EMPLOYEE HANDBOOK Welcome to Signature Consultants!

EMPLOYEE HANDBOOK

Dear Signature Colleague:

Welcome to Signature Consultants!

Starting a new job is exciting, but there are always new things to learn and knowing the “rules of the road” help each of us to maximize our chances of succeeding. This employee handbook has been developed to help you become acquainted with Signature Consultants and answer many of your questions. This handbook explains our personnel policies and provides a general overview of our benefits, and many of the specific opportunities and responsibilities that exist for you within Signature Consultants. In an e�ort to be responsive to the needs of a growing organization, we will make good faith e�orts to keep this handbook up to date. We ask you to read this handbook thoroughly and retain it for future reference. When you receive updated information concerning changes in policies, procedures, and/or benefits, you are responsible for properly maintaining the most current information provided.

We are glad you have joined us and we hope you will find your work to be both challenging and rewarding. As an employee of Signature Consultants, the importance of your contribution cannot be overstated. Our goal is to provide the finest-quality services to our clients and to do this more efficiently and professionally than our competitors. By satisfying our clients’ needs, they will continue to do business with us and they will recommend us to others. We are proud of our organization and we are pleased that you are now an important part of it.

Congratulations, good luck, and again, welcome to a new career with Signature!

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1 Federal laws pertaining to employment have been referenced in developing this Handbook. In instances where the policies in this Handbook contradict state or local laws pertaining to employment, the prevailing laws applicable to

1© 2021 Signature Commercial Solutions, LLC

© 2021 Signature Commercial Solutions, LLC

Contents

Section 1. The Way We Work

1.1 About this Handbook1.2 EEO/Non-Discrimination/Anti-Harassment 1.3 Policy Statement on Professional Ethics 1.4 Americans with Disabilities1.5 Our Employee Philosophy

Section 2. Pay and Progress

2.1 Categories of Employment2.2 Payroll Process2.3 Overtime2.4 Paid Time O�2.5 Overtime2.6 Performance Reviews

Section 3. Benefits

3.1 Health and Other Insurances3.2 COBRA3.3 Section 125 Plan3.4 Workers’ Compensation3.5 401(K) Qualified Retirement Plan 3.6 Training Policy & Guidelines

Section 4. On the Job

4.1 Attendance and Punctuality4.2 Workweek4.3 Standards of Conduct4.4 Customer and Public Relations4.5 Changes in Personal Data4.6 Confidentiality/Non-Disclosure4.7 Care of Equipment4.8 Electronic and Other Business Systems4.9 Protection of Personally Identifiable Information4.10 Dress Policy4.11 If You Must Leave Us

Section 5. Saftey in the Workplace

5.1 Each Employee’s Responsibility5.2 Good House Keeping5.3 Smoking in the Workplace5.4 Substance Abuse

Section 6. Receipt of Employee Handbook

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Contents

Appendix Item A

Appendix Item B

Appendix Item C

Appendix Item D

Appendix Item E

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21-29

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EMPLOYEE HANDBOOK SECTION 1. THE WAY WE WORK

1.1 About this HandbookThe policies outlined in this employee handbook should be regarded as management guidelines only. In a developing business, these guidelines will require change from time to time. Signature Commercial Soluitons, LLC (herein referred to as “the Company”) a subsidiary of Digital Intelligence Systems ("DISYS") retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and the Company. This handbook supersedes and replaces any and all prior handbooks, policies, procedures, and practices of the Company.

This employee handbook briefly describes the current benefit plans maintained by the Company. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plans. Those documents are controlling. The employee handbook and other plan documents are not contractual in nature and do not guarantee any continuation of benefits.

The Company abides by employment-at-will, which permits the Company or the employee to terminate the employment relationship at any time, for any reason, with or without notice. Neither the policies contained in this employee handbook nor any other written or verbal communication is intended to create a contract of employment for any specified period of time. The policies contained in this handbook may be added to, deleted, or changed by the Company in its sole discretion, except that we will not modify our policy of employment-at-will in any case. If there are discrepancies between the employment contract and the employee handbook, the provisions of the employment contract are controlling.

1.2 EEO/Non-Discrimination/Anti-Harassment

Signature Consultants is committed to providing equal employment opportunities. We will not discriminate against employees or applicants for employment on any legally-recognized basis including, but not limited to: race, age, color, religion, sex, sexual preference, marital status, national origin, physical or mental disability, or veteran status. Please see the complete policy on Equal Employment Opportunity and Anti-Harassment in the Appendix of this Handbook.

1.3 Policy Statement On Professional Ethics

Giving Entertainment, Gifts, Favors, and GratuitiesNo employee shall give, accept, or solicit any gift, gratuity, favor, entertainment, reward or any other item of monetary value that might influence or appear to influence the judgment or conduct of the recipient in the performance of his or her job. Employees can give gifts or entertainment only in cases where the gifts or entertainment are of nominal value, are customary in the industry, will not violate any laws, and will not influence or appear to influence the recipient's judgment or conduct at his/ or her employer's business.

Confilct of InterestAll employees must avoid activities or relationships that conflict with the interests of Signature Consultants, or which might adversely a�ect Signature Consultants’ reputation. The types of activities and relationships employees must avoid include, but are not limited to:

Accepting or soliciting a favor or service that is intended to, or might appear to, influence the employee's decision-making or professional conduct;

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Accepting, agreeing to accept, or soliciting money or other tangible or intangible benefit in exchange for the employee's favorable decisions or actions in the performance of his or her job;

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Accepting, agreeing to accept, or soliciting money or other tangible or intangible benefit in exchange for the employee's favorable decisions or actions in the performance of his or her job;

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Accepting employment or compensation that could reasonably be expected to impair the individual's independent judgment in the performance of his/her duties for Signature Consultants; and

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Making personal investments that are contrary to the interests of Signature Consultants.•

Employees must disclose actual or potential conflicts to their immediate managers as soon as they become aware of them. Each manager has the responsibility to immediately resolve such matters in accordance with this Policy and/or report his/her findings to the Human Resources Department.

ConsequencesFailure to make required disclosures or resolve conflicts of interest satisfactorily can result in discipline, up to and including, termination of employment.

1.4 Americans with Disabilities Act

Signature Consultants is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities, which may include providing reasonable accommodation where appropriate.

In general, it is your responsibility to notify your recruiter/supervisor of the need for accommodation. Upon doing so, the recruiter/supervisor may ask you for your input or the type of accommodation you believe may be necessary or the functional limitations caused by your disability. Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals.

1.5 Our Employee Relations Philosophy

We are committed to providing the best possible climate for maximum development and achievement of goals for all employees. Our practice is to treat each employee as an individual. We seek to develop a spirit of teamwork: individuals working together to attain a common goal.

In order to maintain an atmosphere where these goals can be accomplished, we provide a comfortable and progressive workplace. Most importantly, we have a workplace where communications are open and problems can be discussed and resolved in a mutually respectful atmosphere. We take into account individual circumstances and the individual employee. We firmly believe that with direct communication, we can continue to resolve any difficulties that may arise and develop a mutually beneficial relationship.

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

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

If you find that you still have questions after meeting with your recruiter/supervisor or if you would like further clarification on the matter, request a meeting with the local Branch Manager. He/she will review the issues and meet with you to discuss possible solutions.

Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. Your job will not be adversely a�ected in any way because you choose to use this procedure.


EMPLOYEE HANDBOOK SECTION 2. PAY AND PROGRESS

2.1 Categories of Employment

Full-Time Employees regularly work a minimum of 30-hours per week and may qualify to enroll in the Company’s fringe benefits plans.

Part-Time Employees are normally scheduled to work less than 30 hours each week and may qualify to enroll in the Company's fringe benefit plans.

Temporary Employees are hired as interim replacements for regular full-time or regular part-time employees, or for short periods of employment such as summer months, peak periods, for special projects and/or for vacation coverage. Temporary employees are not eligible for benefits regardless of the number of hours or weeks worked.

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

Non-Exempt Employees - Pursuant to the Fair Labor Standards Act (FLSA) and applicable state law, in general, this classification is given to workers who must be at their jobs regardless of having more or less work to do—either to provide coverage or support on an as needed basis. Non-exempt employees are expected to confine their work to the normal workday and workweek unless their supervisor or manager authorizes overtime in advance. Non-exempt employees will be paid at time and one-half for all authorized hours worked in excess of forty (40) in a work-week (or as mandated by the applicable state law).

Exempt Employees - Pursuant to the Fair Labor Standards Act (FLSA) and applicable state law, the hours worked by professional, salaried employees are often irregular and may begin and end beyond the normal workday. These employees are exempt from the overtime provisions of the Federal Wage and Hour Law and do not receive overtime pay. The Company classifies Account Managers and Resource Managers as exempt employees.

Probationary PeriodAll employees are in a probationary period during their first ninety (90) days of employment. During this period of time, you will be able to determine if your new job is suitable for you, and your recruiter/supervisor will have an opportunity to evaluate your work performance. The completion of the probationary period does not guarantee employment for any period of time thereafter.

2.2 Payroll Process

TimecardsAs a consultant or non-exempt employee, you are required to maintain an accurate record of all time worked. The Company provides timesheets to submit for payroll processing with every paycheck. A timesheet must be completed and approved by the Company employee and designated manager before a payroll check will be issued. Completed timesheets are to be submitted to the Company each Monday for the previous week’s hours. Late timesheets received will be processed on the following week’s payroll. If you have difficulties in obtaining a manager’s approval, please ask for an alternate person to approve your timesheet.

After timesheets are received on Monday, hours are calculated and transmitted to our Services office in Fort Lauderdale, FL where payroll is processed on Tuesday mornings.

Direct DepositIf you choose to have your pay directly deposited into your bank account, funds are wired to personal accounts at midnight each Thursday and typically are available on Friday. Direct deposit eliminates delays with any possible delivery problems such as weather conditions or postal errors. A check voucher is provided for your records.

