Employee Handbook - Chameleon Integrated Services · 10/13/2017 · either you or the Company can end your employment at any time, with or without notice, for any reason or no reason

EMPLOYEE HANDBOOK

Revised October 2017

Chameleon Integrated Services Proprietary | Intended for Internal Use Only

Copyright © CBIZ Human Resources Services 2017

Chameleon Integrated Services

3207 Washington Ave.

St. Louis, MO 63103

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EMPLOYEE HANDBOOK

Table of Contents

REV: 10/12/2017 Chameleon Integrated Services Proprietary | Intended for Internal Use Only

**Always Verify Online Version, Online Version is Latest Released Version**

Copyright © CBIZ Human Resources Services 2017 Page i

Table of Contents

INTRODUCTION ................................................................................................................................................................. 1

Welcome .............................................................................................................................................................................. 1 Introduction and At-Will Employment Statement ............................................................................................................... 2

OVERVIEW ........................................................................................................................................................................... 3

About Our Company ........................................................................................................................................................... 3 Mission Statement ............................................................................................................................................................... 3

EMPLOYMENT POLICIES ................................................................................................................................................ 4

Equal Employment Opportunity .......................................................................................................................................... 4 Immigration Law Compliance ............................................................................................................................................. 4 Reasonable Accommodation ............................................................................................................................................... 5 Anti-Harassment, Including Sexual Harassment ................................................................................................................. 5 Reporting Procedures .......................................................................................................................................................... 6 Prohibition on Retaliation .................................................................................................................................................... 6 Business Ethics .................................................................................................................................................................... 6 Conflict of Interest ............................................................................................................................................................... 7 Non-Solicitation .................................................................................................................................................................. 8 Confidentiality ..................................................................................................................................................................... 8 Solicitation and Distribution ................................................................................................................................................ 8 Employee Suggestions, Concerns, & Problem-Solving Procedure ..................................................................................... 9

EMPLOYMENT STATUS & RECORDS ......................................................................................................................... 10

Definitions of Employment Status .................................................................................................................................... 10 Evaluation Period .............................................................................................................................................................. 10 Job Postings ....................................................................................................................................................................... 10 Performance Evaluations ................................................................................................................................................... 11 Personnel Records and Information .................................................................................................................................. 11 Information Requests and Employment References .......................................................................................................... 11 Hours of Work ................................................................................................................................................................... 12 Separation of Employment ................................................................................................................................................ 12 Meals and Rest Periods ..................................................................................................................................................... 13 Lactation Breaks ................................................................................................................................................................ 13

CONDUCT ........................................................................................................................................................................... 14

Standards of Conduct ........................................................................................................................................................ 14 Progressive Discipline Policy ............................................................................................................................................ 15 Attendance Standards ........................................................................................................................................................ 16 Dress and Personal Appearance ........................................................................................................................................ 16 Tobacco ............................................................................................................................................................................. 17 Substance Abuse ................................................................................................................................................................ 17

General Policy ............................................................................................................................................................................................................ 17 Exclusion ................................................................................................................................................................................................................... 17 Legally Prescribed and Over-the-Counter Medication ............................................................................................................................................... 18 Confidentiality ........................................................................................................................................................................................................... 18 Definitions ................................................................................................................................................................................................................. 18 Employee Assistance Program ................................................................................................................................................................................... 19 Policy Violations ........................................................................................................................................................................................................ 19 State Marijuana Laws ................................................................................................................................................................................................. 19

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Workplace Violence ................................................................................................................................................................................................... 19

COMPENSATION .............................................................................................................................................................. 21

Compensation .................................................................................................................................................................... 21 Payroll Deductions ............................................................................................................................................................ 21 Pay for All Time Worked .................................................................................................................................................. 21

Overtime .................................................................................................................................................................................................................... 22 Hourly and Salaried Non-Exempt Employees ............................................................................................................................................................ 22 Exempt Employees..................................................................................................................................................................................................... 23 To Report Concerns or Obtain More Information: ..................................................................................................................................................... 23 Pay for Travel Time ................................................................................................................................................................................................... 24 Local Travel ............................................................................................................................................................................................................... 24 Overnight Travel Out of Town ................................................................................................................................................................................... 24

Direct Deposit .................................................................................................................................................................... 25 Expense Reimbursement .................................................................................................................................................. 25

BENEFITS AND SERVICES ............................................................................................................................................. 26

Benefits and Services ........................................................................................................................................................ 26 Training and Development ................................................................................................................................................ 26 Insurance Continuation (COBRA) .................................................................................................................................... 26 Paid Time off (PTO) .......................................................................................................................................................... 27 Holidays ............................................................................................................................................................................ 27 Statutory Benefits .............................................................................................................................................................. 28

Social Security/Medicare ........................................................................................................................................................................................... 28 Workers' Compensation ............................................................................................................................................................................................. 28

LEAVES OF ABSENCE ..................................................................................................................................................... 29

Family and Medical Leave (FML) .................................................................................................................................... 29 Intermittent FML ........................................................................................................................................................................................................ 32 Benefits During FML ................................................................................................................................................................................................. 32 Return from FML ....................................................................................................................................................................................................... 32 Required Notice and Certification .............................................................................................................................................................................. 33

Jury or Witness Duty ......................................................................................................................................................... 34 Military Leave ................................................................................................................................................................... 34 Re-employment ................................................................................................................................................................. 35 Re-employment Position ................................................................................................................................................... 35 Personal Leave of Absence................................................................................................................................................ 36 Bereavement ...................................................................................................................................................................... 36 Voting ................................................................................................................................................................................ 36

WORK ENVIRONMENT & CONDITIONS .................................................................................................................... 37

Fires and Emergencies ....................................................................................................................................................... 37 Security .............................................................................................................................................................................. 37 Media Relations ................................................................................................................................................................. 37 Emergency Closing ........................................................................................................................................................... 37 IT Service Use of Equipment ............................................................................................................................................ 38

General Guidelines on the Use of Company Property ................................................................................................................................................ 38

Use and Dissemination of Company Information ....................................................................................................................................................... 38 Monitoring of Network Communications .................................................................................................................................................................. 39 Voice Mail and Electronic Mail ................................................................................................................................................................................. 39 Social Networking Policy ........................................................................................................................................................................................... 40 Workplace Safety ....................................................................................................................................................................................................... 41

CONCLUSION .................................................................................................................................................................... 43

Human Resources Contact Information............................................................................................................................. 43

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HANDBOOK ACKNOWLEDGEMENT .......................................................................................................................... 44

STATE ADDENDUM – ALABAMA ................................................................................................................................. 45

Jury or Witness Duty ......................................................................................................................................................... 45 Voting Leave ..................................................................................................................................................................... 45

STATE ADDENDUM – COLORADO .............................................................................................................................. 46


STATE ADDENDUM – GEORGIA .................................................................................................................................. 47


STATE ADDENDUM – HAWAII ...................................................................................................................................... 48

Jury or Witness Duty ......................................................................................................................................................... 48 State Marijuana Laws ........................................................................................................................................................ 48 Voting Leave ..................................................................................................................................................................... 48

STATE ADDENDUM – KENTUCKY ............................................................................................................................... 49


STATE ADDENDUM – ILLINOIS ................................................................................................................................... 50

Meals and Rest Periods ..................................................................................................................................................... 50 Jury or Witness Duty ......................................................................................................................................................... 50 State Marijuana Laws ........................................................................................................................................................ 50 Paid Sick Leave ................................................................................................................................................................. 50 Voting Leave ..................................................................................................................................................................... 50 Direct Deposit .................................................................................................................................................................... 50 Domestic Violence Leave .................................................................................................................................................. 50

STATE ADDENDUM – MARYLAND .............................................................................................................................. 51

Jury or Witness Duty ......................................................................................................................................................... 51

Voting Leave ..................................................................................................................................................................... 51 Direct Deposit .................................................................................................................................................................... 51

STATE ADDENDUM – MISSOURI ................................................................................................................................. 52


STATE ADDENDUM – OHIO ........................................................................................................................................... 53


STATE ADDENDUM – PENNSYLVANIA ...................................................................................................................... 54

Jury or Witness Duty ......................................................................................................................................................... 54

STATE ADDENDUM – UTAH .......................................................................................................................................... 55

Voting Leave ..................................................................................................................................................................... 55

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EMPLOYEE HANDBOOK

Introduction



Copyright © CBIZ Human Resources Services 2017 Page 1

INTRODUCTION

WELCOME

On behalf of your colleagues, I welcome you to Unitech Consulting LLC dba Chameleon Integrated Services,

referred to throughout this handbook as Chameleon or “the Company”. Our staff is comprised of individuals with

various backgrounds and skills, joined together as a team to provide our Clients with the best possible service

available. Each of us, as an Employee of Chameleon, has a significant responsibility towards accomplishing that

goal.

We hope your job will be fulfilling, that it will live up to your expectations and that your time with us will be

rewarding. If you have been working for us, we wish to express our appreciation for your valued service. We are

pleased to provide you with your Employee Handbook that outlines the current personnel policies and procedures

in effect at the Company. We are sure the Handbook will be a helpful reference during your association with our

Company and we encourage you to freely ask questions. By doing so, we are confident that you will continue to,

or begin to believe that this volume is designed to provide you, the Employee, with the most comprehensive

support available.

Early in your employment with us, you will realize that we have set very high standards for you. These are

necessary if we are to sustain our growth and achievement in a highly competitive industry. It is our sincere hope

that together, this outline and your efforts will help each of us reach our collective goals and objectives.

We hope that your experience here will be challenging, enjoyable and rewarding. Again, welcome!

Jeff Kelley

Chief Executive Officer

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EMPLOYEE HANDBOOK

Introduction




INTRODUCTION AND AT-WILL EMPLOYMENT STATEMENT

The purpose of the Chameleon Employee Handbook is to introduce you to the Company, explain our current

policies, practices and benefits, and serve as a reference tool for you. It is very important that you be thoroughly

familiar with the policies and procedures contained in this Handbook, as well as any additional policies or

procedures that may be communicated to you by Company Executive Management.

It is important to understand that you are employed in an "at will" employment relationship, which means that

either you or the Company can end your employment at any time, with or without notice, for any reason or no

reason at all. Please note that only the Company’s Human Resource department has the authority to alter at-will

employment status or make promises of any kind regarding the conditions or terms of employment for any

Employee of the Company, and then, only in writing.

The information contained in this Handbook does not, and is not intended to, create a contract of

employment or benefits, and does not create any express or implied contractual rights. In addition, nothing

contained in any other Company manual, publication, oral statement, performance review, disciplinary

measure, etc., changes this relationship or limits it in any way.

No Employee Handbook can anticipate every circumstance or question about policy. The policies contained in

this Handbook may be altered, modified or deleted by the Company. If there are errors or information subject to

interpretation, the Company may interpret, change or correct that information. Because the benefits, practices and

policies may be changed, added and/or removed from time to time or at any time without notice, with or without

prior notice, the Handbook provides only general descriptions of these benefits, practices and policies.

Please read this Handbook in its entirety, so that you fully understand its contents. If there is any item that you do

not understand, please request clarification from your manager, or Human Resources. This Handbook

supersedes all previous handbooks, manuals, letters, memoranda or understandings that may have been

issued on subjects contained herein.

After completing your review of the Handbook, please acknowledge via electronic signature that you have

received, read, and understand that this Handbook is for informational purposes, in that it illustrates the

Company’s policies, procedures, guidelines, benefits, etc., but that neither the Handbook, nor any other

communication, creates an employment contract for any specific duration, for benefits, or in any way alters your

status as an at-will Employee.

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EMPLOYEE HANDBOOK

Overview




OVERVIEW

ABOUT OUR COMPANY

• Minority-certified small business (Hispanic-owned)

• Small Business Administration Small Disadvantaged Business (SDB)-certified

• Performing IT services support worldwide

• Classified cleared contractor

• Small business prime and subcontractor to the Federal Government since 2003

• Defense Contract Audit Agency (DCAA) approved Financial/Accounting Systems

• OFCCF/Department of Labor-approved Recruiting processes

• Ability to perform work on-site and off-site

• Headquartered in St. Louis, MO

• ISO 9001:2015 Certified

MISSION STATEMENT

Chameleon Integrated Services is the agile Information Technology firm that helps Clients prepare, protect, and

prosper.

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EMPLOYEE HANDBOOK

Employment Policies




EMPLOYMENT POLICIES

EQUAL EMPLOYMENT OPPORTUNITY

The Company maintains a policy of non-discrimination in employment and complies with and supports all

federal, state and local laws regarding discrimination in employment. Specifically, the Company does not

discriminate in employment opportunities or practices on the basis of race, color, gender, gender identity, sexual

orientation, religion, national origin, age, citizenship status, pregnancy, mental or physical disability, veteran

status, reproductive health decisions, genetic information or any other characteristic to the extent prohibited by

federal, state or local law.

Decisions regarding recruiting, hiring and promotions are made on the basis of individual qualifications related to

the requirements of the position. Likewise, the administration of other human resources matters such as

compensation, benefits, transfers, reductions-in-force, recall, training, education and social/recreational programs

are free from any discriminatory practices.

Employees with questions or concerns about any type of discrimination in the workplace or Employees who

believe they have been unlawfully discriminated against should bring these issues to the attention of their

immediate manager or Human Resources. Employees can raise concerns and make reports without fear of

retaliation. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary

action, up to and including termination of employment.

IMMIGRATION LAW COMPLIANCE

The Company is committed to employing only those individuals who are authorized to work in the United States

and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new Employee, as a condition of

employment, must complete the Employment Eligibility Verification Form I 9 and present documentation

establishing identity and employment eligibility within three working days of the Employee’s date of hire. Any

Employee with an expiring work authorization must renew the authorization or the Employee will be considered

to have voluntarily resigned. Former Employees who are rehired must also complete the Form if they have not

completed an I 9 with the Company within the previous three (3) years or if their previous I 9 is no longer

retained or valid. All offers of employment are conditioned upon the receipt of satisfactory evidence of an

Employee’s authorization to work in the United States.

In addition, Chameleon participates in E-Verify. E-Verify is an Internet-based system that compares information

from your I-9 to Department of Homeland Security (DHS) and Social Security Administration (SSA) records to

confirm that you are authorized to work in the United States. Once an individual has accepted an offer of

employment and completed an I-9, the Company will enter I-9 information into E-Verify. The E-Verify system is

designed to return a response immediately in most situations. E-Verify initially will return one of two results:

Employment Authorized or Tentative Nonconfirmation. If the result is Employment Authorized, no further action

is required.

