;

Allowing only one person at a time inside small, enclosed spaces with poor ventilation;

Signage;

Floor markings;

Telecommuting;

Remote meetings;

Preventing gatherings;

Restricting travel;

Creating new work shifts and/or staggering work hours;

Adjusting break times and lunch periods;

Delivering services remotely or through self-serve pickup.

These additional controls will be evaluated based on the nature of the airborne infectious disease:

physical barriers

reconfiguring workspaces

use of additional PPE (ex., face shields)

Hand Hygiene: To prevent the spread of infection, employees should wash hands with soap and water for at least 20 seconds or use a hand sanitizer with at least 60% alcohol to clean hands BEFORE and AFTER:

Touching your eyes, nose, or mouth;

Touching your mask;

Entering and leaving a public place; and

Touching an item or surface that may be frequently touched by other people, such as door handles, tables, gas pumps, shopping carts, or electronic cashier registers/screens.

Because hand sanitizers are less effective on soiled hands, wash hands rather than using hand sanitizer when your hands are soiled.

Cleaning and Disinfection: See Section V. of this plan.

Respiratory Etiquette: Because infectious diseases can be spread by droplets expelled from the mouth and nose, employees should exercise appropriate respiratory etiquette by covering the nose and mouth when sneezing, coughing, or yawning.

10. Special Accommodations for Individuals with Added Risk Factors: Some employees, due to age, underlying health conditions, or other factors, may be at increased risk of severe illness if infected. Please inform your supervisor or Human Resources if you fall within this group and need an accommodation.

Advanced Controls during an Outbreak

For activities where the Minimum Controls alone will not provide sufficient protection for employees, additional controls from the following hierarchy may be necessary. Service Corporation will determine if the following are necessary:

Elimination: Service Corporation will consider the temporary suspension or elimination of risky activities where adequate controls could not provide sufficient protection for employees. Examples include:

Limiting or eliminating in-person learning;

Limiting gatherings by location (outdoors), and scale;

Limiting or eliminating in-person recreational and/or sporting events.

Engineering Controls: Service Corporation will consider appropriate controls to contain and/or remove the infectious agent, prevent the agent from being spread, or isolate the worker from the infectious agent. Examples of engineering controls include:

Mechanical Ventilation, for example:

Increasing the percentage of fresh air introduced into air handling systems, where feasible;

Utilizing air filters with a rating of Minimum Efficiency Reporting Value (MERV) 13 or higher, if compatible with the HVAC system(s). If MERV–13 or higher filters are not compatible with the HVAC system(s), use filters with the highest compatible filtering efficiency for the HVAC system(s);

Avoiding air recirculation, where feasible;

If fans are used in the facility, arrange them so that air does not blow directly from one worker to another. Remove personal fans, as necessary, but keep heat hazards in mind and address in other methods if appropriate; and

Air purifiers, as appropriate.

Natural Ventilation, for example:

Opening outside windows and doors; and

Opening windows on one side of the room to let fresh air in and installing window exhaust fans on the opposite side of the room so that they exhaust air outdoors;

Maintain hand washing or sanitizing stations throughout the facility;

Establish contactless protocols for building entry (where feasible) and other transactions, where feasible;

Automatic disinfection systems such as ultraviolet light disinfection systems; and

Install cleanable barriers such as partitions and clear plastic sneeze/cough guards.

Subject to changes based on operations and circumstances surrounding the infectious disease, engineering controls that are anticipated to be used are listed in the following table:

Engineering Controls Utilized/Location

Utilize MERV 13 filters in all buildings where such filtration is feasible

Increase fresh air and reducing recirculating air

Utilize natural ventilation, as appropriate, when mechanical ventilation is not available

Maintain hand washing and/or sanitizing stations

Establish contactless protocols for building entry (where feasible) and other transactions, where feasible

Administrative Controls are policies and work rules used to prevent exposure. Service Corporation intends to utilize the following controls with a ““and will consider other controls at the time this plan is activated:

Require health screening of all employee’s staff prior to entry to facilities;

Increasing the space between employees and students;

Disinfecting procedures for specific operations;

Post signs reminding of respiratory etiquette, masks, hand hygiene;

Employee training;

Identify and prioritize on-site job functions essential for continuous operations;

Limit attendance of in-person meetings;

Host the meetings outdoors or electronically;

Minimize elevator use, post signage of limitations;

Cross-train employees to ensure critical operations continue during worker absence;

Limit the use of shared workstations;

Remote learning methods;

Prohibiting eating and drinking in the work area;

Rearrange traffic flow to allow for one-way walking paths;

Provide clearly designated entrance and exits;

Provide additional short breaks for handwashing and cleaning;

Establishing pods or cohorts of staff and students to limit exposure; and

Increase time between classes to allow for cleaning and ventilation.

Subject to changes based on operations and circumstances surrounding the infectious disease, the above controls with checkmarks are likely to be implemented. All other listed Administrative Controls will be evaluated, as appropriate to the nature of the airborne infectious disease.