PaydayFor payroll purposes, the workweek starts on Sunday and ends on Saturday. You will be paid each Friday for the period that has ended on Saturday of the previous week. When the payday is a holiday, you normally will be paid on the last business day preceding the holiday.


2.3 Overtime

There may be times when you will need to work overtime so that we may meet the needs of our customers. Although you will be given advance notice when feasible, this is not always possible. Non-exempt employees must have all overtime approved in advance by their immediate supervisors.

2.4 Paid Time O�

Consultant employees are paid only for hours worked unless otherwise specifically noted in the contractor employment agreement or as required by local law.

HolidaySignature Consultants observes the following United States holidays each year:

Eligible employees must work their regular shift on the scheduled work day preceding and following a holiday in order to be paid for that holiday or have approved vacation for those days. The employee only receives paid holidays when they occur within the employee's normal period of employment and the holiday pay is for the employee's average regular day's hours.

VacationEmployees who are eligible for paid vacation will accrue the time at 1.53 hours per week. Accrued vacation is available to the employee after completing 26 weeks of employment. Vacation requests should be submitted to your recruiter/supervisor at least two weeks in advance. Length of employment may determine priority in scheduling vacations.

Note: During the first year of employment vacation accruals begin on the date of hire through December 31. Thereafter, vacation will accrue on a calendar year basis. Any vacation that has been earned but unused by the end of the calendar year will be forfeited.

Termination and Vacation Pay When employment ends for any reason, vacation time earned but not taken by the employee will be included in the employee's final paycheck. Conversely, vacation pay taken in advance will be deducted from the final paycheck.

Sick DaysEligible employees will be paid for up to five (5) sick days each year. Sick days may not be carried over to the following year (unless required by law) nor will employees be paid in lieu of taking the actual time off. Employees will not be paid for unused sick days upon termination.

2.5 Unpaid Time O�

Jury DutyEmployees summoned for jury duty will be granted an unpaid leave in order to serve. Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws. Make arrangements with your recruiter/supervisor as soon as you receive your summons. It is expected that you will return to your job if you are excused from jury duty during your regular working hours.

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Floating HolidayEligible employees will recieve two (2) floating holidays per calendar year. Requests should be submitted to your supervisor at least two weeks in advance. Length of employment may determine priority in scheduling floating holidays. Floating holidays unused by the end of the calendar year will be forfeited.

BereavementEligible employees will be paid for up to three (3) days off for the death of an immediate family member. The Company reserves the right to request written verification of an employee's relationship to the deceased as a condition of bereavement pay.


Military LeaveEmployees who are required to serve in any branch of the Armed Forces of the United States or are engaged in state military service are given the necessary time o�, without pay, and reinstated in accordance with federal and state law. Exempt employees may be provided time o� with pay when necessary to comply with state and federal wage and hour laws.

Accrued vacation may be used for this leave if the employee chooses. Military orders should be presented to your manager and arrangements for leave made as early as possible before departure. Employees are required to give advance notice of their service obligations to the Company unless military necessity makes this impossible. You must notify your manager of your intent to return to employment based on requirements of the law. Your benefits may continue to accrue during the period of leave in accordance with state and federal law.

2.6 Performance Reviews

Your performance is important to the Company and to our clients. It is the Company’s policy to conduct performance reviews with all employees on at least an annual basis.

The appraisal is intended to be an employee development tool. This process will assist in motivating our employees and helping them reach maximum potential. The appraisal will be conducted by the employee's recruiter/supervisor.

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EMPLOYEE HANDBOOK SECTION 3. BENEFITS

As a participant in any of the benefit plans, you will receive a copy of the Summary Plan Description. This document contains the details of the plan including eligibility and benefit provisions. In the event of any conflict in the description of any plan, the official plan documents shall govern.

3.1 Health and Other Insurances

Eligible employees may participate in our group insurance plans the 1st of the month following/coinciding with 30 days of employment. Please see the Company benefits package and individual summary plan descriptions for eligibility, pricing, and plan specifics.

3.2 COBRA

COBRA (Consolidated Omnibus Budget Reconciliation Act) is a federal law, which establishes a legal obligation for most employers to extend group health, dental and vision plan privileges to employees who would otherwise lose coverage. Any employee who is covered by the Company’s group health, dental and/or vision plans is a qualified beneficiary covered by COBRA. Employees who are entitled to Medicare are excluded from COBRA.

Qualified beneficiaries include covered dependent children, and covered spouses or surviving spouses of covered employees if they were beneficiaries under the plan. Beneficiaries of covered employees who are terminated for gross misconduct have no rights under the Act. COBRA does not cover beneficiaries who are entitled to Medicare.

In accordance with COBRA, employees participating in the Company’s health insurance plan at a time when their work hours are reduced or employment with the Company is terminated may elect to temporarily continue the health coverage on their own by paying the monthly insurance premium plus an administrative fee not to exceed 2% of the premium. Strict federal laws govern the application and administration of COBRA by the Company. Further information is available from the Human Resources o�ce. See the COBRA Notification contained in the Appendix section of this Handbook.

3.3 Section 125 Plan

The Company o�ers a pre-tax benefits contribution option for employees. This employee benefit is known as a Section 125 plan.

A Section 125 plan is a benefit plan that allows you to make contributions toward premiums for medical, dental and vision insurance on a "before tax," rather than an "after tax" basis. Your premium contributions are deducted from your gross pay before income tax and Social Security taxes are calculated.

You cannot make any changes to your medical, dental and vision insurance coverage until the next open enrollment date, unless your family status changes or you become eligible for a special enrollment period due to a loss of coverage. Family status changes include marriage, divorce, death of a spouse or child, birth or adoption of a child or termination of employment of your spouse.

3.4 Worker’s Compensation

On-the-job injuries are covered by our workers compensation insurance policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to your recruiter/supervisor. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeop-ardize your claim. In the interest of safety, the Company asks for your assistance in alerting management to any condition that could lead to or contribute to an employee accident. Please see the Workers Compensation Process in the Appendix of this Handbook.

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3.5 401(K) Qualified Retirement Plan

The Company provides eligible employees with a 401(k) Qualified Retirement Plan beginning the first of the month following 30 days of employment. Elections and contribution changes can be made throughout the plan year.

3.6 Training Policy & Guidelines

Signature Consultants is committed to helping you increase your skills and experience while working for the Company. As a result, the Company invests in you through our on-going training programs. If you are interested in obtaining training, please contact your recruiter/supervisor.

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EMPLOYEE HANDBOOK SECTION 4. ON THE JOB

4.1 Attendance and Punctuality

Attendance and punctuality are important factors for your success within the Company. If you are going to be late for work or absent, please notify your recruiter/supervisor as soon as feasibly possible. Personal issues requiring time away from your work, such as doctors' appointments, should be scheduled during non-working hours ifpossible.

If you are absent for 3 days without notifying the Company, it is assumed that you have voluntarily abandoned your position with the Company. At this point your employment with the Company may be terminated.

4.2 Workweek

Because of the nature of our business, your work schedule may vary depending on your position. Please consult your recruiter/supervisor for your regular business hours.

4.3 Standards of Conduct

Each employee has an obligation to observe and follow the Company's policies and to maintain proper standards of conduct at all times. If an individual's behavior interferes with the orderly and e�cient operation of a department, corrective disciplinary measures will be taken.

Disciplinary action may include a verbal warning, written warning, suspension, and/or discharge. The Company will determine the appropriate disciplinary action. The Company does not guarantee that one form of action will necessarily precede another. Nothing in this policy is designed to modify our employment-at-will policy.

The following are examples of conduct that may result in disciplinary action, up to and including discharge: violation of the Company's policies or safety rules; insubordination; unauthorized possession, use or sale of alcohol or controlled substances on work premises or during working hours; unauthorized possession, use or sale of weapons, firearms or explosives on work premises; theft or dishonesty; harassment; disrespect toward fellow employees, visitors or other members of the public; poor attendance or poor performance. These examples are not all inclusive. We emphasize that discharge decisions will be based on an assessment of all relevant factors.

4.4 Customer and Public Relations

The Company's reputation has been built on excellent service and quality work. Maintaining this reputation requires the active participation of every employee.

Each employee must be sensitive to the importance of providing courteous treatment in all working relationships. Any questions about an employee’s personal or another employee’s behavior should be directed to your recruiter/supervisor.

4.5 Changes in Personal Data

To aid your family in matters of personal emergency, we need to maintain up-to-date information. Changes in name, address, telephone number, marital status, number of dependents, or changes in next of kin and/or beneficiaries should be updated in the employee self-service portal or given to Human Resources promptly.

4.6 Confidentiality/Non-Disclosure

The Company has established a Non-Disclosure Agreement, execution of which is a condition of employment with the Company. Essentially, whether during or after termination, the employee agrees not to reveal to any person or entity any trade secrets or confidential information of the Company. Employees also agree to not take, use, or permit to be used, any notes, memoranda, reports, lists, drawings, sketches, specifications, software program, data,


documentation, or other materials of any nature relating to any matter within the scope of the Corporation. For complete information, an employee should refer to his/her copy of the document signed by him/her. If s/he has misplaced his/her copy, asking the Human Resources Department can provide one.

4.7 Care of Equipment

You are expected to use proper care when using the Company's property and equipment. No property may be removed from the premises without the proper authorization of management. If you lose, break, or damage any property, report it to your recruiter/supervisor immediately.

4.8 Electronic and Other Business Systems

Electronic and Other Business Systems are Company Property. Signature Consultants maintains a variety of Electronic and Other Business Systems. These systems are provided to employees to assist them in the conduct of the Company’s business. All such systems and all documents, files, back-up copies, communications, and recordings created on, handled by, or stored through these systems are the property of Signature. All employees who use the Company’s electronic communication systems are required to comply with this policy.