If the result from the initial E-Verify screening is Tentative Nonconfirmation, Chameleon will inform the

individual of the finding and give the individual an opportunity to take corrective action on the DHS or SSA

record. If the Tentative Nonconfirmation is contested, the individual will be provided with a referral letter

provided by E-Verify which contains specific instructions and contact information. The individual will be allowed

eight (8) Federal Government workdays to contact the appropriate federal agency to resolve the Tentative

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EMPLOYEE HANDBOOK

Employment Policies




Nonconfirmation. If the Employee decides not to take action to correct the Tentative Nonconfirmation, is unable

to resolve the Tentative Nonconfirmation, or receives a Final Nonconfirmation result, employment with

Chameleon may be terminated.

If you have any questions or need further information on immigration law issues, you are encouraged to contact

Human Resources.

REASONABLE ACCOMMODATION

Chameleon complies with applicable laws ensuring equal employment opportunities for qualified individuals with

a disability. Chameleon will make reasonable accommodations for the known physical or mental limitations of an

otherwise qualified individual with a disability who is an applicant or an Employee, unless undue hardship would

result.

Any Employee who requires an accommodation in order to perform the essential functions of his/her job should

contact Human Resources and request such an accommodation. The individual should specify what

accommodation he or she needs to perform the job. Chameleon will then engage in a good faith interactive

process to determine what, if any, effective accommodations can be made. An Employee who requests an

accommodation is responsible for participating in the interactive process with Chameleon and promptly providing

all requested medical and other documentation that supports the Employee’s request. If a reasonable

accommodation exists that would better enable the Employee to perform his job duties, a reasonable

accommodation will be granted. However, Employees should remember that the reasonable accommodation

granted will not in all cases be the particular accommodation desired by the Employee.

ANTI-HARASSMENT, INCLUDING SEXUAL HARASSMENT

It is the Company’s policy that all Employees have a right to work in an environment free of harassment, verbal

and physical, which is based on: race, color, gender, gender identity, sexual orientation, religion, national origin,

age, citizenship status, pregnancy, mental or physical disability, veteran status, genetic information or any other

legally protected status. In keeping with this commitment, we will not tolerate harassment of Employees or

applicants by anyone, including any manager, coworker, Client, vendor, or other outside party with whom our

Employees come in contact during the course of performing their job duties at Chameleon. Such conduct, or

interference with the investigation of an alleged incident, may result in disciplinary action, up to and including

termination of employment. You should direct any questions or concerns about this policy to Human Resources.

Under most circumstances, harassment refers to the type of conduct that is pervasive, repetitive and sufficiently

severe to alter the conditions of an Employee’s employment. Harassment may also refer to a single incident that is

sufficiently outrageous or harmful, in and of itself, that substantially alters the conditions of an Employee’s

employment or interferes with that individual’s ability to perform job-related responsibilities. Harassment

includes, but is not limited to:

• Unwelcome sexual advances, requests for sexual acts or favors, or other verbal or physical conduct of a

sexual nature;

• Any statement or implication that an individual’s submission to, or rejection of, such sexual conduct could

be used as a condition of employment, or as the basis for any employment decision affecting such

individual; and

• Any conduct, whether physical or verbal, which has the purpose or effect of substantially interfering with

an individual’s work performance; creating an intimidating, hostile or offensive work environment; or

adversely affecting an individual’s employment opportunities. This includes, but is not limited to, slurs,

jokes or degrading comments of a sexual nature; offensive sexual flirtation, sexual advances or

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EMPLOYEE HANDBOOK

Employment Policies




propositions; abuse of a sexual nature; graphic verbal comments about an individual’s body; sexual

innuendo or suggestive comments; sexually oriented “kidding” or “teasing”; unwanted physical touching,

such as patting or pinching another’s body; and the display in the workplace of sexually suggestive printed

or visual materials, clothing, objects or pictures.

• Additionally, conduct such as that described above that targets a person based on any of the protected

categories noted above.

Every Employee must avoid any conduct that reasonably could be interpreted as discrimination or harassment

under this policy, even if such conduct was not intended as offensive. All Employees are responsible for helping

to ensure that we avoid unlawful harassment and are encouraged to take appropriate steps to eliminate conduct

that they believe is unwelcome, offensive or in poor taste. Appropriate steps include, but are not limited to, telling

the harasser to stop and/or reporting the incident(s) to an appropriate official.

REPORTING PROCEDURES

All Employees are responsible for helping to ensure that we prevent harassment, as well as taking steps to stop it

if it occurs. If you feel you have experienced, witnessed or become aware of discrimination or harassment, the

following steps should be taken:

• Tell the harasser to stop, if feasible

• Report any incidents of harassment, unwelcome or inappropriate behavior immediately to your immediate

manager or to Human Resources

• If you are not comfortable going to your manager or Human Resources, you may contact the COO

Every complaint will be promptly and thoroughly investigated, including interviewing witnesses and participants.

All efforts will be made to ensure the confidentiality of the complaint to the extent possible; however,

information, including the identity of the individual lodging the complaint, may be divulged where necessary to

fully investigate the matter or comply with applicable law. If it is determined that inappropriate conduct has

occurred, the Company will act promptly to eliminate the offending conduct and impose disciplinary action up to

and including termination of employment, when appropriate. If it is determined that inappropriate conduct has

been committed by one of our Clients or vendors, appropriate action to stop the behavior will be taken.

PROHIBITION ON RETALIATION

The Company prohibits retaliating or discriminating against any Employee, who submits a good faith complaint,

reports an incident witnessed, or participates in any way with the investigation of a harassment claim. Managers

are prohibited from making any personnel decision or taking any adverse action against any Employee because

the Employee submits a complaint or cooperates in good faith with an investigation of alleged conduct prohibited

by this policy. If an Employee believes that he/she has been retaliated against for resisting or reporting sexual

harassment or other prohibited harassment, he/she should report such retaliation in the same manner as set forth

above for Employees who have complaints of sexual harassment or other prohibited harassment. Any acts of

retaliation may be considered a violation of this policy and corrective action will be taken, up to and including

termination of employment.

BUSINESS ETHICS

The reputation of the Company is based upon the ethical conduct of its Employees. The Company will comply

with all applicable laws and regulations and expects all Employees to conduct business in accordance with all

relevant laws and to refrain from any illegal, dishonest or unethical conduct. Employees must behave in a way

that will merit trust and confidence with regard for the highest standards of conduct and personal integrity.

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EMPLOYEE HANDBOOK

Employment Policies




CONFLICT OF INTEREST

You are expected to devote your best efforts to the interests of Chameleon. Chameleon recognizes the right of

Employees to engage in private endeavors unrelated to our business. However, a policy of full disclosure will be

followed to assess and prevent potential conflicts of interest from arising.

Nothing in this policy is intended to restrict investment activity or require disclosure of any investment by any

Employee in any business or company, when such investment does not conflict with these policies.

While this policy does not set forth all the circumstances that might develop, the following is set forth to guide

you:

• If you are a full-time Employee, your employment with Chameleon is your primary responsibility and you

may not engage in any outside work that would interfere or conflict with your work for Chameleon.

Furthermore, if you intend to engage in any outside work that has the potential of interfering with your

Chameleon responsibilities, you are required to provide full disclosure to your manager. Part-time

Employees have an obligation to devote the agreed upon amount of time to employment with Chameleon.

You may not engage in outside work that will interfere with your primary job at Chameleon or engage in

any activity of a nature that may diminish Chameleon’s business or opportunities.

• No outside work may be done during regular working hours and no Company building, equipment, labor

or supplies may be used to conduct any outside activity. If you do any permissible outside work, you may

not present that such work is by, for, or in the name of Chameleon.

• You may not accept gifts or favors whose value exceeds $25 from anyone with whom Chameleon does

business without prior authorization by your manager. This includes meals, drinks and entertainment. If

you are not sure whether a particular gift might create a conflict of interest, discuss the situation with your

manager.

• Employees may not offer or solicit any type of services or items other than those represented or authorized

by Chameleon to Clients or their families.

• Employees must maintain all confidential Client information as confidential and avoid violation of any

fiduciary duties owed by the Company to such Clients.

• Employment of relatives and spouses is not prohibited by Chameleon, provided that the following

conditions are met: (i) the applicant is qualified for the position, (ii) the Employee and relative will not be

in a direct reporting relationship with one another, and (iii) the personal relationship will not adversely

affect the workflow or processes of the Company

• Employees may not communicate with an Employee or representative of a competitor, subcontractor,

vendor or supplier about matters involving competition with Chameleon. Prohibited conduct of this type

would include, but is not limited to:

Fixing prices or the terms or conditions of sales

Allocating marketing territories, Clients or business

Boycotting any third party

Inhibiting free and open competition in any other way

Any questions regarding a possible conflict of interest with the Company or outside work should be discussed

with your manager in advance of the possible conflict or the performance of outside work. Failure to disclose

information related to this policy may lead to disciplinary action, up to and including termination. If you are

unsure whether such communication might violate this policy, contact Human Resources.

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EMPLOYEE HANDBOOK

Employment Policies




NON-SOLICITATION

During the period of your employment and for a period of twelve (12) months after the termination of your

employment with Chameleon, you shall not, directly or indirectly, (i) solicit for employment or employ any

person who was employed by Chameleon during your employment with Chameleon; or (ii) call on, solicit, or take

away for yourself or for any other person or entity any person or entity who or which was a Client of Chameleon

during your employment with Chameleon.

CONFIDENTIALITY

During the course of your employment, you may work with information that is confidential and proprietary,

which may include, but is not limited to: our Clients, including information pertaining to and belonging to our

Clients; current and prospective Clients, vendors, and/or partner lists; Client files; computer systems; software;

photographs; digital images; blueprints; future plans; fee information; ideas; concepts; know-how; means;

methods; techniques; structure; marketing plans; research and development; improvements; proposals; estimates;

drawings; processes; personnel information, including the identity of other Employees of the Company and the

affiliates; sales forecasts; financial statements and financial forecasts; pricing and financial data; purchasing

information; statistics; safety information; operational information; intellectual property; internal business

procedures; business plans; business policies, business forms, information concerning planned or pending

acquisitions or divestitures; and information concerning purchase of major equipment or property.

Maintaining this confidentiality is important to our competitive position in the industry and, ultimately, to our

ability to provide employment stability and serve our Clients. You must protect this information by safeguarding

it when in use, filing it properly when not in use, and discussing it only with those who have a legitimate business

need to know. The duty to maintain confidentiality extends after your separation from the Company.

Upon receipt of the Handbook, you will be required to electronically sign the Employee Acknowledgement,

indicating that you have read, understand and agree to comply with the provisions for maintaining the

confidentiality of Company information. Any Employee who discloses confidential or proprietary information, in

violation of this policy, to anyone outside the Company may be subject to disciplinary action, up to and including

termination of employment. The only exception to this would be if disclosure is required by law or by a court of

competent jurisdiction.

Should your employment with Chameleon terminate for any reason, Employee shall promptly surrender, without

retaining copies, all tangible things that are or contain Confidential Information, including but not limited to all

items outlined above.

Any Employee who violates this policy will be subject to disciplinary action, up to and including termination of

employment and legal action, even if he or she does not actually benefit from the disclosed information.

SOLICITATION AND DISTRIBUTION

To ensure efficient operation of our business and to prevent interruptions to Employees, it is necessary to control

solicitation and distribution in the workplace. Employees are not permitted to engage in solicitation of any kind

during the working time of either the Employee(s) engaged in the solicitation or the working time of the

Employee(s) being solicited. Similarly, the distribution of literature is not permitted during the working time of

either the Employee(s) engaged in the distribution of literature or during the working time of the Employee(s) to

whom the literature is being distributed. In addition, regardless of whether the Employee(s) involved are or are

not on working time, distribution of literature is not permitted in working areas. In applying this policy, it is

understood that work time does not include lunch periods, work breaks, or any other periods in which Employees

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EMPLOYEE HANDBOOK

Employment Policies




are not on duty. Solicitation or distribution of literature by anyone not employed by the Company is prohibited on

our premises at all times.

For purposes of this policy, solicitation includes an act or communications intended to influence or persuade

another Employee with regard to membership, collecting contributions, or selling for any purpose. For purposes

of this policy, distribution is defined as the delivery of any materials, such as flyers promoting a certain opinion or

announcing a community event.

Bulletin board postings may only be made by management and are limited to work-related issues. No other

postings are permitted on Company property. Violation of this policy may lead to disciplinary action, up to and

including termination of employment.

The Company’s application of the solicitation and distribution policies will be in accordance with federal law,

inclusive but not limited to the National Labor Relations Act.

EMPLOYEE SUGGESTIONS, CONCERNS, & PROBLEM-SOLVING PROCEDURE

The Company values the input of our Employees and is committed to maintaining a work environment in which

everyone can communicate openly and without fear of retaliation or discrimination. The Company promotes an

“open door” philosophy of management. Our culture is participative, friendly, accessible, and supportive. The

Company encourages Employees to have open discussions with their manager and other members of management

to communicate their views and concerns.

If you have a complaint about a policy or practice of the Company or treatment by any member of the Company,

you are encouraged to follow these guidelines:

• If you have a job-related problem, question or complaint, you should first try to discuss it with your

manager. The simplest, quickest and most satisfactory solution will often be reached at this level.

• If the discussion with your manager does not answer the question or resolve the matter satisfactorily, or, if

you are not comfortable addressing this issue with your manager, you may present your complaint to Human

Resources.

• If the matter is still not resolved satisfactorily, or if you do not feel comfortable discussing the matter with

your manager or Human Resources, you may present your complaint in writing to the Company COO.

All suggestions and complaints received will be considered.

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EMPLOYEE HANDBOOK

Employment Status & Records




EMPLOYMENT STATUS & RECORDS

DEFINITIONS OF EMPLOYMENT STATUS

The following terms are used to describe Employees’ classification and status:

Non exempt: At-will Employees whose positions do not fall within the executive, administrative, professional,

outside sales, computer employee, or any other exemption, as prescribed by federal and state wage and hour laws.

These Employees are paid time and one half of their regular rate of pay for actual hours worked in excess of forty

(40) per week.

Exempt: At-will Employees whose positions fall within the executive, administrative, professional, computer

employee, outside sales, or another exemption, as prescribed by federal and state wage and hour laws. These

Employees are exempt from overtime pay.