Personal Protective Equipment (PPE) are devices such as eye protection, face shields, respirators1,2, and gloves that protect the wearer from infection. PPE will be provided, used, and maintained in a sanitary and reliable condition at no cost to the employee. The PPE provided to an employee will be based on a hazard assessment for the workplace. The following PPE that are anticipated to be used are in the following table:

 

PPE will be provided based on the type of airborne infectious agent and its transmission route(s), whichwill be determined when this plan requires activation. PPE will be provided in accordance with CDC and NYSDOH recommendations. Columbia University Office of Procurement Services will assist inprocuring the necessary PPE.

 

The use of respiratory protection, e.g., an N95 filtering facepiece respirator, requires compliance with the OSHA Respiratory Protection Standard 29 CFR 1910.134 or temporary respiratory protection requirements OSHA allows for during the infectious disease outbreak.

Respirators with exhalation valves will release exhaled droplets from the respirators. Respirators are designed to protect the wearer. Surgical masks and face coverings, which are not respirators, are designed to protect others, not the wearer.

Exposure Control Readiness, Maintenance and Storage

The controls selected will be obtained, properly stored, and maintained so that they are ready for immediate use in the event of an infectious disease outbreak and any applicableexpiration dates will be properly considered.

HOUSEKEEPING DURING A DESIGNATED OUTBREAK

Disinfection Methods and Schedules

Objects that are touched repeatedly by multiple individuals, such as door handles, light switches, control buttons/levers, dials, levers, water faucet handles, computers, phones, or handrails will be cleaned frequently with an appropriate disinfectant. Surfaces that are handled less often, or by fewer individuals, may require less frequent disinfection. The disinfection methods and schedules selected are based on specific workplace conditions.

The New York State Department of Environmental Conservation (NYSDEC) and the Environmental Protection Agency (EPA) have compiled lists of approved disinfectants that are effective against manyinfectious agents (see www.dec.ny.gov and www.epa.gov/pesticide-registration/selected-epa- registered-disinfectants). Columbia University will select disinfectants based on NYSDOH and CDC guidance and follow manufacturer guidance for

methods, dilution, use, and contact time.

Adjustments to Normal Housekeeping Procedures

Normal housekeeping duties and schedules will continue to be followed during an airborne infectious disease outbreak, to the extent practicable and appropriate consistent with NYSDOH and/or CDC guidance in effect at the time. However, routine procedures may need to be adjusted and additional cleaning and disinfecting may be required.

Housekeeping staff may be at increased risk because they may be cleaning many potentially contaminated surfaces. Some housekeeping activities, like dry sweeping, vacuuming, and dusting, can re-suspend into the air particles that are contaminated with the infectious agent. For that reason,alternative methods and/or increased levels of protection may be needed.

Rather than dusting, for example, the CDC recommends cleaning surfaces with soap and water beforedisinfecting them. Conducting housekeeping during “off” hours may also reduce other workers’ exposures to the infectious agent.

Best practice dictates that housekeepers should wear an appropriateface covering. See www.cdc.gov for more guidance.

If an employee develops symptoms of the infectious disease at work, it is ideal to isolatethe area in accordance with guidance issued by NYSDOH or the CDC, before cleaning and disinfectingthe sick employee’s work area. This delay will allow contaminated droplets to settle out of the air andthe space to be ventilated.

As feasible, liners will be used in trash containers. Empty the containers often enough toprevent overfilling. Do not forcefully squeeze the air out of the trash bags before tying them closed. Trash containers may contain soiled tissue or face coverings.

INFECTION RESPONSE DURING A DESIGNATED OUTBREAK

If an actual, or suspected, infectious disease case occurs at work, Service Corporation will take the following actions:

Instruct the sick individual to wear a face covering and leave the worksite and follow NYSDOH/CDCguidance.

Follow local and state authority guidance to inform impacted individuals.

TRAINING AND INFORMATION DURING A DESIGNATED OUTBREAK

Judith A. Ruiz, Executive Director of the Service Corporation will verbally informall employees of the existence and location of this Plan, the circumstances it can be activated, the infectious disease standard, Service Corporation policies, and employee rights under the HERO Act.

(Note: training need not be provided to the following individuals: any individuals working for staffing agencies, contractors, or subcontractors on behalf of Service Corporation at any individual worksite, as well as any individual delivering goods or transporting people at, to, or from the worksite on behalfof Service Corporation, where delivery or transport is conducted by an individual or entity that would otherwise be deemed an employer).

When this plan is activated, all personnel will receive training which will cover all elements of this plan and the following topics:

The infectious agent and the disease(s) it can cause;

The signs and symptoms of the disease;

How the disease can be spread;

An explanation of this Exposure Prevention Plan;

The activities and locations at our worksite that may involve exposure to the infectious agent;

The use and limitations of exposure controls;

A review of the standard, including employee rights provided under Labor Law, Section 218-B.

The training will be:

Provided at no cost to employees and take place during working hours. If training during normal work hours is not possible, employees will be compensated for the training time (with pay or timeoff);

Appropriate in content and vocabulary to your educational level, literacy, and preferred language;and

Verbally provided in person or through telephonic, electronic, or other means.