Access by the Company Signature Consultants retains the right to intercept, access, monitor, review, copy, modify, or remove from its Electronic and Other Business Systems any material generated or maintained by Signature Consultants employees at any time and for any reason that the Company deems appropriate, with or without notice to the employee. Such reasons may include, but are not limited to, conducting Company business, assuring compliance with Company policies, and investigating allegations of improper or illegal conduct. Material covered by this provision includes, but is not limited to, e-mail, voice mail, and computer files and documents.

Business UseElectronic and Other Business systems are to be used solely for business purposes of the Company and not for personal purposes of the employees.

Electronic Communication ReviewAll electronic communications are subject to the right of the Company to monitor, access, read, disclose and use without prior notice to the originators and recipients of such electronic communications, including emails and internet downloads. E-mail may be monitored and read by authorized personnel for the Company for any violations of law, breaches of Company policies, communications harmful to the Company, or for any other reason.

Prohibited ContestIn addition to any requirements established by the employee’s supervisor or division, employees are prohibited from using Signature’s Electronic and Other Business Systems to create or transmit communications which contain statements or content which are libelous, offensive, harassing, illegal, derogatory, or discriminatory. Foul, inappropriate or offensive messages such as racial, sexual, or religious slurs or jokes are prohibited. Sexually explicit messages or images, cartoons or jokes or other form of harassing, offensive or inappropriate material are strictly prohibited. Further, the Company’s Electronic and Other Business Systems should not be used for any unlawful purpose or in viola-tion of Signature’s Code of Conduct or any of the Company’s policies.

Misuse of Electronic and Other Business SystemsIn addition to any requirements established by the employee’s supervisor or division, employees are prohibited from using Signature’s Electronic and Other Business Systems in the following ways:

to install, download, distribute or send programs, files, or software of any kind from the Internet or other outside sources without permission from the IT department;

to install, download, distribute or send programs, files, or software of any kind from the Internet or other outside sources without permission from the IT department;

to install, download or send computer viruses, worms, or chain letters;

to install, download, distribute, or send materials that would violate any copyright or trademark laws;

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to solicit others on behalf of any outside organizations;

to conduct any commercial or profit-making activities that are not related to Signature’s business;

to send any media advertisement, Internet home page, electronic bulletin board posting, e-mail message, voice mail message, or any other public representation or communication outside the Company that may damage the Company’s reputation or the reputation of its business partners;

for charitable endeavors unless authorized or sponsored by the Company;

to transfer any trade secrets, non-public proprietary and/or confidential information of Signature Consultants or a company with whom Signature Consultants does business without the express written authorization of Signature Consultants;

to enter into any contracts or agreements on behalf of Signature Consultants without prior authorization of the Company;

for any unreasonable personal use or any use that disrupts or interferes with the job functions of the employee or other employees;

for any unlawful purpose or in violation of Signature’s Code of Conduct or any of the Company’s policies.

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Security An employee should not access or attempt to access another employee’s electronic communications, voice communications or messages, or computer files without the other employee’s permission or express written authorization from the Company.

No Presumption of PrivacyElectronic communications should not be assumed to be private and security cannot be guaranteed. Highly confidential or sensitive information should not be sent through Signature’s e-mail systems.

Message Retention and CreationEmployees should be careful in creating e-mail. Even when a message has been deleted, it may still exist in printed version, be recreated from a back-up system, or may have been forwarded to someone else. Please note that appropriate electronic messages may need to be saved and the Company may be required to produce e-mail in litigation.

VirusesAny files downloaded from e-mail received from non-Company sources must be scanned with the Company’s virus detection software. Any viruses, tampering or system problems should be immediately reported to the systems administrator.

Consequences of ViolationsViolations of this policy or other Company policies may result in disciplinary action up to and including termination of employment.

4.9 Protection of Personally Identifiable Information

Personally Identifiable Information (PII) is information that on its own or with other sources can be used to uniquely identify, contact, or locate an individual. PII should not be confused with sensitive information which consists of privileged or proprietary information that, if compromised, could cause serious harm to an organization.

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State legislation now mandates the protection of PII.

Our clients and auditors require proper security measures to protect PII.

It minimizes risk to our clients, candidates and employees.

It is the “right thing to do”.

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Full name (if not common)

Social Security Number

Driver's license number

Credit card numbers

Date of birth

Genetic information

Employment history

Performance appraisals

Client list/contracts (MSA)

Corporate financial information

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Personally Identifiable Information (PII) is information that on its own or with other sources can be used to uniquely identify, contact, or locate an individual. PII should not be confused with sensitive information which consists of privileged or proprietary information that, if compromised, could cause serious harm to an organization.

Examples of PII:

Importance of Protecting (PII)Although the concept of protecting PII is not new, in recent years, the importance of protecting PII has increased. Information technology and the Internet have made it easier to breach organizations’ security, and amplify the need for awareness and process improvements. In response to these new security threats, many companies, including Signature, have redefined their privacy policies and procedures to specifically address the collection and storage of PII. The loss of PII could result in substantial harm and inconvenience to individuals, as it may lead to identity theft or other fraudulent use of personal information.

Protecting PII is important because:

What Is Defined As A “Breach” of PII and What Should I do If I Believe There Has Been A Breach of Information?A breach has been defined as intentional or unintentional release of personally identifiable information to an untrust-ed environment due to loss of control, compromise, unauthorized acquisition, or unauthorized access whether physical or electronic.

An employee who believes there has been a breach of PII should contact Signature’s General Counsel or Vice President of Human Resources, who will handle the breach in accordance to Signature’s Privacy Management Program.

4.10 Dress Policy

Employees are expected to maintain the highest standards of personal cleanliness and present a neat, professional appearance at all times.

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Examples of Sensitive Information, not considered PII:


4.11 If You Must Leave Us

Should you decide to leave your employment with us, we ask that you provide us with at least two weeks advance written notice. The Company does not provide a "letter of reference" to former employees; however, upon request, we will confirm our employees' dates of employment, salary history and job title.

All resigning employees must complete a brief exit interview prior to leaving. All Company property must be returned upon termination. Final paychecks may be withheld until all Company items have been returned. You should notify Human Resources if your address changes during the calendar year in which termination occurs so that your W-2 and benefits information will be sent to the correct address.

Under any circumstances of termination (voluntary or involuntary), all employees will be entitled to the following:

Pay for vacation time accrued within the present year and not taken,

Pay for any accrued wages,

Reimbursements for legitimate outstanding business expenses with appropriate receipts. Former employees submitting expense reports more than 30 days after their date of termination will not be eligible for reimbursement.

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EMPLOYEE HANDBOOK SECTION 5. SAFETY IN THE WORKPLACE

5.1 Each Employee’s Responsibility

Safety can only be achieved through teamwork at Signature Consultants. Each employee, supervisor, and manager must practice safety awareness by thinking defensively, anticipating unsafe situations, and reporting unsafe conditions immediately.

Please observe the following precautions:

A violation of a safety precaution is in itself an unsafe act. A violation may lead to disciplinary action, up to and including termination.

5.2 Good Housekeeping

Good work habits and a neat place to work are essential for job safety and efficiency. You are expected to keep your place of work organized and materials in good order at all times. Report anything that needs repair or replacement to your supervisor.

5.3 Smoking In the Workplace

Smoking is prohibited in the workplace.

5.4 Substance Abuse

The Company has vital interests in ensuring a safe, healthy, and e�cient working environment for our employees, their co-workers, and the customers we serve. The unlawful or improper presence or use of controlled substances or alcohol in the workplace presents a danger to everyone. For these reasons, we have established as a condition of employment and continued employment with the Company the following substance abuse policy:

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

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

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

Know the proper lifting procedures. Get help when lifting or pushing heavy objects.

Understand your job fully and follow instructions. If you are not sure of the safe procedure, don't guess, ask your supervisor.

Know the locations, contents, and use of first aid and firefighting equipment.

Wear personal protective equipment in accordance with the job you are performing.

Comply with OSHA standards.

Unauthorized possession, use, or sale of weapons, firearms, or explosives on work premises is forbidden.

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Your employment or continued employment with the Company is conditioned upon your full compliance with the foregoing substance abuse policy. Any violation of this policy may result in disciplinary action up to and including discharge. Furthermore, any employee who violates this policy who is subject to termination, may be permitted in lieu of termination, at the Company's sole discretion, to participate in and successfully complete an appropriate treatment, counseling or rehabilitation program as recommended by a substance abuse professional as a condition of continued employment and in accordance with applicable federal, state and local laws. The Company assures that any information concerning an individual's drug or alcohol use will remain confidential.

Consistent with its fair employment policy, the Company maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions. We encourage employees to seek assistance before their drug or alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves, or others. The Company will attempt to assist its employees through referrals to rehabilitation, appropriate leaves of absence, and other measures, consistent with the Company's policies and applicable federal, state, or local laws.

The Company further reserves the right to take any and all appropriate and lawful actions necessary to enforce this substance abuse policy including, but not limited to, the inspection of Company issued lockers, desks, o�ces, or other suspected areas of concealment, as well as an employee's personal property when the Company has reason-able suspicion to believe that the employee has violated this substance abuse policy.

Employees are prohibited from reporting to work or working while using illegal or unauthorized drugs or alcohol. Employees are prohibited from reporting to work, or working when the employee uses any drugs, except when the use is pursuant to a doctor's orders and the doctor advised the employee that the substance does not adversely affect the employee's ability to safely perform his or her job duties

In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, sale or possession of illegal drugs and alcohol in the workplace including: on Company paid time, on Company premises, in Company vehicles, or while engaged in Company activities. Employees are also prohibited from reporting for duty or remaining on duty with any alcohol in their systems. Employees are also prohibited from consuming alcohol during working hours, including meal and break periods. This does not include the authorized use of alcohol at Company sponsored functions or activities.