Full Time: At-will Employees who are not in a temporary/seasonal status and are regularly scheduled to work the

Company’s full-time schedule of 40 hours per week. Generally, they are eligible to participate in the Company’s

benefit package, subject to the terms, conditions and limitations of each benefit program.

Part-Time: At-will Employees who are not in a temporary/seasonal status and are regularly scheduled to work

less than the full-time work schedule. Regular part-time Employees may be eligible for some benefits sponsored

by the Company, subject to the terms, conditions and limitations of each benefit program.

Regular: At-will Employees, with no pre-established time limits or expectations for their tenure with the

Company. Regular full-time Employees may be eligible for Company benefits, provided they meet eligibility

requirements.

Temporary/Seasonal: At-will Employees who are hired temporarily for a pre-established, limited period, usually

during peak workloads or for PTO relief. These Employees are notified of the temporary nature of their work

assignments, although they may work a full-time or part-time schedule. Temporary Employees retain that status

unless and until notified of a change. Employment beyond the initially established period does not imply a change

in status. Temporary Employees are not eligible for Company benefits.

You will be informed of your employment classification and status when you begin your employment or when

your status changes. Any questions regarding your employment classification or status should be directed to

Human Resources.

EVALUATION PERIOD

During the first 90 days of your employment with Chameleon, you will be in an “evaluation period”. During this

time, your manager will continually evaluate your performance and compatibility with Chameleon. Should your

performance not meet the standards set forth by Chameleon or your manager, your employment may be

terminated.

All classifications of Employees are expected to comply with all Company policies and rules governing

Employee conduct.

JOB POSTINGS

Available positions may be posted internally when appropriate. In such cases, a job summary will accompany the

posting through Electronic Mail. If you would like to be considered for a posted position, or would like to refer

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EMPLOYEE HANDBOOK





someone whom you think is qualified, you should contact the Hiring Manager noted on the posting or Human

Resources.

Applications by a current Employee can be kept confidential until you become a formal candidate for the posted

opening if so desired. After that point, you or someone involved in the hiring process must discuss your candidacy

with your current manager.

External candidates may be considered at any point in the posting process at management’s discretion.

PERFORMANCE EVALUATIONS

Managers and Employees are strongly encouraged to discuss job performance and goals on an informal, day to

day basis. Performance evaluations are conducted to provide both managers and Employees the opportunity to

discuss job responsibilities, identify and correct weaknesses, encourage and recognize strengths and discuss

positive, purposeful approaches for meeting goals. Formal performance reviews are conducted annually on or near

Employee’s anniversary date. Reviews for new Employees may also be conducted upon completion of the initial

probation periods (30, 60, 90-day evaluations).

Employees may request a formal evaluation at any time. In the case of an Employee-requested evaluation, the

manager has 30 days to either conduct the evaluation or inform the Employee why an evaluation will not be

conducted.

Instances where an Employee-requested evaluation is not required to be conducted are, but not limited to, the

following:

• The most recent Employee evaluation was conducted in the last 60 days or is scheduled to be conducted in

the next 30 days.

• The Employee requesting the evaluation is already on a performance improvement plan with pre-

established timelines and milestones

PERSONNEL RECORDS AND INFORMATION

Important events in each Employee’s history with the Company will be recorded and kept in the Employee’s

personnel file. These files are only made available to authorized persons or governmental agencies as required by

law.

Personnel files are the property of the Company and access to the information they contain is restricted.

Generally, only managers and management personnel who have a legitimate reason to review information in a file

are allowed access. Current Employees who wish to review their own file should contact Human Resources. With

reasonable advance notice, current Employees may review their own personnel files in the Company’s office in

the presence of an individual appointed by the Company to maintain the files. Former Employees are not entitled

to access their files except as required by law.

Employees are responsible for updating the designated HR System or notifying Human Resources of any changes

such as address, telephone number, and/or family status (births, marriage, death, divorce, legal separation,

immigration status, etc.) within thirty (30) days of the change, as income tax status and insurance eligibility may

be affected by these changes.

INFORMATION REQUESTS AND EMPLOYMENT REFERENCES

Requests for Employee information received from outside the Company, including requests for references on

current or former Employees, must be directed to Human Resources. Managers and other Employees are

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EMPLOYEE HANDBOOK





prohibited from providing employment references on current or former Employees on behalf of the Company. All

requests are to be forwarded to Human Resources.

• Telephone Information Requests: Only titles and dates of employment will be provided.

• Written Information Requests: Titles, dates of employment and salary will be released if the Company

receives a written request with a release signed by the current or former Employee.

Employees should not provide references for current or former Employees via social networking sites (i.e.,

LinkedIn) without first obtaining approval from Human Resources.

Employees who violate this policy may be subject to disciplinary action, up to and including termination of

employment.

HOURS OF WORK

The Company’s office hours vary by location and by Client. Employees’ schedules are based on business needs

and vary. You will be informed of your work schedule by your manager and you are expected to be flexible, as

your work schedule may be subject to change based on business needs. Exact times for meal breaks may vary

based on work schedules, shifts and departments. Overtime and weekend work may be required, and will only be

assigned and authorized by managerial personnel.

If you have any questions regarding your schedule, please see your manager. Employees are expected to be

ready to begin work at the start of their workday. Your manager must be notified if you are expected to be late

or absent.

All Employees on contract are required to enter their hours daily through the designated time entry system,

currently Integrated Payroll Services (IPS). All hours from the previous week must be submitted by Sunday at

5:00 pm CST. Your timesheet must accurately reflect all regular and overtime hours worked, any absences, late

arrivals, early departures, and meal breaks.

• Timesheets must be filled out for each workday by 11:00 am the following workday

• If multiple charge codes exist, time charged against each charge code must be done accurately

• No future logging of time is allowed

• Actual hours worked must be logged for all employees

• All timesheets must be approved by the designated supervisor

IPS Link: https://secure.ipsonline.net/ta/CHAMELI.login

SEPARATION OF EMPLOYMENT

If you decide to leave Chameleon, the Company strongly encourages at least two weeks’ written notice of

resignation from Employees. It is our goal that when you voluntarily leave the Company you complete an exit

interview to solicit feedback regarding your employment with us.

If the terminating Employee is eligible, continuation insurance coverage information will be mailed to the

Employee in accordance with state and federal law.

The termination process includes returning all Company/Client property, including but not limited to computers,

file cabinets, calculators, files, documents, software, building passes, parking passes, parking ID’s, key fobs,

equipment, keys and items outlined within the Confidentiality policy, as applicable.

https://secure.ipsonline.net/ta/CHAMELI.login

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EMPLOYEE HANDBOOK





The Company will comply with all federal and state regulations regarding the timing of distributing final pay.

(See Applicable State Addendum).

MEALS AND REST PERIODS

Meal and break periods will be established that comply with applicable federal and state laws (See Applicable

State Addendum). Each Employee will be informed of those standards by his/her manager. Employees are

expected to comply with these standards.

If for any reason you do not or cannot take the allowed rest breaks and lunch period, please contact your manager

or Human Resources as soon as possible.

LACTATION BREAKS

An Employee who is a nursing mother may take reasonable break time to express milk each time the Employee

has the need to do so. If possible, the break time should be taken concurrently with other break periods already

provided. If this time does not run concurrently with normally scheduled rest periods, Employees should “clock

out” for this time and such time will be unpaid. Employees who need to take lactation breaks should work with

their manager and Human Resources to determine a suitable location, other than a restroom, that is shielded from

view and free from intrusion by coworkers and the public. Lactation breaks are generally provided for up to one

year following the birth of a child, unless applicable state or local law requires a longer duration.

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EMPLOYEE HANDBOOK

Conduct




CONDUCT

STANDARDS OF CONDUCT

To maintain a safe and productive work environment, certain guidelines pertaining to conduct and relationships

must be followed. We strive to take a constructive approach to discipline, ensuring that actions that would

interfere with job performance or the Company’s operations are not continued.

Violations of these standards will be taken seriously and may subject Employees to any of the following forms of

disciplinary action including verbal warning, written warning, or termination of employment. The Company does

not guarantee that one form of discipline will necessarily preclude another. Managers have authority to enforce

standards of conduct and other Company policies or procedures. To protect our Employees and the Company,

Employees witnessing a violation are required to immediately report such an incident to a manager.

This list is intended to be representative of the types of behaviors and activities that may result in

disciplinary action, up to and including termination of employment. It is not intended to be comprehensive

and, therefore, the Company may impose discipline up to and including termination for any other violation

or inappropriate conduct not listed below. This policy does not alter the employment-at-will relationship

between Employee and the Company. This list is not intended to and does not prohibit any conduct that is

protected by law.

• Violation of any of the Company’s policies included in this Handbook.

• Engaging in acts of dishonesty, fraud, theft, or sabotage.

• Unauthorized possession of property belonging to the Company, a Client or another Employee.

• Fighting, horseplay, practical jokes or other conduct that may endanger or disrupt anyone on our premises

or in the course of your job duties.

• Drinking alcohol and/or the use of controlled substances on the job or during lunch time or reporting to

work under the influence of alcohol or controlled substances or with the appearance of controlled substances

in your system.

• Failing or refusing to cooperate with Company investigations, or providing false information or otherwise

interfering with or obstructing a Company investigation.

• Violating criminal laws on Company premises or while performing Company business.

• Being convicted of a felony or crime that reflects negatively on your trustworthiness or dedication to

personal safety or reasonably may be expected to damage the Company’s reputation in the communities

within which the Company does business.

• Threatening, intimidating, coercing, harming or interfering with the performance of Employees, applicants,

Clients, vendors, or the general public.

• Falsifying employment applications, resumes, time records, personnel documents, Client documents, or

any other records belonging or relating to the Company, or intentionally giving false information to anyone

who makes such records.

• Insubordination, including refusal to work on an assigned job, refusal to comply with instructions, refusal

to comply with Company policies.

• Displaying rude or indifferent treatment toward or inability to establish sound relationships with Clients,

third parties, managers or other Chameleon staff, as determined by management.

• Unauthorized use, including willful or careless waste, damage, removal and destruction, of Company time,

materials, property, equipment or supplies.

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Conduct




• Failing to constantly provide value added contributions to Client/Client requirements, loitering, or leaving

your place of work without permission during working time.

• Disclosing to any person, including television, radio and print media representatives, any confidential

information relating to the Company business, Clients, finances or trade secrets. (Please see the

Confidentiality Policy)

• Carelessness or neglect of job duties that results in the loss, damage or destruction of the Company,

Employee or Client property.

• Performance that does not meet Company requirements or expectations.

• Any violation of state, federal, or Client safety and health rules.

• Failing to immediately report any accident, incident, work-related injury, fire or other emergency to your

manager, and if appropriate, the proper authorities.

• Other conduct that reflects adversely on the Company not specifically highlighted here.

PROGRESSIVE DISCIPLINE POLICY

Our progressive discipline policy and procedure is designed to provide a structured corrective action process to

improve and prevent a recurrence of undesirable behavior and/or performance issues.

Outlined below are the steps of our progressive discipline policy and procedure. The Company reserves the right

to combine or skip steps depending upon facts of each situation and the nature of the offense or for any other

reason the Company deems appropriate. The level of disciplinary intervention may also vary. Some of the factors

that will be considered depend upon whether the offense is repeated despite coaching, counseling and/or training,

the Employee's work record and the impact the conduct and performance issues have on our organization. This is

not meant to be an exhaustive list, and other factors may affect employee discipline at the Company’s discretion.

• Step 1: Counseling and Verbal Warning

Step 1 creates an opportunity for the manager to schedule a meeting with the Employee to bring attention

to the existing performance, conduct or attendance issue. The manager should discuss with the Employee

the nature of the problem or violation of Company policies and procedures. The manager is expected to

clearly outline expectations and steps the Employee must take to improve performance or resolve the

problem.

• Step 2: Written Warning

While it is hoped that the performance, conduct or attendance issues that were identified in step 1 have been

corrected, the Company recognizes that this may not always be the case.

During step 2, the manager should meet with the Employee and review any additional incidents or

information about the performance, conduct or attendance issues as well as any prior relevant Corrective

Action Notices. Management should outline the consequences for the Employee of his or her continued

failure to meet performance and/or conduct expectations. A formal performance improvement plan (PIP)

requiring the Employee’s immediate and sustained corrective action is normally issued within five business

days of a step 2 meeting.

• Step 3: Recommendation for Termination of Employment

The last and most serious step in the progressive discipline procedure is a recommendation to terminate

employment. Generally, the Company will try to exercise the progressive nature of this policy by first

providing warnings, final written warning from the workplace before proceeding to a recommendation to

terminate employment. However, the Company reserves the right to combine and skip steps depending

upon the circumstances of each situation and the nature of the offense. Furthermore, Employees may be

terminated without prior notice or disciplinary action.

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Conduct




Nothing in this policy provides any contractual rights regarding employee discipline or counseling nor

should anything in this policy be read or construed as modifying or altering the employment-at-will

relationship between the Company and its Employees.

Copies of all disciplinary documents will be placed in the Employee’s official personnel file. In all cases, local,

state, and federal law will be followed.

ATTENDANCE STANDARDS

Punctuality and regular attendance are essential to the proper operation of our Company. Excessive Employee

absence, tardiness or job abandonment are undesirable performance factors for all Employees, and those found to

be in violation of the Company’s standards may be subject to disciplinary action, up to and including termination

of employment.

If you will be arriving late, leaving early, or not reporting to work for any reason (unless an unexpected medical

or other emergency makes it impossible to do so), you must inform your manager as soon as possible in advance

of the anticipated tardiness or absence. If you are unable to reach your manager, you must leave a message and

call back to speak to your manager during your scheduled shift. Failure to call in properly will be considered an

unreported absence, and may result in disciplinary action, up to and including termination of employment.

Continuing patterns of absences or tardiness, regardless of the exact number of days, may warrant disciplinary


For absences of three (3) or more consecutive scheduled workdays, you will be required to provide a written

doctor’s statement to your manager. However, your manager may request written documentation for any absence

of any length. If an Employee is absent from work for three (3) or more consecutive scheduled workdays

without calling in, it will be assumed that the Employee has voluntarily terminated his or her employment

as of his/her last day at work. Additionally, unless you are on an authorized leave of absence, you must maintain

contact with your manager throughout any absence extending beyond one day, notifying him/her daily whether

and when you will be returning to work.