PLAN EVALUATIONS DURING A DESIGNATED OUTBREAK

Columbia University’s Emerging Infectious Disease Work Group Subcommittee, represented by the following University leaders, will review, and revise the plan periodically, upon activation of the plan, and as often as needed to keep up-to-date with current requirements. Document plan revisions below:

Plan Revisions History

Date

Reviewed by

Major Changes

Approved by

Revision#1

Sr. Vice President for ColumbiaHealth

Executive Director, Student Health CUIMC

Vice President for Facilities

Professor of Epidemiology, MailmanSchool of Public Health

Associate Vice President for

Environmental Health and Safety

Revision#2

Sr. Vice President for ColumbiaHealth

Executive Director, Student HealthCUIMC

Vice President for Facilities

Professor of Epidemiology, MailmanSchool of Public Health

Associate Vice President for Environmental Health and Safety

RETALIATION PROTECTIONS AND REPORTING OF ANY VIOLATIONS

Service Corporation, nor its agent(s), or person(s) acting as or on behalf of a hiring entity, or the officer or agent of Service Corporation shall discriminate, threaten, retaliate against, or take adverseaction against any employee for exercising their rights under this plan, including reporting conduct the employee reasonably believes in good faith violates the plan or airborne infectious disease concerns to Service Corporation, government agencies or officials or for refusing to work where an employee reasonably believes in good faith that such work exposes him or her, other workers, or thepublic to an unreasonable risk of exposure, provided the employee, another employee, or representative has notified Service Corporation verbally or in writing, including electronic communication, of the inconsistent working conditions and Service Corporation’s failure to cure or if the employer knew or should have known of the consistent working conditions.

Notification of a violation by an employee may be made verbally or in writing, and without limitation to format including electronic communications. To the extent that communications between Service Corporations and employees regarding a potential risk of exposure are in writing, they shall be maintainedby the Service Corporation for two years after the conclusion of the designation of a high-risk diseasefrom the Commissioner of Health, or two years after the conclusion of the Governor’s emergency declaration of a high-risk disease. The following Service Corporation contact information will be usedby employees to report violations of this plan and retaliation during regular business hours and for weekends/other non-regular business hours when employees may be working at servcorpcompliance@cumc.columbia.edu.

Closing Statement

Thank you for reading our handbook. We hope it has provided you with an understanding of our mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful Service Corporation and a safe, productive, and respectful workplace.

Judith A. Ruiz, PHR, SHRM-CP, Executive Director of Administration & Human Resources

61st Street Service Corporation (The Service Corporation)

Acknowledgement of Electronic Monitoring

Notice of Electronic Monitoring

As described in this Employee Handbook, all electronics and technology provided by 61st Street Service Corporation (“Service Corporation”), including computer systems, communication networks, company-related work records and other information stored electronically, is the property of Service Corporation. The use of Service Corporation’s technology systems and electronic communications should be job-related and not for personal convenience use. Business-related internal e-mail, voicemail, text messages (company’s phone), and other electronic communications are considered business records and the property of the Service Corporation.

Service Corporation reserves the right to examine, monitor, regulate or otherwise intercept all of its computer systems, communication networks, records and files, and other information stored electronically, including but not limited to telephone conversations or transmissions, voicemails, text messages on company phones, e-mail and other electronic communications, directories and contacts, Internet access and usage (including but not limited to the use of a computer, telephone, wire, radio, or electromagnetic, photoelectronic or photo-optical systems), and files, records, metadata, or any other electronically stored information.

Employee Acknowledgement

By signing below, I understand that I am acknowledging that I have read and understand the above Notice of Electronic Monitoring and the policies in the Employee Handbook regarding the use of Service Corporation’s computers, telephones, and Internet.

If I have any questions about the Service Corporation’s monitoring policy, I will contact my supervisor or a member of the Human Resources Department.

 

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Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received an electronic copy of the 61st Street Service Corporation (The Service Corporation) Employee Handbook (handbook) through their website and that I have read it, understand it, and agree to comply with it. I understand that the Service Corporation has the maximum discretion permitted by law to interpret, administer, change, modify, or delete the rules, regulations, procedures, and benefits contained in the handbook at any time with or without notice. No statement or representation by a supervisor, manager, or any other employee, whether oral or written, can supplement or modify this handbook. Changes can only be made if approved in writing by the president of the Service Corporation. I also understand that any delay or failure by the Service Corporation to enforce any rule, regulation, or procedure contained in the handbook does not constitute a waiver on behalf of the Service Corporation or effect the right of the Service Corporation to enforce such rule, regulation, or procedure in the future.

I understand that neither this handbook nor any other communication by a management representative or other, whether oral or written, is intended in any way to create a contract of employment. I further understand that, I am employed "at-will" (to the extent permitted by law) and this handbook does not modify my "at- will" employment status.

This handbook is not intended to preclude or dissuade employees from engaging in legally protected activities under the National Labor Relations Act (NLRA).

This handbook supersedes any previous handbook or policy statements, whether written or oral, issued by 61st Street Service Corporation (The Service Corporation).

If I have any questions about the content or interpretation of this handbook, I will contact my supervisor or a member of the Human Resources Department.

 

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