•

•


EMPLOYEE HANDBOOK SECTION 6. RECEIPT OF EMPLOYEE HANDBOOK

I have this day received a copy of Signature Consultants employee handbook, and I understand that I am responsible for reading the personnel policies and practices described within it. I understand that this handbook replaces any and all prior handbooks, policies, and practices of the Company.

I agree to abide by the policies and procedures contained therein. I understand that the policies, procedures, and benefits contained in this employee handbook may be amended at any time. I understand that neither this manual nor any other written or verbal communication by a management representative is intended to, in any way, create a contract of employment for any specified period of time, and that this handbook is for informational purposes only. I also understand that the Company abides by employment-at-will, which permits the Company or the employee to terminate the employment relationship at any time, for any reason, with or without notice. The Company will not modify their policy of employment-at-will in any case.

If I have questions regarding the content or interpretation of this employee handbook, I will bring them to the attention of the Human Resources Department.

By electronically signing below:

I consent to signing this Agreement electronically and that the electronic signatures appearing on this Agreement are the same as handwritten signatures for the purposes of validity and enforceability.

I understand I may withdraw my consent to sign documents electronically at any time and that I must contact Signature’s Human Resources department by telephone or email to withdraw consent to sign documents electronically or to request paper copies of documents.

________________________________________ _______________________________________Employee Signature Employee Printed Name

________________________________________Date


EMPLOYEE HANDBOOK APPENDIX ITEM A

EEO/Anti-Discrimination Policy

Signature Consultants is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, Signature Consultants expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment. Equal Employment OpportunityIt is the policy of Signature Consultants to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, age, disability, marital status, citizenship or any other characteristic protected by law. Signature Consultants prohibits any such discrimination or harassment. Retaliation Is Also Prohibited Signature Consultants encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Signature Consultants to investigate such reports. Signature Consultants prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Definitions of Harassment 1. Sexual harassment constitutes discrimination and is illegal under federal and state laws. For the purposes of thispolicy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: (a.) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (b.) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (c.) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of the same or different gender.

2. Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship or any other characteristic protected by law or that of his/her relatives, friends or associates, and that: (i) has the purpose or effect of creating an intimidating, hostile or offensive work environment; (ii) has the purpose or effect of unrea-sonably interfering with an individual's work performance; or (iii) otherwise adversely affects an individual's employ-ment opportunities.

Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace.

Individuals and Conduct Covered These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Signature Consultants (e.g., an outside vendor, consultant or customer).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business related social events.

Reporting an Incident of Harassment, Discrimination or Retaliation Signature Consultants encourages individuals who believe they are being subjected to such conduct promptly to advise the o�ender that his/her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Signature Consultants recognizes, however, that an individual may prefer to pursue the matter through informal or formal complaint procedures.


Signature Consultants encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the o�ender's identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate manager or the Human Resources Department.

Complaint Procedure

Informal ProcedureIf for any reason an individual does not wish to address the offender directly, or if such action does not successfully end the offensive conduct, the individual should notify his/her immediate manager or the Human Resources Department.

An individual reporting harassment, discrimination or retaliation should be aware, however, that Signature Consultants may decide it is necessary to take action to address such conduct beyond an informal discussion. If so, this decision will be discussed with the individual. The best course of action in any case will depend on many factors and, therefore, the informal procedure will remain flexible. Moreover, the informal procedure is not a required first step for the reporting individual.

Formal Procedure As noted above, individuals who believe they have been the victims of conduct prohibited by this policy statement or believe they have witnessed such conduct should discuss their concerns with the Human Resources Department.

Signature Consultants encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most e�ective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Confidentiality will be maintained throughout the investigation process to the extent consistent with adequate exploration and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

If a party to a complaint does not agree with its resolution, that party may appeal to Signature Consultants' President.

False and malicious complaints of harassment, discrimination or retaliation as opposed to complaints, which--even if erroneous--are made in good faith, may be the subject of appropriate disciplinary action.

Any employee who has any questions or concerns about these policies should talk with the Human Resources Department.

20

2021 ANNUAL NOTICES

IMPORTANT NOTICE FROM SIGNATURE COMMERCIAL SOLUTIONS, LLC ABOUT YOUR PRESCRIPTION DRUG COVERAGE AND MEDICARE

Please read this notice carefully and keep it where you can find it. This notice has information about your current prescription drug coverage with Signature Commercial Solutions, LLC and about your options under Medicare’s prescription drug coverage. This information can help you decide whether you want to join a Medicare drug plan. Information about where you can get help to make decisions about your prescription drug coverage is at the end of this notice.

If neither you nor any of your covered dependents are eligible for or have Medicare, this notice does not apply to you or your dependents, as the case may be. However, you should still keep a copy of this notice in the event you or a dependent should qualify for coverage under Medicare in the future. Please note, however, that later notices might supersede this notice.

1. Medicare prescription drug coverage became available in 2006 to everyone with Medicare. You can get this coverage if youjoin a Medicare Prescription Drug Plan or join a Medicare Advantage Plan (like an HMO or PPO) that offers prescription drugcoverage. All Medicare drug plans provide at least a standard level of coverage set by Medicare. Some plans may also offermore coverage for a higher monthly premium.

2. Signature Commercial Solutions, LLC has determined that the prescription drug coverage offered by the SignatureCommercial Solutions, LLC Employee Health Care Plan (“Plan”) is, on average for all plan participants, expected to pay out asmuch as standard Medicare prescription drug coverage pays and is considered “creditable” prescription drug coverage. This isimportant for the reasons described below.____________________________________________________________

Because your existing coverage is, on average, at least as good as standard Medicare prescription drug coverage, you cankeep this coverage and not pay a higher premium (a penalty) if you later decide to enroll in a Medicare drug plan, as long asyou later enroll within specific time periods.

Enrolling in Medicare—General Rules

As some background, you can join a Medicare drug plan when you first become eligible for Medicare. If you qualify forMedicare due to age, you may enroll in a Medicare drug plan during a seven-month initial enrollment period. That periodbegins three months prior to your 65th birthday, includes the month you turn 65, and continues for the ensuing threemonths. If you qualify for Medicare due to disability or end-stage renal disease, your initial Medicare Part D enrollment perioddepends on the date your disability or treatment began. For more information you should contact Medicare at the telephonenumber or web address listed below.

Late Enrollment and the Late Enrollment Penalty

If you decide to wait to enroll in a Medicare drug plan you may enroll later, during Medicare Part D’s annual enrollmentperiod, which runs each year from October 15 through December 7. But as a general rule, if you delay your enrollment inMedicare Part D, after first becoming eligible to enroll, you may have to pay a higher premium (a penalty).

If after your initial Medicare Part D enrollment period you go 63 continuous days or longer without “creditable”prescription drug coverage (that is, prescription drug coverage that’s at least as good as Medicare’s prescription drugcoverage), your monthly Part D premium may go up by at least 1 percent of the premium you would have paid had youenrolled timely, for every month that you did not have creditable coverage.

For example, if after your Medicare Part D initial enrollment period you go 19 months without coverage, your premium maybe at least 19% higher than the premium you otherwise would have paid. You may have to pay this higher premium for aslong as you have Medicare prescription drug coverage. However, there are some important exceptions to the late enrollment penalty.

Special Enrollment Period Exceptions to the Late Enrollment Penalty

There are “special enrollment periods” that allow you to add Medicare Part D coverage months or even years after you firstbecame eligible to do so, without a penalty. For example, if after your Medicare Part D initial enrollment period you lose ordecide to leave employer-sponsored or union-sponsored health coverage that includes “creditable” prescription drugcoverage, you will be eligible to join a Medicare drug plan at that time.

EMPLOYEE HANDBOOK APPENDIX ITEM B

In addition, if you otherwise lose other creditable prescription drug coverage (such as under an individual policy) through no fault of your own, you will be able to join a Medicare drug plan, again without penalty. These special enrollment periods end two months after the month in which your other coverage ends.

Compare Coverage

You should compare your current coverage, including which drugs are covered at what cost, with the coverage and costs of the plans offering Medicare prescription drug coverage in your area. See the Signature Commercial Solutions, LLC Plan’s summary plan description for a summary of the Plan’s prescription drug coverage. If you don’t have a copy, you can get one by contacting us at the telephone number or address listed below.

Coordinating Other Coverage With Medicare Part D

Generally speaking, if you decide to join a Medicare drug plan while covered under the Signature Commercial Solutions, LLC Plan due to your employment (or someone else’s employment, such as a spouse or parent), your coverage under the Signature Commercial Solutions, LLC Plan will not be affected. For most persons covered under the Plan, the Plan will pay prescription drug benefits first, and Medicare will determine its payments second. For more information about this issue of what program pays first and what program pays second, see the Plan’s summary plan description or contact Medicare at the

telephone number or web address listed below.

If you do decide to join a Medicare drug plan and drop your Signature Commercial Solutions, LLC prescription drug coverage, be aware that you and your dependents may not be able to get this coverage back. To regain coverage, you would have to re-enroll in the Plan, pursuant to the Plan’s eligibility and enrollment rules. You should review the Plan’s summary plan description to determine if and when you are allowed to add coverage.

For More Information About This Notice or Your Current Prescription Drug Coverage…

Contact the Privacy Official listed below for further information or call 844-393-1020. NOTE: You’ll get this notice each year. You will also get it before the next period you can join a Medicare drug plan, and if this coverage through Signature Commercial Solutions, LLC changes. You also may request a copy.

For More Information About Your Options Under Medicare Prescription Drug Coverage…

More detailed information about Medicare plans that offer prescription drug coverage is in the “Medicare & You” handbook. You’ll get a copy of the handbook in the mail every year from Medicare. You may also be contacted directly by Medicare drug plans.

For more information about Medicare prescription drug coverage: • Visit www.medicare.gov.• Call your State Health Insurance Assistance Program (see the inside back cover of your copy of the “Medicare & You”

handbook for their telephone number) for personalized help,• Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.