DRESS AND PERSONAL APPEARANCE

Dress, grooming and personal hygiene standards contribute to the morale of all Employees and affect the image

the Company presents to the community. Employees are expected to present themselves appropriately and dress

according to the requirements of their position. General guidelines include the following:

Clothing should be clean and in good repair

Shirts must be worn at all times

Excessively tight or revealing clothing is prohibited

Clothing that includes wording or images that consist of or allude to obscenity, violence, sex,

or advertises alcohol, tobacco or an illegal substance is prohibited

Employees are to dress in appropriate business attire for meetings with Clients or vendors at

Chameleon's offices or other locations

Employees are expected to follow the dress code of the Client to which they are assigned.

Employees who report to work inappropriately dressed may be sent home and directed to return to work in proper

attire. Consult your manager if you have questions as to what constitutes appropriate attire.

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EMPLOYEE HANDBOOK

Conduct




TOBACCO

The Company is dedicated to providing Employees and Clients a safe and healthy work environment. The

Company’s goal is to create a balance for both tobacco users and non-tobacco users while complying with

applicable state and local laws concerning tobacco use and secondary smoke.

The definition of tobacco includes all forms of tobacco products, including but not limited to cigarettes, electronic

cigarettes (E-cigarettes), vaporizers, cigars, pipes, and smokeless/dissolvable tobacco products (i.e. chewing

tobacco, snuff).

The success of this policy will depend on the courtesy and cooperation of both tobacco users and non-tobacco

users. Failure to comply with this policy is considered a policy violation and could result in disciplinary action.

The use of tobacco or tobacco-like products is strictly prohibited within any and all buildings, entry ways and

doorways. This includes rest rooms, meeting rooms, storage areas/garages, lunch rooms, private offices and work

spaces.

In addition, all tobacco products and supplies including but not limited to cigarette/chewing tobacco

packs/containers, pipes, spit buckets/bottles, lighters, matches, vaporizers, USB/E-cigarette chargers and

equipment are not permitted to be displayed or used in private offices and work spaces.

Employees are expected to follow the Smoking and/or Tobacco policies of the Client to which they are assigned.

SUBSTANCE ABUSE

General Policy

The Company has a firm commitment to its Employees and to the public to provide a safe work environment.

Accordingly, the Company operates a drug-free and alcohol-free workplace. The Company adopts this practice

with the best interest of Employees, Clients, and the Company in mind and to maintain a safe and healthy working

environment. Accordingly, the Company prohibits its Employees from unlawfully manufacturing, distributing,

dispensing, possessing, or using controlled substances. In addition, the Company prohibits its Employees from

working under the influence of alcohol or any substance that may have an adverse effect on their behavior or

ability to perform their jobs. Violation of these prohibitions will result in termination of employment.

This policy applies to all Company Employees regardless of pay classification, position, or title within the

Company. Part-time and temporary Employees are also subject to this policy. The term “Employee” as used in

this policy refers to all of the classes of Employees referred to in this Handbook.

Compliance with this policy is a condition of employment for all Employees. All Employees will be asked to

acknowledge receipt of this policy via electronic signature. By electronically acknowledging receipt of this policy,

Employees acknowledge that they have read and understand this. However, all Employees should understand that,

by continuing their employment with the Company after October 31, 2017, they are agreeing to be bound by the

terms of this policy, regardless of whether they sign an acknowledgment form.

Exclusion

The Company acknowledges that the moderate use of alcohol may be appropriate during some Company

approved or Company sponsored social activities. On such occasions, the Company will not prohibit the use of

alcohol by Employees who choose to use it. However, even if the Company provides the alcohol, it in no way

encourages the use of alcohol. The Company recommends that Employees who choose to use alcohol should do

so safely and responsibly. The Company encourages the practice of using designated non-drinking drivers and it

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EMPLOYEE HANDBOOK

Conduct




will provide transportation to anyone requesting it after using alcohol at a Company approved or Company

sponsored activity. These Company-sponsored or approved functions are the only times that consumption of

alcoholic beverages on Company time or premises is acceptable.

Legally Prescribed and Over-the-Counter Medication

Legally prescribed drugs and over-the-counter medications may be allowed in the workplace. However, it is the

Employee’s responsibility to check with a physician regarding whether the use of any medication may adversely

affect performance or safety at work. In addition, the supply should not exceed the prescribed amount required for

the duration if the normally appropriate workday or other work cycle. Furthermore, such medications should not

impair the Employee’s ability to perform his or her duties in a manner satisfactory to the Company.

Employees who may be required to take legally prescribed medication which may impair their ability to perform

their duties in a safe and satisfactory manner may be subject to further assessment. In such case, the Company

will conduct an individualized assessment of the individual’s ability to perform the essential functions of the job

in question while using the drug without posing a direct threat to the health or safety of the Employee or others in

the workplace, before taking any further action. Employees who are taking a drug or medication that adversely

affects or that may reasonably be expected to adversely affect, the ability to perform work in a safe and productive

manner are required to inform Human Resources of this requirement. Verification of any and all medication

may be required. Such verification may include the Employee submitting a prescription copy and/or a physician’s

statement showing the medication required, dates of use, and the limitations or side effects associated with the

medication. Such disclosures will be treated confidentially by the Company.

Employees must be in possession of their own prescription medication only. No prescription drugs may be

brought upon Company property or Company worksites by an Employee other than by the Employee for whom

the drug is prescribed.

All prescribed medications must be kept in their original containers

Confidentiality

All actions taken in connection with this policy will be handled in a confidential manner and with due regard for a

person’s right to privacy. Only those individuals with a genuine “need to know” will be advised on any action

being taken. Violations of this provision are subject to disciplinary action up to and including termination of

employment.

Definitions

Prohibited Drugs and Controlled Substances include, but are not limited to:

• “Illegal drugs,” or any drug or controlled substance that is not legally obtainable under both applicable state

and federal law, including but not limited to amphetamines, barbiturates, benzodiazepines, cocaine,

marijuana, methadone, methaqualone, opiates, phencyclidine (PCP), propoxyphene, heroin, narcotics,

hallucinogens, inhalants, and designer drugs and/or any substances and/or materials that are prohibited by

federal or applicable state regulations.

• Prescription drugs legally obtained but not being used for their prescribed purposes, being used in excess

of their prescribed purpose or dosage, or otherwise used, possessed, purchased, obtained, transferred,

dispensed, trafficked, sold or distributed in violation of this policy.

• Over-the-counter drugs used in violation of this policy.

• Alcohol refers to alcoholic beverages or other liquids or solids containing alcohol.

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Conduct




Company premises means all property, buildings, structures, job sites (where an Employee is working), parking

lots, driveways and means of transportation, owned, leased or otherwise used for Company business, including

motor vehicles, equipment, and machinery.

Employee Assistance Program

While occasional or “social” use of drugs and alcohol can become detrimental to the workplace and to personal

health, the Company realizes that alcoholism and drug addiction are medical disorders which can be treated.

Employees who voluntarily seek diagnosis and accept treatment for alcohol and drug related problems before the

problems become evident through declining job performance, a violation of this policy, or otherwise, will be

offered rehabilitation help on a strictly confidential basis using the leave policies currently available for other

health-related problems. Eligibility for participation in this program is predicated upon voluntary self-disclosure

by the Employee, unless otherwise required by state law. The costs incurred are the responsibility of the

Employee. Medical Plan Insurance benefits may be used to the extent provided by the Company. If the Employee

provides documentation that he/she has successfully completed the program, he or she will be reinstated to the

extent consistent with the Company’s Leave of Absence Policy.

If requested by the Employee, the Company will provide information regarding approved programs covered by

the Company’s insurance program.

Policy Violations

Subject to any limitations imposed by state or local law, Employees who violate any provision of this policy are

subject to disciplinary action, up to and including termination of employment.

State Marijuana Laws

The Company intends to comply with the state laws which permit registry identification cardholders to use

medical marijuana for the treatment of medical conditions under the circumstances defined in the laws. Therefore,

the Company will not discriminate against an Employee or applicant who legally obtains and uses a registry

identification card pursuant to these laws based solely upon the Employee or applicant’s status as a registry

identification cardholder, unless the Employee or applicant used, possessed, or was impaired by marijuana on

work premises or during work hours, including breaks, or otherwise violates this policy.

Marijuana may not be brought onto Company premises or used during work time, including breaks. Employees

who appear to be under the influence of a controlled substance on work premises or during work hours may be

subject to discipline, up to and including termination, unless applicable state law provides otherwise.

In the event complying with state medical marijuana laws will cause the Company to lose a monetary or

licensing-related benefit under federal law (including, without limitation, the Drug Free Workplace Act) or

regulations, this policy may be rescinded or interpreted in such a way as to comply with federal law or

regulations. Because marijuana is an illegal controlled substance under the Federal Controlled Substances Act,

marijuana is a prohibited drug under this policy, even in states that have legalized the recreational or other use of

marijuana.

Workplace Violence

The Company strongly believes that all Employees should be treated with dignity and respect and work in a safe

environment. This requires ensuring the highest standard of personal conduct of Employees, vendors, guests and

any persons employed with the Company or present on Company property. The Company does not tolerate any

type of violent behavior or threats of violence, either implied or direct. Any individual, who exhibits violent

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Conduct




behavior that either affects the workplace, occurs in the workplace or occurs at Company events may be subject to

disciplinary action, up to and including termination of employment and/or criminal prosecution.

Workplace violence may include, but is not limited to, this list of prohibited behaviors directed at a co-worker,

manager, business Employee or member of the public:

• Causing physical injury to another person

• Making threatening remarks

• Physical/verbal intimidation

• Stalking

• Bullying

• Intentionally damaging Company property or property of another Employee

• Possession of a weapon of any kind while on Company or Client property or while on Company business

in other locations, or at Company-sponsored events

• Committing acts representative of, or related to, harassment or domestic violence

• Any other aggressive or hostile behavior that creates a reasonable fear of injury to another person or that a

reasonable person would perceive as constituting a threat of violence

When there is a question, any interpretation of “reasonable” threats or violence will be determined by the Director

of Human Resources. This decision is final and not subject to appeal. An Employee who is the victim of

workplace violence, who believes they have been threatened with violence, or who witnesses an act or threat of

violence towards anyone else is to take the following steps:

• If an emergency exists and the situation is one of immediate danger, you should call 9-1-1 and take whatever

emergency steps are available and appropriate to protect him or herself and others from immediate harm,

such as leaving the area.

• If the situation is not one of immediate danger, you should report the incident to your manager and/or

Human Resources immediately.

The Company will investigate any possible violation of this policy of which it is made aware. When necessary,

the Company may inspect and/or search all Company property, as well as any Employee’s personal property on

Company premises as part of its investigation. Management and/or Human Resources may remove any person

from the workplace who makes threats, exhibits threatening behavior, or engages in violent acts at the workplace

as quickly as safety permits. Individuals engaging or accused of engaging in such conduct may be suspended with

or without pay and asked to remain away from the workplace pending the outcome of an investigation into the

incident. All appropriate corrective action, up to and including termination of employment, will be taken against

anyone found to have violated this policy. In addition to disciplinary action, individuals may be subject to arrest,

criminal prosecution and/or civil litigation as a result of violation of this policy. Retaliation against any Employee

who reports workplace violence is strictly prohibited.

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EMPLOYEE HANDBOOK

Compensation




COMPENSATION

COMPENSATION

The Company strives to provide compensation that is competitive for our community and industry, recognizing

individual effort and contribution to our success.

Compensation for each position is based on:

• Knowledge, experience, initiative, skill, education, training, dependability, cooperation, aptitude, ability

and overall performance

• Variety and scope of responsibilities

• Demands of the position

• Market conditions

• Company performance

Wage increases are neither automatic nor periodic. They are based on an Employee’s and the Company’s

performance, not length of service or cost of living. A wage adjustment does not automatically follow a

performance review.

PAYROLL DEDUCTIONS

When you begin your employment with the Company, you should complete a W-4 tax form declaring any

dependents. It is the Employee’s responsibility to determine the appropriate number of deductions.

Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and

insurance. Deductions will be made for the following:

• Federal and State Income Tax Withholding

• Social Security (FICA)/Medicare

• Other items designated by or for the benefit of the Employee, or required by state law.

We may also be required to deduct from your pay because of a court order demanding wage deduction, wage

assignments, support order and/or other legal requirements.

We will make the required legal deductions based on information you provide and any court orders received. At

the end of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) Form. This

statement summarizes your income and deductions for the year. If you have any questions regarding these

deductions, please contact Payroll.

Any Employee who feels an improper salary deduction has been made should alert payroll immediately. The issue

will be investigated and corrected if appropriate, and good faith efforts will be made to assure it does not happen

again.

PAY FOR ALL TIME WORKED

It is the Company’s policy and practice to accurately compensate Employees and to do so in compliance with all

applicable state and federal laws. It is the Employee’s responsibility to make sure Company management is aware

of any time worked so that the Company compensates the Employee properly. Time worked is all the time

actually spent on the job performing (or performing required work preparatory or ancillary to performing)

assigned duties.

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EMPLOYEE HANDBOOK

Compensation




You should not work any hours that are not authorized by your manager. Do not start work early, finish work late,

work during a meal or rest break, or perform any other extra or overtime work unless you are authorized to do so.

Employees are prohibited from performing any “off-the-clock” work. “Off-the-clock” work means work you may

perform and not enter in the designated timekeeping system during any portion of your meal or rest break.

No manager or any other Company Employee may instruct, or knowingly approve (either expressly or implicitly)

any Employee to work “off-the-clock”. If an Employee believes this has occurred, then the Employee should

immediately report his or her concerns by using the reporting procedure outlined below.

Employees who support proposal preparation in response to a draft RFP or final RFP must account for any

amount of time spent supporting RFP preparation activity. Any time spent supporting RFP preparation activity

must be entered in designated time entry system as B&P time. If you have any questions about this process, please

see your manager.

To ensure that Employees are paid properly for all time worked and that no improper deductions are made, you

should review your paychecks promptly to identify and report all errors. Although we make every effort to pay

our Employees correctly, occasionally, inadvertent mistakes can happen. When mistakes do happen, and are

called to our attention, we will promptly make any corrections necessary. Please review your pay stub closely to

make sure it is correct. If you believe a mistake has occurred or if you have any questions, please use the reporting

procedure outlined below.

Overtime

Overtime work must always be approved before it is performed.

When operating requirements or other needs cannot be met during regular working hours, Employees may be

scheduled to work overtime hours. If overtime is required, Employees are expected to work it. Overtime should

only be assigned in those situations where the manager in charge is convinced that the work is essential to meet

established schedules or deadlines. Advance notice will be given to Employees whenever possible; however,

Employees should be aware that emergencies occasionally arise that do not permit advance notification. In an

emergency situation, the manager will make every effort, as soon as possible, to notify those Employees who are

scheduled for overtime work. All overtime work must receive the manager’s prior authorization.