If you have limited income and resources, extra help paying for Medicare prescription drug coverage is available. For information about this extra help, visit Social Security on the web at www.socialsecurity.gov, or call them at 1-800-772-1213 (TTY 1-800-325-0778).

Remember: Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you

may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and whether or not you are required to pay a higher premium (a penalty).

SIGNATURE COMMERCIAL SOLUTIONS, LLC IMPORTANT NOTICE COMPREHENSIVE NOTICE OF PRIVACY POLICY AND PROCEDURES

This notice is provided to you on behalf of:

Signature Commercial Solutions, LLC Medical Plan Signature Commercial Solutions, LLC Dental Plan Signature Commercial Solutions, LLC Vision Plan

Signature Commercial Solutions, LLC Life & Disability Plans

http://www.medicare.gov/

http://www.socialsecurity.gov/

The Plan’s Duty to Safeguard Your Protected Health Information

Individually identifiable information about your past, present, or future health or condition, the provision of health care to you, or payment for the health care is considered “Protected Health Information” (“PHI”). The Plan is required to extend certain protections to your PHI, and to give you this notice about its privacy practices that explains how, when, and why the Plan may use or disclose your PHI. Except in specified circumstances, the Plan may use or disclose only the minimum necessary PHI to accomplish the purpose of the use or disclosure.

The Plan is required to follow the privacy practices described in this notice, though it reserves the right to change those practices and the terms of this notice at any time. If it does so, and the change is material, you will receive a revised version of this Notice either by hand delivery, mail delivery to your last known address, or some other fashion. This notice, and any material revisions of it, will also be provided to you in writing upon your request (ask your Human Resources representative, or contact the Plan’s Privacy Official, described below), and will be posted on any website maintained by Signature Commercial Solutions, LLC that describes benefits available to employees and dependents.

You may also receive one or more other privacy notices from insurance companies that provide benefits under the Plan. Those notices will describe how the insurance companies use and disclose PHI and your rights with respect to the PHI they maintain.

How the Plan May Use and Disclose Your Protected Health Information

The Plan uses and discloses PHI for a variety of reasons. For its routine uses and disclosures it does not require your authorization, but for other uses and disclosures, your authorization (or the authorization of your personal representative (e.g., a person who is your custodian, guardian, or has your power-of-attorney) may be required. The following offers more description and examples of the Plan’s uses and disclosures of your PHI.

• Uses and Disclosures Relating to Treatment, Payment, or Health Care Operations.

• Treatment: Generally, and as you would expect, the Plan is permitted to disclose your PHI for purposes of yourmedical treatment. Thus, it may disclose your PHI to doctors, nurses, hospitals, emergency medical technicians,pharmacists, and other health care professionals where the disclosure is for your medical treatment. For example, ifyou are injured in an accident, and it’s important for your treatment team to know your blood type, the Plan coulddisclose that PHI to the team in order to allow it to more effectively provide treatment to you.

• Payment: Of course, the Plan’s most important function, as far as you are concerned, is that it pays for all or some

of the medical care you receive (provided the care is covered by the Plan). In the course of its payment operations,the Plan receives a substantial amount of PHI about you. For example, doctors, hospitals, and pharmacies thatprovide you care send the Plan detailed information about the care they provided, so that they can be paid for theirservices. The Plan may also share your PHI with other plans in certain cases. For example, if you are covered bymore than one health care plan (e.g., covered by this Plan and your spouse’s plan or covered by the plans coveringyour father and mother), we may share your PHI with the other plans to coordinate payment of your claims.

• Health care Operations: The Plan may use and disclose your PHI in the course of its “health care operations.” Forexample, it may use your PHI in evaluating the quality of services you received or disclose your PHI to anaccountant or attorney for audit purposes. In some cases, the Plan may disclose your PHI to insurance companiesfor purposes of obtaining various insurance coverages. However, the Plan will not disclose, for underwritingpurposes, PHI that is genetic information.

• Other Uses and Disclosures of Your PHI Not Requiring Authorization. The law provides that the Plan may useand disclose your PHI without authorization in the following circumstances:

• To the Plan Sponsor: The Plan may disclose PHI to the employers (such as Signature Commercial Solutions, LLC)who sponsor or maintain the Plan for the benefit of employees and dependents. However, the PHI may only be usedfor limited purposes, and may not be used for purposes of employment-related actions or decisions or in connectionwith any other benefit or employee benefit plan of the employers. PHI may be disclosed to: the human resources oremployee benefits department for purposes of enrollments and disenrollments, census, claim resolutions, and othermatters related to Plan administration; payroll department for purposes of ensuring appropriate payroll deductionsand other payments by covered persons for their coverage; information technology department, as needed forpreparation of data compilations and reports related to Plan administration; finance department for purposes ofreconciling appropriate payments of premium to and benefits from the Plan, and other matters related to Planadministration; internal legal counsel to assist with resolution of claim, coverage, and other disputes related to thePlan’s provision of benefits.

• To the Plan’s Service Providers: The Plan may disclose PHI to its service providers (“business associates”) whoperform claim payment and plan management services. The Plan requires a written contract that obligates thebusiness associate to safeguard and limit the use of PHI.

• Required by Law: The Plan may disclose PHI when a law requires that it report information about suspectedabuse, neglect, or domestic violence, or relating to suspected criminal activity, or in response to a court order. Itmust also disclose PHI to authorities that monitor compliance with these privacy requirements.

• For Public Health Activities: The Plan may disclose PHI when required to collect information about disease orinjury, or to report vital statistics to the public health authority.

• For Health Oversight Activities: The Plan may disclose PHI to agencies or departments responsible formonitoring the health care system for such purposes as reporting or investigation of unusual incidents.

• Relating to Decedents: The Plan may disclose PHI relating to an individual’s death to coroners, medicalexaminers, or funeral directors, and to organ procurement organizations relating to organ, eye, or tissue donationsor transplants.

• For Research Purposes: In certain circumstances, and under strict supervision of a privacy board, the Plan maydisclose PHI to assist medical and psychiatric research.

• To Avert Threat to Health or Safety: In order to avoid a serious threat to health or safety, the Plan may disclosePHI as necessary to law enforcement or other persons who can reasonably prevent or lessen the threat of harm.

• For Specific Government Functions: The Plan may disclose PHI of military personnel and veterans in certainsituations, to correctional facilities in certain situations, to government programs relating to eligibility and enrollment,and for national security reasons.

• Uses and Disclosures Requiring Authorization: For uses and disclosures beyond treatment, payment, andoperations purposes, and for reasons not included in one of the exceptions described above, the Plan is required to haveyour written authorization. For example, uses and disclosures of psychotherapy notes, uses and disclosures of PHI for

marketing purposes, and disclosures that constitute a sale of PHI would require your authorization. Your authorizationcan be revoked at any time to stop future uses and disclosures, except to the extent that the Plan has alreadyundertaken an action in reliance upon your authorization.

• Uses and Disclosures Requiring You to Have an Opportunity to Object: The Plan may share PHI with yourfamily, friend, or other person involved in your care, or payment for your care. We may also share PHI with these peopleto notify them about your location, general condition, or death. However, the Plan may disclose your PHI only if itinforms you about the disclosure in advance and you do not object (but if there is an emergency situation and youcannot be given your opportunity to object, disclosure may be made if it is consistent with any prior expressed wishesand disclosure is determined to be in your best interests; you must be informed and given an opportunity to object tofurther disclosure as soon as you are able to do so).

Your Rights Regarding Your Protected Health Information

You have the following rights relating to your protected health information:

• To Request Restrictions on Uses and Disclosures: You have the right to ask that the Plan limit how it uses or

discloses your PHI. The Plan will consider your request, but is not legally bound to agree to the restriction. To the extentthat it agrees to any restrictions on its use or disclosure of your PHI, it will put the agreement in writing and abide by itexcept in emergency situations. The Plan cannot agree to limit uses or disclosures that are required by law.

• To Choose How the Plan Contacts You: You have the right to ask that the Plan send you information at analternative address or by an alternative means. To request confidential communications, you must make your request inwriting to the Privacy Official. We will not ask you the reason for your request. Your request must specify how or whereyou wish to be contacted. The Plan must agree to your request as long as it is reasonably easy for it to accommodate therequest.

• To Inspect and Copy Your PHI: Unless your access is restricted for clear and documented treatment reasons, youhave a right to see your PHI in the possession of the Plan or its vendors if you put your request in writing. The Plan, orsomeone on behalf of the Plan, will respond to your request, normally within 30 days. If your request is denied, you willreceive written reasons for the denial and an explanation of any right to have the denial reviewed. If you want copies ofyour PHI, a charge for copying may be imposed but may be waived, depending on your circumstances. You have a rightto choose what portions of your information you want copied and to receive, upon request, prior information on the costof copying.

• To Request Amendment of Your PHI: If you believe that there is a mistake or missing information in a record of yourPHI held by the Plan or one of its vendors you may request in writing that the record be corrected or supplemented. ThePlan or someone on its behalf will respond, normally within 60 days of receiving your request. The Plan may deny therequest if it is determined that the PHI is: (i) correct and complete; (ii) not created by the Plan or its vendor and/or notpart of the Plan’s or vendor’s records; or (iii) not permitted to be disclosed. Any denial will state the reasons for denialand explain your rights to have the request and denial, along with any statement in response that you provide, appendedto your PHI. If the request for amendment is approved, the Plan or vendor, as the case may be, will change the PHI andso inform you, and tell others that need to know about the change in the PHI.