Hourly and Salaried Non-Exempt Employees

If you are eligible for overtime pay or other compensation related to your hours worked, you must maintain a

record of the total hours you work each day. When you receive each paycheck, please verify immediately that you

were paid correctly for all regular and overtime hours worked each week.

Overtime compensation is paid to all eligible Employees in accordance with federal and state wage and hour laws.

Overtime pay is based on actual hours worked. One and one-half times the Employee’s regular hourly rate shall

be paid for all work performed in excess of forty (40) hours in any one workweek.

A workday begins at 12:01 a.m. and ends at midnight 24 hours later. Workweeks begin each Sunday at 12:01 a.m.

and run through midnight on Saturday.

Only actual hours worked in a given workday or workweek will apply in calculating overtime. Time off for PTO

leave, or any leave of absence is not considered time worked for purposes of performing overtime calculations.

It is a violation of Company policy for any Employee to falsify a timesheet, or to alter another Employee’s

timesheet. Failure to properly account for hours worked on your timesheet is a violation of Company policy. It is

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Compensation




also a serious violation of Company policy for any Employee or manager to instruct another Employee to

incorrectly or falsely report hours worked or alter another Employee’s timesheet to under- or over-report hours

worked. If any manager or Employee instructs you to (1) incorrectly or falsely under- or over-report your hours

worked, or (2) alter another Employee’s time records to inaccurately or falsely report that Employee’s hours

worked, you should report it immediately to Human Resources.

Exempt Employees

The Company complies with all state and federal laws regarding the payment of exempt Employees. If you are

classified as an exempt salaried Employee, you will receive a salary which is intended to compensate you for all

hours you work for the Company in accordance with the requirements of the Fair Labor Standards Act (“FLSA”).

This salary will be established at the time of hire or when you become classified as an exempt Employee. While it

may be subject to review and modification from time to time, such as during salary review times, the salary will

be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the

work you perform. The Company prohibits deductions from exempt Employees’ salary except under the limited

circumstances set forth in the FLSA and as allowed by state law.

Exempt Employees may be subject to payroll deductions in the following circumstances as provided in the FLSA,

unless prohibited by state law:

• The Employee performs no work in the workweek

• The Employee has used all available PTO and requests unpaid time off in full day increments for personal

reasons

• The Employee is absent from work for one or more full days due to sickness or disability and is not eligible

for compensation under the Company’s applicable PTO policy

• To offset any amounts received as payment for jury fees, witness fees, or military pay

• Penalties imposed for violating safety rules of major significance

• Unpaid disciplinary suspension of one or more full days imposed for violations of workplace conduct rules

(e.g. violations of the Company sexual harassment or workplace violence policies)

• Unpaid leave taken pursuant to the Family and Medical Leave Act

• The first or last week of employment in the event Employee works less than a full week

• Deductions from accrued PTO will be made for partial-day absences

In addition, payroll deductions may be made where specifically authorized by the Employee or by court order.

If you believe that improper deductions have been made from your pay, this violation should be reported

immediately to your manager or Human Resources. All reported or suspected improper deductions from an

exempt Employee’s pay will be promptly and thoroughly investigated. If the Company determines that improper

deductions were made from an exempt Employee’s pay, the Company will promptly reimburse the Employee the

amounts improperly deducted. The Company will take all reasonable measures to ensure that the mistake is

corrected in the future and that deductions from exempt Employees’ pay are made only in accordance with the

FLSA and state law.

To Report Concerns or Obtain More Information:

• If you have questions about deductions from your pay, please immediately contact Human Resources.

• If you believe you have been subject to any improper deduction or your pay does not accurately reflect your

hours worked, you should immediately report the matter to your manager and to Human Resources.

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• If your manager is unavailable or if you believe it would be inappropriate to contact that person (or if you

have not received a prompt and fully acceptable reply), you should immediately contact Human Resources.

• If you are unsure of whom to contact or if you have not received a satisfactory response within two business

days after reporting the incident, please immediately contact Human Resources.

Pay for Travel Time

In order to support the Company’s business, it may be necessary for Employees to travel. The following applies to

compensation paid to non-exempt Employees for travel time, except where applicable state law has different

requirements. All non-exempt Employees must receive advance authorization and approval before traveling for

work purposes.

Local Travel

Travel time between an Employee’s home and regular worksite is not counted as work time and is not

compensable. Travel from one worksite to another worksite is counted as paid work time. Thus, if an Employee

reports to his or her regular workplace and is then required to travel to another site or to another location to attend

a work-related meeting, conference, etc., travel between the worksites is work time. Calculation of travel time

begins when the Employee leaves either the regular workplace to visit another worksite and/or when the

Employee leaves the other worksite to travel to a different worksite.

If an Employee is expected to work for a single day at only one worksite and that worksite is different than the

Employee’s regular worksite, then travel at the beginning and ending of the day between home and the different

worksite is counted as work time only to the extent that the travel time exceeds the Employee’s regular home-to-

work commute time (which is unpaid).

Overnight Travel Out of Town

Out of area travel is considered work time to the extent that it exceeds the home-to-work commute.

Time spent as a passenger on an airplane, train, bus, taxi, or other mode of transportation, in traveling to and from

an out-of-town or international event, is counted as work time if the travel time occurs during the Employee’s

normal work hours. So is time that the Employee spends waiting to purchase a ticket, checking baggage, or

getting on board, etc. Overnight travel that takes place outside Employee’s normal work hours is considered paid

only to the extent that it may be required under applicable state law.

The Company may choose to designate a preferred method of travel. For example, the Company may require

Employees to travel by plane to a required business activity instead of by car. If the Company gives an Employee

permission to use personal or alternative transportation, the Company will not reimburse the Employee for the

cost of the alternative method of travel. The Company will pay Employees for the time it would have taken to

travel by the preferred method to the required business activity.

Time spent taking a break from travel, such as time to eat a meal, sleep, or engage in purely personal pursuits not

connected with traveling or making necessary travel connections (for example, spending an extra day in a city for

personal sightseeing before the start or after the end of a trade show) is not counted as travel time and is not

compensable.

Meal periods in the course of travel that last 30 minutes or more are not counted as work time if the Employee is

relieved of all duty during the meal period. For example, dinner at a hotel or restaurant where the Employee is not

performing any work-related duties is not counted as time worked.

Time spent traveling will be paid at a non-exempt Employee’s regular rate of pay.

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Compensation




All productive work performed while traveling on an airplane or other common carrier will be compensated at the

Employee’s regular rate of pay.

All travel time as specified in this policy must be accurately recorded on a non-exempt Employee’s timesheet.

When a non-exempt Employee travels across different time zones by airplane, whether domestically or

internationally, the Employee’s travel time, and other work time, should be recorded in the hours applicable to the

Employee’s regular work location.

DIRECT DEPOSIT

The Company maintains a direct deposit program for all Employees. Using the direct deposit option will enable

you to have your paycheck deposited directly into your personal checking or savings account by the morning of

payday. If you do not wish to participate in the direct deposit option, the Company will offer you a Global Pay

card as an alternative.

EXPENSE REIMBURSEMENT

The Company will reimburse Employees for reasonable and necessary expenses incurred in the course of

performing Company business. Reasonable expenses incurred by Employees in the performance of their duties

generally include transportation, travel expenses, business meals and entertainment.

All business expenses must be approved in writing by your manager. Employees with reimbursable expenses

must submit approved expense reports, along with dated receipts, to Accounts Payable (if sent via email:

[email protected]) prior to the end of the month in which the expenses were incurred. Only the

CFO can authorize exceptions to this policy. Expense Forms may be obtained from your manager.

We strive to reimburse Employees in a timely manner after submission of an approved expense report. Expense

policies are set in accordance with applicable law, and, accordingly, expense reimbursements are not considered

compensation in any way.

Failure to submit timely and accurate expense reports may result in disciplinary action, up to and including

immediate termination of employment.

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EMPLOYEE HANDBOOK

Benefits & Services




BENEFITS AND SERVICES

BENEFITS AND SERVICES

The Company currently provides certain benefits for its eligible Employees. The descriptions in this Handbook

are only brief summaries for your general information. Contact Human Resources for more information on

benefits.

Please remember that the Company’s benefit plans are defined in legal documents, such as insurance contracts

and official benefit plan documents. The nature and extent of the group benefits are therefore expressly dictated

by those documents, which are available for your inspection by request to Human Resources. Each Employee

should read the official benefit plan documents for all relevant terms, conditions, eligibility requirements, rights

and benefits. The official benefit plan documents solely determine your rights and responsibilities, and nothing in

this Handbook can be construed to alter or amend those documents or the rights stated and defined therein.

During your onboarding process, you will receive information detailing all group insurance benefits. Benefit

selections should be completed and submitted as soon as possible to ensure that your coverage begins as soon as

you become eligible. If you choose not to join the Company offered programs, you will be required to waive the

programs during benefit selections.

During your onboarding process, you will also receive information detailing the Chameleon Integrated Services

401K Plan.

The existence of these Employee benefits and plan documents, in and of themselves, does not signify that

you will be employed for the requisite time necessary to qualify for these benefits and plans, as your

employment is “at-will”. The Company may change, modify or discontinue these benefits and contribution

amounts at any time, as permitted by law.

TRAINING AND DEVELOPMENT

We ask that all Employees strive to continue learning new and better ways to do their job. The Company affords

training opportunities for all Employees and expects Employees to take personal responsibility for their own

development. There may be instances where training and education are required of an Employee in order to

enable them to perform job duties, and in such cases, training is considered mandatory. Failure to comply with

these training requirements may result in disciplinary action, up to and including termination of employment. In

consideration of training valued at $1,000 or above, Employees will agree (in writing) to continue employment

with Chameleon for a period of twelve months or refund a pro-rated portion of the total cost.

Company required training reimbursement is on a case by case basis and is approved by Executive Management.

Coverage is effective on the first day of the second anniversary of employment with a cap of $500 for the year.

The cap increases $500 per year each successive year with a $1,500 maximum cap.

INSURANCE CONTINUATION (COBRA)

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives Employees and their qualified

beneficiaries covered by our group health plan the opportunity to continue health insurance coverage upon losing

group health coverage because of a qualifying event that would result in the loss of eligibility. Such qualifying

events are defined in our health plan and include a reduction in your hours of employment, leave of absence,

divorce or legal separation, a dependent child no longer meeting eligibility requirements, resignation, or

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termination of your employment, except for reasons of gross misconduct on your part. Under COBRA, the

Employee or beneficiary pays the full cost of coverage at the Company’s group rates plus an administration fee.

If you have any questions regarding Continuation Coverage, or to determine if you are eligible for such coverage,

please contact Human Resources who will provide you with the information you need and with the necessary

forms to continue your coverage. More detailed information is provided to all Employees upon the occurrence of

a qualifying event.

PAID TIME OFF (PTO)

Our PTO plan is designed to provide Employees with the opportunity to rest and get away from work. For that

reason, the Company believes it is important to take time off and encourages its Employees to do so.

Eligible full-time Employees begin accruing PTO on their first day of employment. PTO accruals are added to the

Employee’s PTO bank each pay period.

Approval for all PTO requests is at the discretion of your manager, based on the business needs of the Company

and Client. To satisfy your preferences, as well as to meet the staffing needs of our Company, request your PTO

well in advance. Requests will be considered based upon a combination of factors including but not limited to the

timing of the request, business needs and staffing requirements.

The maximum balance in your PTO account can never exceed 120 hours.

PTO can be used in partial day increments.

If you leave the Company, you will be paid for any unused earned PTO accrued during your employment,

computed at the rate of pay earned upon separation.

PTO does not accrue while out on a leave of absence.

PTO time is paid at the Employee’s base pay rate at the time of absence. It does not include overtime or any

special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

PTO does not count as hours worked in calculating overtime.

PTO must be used for all time off including holidays, vacations, sick time, etc.

HOLIDAYS

The following holidays are generally observed by the Company.

New Year’s Day

Martin Luther King Day

President’s Day

Memorial Day

Independence Day

Labor Day

Columbus Day

Veterans Day

Thanksgiving Day

Christmas Day

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Chameleon will make reasonable efforts to accommodate holidays pertaining to an Employee's established beliefs

that are not included in the above list. Employees should speak with their manager to obtain approval for taking

time off to observe such holidays and these days will be charged to the total PTO time allowed.

STATUTORY BENEFITS

Social Security/Medicare

The Federal Insurance Contributions Act (FICA) directs employers and Employees to contribute a percentage of

Employees’ wages to Social Security. These funds provide retirement and long-term disability benefits. The

Employee’s share of these taxes is deducted from the Employee’s paycheck and is sent with the Company's

portion to the appropriate government agency.

Workers' Compensation

Workers' Compensation benefits are intended to compensate workers with job related injuries or illnesses. If you

sustain a work-related injury or illness, no matter how minor, you should notify your manager immediately. The

amount and length of workers’ compensation benefits is established by state law.

An Employee who knowingly files a false or fraudulent Workers’ Compensation claim is subject to disciplinary


The Company prohibits retaliating against any Employee for exercising rights under applicable Workers’

Compensation law.

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Leaves of Absence




LEAVES OF ABSENCE

The leave of absence policies contained in this Handbook reflect federal law. Please consult with Human

Resources for applicable state laws and regulations. The Company complies with all applicable federal, state and

local laws and regulations regarding paid and unpaid leaves of absence.

Employees on an approved leave of absence must maintain contact on a regular basis with their manager.

Employees are also requested to remain accessible if the Company needs to contact them.

Employees on an approved leave of absence must not seek, obtain, or maintain employment elsewhere nor

otherwise engage in any activity which is inconsistent with the stated need for leave and must return to work

promptly upon the expiration of their leave, unless otherwise agreed to in writing by the Company. Employees

who do not meet these conditions, or fail to provide adequate documentation for leave continuation will be

considered to have voluntarily resigned their employment.

In some circumstances, an Employee who has exhausted all leave entitlement may be entitled to additional leave

as a reasonable accommodation under the Americans with Disabilities Act (“ADA”) or state or local law. The

Company will determine whether an additional period of leave is a reasonable accommodation on a case by case

basis by engaging in an interactive process with the Employee. This process may require additional medical

documentation, clarification and/or information from the Employee and/or the Employee’s health care provider.

Employees are expected to fully engage in the interactive process with the Company and to communicate with,

and provide all information requested, in a timely manner. Failure to do so may result in the denial of additional

leave, determination that the Employee has abandoned his or her employment, and/or discipline up to and


To apply for leave, or to inquire into what leave may be available, an Employee should contact Human Resources.

An Employee applying for leave will be asked to state why he or she wants the leave, when he or she wants the

leave to begin, and when he or she wants the leave to end. Human Resources will inform the Employee what type

and duration of leave, if any, has been approved and will also tell the Employee what requirements, such as

certification of a health condition, the Employee must fulfill.

FAMILY AND MEDICAL LEAVE (FML)

Employees who have worked for the Company for at least twelve (12) months and at least 1,250 hours during the

prior twelve (12) months, and who work at a location where at least fifty (50) Employees are located within a 75-

mile radius, may be eligible to take an unpaid leave of absence under the Family and Medical Leave Act (FMLA).

An unpaid leave of up to twelve (12) weeks within a rolling twelve-month period may be taken for the following

reasons:

1. Birth and/or care of a newborn child of the Employee within one year of birth;

2. Placement of a child into the Employee’s family by adoption or by a foster care arrangement within one year

of placement;

3. In order to care for the Employee’s spouse, child or parent who has a serious health condition;

4. An Employee’s own serious health condition that renders the Employee unable to perform the essential

functions of the Employee s position;

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5. Any qualifying exigency arising from the Employee’s spouse, son, daughter or parent (“military member”),

who is serving in any branch of the military (including the National Guard or Reserves) has been deployed or

called to active duty in a foreign country. A qualifying exigency refers to the following:

A. Short-notice deployment: to address issues arising when the notification of a call or order to active

duty is 7 days or less;

B. Military events and related activities: to attend official military events or family assistance programs

or briefings;

C. Childcare and school activities: for qualifying childcare and school related reasons for a child, legal

ward, or stepchild of a covered military member;

D. Financial and legal arrangements: to make or update financial or legal affairs to address the absence

of a covered military member;

E. Counseling: to attend counseling provided by someone other than a healthcare provider for oneself,

for the covered military member, or child, legal ward, or stepchild of the covered military member;

F. Rest and recuperation: to spend up to 15 calendar days for each period in which a covered military

member is on a short-term rest leave during a period of deployment (maximum of 15 calendar days

for this type of qualifying exigency);

G. Post-deployment activities: to attend official ceremonies or programs sponsored by the military for up

to 90 days after a covered military member’s active duty terminates or to address issues arising from

the death of a covered military member while on active duty;

H. To care for a military member’s parent who is incapable of self-care when the care is necessitated by

the military member’s covered active duty. Such care may include providing immediate care,

arranging for alternative care, or transferring the parent to a care facility; and

I. Other activities arising out of the military member’s active duty, agreed to by Chameleon and the

Employee.

6. An unpaid leave of twenty-six (26) weeks per service member within a rolling twelve-month period may be

taken for the following reasons:

In order to care for the Employee’s spouse, son, daughter, parent or next of kin who is 1) a current member of

the Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment,

recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired

list, for a serious injury or illness, which is incurred in the line of duty (or for a pre-existing injury or illness

which is aggravated in the line of duty) and that renders the service member medically unfit to perform the

duties of his or her office, grade, rank or rating, or 2) a veteran who was a member of any branch of the

Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment,

recuperation, or therapy, for a serious injury or illness that occurred in the line of duty (or for a pre-existing

injury or illness which was aggravated in the line of duty) at any time within 5 years preceding the treatment,

recuperation or therapy. A covered veteran incurs a serious illness or injury for purposes of this paragraph

when one of the following occurs:

A. The injury or illness makes him or her medically unfit to perform the duties of his or her office, grade,

rank or rating.

B. It causes the service member to have a VA Service Disability Rating at 50% or greater.

C. It is a mental or physical condition substantially impairing their ability to obtain gainful employment.

D. The VA enrolls the Employee in the Department of Veteran Affairs Program of Comprehensive

Assistance for Family Caregivers.

Eligible Employees are entitled to a total of 26 weeks of unpaid Military Caregiver Leave during a single 12-

month period. This single 12-month period begins on the first day an eligible Employee takes Military

Caregiver Leave (as long as it is within 5 years of the covered service member’s active duty) and ends 12

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months after that date. Military Caregiver Leave applies on a per-covered service member, per-injury basis, so

that an Employee may be eligible to take more than one 26-week period of Military Caregiver Leave, but no

more than 26 weeks of leave may be taken during any one 12-month period.

An eligible Employee is entitled to a combined total of 26 workweeks of leave for all FMLA qualifying

reasons during the single 12-month period described above. For example, if an Employee takes 10 weeks of

FMLA leave due to his/her own serious health condition, the Employee may take only 16 weeks of Military

Caregiver Leave during that same 12-month period.

A "serious health condition" as referred to above means an illness, injury, impairment, or physical or mental

condition that involves:

A. in-patient care (i.e., an overnight stay) in a hospital or other medical care facility (including any

period of incapacity or any subsequent treatment in connection with such in-patient care);

B. a period of incapacity of more than three (3) consecutive full calendar days, and any subsequent

treatment or period of incapacity relating to the same condition that also involves (i) treatment two (2)

or more times by a health care provider or under the supervision of a health care provider within 30

days of the start of the incapacity, or (ii) treatment by a health care provider on at least one (1)

occasion within seven (7) days of the start of the incapacity which results in a regimen of continuing

treatment under the supervision of a health care provider;

C. any period of incapacity or treatment due to pregnancy, or for prenatal care;

D. any period of incapacity or treatment due to a chronic serious health condition requiring periodic

visits of at least twice a year for treatment by a health care provider;

E. a period of incapacity or treatment which is permanent or long-term due to a condition for which

treatment may not be effective, during which the Employee (or family member) must be under the

continuing supervision of, but need not be receiving active treatment by, a health care provider; or

F. any period of absence to receive multiple treatments by a health care provider or under the

supervision of a health care provider, either for restorative surgery after an accident or other injury, or

for a condition that will likely result in a period of incapacity of more than three (3) consecutive

calendar days in the absence of medical intervention or treatment.

For the purposes of events five (5) and six (6) a “son” or “daughter” is defined as the military member or covered

service member’s biological, adopted or foster child, stepchild, legal ward, or a child for whom the service

member stood in loco parentis (in place of), and is of any age. A “parent” of the military member or covered

service member is defined as the biological, adoptive, step or foster father or mother, or any other individual who

stood in loco parentis to the service member. Finally, “next of kin” of a covered service member is defined as the

nearest blood relative (other than the spouse, parent, son or daughter) in the following order of priority: a blood

relative who has been designated in writing by the service member as the next of kin for FMLA purposes; blood

relatives with legal custody of the service member; brothers and sisters, grandparents, aunts and uncles, and first

cousins.

For purposes of events one (1), two (2), and three (3), a child is defined as 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 the age of 18 or over 18

but incapable of self-care due to a mental or physical disability.

The amount of leave available to an eligible Employee at any given time will be calculated by looking backward

at the amount of leave taken within the twelve (12) month period immediately preceding the requested leave.

Accrued PTO or other available applicable paid leave options must be applied concurrently with FML. If no paid

time is available, FML is unpaid. Paid time off and unpaid time together will not exceed the allotted maximum. In

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Leaves of Absence




either situation, the twelve (12) or twenty-six (26) week FML period will begin upon commencement of the

approved leave.

If a leave is because of the Employee’s disability for pregnancy, childbirth or related medical condition it may

count as FML if the Employee meets the FML eligibility requirements. If the Company employs both spouses, the

combined FML leave for the birth or placement of a child will not exceed twelve (12) weeks.

Intermittent FML

In the case of leaves for serious health conditions (the Employee’s own or that of the Employee’s spouse, child,

parent) and leaves for a serious illness or injury of covered military member or covered veteran, the leave may be

taken intermittently or on a reduced work schedule basis only if certified as medically necessary. Military

exigency leave may also be taken on an intermittent or reduced schedule basis when necessary. Intermittent or

reduced schedule leave is not available for the birth or placement of a child for adoption or foster care.

When intermittent or reduced work schedule leave is for the planned medical treatment of a serious health

condition, the Employee and Company shall attempt to work out a schedule for such leave that meets the

Employee’s needs and the Company’s needs without unduly disrupting the operations of the Company, subject to

approval of the health care provider. If intermittent or reduced hours leave is required, the Company may, in its

sole discretion, temporarily transfer the Employee to another job with equivalent pay and benefits that better

accommodates that type of leave. Employees taking approved intermittent or reduced work schedule leave must

report their absences in accordance with the Company’s Attendance Standards policy.

Benefits During FML

During the Employee’s Family and Medical Leave, the Company will continue to provide health insurance

coverage under the same conditions as its Employees who are not on FML. If the Employee is eligible for paid

time off, his/her portion of the insurance premium will be deducted from his/her paycheck in the usual manner. If

the Employee is on an unpaid FML, however, he/she will remain responsible for paying his/her portion of the

insurance premium by the first day of the month in which it is due. Payments may also be made prior to the leave

and must be submitted to Human Resources. Failure to pay premiums in a timely manner may result in a lapse of

coverage.

The Employee must make arrangements to pay all other benefit deductions during a period of unpaid leave. If the

Employee does not make such payments, he/she will nevertheless be restored to the health insurance plan with no

break in service upon return from leave; however, he/she must repay the Company for any additional expense

incurred by the Company for reinstating his/her coverage. If he/she does not return to the Company following

an unpaid leave period, he/she may be required to repay any insurance premiums paid by the Company during the

leave, unless he/she does not return because of the presence of a serious health condition that prevents the

Employee from performing his/her job or circumstances beyond the control of the Employee. If you have any

questions about the application of this policy to your particular situation, contact Human Resources.

During any portion of a Family and Medical Leave which is unpaid, the Employee will not accrue employment

benefits, such as PTO time. Employment benefits accrued by the Employee up to the day on which the FML of

absence begins will not be lost. Also during the leave, the Employee will not receive pay for holidays.

Return from FML

Employees on FMLA leave must periodically inform Human Resources of their status and intent to return to work

while on FMLA leave. Employees returning from FMLA leave must be able to assume all of the essential

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Leaves of Absence




functions of their jobs upon return. As a condition to restoring an Employee whose leave was based on the own

serious health condition, the Employee must provide certification from the Employee’s health care provider

stating that the Employee is able to resume work. This return to work statement is required for all serious health

conditions unless the Employee has previously provided one for that condition within the past year. If safety

issues exist, the Company may require a return to work statement every thirty days.

Unless required otherwise by law an Employee granted a leave of absence under these provisions who fails to

return to work upon expiration of the leave will no longer have protected absences. Further absences would count

against the attendance policy.

Employees who return to work from a Family and Medical Leave of absence before or on the business day

following the expiration of the twelve (12) or twenty-six (26) weeks are generally entitled to return to their job or

an equivalent position without loss of benefits or pay. The Company may deny job restoration to Employees if

their job or position would otherwise have been eliminated or terminated even if the Employee had not taken a

leave of absence.

Required Notice and Certification

Requests for a Family and Medical Leave of absence must be submitted to Human Resources. If the need for

leave is foreseeable, an Employee must notify Human Resources of the date of the commencement and expected

duration of the leave at least thirty (30) days before the leave is to commence, or as soon as possible if thirty (30)

days' notice is not possible. If the need for leave is unforeseeable, an Employee must give notice as soon as

possible and practical under the circumstances. An Employee’s failure to provide the required amount of notice

before taking leave may result in denial or postponement of the leave and/or unauthorized absence(s). Even in the

absence of a request for FML, the Company will designate leave as FML if it qualifies as FMLA leave and the

Company has sufficient information about the reason for the absence. The Company will notify an Employee

whether the Employee is eligible for FML and/or whether the leave qualifies as FML.

At the time the Employee requests FML, he or she will be requested to submit the appropriate application and

certification forms. You may be required to complete a medical certification form, which will need to be signed

by you or your family member’s health care provider. If applying for a leave for a qualifying exigency, you may

be required to provide a copy of the military orders, or similar documentation that attests the need and

approximate dates of the exigency leave. An Employee must return the required certification or recertification to

Human Resources within 15 days, unless it is not practicable under the circumstances to do so. In such cases, the

Employee must return the required certification as soon as possible and practical. If the certification submitted is

incomplete or insufficient, the Employee will be given written notification of the information needed and will

have seven (7) days after receiving such written notice to provide the necessary information, unless it is not

practicable under the circumstances to do so.

All Certification forms and other written medical certifications and re-certifications relating to an Employee who

requests FMLA Leave will be maintained in the Employee’s confidential medical file, and will be made available

to the Company’s management only on a need-to-know basis. Additionally, all requests for medical information

regarding an Employee’s own condition or illness are subject to the following instructions and warning:

The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other

entities covered by GINA Title II from requesting or requiring genetic information of Employees

or their family members. In order to comply with this law, we are asking that you not provide any

genetic Information when responding to this request for medical information. "Genetic

information”, as defined by GINA, includes an individual's family medical history, the results of

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Leaves of Absence




an individual's or family member's genetic tests, the fact that an individual or an individual's

family member sought or received genetic services, and genetic information of a fetus carried by

an individual or an individual's family member or an embryo lawfully held by an individual or

family member receiving assistive reproductive services.

In the following circumstances, the Company may, in its sole discretion, require recertification of the qualifying

reason for FML: (1) where the Employee needs more leave than the original certification justified; (2) where

circumstances and facts cast doubt on the Employee’s need for FML; or (3) when the need for FML extends

beyond six calendar months. In these situations, the Employee will have fifteen (15) days in which to provide a

completed Recertification form.

All forms are available from Human Resources. Failure to submit the required certification or recertification form

or failure to cure deficiencies of an incomplete medical certification form after being requested to do so may be

grounds for delay or denial of leave. Misrepresentation of facts concerning the need for a leave of absence may

result in disciplinary action, up to and including termination of employment. The Company reserves the right to

require that an Employee submit to a second (and possibly a third) opinion from another healthcare provider at the

Company’s expense certifying the need for leave.

JURY OR WITNESS DUTY

The Company encourages Employees to fulfill their civic responsibilities by serving jury duty when required.

Employees must present the jury duty summons to their manager as soon as possible for scheduling purposes.

Employees are expected to report for work whenever the court schedule permits. The Company will comply with

applicable federal and state laws in regard to compensation for Jury or Witness duty. Please reference the specific

State Addendum to the Chameleon Integrated Services Employee Handbook for specific details regarding Jury or

Witness Duty.