• To Find Out What Disclosures Have Been Made: You have a right to get a list of when, to whom, for what purpose,and what portion of your PHI has been released by the Plan and its vendors, other than instances of disclosure for whichyou gave authorization, or instances where the disclosure was made to you or your family. In addition, the disclosure listwill not include disclosures for treatment, payment, or health care operations. The list also will not include anydisclosures made for national security purposes, to law enforcement officials or correctional facilities, or before the datethe federal privacy rules applied to the Plan. You will normally receive a response to your written request for such a listwithin 60 days after you make the request in writing. Your request can relate to disclosures going as far back as sixyears. There will be no charge for up to one such list each year. There may be a charge for more frequent requests.

How to Complain About the Plan’s Privacy Practices

If you think the Plan or one of its vendors may have violated your privacy rights, or if you disagree with a decision made by the Plan or a vendor about access to your PHI, you may file a complaint with the person listed in the section immediately below. You also may file a written complaint with the Secretary of the U.S. Department of Health and Human Services. The law does not permit anyone to take retaliatory action against you if you make such complaints.

Notification of a Privacy Breach

Any individual whose unsecured PHI has been, or is reasonably believed to have been used, accessed, acquired or disclosed in an unauthorized manner will receive written notification from the Plan within 60 days of the discovery of the breach.

If the breach involves 500 or more residents of a state, the Plan will notify prominent media outlets in the state. The Plan will maintain a log of security breaches and will report this information to HHS on an annual basis. Immediate reporting from the Plan to HHS is required if a security breach involves 500 or more people.

Contact Person for Information, or to Submit a Complaint

If you have questions about this notice please contact the Plan’s Privacy Official or Deputy Privacy Official(s) (see below). If you have any complaints about the Plan’s privacy practices, handling of your PHI, or breach notification process, please contact the Privacy Official or an authorized Deputy Privacy Official.

Privacy Official

The Plan’s Privacy Official, the person responsible for ensuring compliance with this notice, is:

Candace Whitaker CHRO 844-393-1020

Effective Date

The effective date of this notice is: April 1, 2021

SIGNATURE COMMERCIAL SOLUTIONS, LLC EMPLOYEE HEALTH CARE PLAN NOTICE OF SPECIAL ENROLLMENT RIGHTS

If you are declining enrollment for yourself or your dependents (including your spouse) because of other health insurance or group health plan coverage, you may be able to later enroll yourself and your dependents in this plan if you or your dependents lose eligibility for that other coverage (or if the employer stops contributing toward your or your dependents’ other coverage).

Loss of eligibility includes but is not limited to:

• Loss of eligibility for coverage as a result of ceasing to meet the plan’s eligibility requirements (e.g., divorce, cessation ofdependent status, death of an employee, termination of employment, reduction in the number of hours of employment);

• Loss of HMO coverage because the person no longer resides or works in the HMO service area and no other coverageoption is available through the HMO plan sponsor;

• Elimination of the coverage option a person was enrolled in, and another option is not offered in its place;• Failing to return from an FMLA leave of absence; and• Loss of eligibility under Medicaid or the Children’s Health Insurance Program (CHIP).

Unless the event giving rise to your special enrollment right is a loss of eligibility under Medicaid or CHIP, you must request enrollment within 30 days after your or your dependent’s(s’) other coverage ends (or after the employer that sponsors that coverage stops contributing toward the coverage).

If the event giving rise to your special enrollment right is a loss of coverage under Medicaid or CHIP, you may request enrollment under this plan within 60 days of the date you or your dependent(s) lose such coverage under Medicaid or CHIP. Similarly, if you or your dependent(s) become eligible for a state-granted premium subsidy toward this plan, you may request enrollment under this plan within 60 days after the date Medicaid or CHIP determine that you or the dependent(s) qualify for the subsidy.

In addition, if you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption.

GENERAL COBRA NOTICE

Coverage Continuation - the Federal law COBRA allows you to self-pay and continue your health plan coverage for a limited time if you and/or your family members should lose coverage due to a “qualifying event”. The maximum duration of coverage

is extended for participants who are disabled or on active military duty. Your options and costs for continuing health plan coverage and any portability and/or conversion rights are explained in detail in the health plan Summary Plan Description.

If You Have Questions

Questions concerning your plan or your COBRA continuation rights should be addressed to your HR contact. For more information about your rights under ERISA, including COBRA, the Health Insurance Portability or Accountability Act (HIPAA), and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor's Employee Benefits Security Administration (EBSA). Addresses and phone numbers of Regional and District EBSA Offices are available through EBSA's Web site at www.dol.gov/ebsa.”

NOTICE OF RIGHT TO DESIGNATE PRIMARY CARE PROVIDER AND OF NO OBLIGATION FOR PRE-AUTHORIZATION FOR OB/GYN CARE

Signature Commercial Solutions, LLC Employee Health Care Plan generally allows the designation of a primary care provider. You have the right to designate any primary care provider who participates in our network and who is available to accept you or your family members. For children, you may designate a pediatrician as the primary care provider.

You do not need prior authorization from Signature Commercial Solutions, LLC Employee Health Care Plan or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in our network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals.

WOMEN’S HEALTH AND CANCER RIGHTS NOTICE

Signature Commercial Solutions, LLC Employee Health Care Plan is required by law to provide you with the following notice:

The Women’s Health and Cancer Rights Act of 1998 (“WHCRA”) provides certain protections for individuals receiving mastectomy-related benefits. Coverage will be provided in a manner determined in consultation with the attending physician and the patient for:

• All stages of reconstruction of the breast on which the mastectomy was performed;• Surgery and reconstruction of the other breast to produce a symmetrical appearance;• Prostheses; and• Treatment of physical complications of the mastectomy, including lymphedemas.

The Signature Commercial Solutions, LLC Employee Health Care Plan provide(s) medical coverage for mastectomies and the related procedures listed above, subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan

http://www.dol.gov/ebsa.

MICHELLE’S LAW NOTICE

Michelle’s Law is a federal law that requires certain group health plans to continue eligibility for adult dependent children who are students attending a post-secondary school, where the children would otherwise cease to be considered eligible students due to a medically necessary leave of absence from school. In such a case, the plan must continue to treat the child as eligible up to the earlier of:

• The date that is one year following the date the medically necessary leave of absence began; or• The date coverage would otherwise terminate under the plan.

For the protections of Michelle’s Law to apply, the child must:

• Be a dependent child, under the terms of the plan, of a participant or beneficiary; and• Have been enrolled in the plan, and as a student at a post-secondary educational institution, immediately preceding the

first day of the medically necessary leave of absence.

“Medically necessary leave of absence” means any change in enrollment at the post-secondary school that begins while the child is suffering from a serious illness or injury, is medically necessary, and causes the child to lose student status for purposes of coverage under the plan.

If you believe your child is eligible for this continued eligibility, you must provide to the plan a written certification by his or her treating physician that the child is suffering from a serious illness or injury and that the leave of absence is medically necessary.

Under Medicaid and the Children’s Health Insurance Program (CHIP)

If you or your children are eligible for Medicaid or CHIP and you’re eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren’t eligible for Medicaid or CHIP, you won’t be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace. For more information, visit www.healthcare.gov.

If you or your dependents are already enrolled in Medicaid or CHIP and you live in a State listed below, contact your State

Medicaid or CHIP office to find out if premium assistance is available.

If you or your dependents are NOT currently enrolled in Medicaid or CHIP, and you think you or any of your dependents might be eligible for either of these programs, contact your State Medicaid or CHIP office or dial 1-877-KIDS NOW or www.insurekidsnow.gov to find out how to apply. If you qualify, ask your state if it has a program that might help you pay the premiums for an employer-sponsored plan.

If you or your dependents are eligible for premium assistance under Medicaid or CHIP, as well as eligible under your employer plan, your employer must allow you to enroll in your employer plan if you aren’t already enrolled. This is called a “special enrollment” opportunity, and you must request coverage within 60 days of being determined eligible for premium assistance. If you have questions about enrolling in your employer plan, contact the Department of Labor at www.askebsa.dol.gov or call 1-866-444-EBSA (3272).

If you live in one of the following states, you may be eligible for assistance paying your employer health plan premiums. The following list of states is current as of July 31, 2020. Contact your State for more information on eligibility –

ALABAMA – Medicaid COLORADO – Health First Colorado (Colorado’s Medicaid

Program) & Child Health Plan Plus (CHP+)

Website: http://myalhipp.com/ Health First Colorado Website: https://www.healthfirstcolorado.com/

Phone: 1-855-692-5447 Health First Colorado Member Contact Center:

1-800-221-3943/ State Relay 711

CHP+: https://www.colorado.gov/pacific/hcpf/child-health-plan-plus

CHP+ Customer Service: 1-800-359-1991/ State Relay 711

Health Insurance Buy-In Program (HIBI): https://www.colorado.gov/pacific/hcpf/health-insurance-buy-program

HIBI Customer Service: 1-855-692-6442

http://myalhipp.com/

https://www.healthfirstcolorado.com/

https://www.colorado.gov/pacific/hcpf/child-health-plan-plus

https://www.colorado.gov/pacific/hcpf/health-insurance-buy-program



ALASKA – Medicaid FLORIDA – Medicaid

The AK Health Insurance Premium Payment Program Website: https://www.flmedicaidtplrecovery.com/flmedicaidtplrecovery.com/hipp/index.html

Website: http://myakhipp.com/ Phone: 1-877-357-3268

Phone: 1-866-251-4861

Email: [email protected]

Medicaid Eligibility: http://dhss.alaska.gov/dpa/Pages/medicaid/default.aspx

ARKANSAS – Medicaid GEORGIA – Medicaid

Website: http://myarhipp.com/

Website: https://medicaid.georgia.gov/health-insurance-premium-payment-program-hipp