MILITARY LEAVE

The Company will grant any Employee who is called to uniformed service an unpaid military leave of absence in

compliance with the Uniformed Services Employment and Reemployment Rights Act (“USERRA”) and

applicable state laws. To receive a military leave of absence, the Employee must be absent from work because of

uniformed service in the United States Armed Forces or Reserves, National Guard when engaged in active duty

for training, inactive duty training, or full-time National Guard duty, the Commissioned Corps of the Public

Health Service, or any other category of persons designated by the President of the United States in time of war or

emergency. Military leave is available to eligible Employees at any time after their date of hire and will be

granted in accordance with the requirements of the Employee’s military service order.

Eligible Employees must provide their manager with advance notice of impending military leave. Advance notice

is not required if precluded by military necessity or would otherwise be impossible or unreasonable. Employees

should provide a copy of their active duty orders to Human Resources as soon as possible.

Employees on approved military leave for less than 31 days will maintain all current benefits coverage for

themselves and their eligible dependents. Employees remain responsible for paying the Employee’s portion of

the benefits premium during any unpaid leave. Employees called to active military duty for 31 days or more may

elect to continue participation in our group health plan for the duration of the military leave or up to 24 months,

whichever is shorter.

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EMPLOYEE HANDBOOK

Leaves of Absence




RE-EMPLOYMENT

Upon separation from military/uniformed service under circumstances not involving a disqualifying discharge or

under other than honorable conditions, an Employee is entitled to be promptly re-employed if: 1) he/she provides

notice of intent to return to work within the time specified under federal and/or state law, whichever is applicable

to the most recent period of service, and, 2) for periods of uniformed service of more than 30 days, provides

documentation to establish that the request for re-employment is timely, that the five-year limit (subject to the

numerous exceptions listed at 20 CFR § 1002.103) has not been exceeded, and that the Employee’s separation or

dismissal from service was not disqualifying.

However, the Company reserves the right to not re-employ a person if circumstances have changed so as to make

such re-employment impossible or unreasonable, it would impose an undue hardship, or if the Employee’s former

employment was for a brief, nonrecurring period and there was no reasonable expectation that such employment

would have continued indefinitely or for a significant period.

Subject to any exception outlined in USERRA, Employees should apply for reinstatement following a period of

uniformed service within the following timeframes:

• For service of less than 31 days, or a fitness-for-duty examination, Employees must return at the beginning

of the next regularly scheduled work period after release, subject to transportation time and an eight (8)

hour rest period;

• For service of more than 30 days, but less than 181 days, Employees must apply for reinstatement within

14 days of release; or

• For service of 181 or more days, Employees must apply for reinstatement within 90 days of release.

The Company may require Employees to provide documentation to establish the application for re-employment is

timely, the maximum military service limitation (5 years) was not exceeded, and proof of satisfactory character of

service.

RE-EMPLOYMENT POSITION

Subject to the provisions in USERRA, the proper re-employment position is based on the duration of

military/uniformed service:

• Service of less than 91 days. The Employee will be assigned to the position he/she would have attained

with reasonable certainty if not for the absence due to uniformed service (the “escalator position”), so long

as the Employee is qualified for the position after reasonable efforts are made to help him/her become

qualified. If the Employee is not qualified after reasonable efforts, the Employee must be re-employed in

the position in which he/she was employed when his/her uniformed service began (the “pre-service

position”), so long as the Employee is qualified for the position after reasonable efforts are made to help

him/her become qualified. If the Employee is not qualified to perform the duties of the escalator position

or the pre-service position after reasonable efforts, he/she must be re-employed in any other position that is

the nearest approximation first to the escalator position and then to the pre-service position, so long as the

Employee is qualified for the position after reasonable efforts are made to help the him/her become

qualified.

• Service of more than 90 days. The Employee must be assigned to the escalator position or a position of

like seniority, status, and pay, so long as the Employee is qualified for the position after reasonable efforts

are made to help him/her become qualified. If the Employee is not qualified to perform the duties of the

escalator position or a like position after reasonable efforts are made, the Employee must be re-employed

in the position in which he/she was employed when his/her service began or in a position of like seniority,

status, and pay, so long as the Employee is qualified for the position after reasonable efforts are made to

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Leaves of Absence




help him/her become qualified. If the Employee is not qualified to perform the duties of the escalator

position, the pre-service position, or a like position, after reasonable efforts, he/she must be re-employed in

any other position that is the nearest approximation first to the escalator position and then to the pre-service

position, so long as the Employee is qualified for the position after reasonable efforts are made to help

him/her become qualified.

If the Employee’s period of military service was more than 180 days, an Employee re-employed under this policy

will not be discharged from such employment, except for good cause, within one year after the date of such re-

employment. If the Employee’s period of military service was more than 30 days but less than 181 days, then the

Employee re-employed under this policy will not be discharged from such employment, except for good cause,

within 180 days after the date of such re-employment.

The Company supports the men and women of our armed forces and prohibits discrimination against any

Employee because of uniformed service.

PERSONAL LEAVE OF ABSENCE

Requests for personal leave without pay are considered individually and granted at the discretion of management.

The reason for the request, the Employee's length of service, the Employee's work record, and the demands of the

individual's job are examples of the type of factors typically considered in evaluating a request for personal leave

of absence. A request for personal leave of absence will be granted only if the Employee is not eligible for any

other type of leave. An Employee may not be on personal leave of absence for more than 2 months in a calendar

year.

BEREAVEMENT

The Company understands that Employees may need time away from work because of a death in their immediate

family. If you suffer the loss of a spouse, parent, step-parent, parent-in-law, step parents-in-law, legal guardian,

child, step-child, sibling, step-sibling, brother-in-law, sister-in-law, grandparent, grandchild, daughter-in-law, son-

in-law, or any other relative living in your household, you may be absent from work at your regular rate of pay for

up to two (2) days to attend the funeral and related matters. This leave applies to full-time Employees. In unusual

circumstances, additional time may be granted, with or without pay, at the discretion of the Company.

Bereavement leave for other family or friends must utilize accrued PTO time. For any leave requested, it is

important to notify your manager as soon as possible. Documentation of the circumstances for bereavement leave

may be required.

VOTING

The Company encourages all Employees to fulfill their civic responsibilities by participating in elections.

Generally, most Employees have ample time to vote either before or after their regular work schedule. If an

Employee’s scheduled working hours do not allow sufficient time to vote, the Company may adjust the

Employee’s work schedule to allow for election participation, but will in all cases act in accordance with

applicable state law. Arrangements should be made with the Employee’s manager in advance of the Election Day

to allow for adequate staffing.

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EMPLOYEE HANDBOOK

Work Environment & Conditions




WORK ENVIRONMENT & CONDITIONS

FIRES AND EMERGENCIES

IN CASE OF AN EMERGENCY, PLEASE DIAL 9-1-1. All Company locations have emergency procedures

to follow in the event of fire or disaster. Exits, fire extinguishers and first-aid kits are located throughout the

facility. Exits and areas around fire extinguishers must be kept clear at all times. Fire exits should only be used

for emergency evacuation.

SECURITY

Security is everyone's responsibility. Report any suspicious people in or around our facilities to your manager.

We have taken precautions to ensure your safety; however, the Company assumes no responsibility for personal

articles that may be stolen or lost and encourages you not to bring personal items of value to the workplace. Be

sure to take precautions with your personal property; e.g., do not leave purses in plain sight and do not leave

wallets in coat jackets hanging on doors. Let your manager know immediately of any incidence of theft.

From time to time, Clients and other individuals visit us to see our Company facility. Your help with making

these visits a pleasant experience is important to ensuring that Chameleon projects the best possible image.

All visitors must be announced and referred to the person(s) they are calling upon. Visitors should remain in the

reception area until received by the appropriate Chameleon Employee. A physical access log documenting the

visit must be completed along with a visitor badge for the guest that must be worn at all times. Visitors must, in

all cases, be accompanied by a representative of the Company.

You may only bring in guests (if not business related) with the approval of your manager. Any personal visitors

will be asked to contact you at lunch or at the end of your workday, and must remain in the reception area or

outside the building.

If Client location security protocol differs from the above policy you are to adhere to Client security protocol.

MEDIA RELATIONS

Employees are prohibited from communicating with a member of the media on behalf of the Company, except

when authorized to do so by a member of Executive Management. Any inquiry and/or request for information

from the media should not be answered unless the Employee is clear that he or she is not speaking on behalf of

the Company.

EMERGENCY CLOSING

Occasionally, extreme weather may occur which causes our operations to be disrupted. Generally, all Employees

are expected to report to work unless major thoroughfares have been closed due to extreme weather. Often, bad

weather conditions are localized in one area and you may be able to safely arrive at work later in the day. Under

these circumstances, you should call your manager to advise him/her of the poor weather conditions in your area

and your expected time of arrival.

If the office is closed because of bad weather or an emergency, Employees will receive official notification from

their manager. Time off from scheduled work due to emergency closing will be unpaid for all non-exempt

Employees. If a non-exempt Employee would like to be paid, they will be permitted to use accrued or available

PTO.

Employees are expected to adhere to Client emergency closing policies.

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IT SERVICE USE OF EQUIPMENT

All property maintained by Chameleon must be kept in the best possible working condition and guarded against

unauthorized use of Company property and networks.

“Property”, as the term is used in this policy, is defined as any piece of equipment, furnishing, intellectual

property, vehicle, building, or supply leased, owned, donated, or otherwise in the custodial care of the Company

or any person acting as its agent.

All Company property is subject to monitoring and inspection at any time without prior notice to any Employee.

Failure to submit to any request to monitor and/or inspect any Company issued equipment at any time may

subject the Employee to disciplinary actions, up to and including termination of employment.

General Guidelines on the Use of Company Property

All Employees must maintain their work environment in an orderly fashion and follow all established policies and

guidance to ensure its proper use and maintenance.

Any Employee who is found to have neglected or misused Company property will be subject to disciplinary

action up to and including termination of employment. If an Employee’s misuse of Company property damages

the property, the Company reserves the right to require the Employee to pay all or part of the cost to repair or

replace the property.

Company property is to be used primarily for Company business. Personal use of Company property should be

limited and use of copiers, faxes, and printers is not permitted for personal use.

Employees are expected to adhere to all Client equipment and facility policies.

Use and Dissemination of Company Information

“Information,” as the term is used in this policy, includes without limitation any information owned or used by the

Company, such as:

• Any Company Employee, Client, or Client lists.

• Any Company database information, including addresses and telephone numbers.

• Any information from Employee personnel files, including employee addresses, telephone numbers,

employment status, and wage history.

• Any photographs, videotapes and sound clips of any Employee or Client.

• Any digital representation of anything associated with, generated by, or worked on – in any capacity – by

any Employee or representative of the Company

Outside of program-level communications with Clients, only those Employees who are authorized by the

Company, and whose job description permits them to do so, may speak on behalf of the Company to any entity

who is not a current Client of the Company.

No Employee may knowingly dispense such information to any outside party unless authorization has been

granted. This could include other Employees who do not have the right to know such information. Any breach

will be considered a violation of Company policy concerning confidentiality, and it may constitute a violation of

state or federal law.

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EMPLOYEE HANDBOOK





Monitoring of Network Communications

The Company will review network communications activity and will analyze usage patterns. In the event of

patterns of abuse, the Company may choose to release this data to management to ensure that Company resources

are being used according to this policy.

No Employee may knowingly disable, or attempt to disable, any network software or system identified as a

monitoring tool. Any attempt to violate this section of this policy will result in immediate termination.

Voice Mail and Electronic Mail

All electronic and telephone communication systems and all communications and information transmitted by,

received from, or stored in these systems are the property of Chameleon and as such are intended for job-related

purposes. Electronic or telephone communication systems may not be used to transmit messages that may be

considered inappropriate under Company policies, including those prohibiting harassment. Employees are not

permitted to use a code, access a file, or retrieve any stored communication unless authorized to do so or unless

they have received prior clearance from an authorized Company representative. All pass codes are the property of

Chameleon and may be used by Chameleon to access electronic and telephone communications at any time.

Chameleon reserves the right to monitor any electronic, telephone, or other communications made using

Chameleon systems or property. Any Employee not following these policies of Chameleon, including

inappropriate use of the Internet, will be subject to immediate termination.

Consultants will be expected to follow the Client’s voice mail and electronic mail guidelines when on assignment.

If the Client has no set guidelines, Chameleon guidelines will be followed.

The Company reserves the right, at all times, and without prior notice, to inspect, via human and/or

automated means, and search any and all of the Company’s Communication and Data Systems. Such

inspections may be conducted during or after business hours, in the presence or absence of the Employee,

and without notice. Employee should not assume Communication and Data Systems are private. If you

have sensitive or personal information to receive or transmit, it should be done through the Employee’s

and not the Company’s Communication and Data Systems. Employees have no expectation of privacy or

confidentiality with regard to any information placed on, created, sent, received or accessed through

Company owned computers or otherwise on the Company’s Communication and Data Systems, even if

Employees use these systems to access personal accounts such as Facebook, Gmail or Yahoo accounts.

From time to time, whether you are present or absent, management may also access your computer files or voice

mail to better serve our Clients and other business needs. The confidentiality of all Client information and

documents stored on our Communication and Data Systems should be protected, as described in the Company’s

Confidentiality Policy in this Handbook.

For purposes of inspecting, investigating or searching an Employee’s Communication and Data Systems,

Chameleon may override any applicable passwords or codes in accordance with the best interests of Chameleon,

its Employees, its Clients or visitors. Personal passwords should not be considered a guarantee of privacy.

All bills and other documentation related to the use of Chameleon Communication and Data Systems may be

reviewed and used for purposes that Chameleon considers appropriate.

All Employees are prohibited from intentionally copying, moving, transferring, altering or destroying any

program or software package from/on any of the Company’s workstations or network server without the

permission of the IT Department. Because of licensing restrictions on certain software packages, violation of this

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rule can result in severe penalties to the Company and the Employee may be subject to discipline, up to and


The IT Department will also decide what software can be introduced to the Company’s Communication and Data

System and conduct the virus screening necessary to protect system security and integrity.

Each Employee provided with a laptop or other portable Communication and Data System device is responsible

for the physical security of that equipment. Employees must avoid leaving their Communication and Data System

devices unattended, even in automobiles. If they must do so temporarily, the device/equipment must be secured

in a locked cabinet or placed out of sight in the trunk of a locked vehicle. Employees are prohibited from taking

Company-provided Communication and Data System devices outside of the United States without prior approval

of Executive Management.

Telephones, including Company-provided cellular phones, are to be used for business purposes in serving the

interests of the Company and in the course of normal operations. On occasion, personal calls may be

necessary, but we ask that you limit them to emergencies or essential personal business, and keep them

brief. It is recommended that personal phone calls be returned during lunch or on a break. Additionally,

please ensure that your personal cellular phones are kept on vibrate or off during working hours as this will

prevent disruptions to other Employees when they ring.

Employees who have access to a cell phone, PDA, or other wireless devices while driving should remember that

their primary responsibility is driving safely and obeying the rules of the road. Employees should exercise

caution when using Communication and Data Systems when traveling and should safely pull off the road and

come to a complete stop before dialing or talking on the phone or using a device. Some states have laws against

cell phone usage while driving. Any and all federal, state or local laws and regulations regarding cell phone or

wireless device use must be observed at all times. Employees who are charged with traffic violations resulting

from the use of their Communication and Data System while driving will be solely responsible for all liabilities

that result from such actions.

Any violation of this policy may result in disciplinary action, up to and including termination of employment.

Social Networking Policy

Chameleon policies regarding Employee conduct, confidentiality and use of Communication and Data Systems,

as described elsewhere in this Handbook, apply to the use of social networking.

Social networking, for purposes of this policy, means posting content or photographs on an online social network

focused on sharing and discussing information. Online social networks are typically based on user participation

and user-generated content and include, but are not limited to, the following: blogs, wikis, social networks such as

Facebook, LinkedIn, Twitter, Instagram, etc.

Because the lines between public and private, personal and professional are often blurred in social networking,

Employees should be aware that while you may consider a communication personal, it is accessible by public

audiences. Requirements and guidelines for use of social computing tools include the following:

• Official communications: Only those Employees designated by management are authorized to

communicate via social computing tools on behalf of the Company. Content posted by Employees on

behalf of the Company remains the property of Chameleon.

• Internal Communications: Social computing tools are not to be used for internal business

communications; use Company email, telephone, etc., for official business.

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• Distribution: Employees may circulate, through their personal channels, Chameleon-authorized

communications.

• Proprietary information and confidentiality: Employee postings should not disclose information that is

confidential or proprietary information of Chameleon or any third party that has disclosed information to

Chameleon. This includes, by way of example, any non-public financial or operational information, which

includes but is not limited to, revenues, profits, forecasts, business plans, and results and strategies.

• Transparency: When discussing the Company, make it clear that your posting is representative of your

views and opinions and not the views and opinions of Chameleon. Be aware of your association with

Chameleon in online social networks. If you identify yourself as an Employee of Chameleon, ensure your

profile and related contents is consistent with how you wish to present yourself with colleagues and Clients.

• Managers & Executives: Making it clear that your posting is representative of your views and opinions as

outlined above does not by itself exempt Chameleon managers and executives from a special responsibility

when using social computing tools. By virtue of your position, you must consider whether personal

thoughts you publish may be misunderstood as expressing Chameleon positions. As a manager, you should

assume that your Chameleon team will read what is written. Public social computing tools are not the place

to communicate Chameleon policies to Chameleon Employees.

• Third party content: When using social computing tools to share non-Company information, you should

make sure you respect and abide by copyright and fair use laws.

• Uncertainty: Because social media is always an evolving communications tool, if you are unsure of what

is or isn’t appropriate use, you may consult with your manager.

• Employees should not make comments that reasonably could be viewed as malicious, obscene, threatening,

intimidating or that disparage Clients, competitors, or Employees. Such comments include offensive posts

that could contribute to a hostile work environment on the basis of gender, race, religion, national origin,

or any other status protected by law or Company policy.

If you have any questions about this policy, please contact Human Resources. Any violation of this policy will

lead to disciplinary action, up to and including termination of employment.

You should remember that you should have no expectation of privacy when you are utilizing the Company’s

electronic equipment or resources. The Company retains the right to access, read, and monitor all messages,

images, programs, and files on its e-mail and Internet system, including social media activity, in accordance with

its Computer, Internet, and Electronic Mail Policy.

Employees may not use their Company e-mail address to register for any social media account or site, or as an

identifier needed to participate in any social media activity, except to engage in social media activity authorized

by the Company and for the Company’s business purposes.

Employees should use only approved social media channels – and not personal social media sites or pages – to

conduct Company business. Without prior Company approval, social media should not be used to arrange

business meetings, communicate with Clients about specific transactions, or to search for information about

current or prospective Employees.

Human Resources is responsible for providing references to Employees, in accordance with Company policy as

well as to comply with federal and state employment laws.

Workplace Safety

In compliance with the Occupational Safety and Health Act (OSHA), the Company strives to furnish a workplace

free of recognized hazards that could cause physical harm to its Employees. Employees are responsible for

reporting any unsafe conditions or circumstances to their manager to prevent accidents. Serious or recurring

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EMPLOYEE HANDBOOK





problems involving equipment maintenance or procedural problems that have an adverse effect on an individual’s

or the Company’s well-being should be reported to your manager or Human Resources.

Job related injuries and illnesses, regardless of severity, should be reported immediately to your manager or

Human Resources to provide prompt and trained evaluation and obtain medical attention, if necessary. It is

important to report job-related injuries and illness immediately, as certain injuries must be reported to OSHA

within eight (8) hours. If medical treatment is not immediately available, telephone the paramedics

promptly at 9-1-1. If medical treatment is required and the situation is not life-threatening, the injured

Employee’s manager must be notified of the injury or illness and the Employee should go or be taken to an

appropriate medical facility for treatment. If medical attention is not needed, you must report the accident to your

manager or Human Resources for evaluation and appropriate documentation.

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EMPLOYEE HANDBOOK

Conclusion




CONCLUSION

We hope you will find your Employee Handbook to be a useful resource during your employment with

Chameleon. If you have any questions about these or any policies at the Company, please contact Human

Resources and they will be happy to assist you.

HUMAN RESOURCES CONTACT INFORMATION

Phone: 314-773-7200 x 102

Email Address: [email protected]

Fax Number: 314-773-6306

mailto:[email protected]

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EMPLOYEE HANDBOOK

Handbook Acknowledgement




HANDBOOK ACKNOWLEDGEMENT

This Handbook contains policies and procedures that apply to my employment with Chameleon. I have read this

Handbook and agree to follow the policies of Chameleon as stated in it. Additionally, I agree to observe and

abide by all amended or additional guidelines or policies that may be distributed to me during my employment

with the Company.

At-Will Employment: I understand that this Handbook is for informational purposes, in that it illustrates the

Company’s policies, procedures, guidelines, benefits, etc., but that neither the Handbook, nor any other

communication, creates an employment contract for any specific duration, for benefits, or in any way alters my

status as an at-will Employee. I understand that as an “at-will” Employee, either I or the Company can end my

employment at any time, for any reason or no reason. I also understand that only the CEO is authorized to make

any promises or agreements contrary to the information contained in this Handbook, or in any way alter this “at

will” relationship. Any such change authorized by the CEO is valid only if it is in writing and signed by the CEO

and the Employee. I understand that the policies and benefits contained in the Handbook are subject to

interpretation, review and change by Chameleon at any time without notice, except as required by federal, state or

local law or regulation.

Anti-Harassment: I have read and understand the Company’s policy on Harassment, including Sexual

Harassment, as well as the reporting procedures set forth in this Handbook. Any questions that I have regarding

this policy may be directed to Human Resources.

I acknowledge receiving, reading and keeping a copy of Chameleon’s Employee Handbook. I acknowledge that

I have reviewed and fully understand the policies and guidelines in this Handbook.

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EMPLOYEE HANDBOOK

State Addendum - Alabama




STATE ADDENDUM – ALABAMA


Employees called and selected for jury duty will be paid their usual compensation

VOTING LEAVE

Employees, who provide reasonable notice to the Company, will be permitted to take necessary time off to vote in

any municipal, county, state, or federal political party primary or election in which the Employee is a qualified

and registered voter on the day on which the primary or election is held. The necessary time off shall not exceed

one hour and, if the hours of work of the Employee commence at least two hours after the opening of the polls or

end at least one hour prior to the closing of the polls, then the time off for voting is not required. The hours during

which the Employee may take voting leave may be specified by the Company based on the needs of the business

or Clients.

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EMPLOYEE HANDBOOK

State Addendum – Colorado




STATE ADDENDUM – COLORADO


Employees called and selected for jury duty will be paid up to a maximum of three (3) days while serving jury

duty. If an Employee must be off longer than three days, they will have the option to take PTO or the days as

unpaid time off.

VOTING LEAVE

Employees may take up to three (3) hours of paid leave to vote if:

• The Employee gives at least one-day notice of the need to take time off, and

• The polls are not open for at least three (3) hours before the Employee’s shift begins or after it ends.

The Company may specify the hours an Employee may take leave to vote, but the period must fall at the

beginning or end of the work period if the Employee so requests.

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EMPLOYEE HANDBOOK

State Addendum – Georgia




STATE ADDENDUM – GEORGIA




unpaid time off.

VOTING LEAVE

Employees may take up to two (2) hours of unpaid leave to vote if:

• The Employee gives reasonable notice of the need to take time off, and

• The polls are not open for at least two (2) hours before the Employee’s shift begins or after it ends.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Hawaii




STATE ADDENDUM – HAWAII



duty. If an Employee has to be off longer than three days, they will have the option to take PTO or the days as

unpaid time off.

STATE MARIJUANA LAWS

Citizens have the right to obtain and use marijuana for medical purposes when the medical use is deemed

appropriate and has been certified as such by a physician. The authorization of use of marijuana for medical

purposes does not apply to workplace medical use. Qualifying Employees must register with the Narcotics

Enforcement Division (NED).

VOTING LEAVE

Employees are entitled to leave for a period of not more than two hours (excluding lunch or rest periods) between

the opening and closing of the polls to vote if they don't have two consecutive hours outside of work time when

polls are open. Employees aren't liable to any penalty and there can be no rescheduling of normal hours or any

deduction made on account of the absence. But Employees who fail to vote after taking time off for that purpose,

upon verification, may have deductions made from pay.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Kentucky




STATE ADDENDUM – KENTUCKY




unpaid time off.

VOTING LEAVE

Employees who are entitled to vote may take up to 4 hours off in order to vote or to apply for an absentee ballot,

provided the Employee applies for the time off prior to Election Day. No deduction in wages in allowed unless

the Employee fails to vote after taking time off for that purpose.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Illinois




STATE ADDENDUM – ILLINOIS

MEALS AND REST PERIODS

Employees who work 7 ½ continuous hours or more must be provided an unpaid meal period of at least 20

minutes no later than five hours after an Employee begins work. If for any reason you do not or cannot take the

allowed rest breaks and lunch period, please contact your manager or Human Resources as soon as possible.


Employees will be provided time off for jury or witness duty when the Employee provides reasonable notice of

required service. Employers may not discharge, threaten to discharge, intimidate, or coerce any Employee because

of jury service. Employers aren't obligated to compensate Employees for time off taken for jury duty.



unpaid time off.

STATE MARIJUANA LAWS

Employees who are qualifying registered patients diagnosed as having a debilitating medical condition can use

medical marijuana as prescribed by their physician. Medical Marijuana use will be treated the same way as other

lawfully prescribed medications. Employers can still take actions against an Employee if the registered qualifying

patient was impaired while working on the employer's premises during the hours of employment.

PAID SICK LEAVE

The Illinois Sick Leave Act requires employers that provide sick leave benefits to Employees to allow Employees

to take such leave for absences due to the illness, injury, or medical appointment of the Employee’s family

member. Covered family members include children, spouses, parents-in-law, grandchildren, grandparents, and

stepparents. Employers may limit sick leave benefits for absences due to family members to one-half of an

Employee’s annual leave entitlement.

VOTING LEAVE

Employees are allowed two hours off work between the opening and closing of polls to vote provided Employees

request leave before election day, but only if the Employee's working hours begin less than two hours after the

opening of the polls and end less than two hours before the closing of the polls.

DIRECT DEPOSIT



payday. Any Employee who would like to participate in the program may contact Human Resources for more

information. If you do not wish to participate in the direct deposit option, the Company will offer you a Global

Pay card as an alternative. If neither option is feasible contact Human Resources for further options.

DOMESTIC VIOLENCE LEAVE

Employees who are victims of or have a family or household member victimized by domestic violence, sexual

assault, or stalking will be provided up to four weeks of unpaid leave in any 12-month period for absences related

to domestic or sexual violence. Employees must provide 48 hours advance notice when possible. The Company

reserves the right to require Employees to provide certification of the need for leave. The leave isn’t in excess of

unpaid leave allowed under the Federal FMLA.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Maryland




STATE ADDENDUM – MARYLAND




unpaid time off.

VOTING LEAVE

Employees who are eligible to vote are allowed up to two hours of paid leave unless they have two continuous

nonworking hours when polls are open. Deductions from wages is prohibited for Employees who use the time to

vote or attempt to vote. Employees may be required to furnish proof to the employer of voting or attempting to

vote.

DIRECT DEPOSIT



payday. Any Employee who would like to participate in the program may contact Human Resources for more

information. If you do not wish to participate in the direct deposit option, the Company will offer you a Global

Pay card as an alternative. If neither option is feasible contact Human Resources for further options.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Missouri




STATE ADDENDUM – MISSOURI




unpaid time off.

VOTING LEAVE

Employees are allowed to take time off with pay to vote if there aren't three successive hours between work and

either the opening or closing of polls. Employees may be required to apply for leave before Election Day and the

specific hours the Employee is absent may be specified by the Company.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Ohio




STATE ADDENDUM – OHIO




unpaid time off.

VOTING LEAVE

Salaried Employees are allowed to take reasonable time off with pay to vote.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Pennsylvania




STATE ADDENDUM – PENNSYLVANIA




unpaid time off.

Prepare.

Protect.

Prosper.

EMPLOYEE HANDBOOK

State Addendum – Utah




STATE ADDENDUM – UTAH

VOTING LEAVE

Employees are allowed up to two hours of paid leave to vote if (1) they aren't already off work at least three hours

during the time polls are open, and (2) they apply for a leave before Election Day. The Company may specify the

hours during which Employees may take leave except that if an Employee requests leave at the beginning or end

of the work shift.

Documents

Employee Handbook - Chameleon Integrated Services · 10/13/2017 · either you or the Company can end your employment at any time, with or without notice, for any reason or no reason