Phone: 1-855-MyARHIPP (855-692-7447) Phone: 678-564-1162 ext 2131

CALIFORNIA – Medicaid INDIANA – Medicaid

Website: https://www.dhcs.ca.gov/services/Pages/TPLRD_CAU_cont.aspx

Healthy Indiana Plan for low-income adults 19-64

Phone: 916-440-5676 Website: http://www.in.gov/fssa/hip/

Phone: 1-877-438-4479

All other Medicaid

Website: https://www.in.gov/medicaid/

Phone 1-800-457-4584

IOWA – Medicaid and CHIP (Hawki) MONTANA – Medicaid

Medicaid Website: Website: http://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP

https://dhs.iowa.gov/ime/members Phone: 1-800-694-3084

Medicaid Phone: 1-800-338-8366

Hawki Website:

http://dhs.iowa.gov/Hawki

Hawki Phone: 1-800-257-8563

KANSAS – Medicaid NEBRASKA – Medicaid

Website: http://www.kdheks.gov/hcf/default.htm Website: http://www.ACCESSNebraska.ne.gov

Phone: 1-800-792-4884 Phone: 1-855-632-7633

Lincoln: 402-473-7000

Omaha: 402-595-1178

KENTUCKY – Medicaid NEVADA – Medicaid

Kentucky Integrated Health Insurance Premium Payment Program (KI-HIPP) Website:

Medicaid Website: http://dhcfp.nv.gov

https://chfs.ky.gov/agencies/dms/member/Pages/kihipp.aspx Medicaid Phone: 1-800-992-0900

Phone: 1-855-459-6328

Email: [email protected]

KCHIP Website: https://kidshealth.ky.gov/Pages/index.aspx

Phone: 1-877-524-4718

Kentucky Medicaid Website: https://chfs.ky.gov

LOUISIANA – Medicaid NEW HAMPSHIRE – Medicaid

Website: www.medicaid.la.gov or www.ldh.la.gov/lahipp Website: https://www.dhhs.nh.gov/oii/hipp.htm

Phone: 1-888-342-6207 (Medicaid hotline) or 1-855-618-5488 (LaHIPP)

Phone: 603-271-5218

Toll free number for the HIPP program: 1-800-852-3345, ext 5218

MAINE – Medicaid NEW JERSEY – Medicaid and CHIP

Enrollment Website: https://www.maine.gov/dhhs/ofi/applications-forms

Medicaid Website:

Phone: 1-800-442-6003 http://www.state.nj.us/humanservices/

TTY: Maine relay 711 dmahs/clients/medicaid/

https://www.flmedicaidtplrecovery.com/flmedicaidtplrecovery.com/hipp/index.html



http://myakhipp.com/

mailto:[email protected]

http://dhss.alaska.gov/dpa/Pages/medicaid/default.aspx

http://dhss.alaska.gov/dpa/Pages/medicaid/default.aspx

http://myarhipp.com/

https://gcc01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fmedicaid.georgia.gov%2Fhealth-insurance-premium-payment-program-hipp&data=02%7C01%7Cstashlaw%40dch.ga.gov%7C98b18a96ce1b49d087f708d709449652%7C512da10d071b4b948abc9ec4044d1516%7C0%7C0%7C636988062560854968&sdata=7rziGawQfBKcW1N2%2Bdi2j8cyHpaCYURGdtF8Hk%2By6FM%3D&reserved=0

https://gcc01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fmedicaid.georgia.gov%2Fhealth-insurance-premium-payment-program-hipp&data=02%7C01%7Cstashlaw%40dch.ga.gov%7C98b18a96ce1b49d087f708d709449652%7C512da10d071b4b948abc9ec4044d1516%7C0%7C0%7C636988062560854968&sdata=7rziGawQfBKcW1N2%2Bdi2j8cyHpaCYURGdtF8Hk%2By6FM%3D&reserved=0

https://www.dhcs.ca.gov/services/Pages/TPLRD_CAU_cont.aspx

https://www.dhcs.ca.gov/services/Pages/TPLRD_CAU_cont.aspx

https://www.in.gov/medicaid/

http://dphhs.mt.gov/MontanaHealthcarePrograms/HIPP

https://dhs.iowa.gov/ime/members

http://dhs.iowa.gov/Hawki

http://www.kdheks.gov/hcf/default.htm

http://www.accessnebraska.ne.gov/

http://dhcfp.nv.gov/

https://chfs.ky.gov/agencies/dms/member/Pages/kihipp.aspx


https://kidshealth.ky.gov/Pages/index.aspx

https://chfs.ky.gov/

https://www.dhhs.nh.gov/oii/hipp.htm

https://www.maine.gov/dhhs/ofi/applications-forms


http://www.state.nj.us/humanservices/%0ddmahs/clients/medicaid/

http://www.state.nj.us/humanservices/%0ddmahs/clients/medicaid/

Medicaid Phone: 609-631-2392

Private Health Insurance Premium Webpage: CHIP Website: http://www.njfamilycare.org/index.html

https://www.maine.gov/dhhs/ofi/applications-forms CHIP Phone: 1-800-701-0710

Phone: -800-977-6740.

TTY: Maine relay 711

MASSACHUSETTS – Medicaid and CHIP NEW YORK – Medicaid

Website: http://www.mass.gov/eohhs/gov/departments/masshealth/

Website: https://www.health.ny.gov/health_care/medicaid/

Phone: 1-800-862-4840 Phone: 1-800-541-2831

MINNESOTA – Medicaid NORTH CAROLINA – Medicaid

Website: Website: https://medicaid.ncdhhs.gov/

https://mn.gov/dhs/people-we-serve/children-and-families/health-care/health-care-programs/programs-and-services/other-insurance.jsp

Phone: 919-855-4100

Phone: 1-800-657-3739

MISSOURI – Medicaid NORTH DAKOTA – Medicaid

Website: http://www.dss.mo.gov/mhd/participants/pages/hipp.htm Website: http://www.nd.gov/dhs/services/medicalserv/medicaid/

Phone: 573-751-2005 Phone: 1-844-854-4825

OKLAHOMA – Medicaid and CHIP UTAH – Medicaid and CHIP

Website: http://www.insureoklahoma.org Medicaid Website: https://medicaid.utah.gov/

Phone: 1-888-365-3742 CHIP Website: http://health.utah.gov/chip

Phone: 1-877-543-7669

OREGON – Medicaid VERMONT– Medicaid

Website: http://healthcare.oregon.gov/Pages/index.aspx Website: http://www.greenmountaincare.org/

http://www.oregonhealthcare.gov/index-es.html Phone: 1-800-250-8427

Phone: 1-800-699-9075

PENNSYLVANIA – Medicaid VIRGINIA – Medicaid and CHIP

Website: https://www.dhs.pa.gov/providers/Providers/Pages/Medical/HIPP-Program.aspx

Website: https://www.coverva.org/hipp/

Phone: 1-800-692-7462 Medicaid Phone: 1-800-432-5924

CHIP Phone: 1-855-242-8282

RHODE ISLAND – Medicaid and CHIP WASHINGTON – Medicaid

Website: http://www.eohhs.ri.gov/ Website: https://www.hca.wa.gov/

Phone: 1-855-697-4347, or 401-462-0311 (Direct RIte Share Line) Phone: 1-800-562-3022

SOUTH CAROLINA – Medicaid WEST VIRGINIA – Medicaid

Website: https://www.scdhhs.gov Website: http://mywvhipp.com/

Phone: 1-888-549-0820 Toll-free phone: 1-855-MyWVHIPP (1-855-699-8447)

SOUTH DAKOTA - Medicaid WISCONSIN – Medicaid and CHIP

Website: http://dss.sd.gov Website:

Phone: 1-888-828-0059 https://www.dhs.wisconsin.gov/badgercareplus/p-10095.htm

Phone: 1-800-362-3002

TEXAS – Medicaid WYOMING – Medicaid

Website: http://gethipptexas.com/

Website: https://health.wyo.gov/healthcarefin/medicaid/programs-and-eligibility/

Phone: 1-800-440-0493 Phone: 1-800-251-1269

To see if any other states have added a premium assistance program since July 31, 2020, or for more information on special enrollment rights, contact either:

U.S. Department of Labor U.S. Department of Health and Human Services Employee Benefits Security Administration Centers for Medicare & Medicaid Services

http://www.njfamilycare.org/index.html


http://www.mass.gov/eohhs/gov/departments/masshealth/

http://www.mass.gov/eohhs/gov/departments/masshealth/

https://www.health.ny.gov/health_care/medicaid/

http://mn.gov/dhs/people-we-serve/seniors/health-care/health-care-programs/programs-and-services/medical-assistance.jsp

https://medicaid.ncdhhs.gov/




http://www.dss.mo.gov/mhd/participants/pages/hipp.htm

http://www.nd.gov/dhs/services/medicalserv/medicaid/

http://www.insureoklahoma.org/

https://medicaid.utah.gov/

http://health.utah.gov/chip

http://healthcare.oregon.gov/Pages/index.aspx

http://www.greenmountaincare.org/

http://www.oregonhealthcare.gov/index-es.html

https://www.dhs.pa.gov/providers/Providers/Pages/Medical/HIPP-Program.aspx



https://www.coverva.org/hipp/

http://www.eohhs.ri.gov/

https://www.hca.wa.gov/

https://www.scdhhs.gov/

http://mywvhipp.com/

http://dss.sd.gov/

https://www.dhs.wisconsin.gov/badgercareplus/p-10095.htm

http://gethipptexas.com/

https://health.wyo.gov/healthcarefin/medicaid/programs-and-eligibility/



www.dol.gov/agencies/ebsa www.cms.hhs.gov 1-866-444-EBSA (3272) 1-877-267-2323, Menu Option 4, Ext. 61565

Paperwork Reduction Act Statement

According to the Paperwork Reduction Act of 1995 (Pub. L. 104-13) (PRA), no persons are required to respond to a collection of information unless such collection displays a valid Office of Management and Budget (OMB) control number. The Department notes that a Federal agency cannot conduct or sponsor a collection of information unless it is approved by OMB under the PRA, and displays a currently valid OMB control number, and the public is not required to respond to a collection of information unless it displays a currently valid OMB control number. See 44 U.S.C. 3507. Also, notwithstanding any other provisions of law, no person shall be subject to penalty for failing to comply with a collection of information if the collection of information does not display a currently valid OMB control number. See 44 U.S.C. 3512.

The public reporting burden for this collection of information is estimated to average approximately seven minutes per respondent. Interested parties are encouraged to send comments regarding the burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to the U.S. Department of Labor, Employee Benefits Security Administration, Office of Policy and Research, Attention: PRA Clearance Officer, 200 Constitution Avenue, N.W., Room N-5718, Washington, DC 20210 or email [email protected] and reference the OMB Control Number 1210-0137.

OMB Control Number 1210-0137 (expires 1/31/2023)

https://www.dol.gov/agencies/ebsa

http://www.cms.hhs.gov/


EMPLOYEE HANDBOOK APPENDIX ITEM C

Workers Compensation Process Policy

If an employee is injured, ill or incapacitated due to a work-related incident, and the employee properly reported the injury or illness, the workers compensation insurance carrier’s case manager will work with the employee to obtain the proper medical treatment.

The key to this--and any other time off work situation--is good communication. The employee claiming a work-related injury or illness is obligated to keep the Company promptly informed after each medical visit concerning his/her medical diagnosis, prognosis, potential return to work, possible work restrictions, etc.

Health care benefits will continue if the employee was eligible for the benefits prior to the leave. The Company will continue to pay its portion of the employee’s monthly health insurance premiums while s/he is on a Workers Compensation leave, as long as the employee pays his/her portion to the Company no later than the date on which the Company normally submits these payments to the insurance carrier. Coverage can be terminated for non-payment of premiums after a 30-day grace period. Failure on the employee’s part to make these payments will result in cancellation of his/her health insurance coverage.

As with any injury/illness related absence, the employee must return to work as soon as the condition for which the absence was granted is remedied and the employee receives a physician’s statement that he or she is fit to return to work. If the attending physician recommends restrictions, that information must be shared immediately with the Company, as well, so that if accommodation is possible, it can be devised and o�ered.

If the employee fails to immediately report back to work once determined able to do so by the attending physician, s/he will be considered to have abandoned his or her job and employment will be terminated.

With some exceptions (e.g., restrictions that cannot be accommodated, term of disability requiring replacement of worker, etc.), when an employee is able to return to work, s/he will be reinstated to the position held when the leave started, or to an equivalent position with equivalent benefits and pay, and other terms and conditions of employment.

Benefits that have already accrued prior to the leave are protected (e.g., vacation and sick leave).

An employee who does not return to work at the end of the leave period is responsible for repaying the Company for any health premiums paid on his or her behalf, unless the employee does not return from the leave because of an authenticated work-related health condition prohibiting him/her from doing so.

If the employee does not return to work at the end of leave period, he or she will be o�ered the opportunity to continue health benefits as provided by COBRA. The COBRA period begins on the day the employee was deemed able to return to work by the attending physician or on the day the Company is notified that the employee is not going to return to work (whichever comes first). Strict federal laws govern the application and administration of COBRA by the Company. Further information is available from the Human Resources Department’ o�ce.


EMPLOYEE HANDBOOK APPENDIX ITEM D

Drug and Alcohol Use

Signature is committed to being a drug-free, healthful, and safe workplace. You are required to come to work in a mental and physical condition that will allow you to perform your job satisfactorily.

Signature employees may not use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs while on Signature premises or while conducting any business-related activity away from Signature premises. You may use legally prescribed drugs on the job only if they do not impair your ability to perform the essential functions of your job e�ectively and safely without endangering yourself or others.

If you violate this policy, it may lead to disciplinary action, up to and including immediate termination of your employment. We may also require that you participate in a substance abuse rehabilitation or treatment program. If you violate this policy, there could also be legal consequences.

We have a drug-free awareness program to explain this policy to employees. The program gives information about the dangers and e�ects of substance abuse at work. It also explains the resources available to employees and what can happen if you violate this policy.

If you have questions or concerns about substance dependency or abuse, you are encouraged to use the Employee Assistance Program. You can also discuss these matters with your supervisor or the Human Resources Department to get help and referrals to community resources.

Under the Drug-Free Workplace Act, if you perform work for a government contract or grant, you must notify Signature if you have a criminal conviction for drug-related activity that happened at work. You must make the report within five days of the conviction.

If you have questions about this policy or issues related to drug or alcohol use at work, you can raise your concerns with your supervisor or the Human Resources Department without fear of reprisal.


EMPLOYEE HANDBOOK APPENDIX ITEM E

Privacy Policy

This privacy policy describes how Signature Commercial Solutions, LLC and its subsidiaries and affiliates (collectively, “Signature”, “us” or “we”) collect, use, share and protect personally identifiable information (“PII”) obtained from you. Signature has developed this Privacy Policy not only to comply with applicable laws, rules and regulations relating to the protection of PII, but also because we believe that this information should be used by, and shared with, only those individuals that have a “need to know”.

Choice and Consent

By using Signature’s services or becoming a Signature consultant providing services to one of our clients, you consent to the collection and use of the information as described herein. Failure to provide personally identifiable data (“PII”) for the needed business purposes will be addressed on a case-by-case basis. If and when Signature decides to make changes to this Privacy Policy, the new and updated Privacy Policy will be posted on www.sigconsult.com. Signature reserves the right to amend this policy from time to time. The Privacy Policy on the web site will always provide the latest information on what information we collect and how we use it. If your PII is going to be used in a manner different from that stated in this Privacy Policy at the time of collection, you will be notified. Collection

Signature collects personal information to operate effectively and to comply with government regulations (e.g., employment, tax, insurance). The information Signature collects, provided voluntarily by clients, employees, consultants and vendors, will be used only as described in this Privacy Statement and/or in the way we specify at the time of collection. Signature will not subsequently change the way your personal data is used without your consent. Some of the types of personal information collected would include, but are not limited to:

In the normal course of business Signature may need to share PII with third parties. PII will only be shared when relevant to legitimate business purposes or as required to meet legal or regulatory requirements. Methods of collecting and third-party sources of personal information include, but are not limited, to:

In order to provide services to our clients, Signature must collect certain information from them. Signature will abide by any contractual obligations contained in any customer agreement related to the collection of PII, this policy and governing rules, regulations and laws.

Personal (for example: name; home and\or email address; SSN, etc.)

Financial (for example: financial account information, etc.)

Demographic (for example: age; income range, etc.)

•

•

•

Educational or professional accreditation records

Reference letters

Our interview notes

Credit reporting agencies

Background checks

Via the Internet using forms, cookies, or Web beacons

•

•

•

•

•

•


Use, Retention and Disposal

PII is accessed on a "need to know" basis by a limited number of sta� while they are performing their functions. Signature collects PII required to perform an activity as stated within this privacy policy. Such information will be retained only as long as necessary to fulfill the stated purposes, or for a period specifically required by law or regulation.

Some of the ways we may use your personal data include, but are not limited to:

Except as otherwise permitted or required by applicable law or regulatory requirements, Signature endeavors to retain your personal information only for as long as it believes is necessary to fulfill the purposes for which the personal information was collected (including, for the purpose of meeting any legal, accounting or other reporting requirements or obligations). We may, instead of destroying or erasing your personal information, make it anonymous such that it cannot be associated with or tracked back to you.

Access

At any time, a client, consultant, employee or other individual may make a written request for access to any PII that Signature holds, in order to review its accuracy and completeness. Unless otherwise required by law or for legitimate business purposes, Signature will make good faith e�orts to correct or delete such data at your request when you notify us of an error or change in your PII. To prevent unauthorized changes to someone’s PII, Signature will verify the identity of the individual or company before processing such requests. Signature reserves the right to charge a small fee to process any request to update, correct or delete PII, however this will be done in the rarest of cases. Signature may decline to process requests that require a disproportionate technical e�ort, jeopardize the privacy of others, or would be extremely impractical (for instance, requests concerning information residing on backup tapes).

Security

Signature processes PII for the purposes for which it was collected and the information is processed in accordance with this Privacy Policy. PII that we collect and maintain is subject to physical, administrative and technical controls that are consistent with recognized industry standards. We use a combination of industry-standard security technologies, procedures, and organizational measures to help protect your PII from unauthorized access, use or disclosure. Signature supports online security using secure server technology because we want your data to be safe. We bind our employees to observe your privacy and confidentiality rights.

Quality

Signature takes reasonable steps to verify that the PII is accurate, complete and current. However, Signature depends on all employees, consultants, clients and vendors to contact us with changes in PII whenever they deem necessary by contacting:

Signature Consultants 200 W Cypress Creek Rd. Suite 400 Fort Lauderdale, FL 33309 ATTN: Human Resources [email protected]

Direct contact

Human resource and benefits requirements

Compliance with government regulations

Support of recruitment inquiries

Help us find you a job match

•

•

•

•

•


Monitoring and Enforcement

Signature conducts an annual self-assessment in order to verify that this Privacy Policy is published and implemented within the Company. Please feel free to direct any questions or concerns regarding this Privacy Policy or our treatment of PII by writing to us at the email or postal mail address contained above. If we receive a written complaint, it is our policy to contact the complaining party regarding their concerns. Signature will investigate complaints promptly and diligently to address your concerns and resolve any dispute quickly.

Updates to this Privacy Policy

Signature reserves the right to modify or supplement this Privacy Policy from time to time. A revised Privacy Policy will only apply to data collected subsequent to its e�ective date. Previous versions of this Privacy Policy are made available on an as needed basis.

Contact Information

If, at any time, you believe there has been a breach of PII, please email [email protected] and/or contact Signature’s Vice Pressident of Human Resources or Signature’s Legal Counsel. Signature will use all commercially reasonable efforts to promptly investigate and correct any problems.


Documents

EMPLOYEE HANDBOOK Welcome to Signature Consultants!