APRU BRANDS

Employee Handbook

Table of Contents

Section 1 – Introduction

1.1 Welcome

1.2 Employee Handbook

1.3 Changes in Policy

1.4 Employment-At-Will

Section 2 – Employment Policies

2.1 Employee Classifications

2.2 Equal Employment Opportunity & Americans with Disabilities Act.

2.3 Confidentiality

2.4 Employment of Minors

2.5 Employment of Relatives

2.6 Introductory Period

2.7 Personnel Records and Employee References

2.8 Privacy

2.9 Immigration Law Compliance

2.10 Political Neutrality

Section 3 – Hours of Work and Payroll Practices

3.1 Pay Periods and Paydays

3.2 Overtime

3.3 Rest and Meal Periods

3.4 Time Cards

3.5 Payroll Deductions

3.6 Wage Garnishment

3.7 Direct Deposit

Section 4 – Standards of Conduct and Employee Performance

4.1 Anti- Harassment and Discrimination

4.2 Attendance

4.3 Discipline and Standards of Conduct

4.4 Dress Code

4.5 Safety

4.6 Substance and Abuse

4.7 Workplace Searches

4.8 Internet, Email and Computer Use Policy

4.9 Social Media Policy

4.10 Cell Phone Policy

Section 5 – Employee Benefits and Services

5.1 Generally

5.2 Group Health Insurance

5.3 COBRA

5.4 Worker’s Compensation

5.5 Social Security Benefits (FICA)

5.6 Unemployment Insurance

Section 6 – Employee Leaves of Absence and Time Off

6.1 Generally

6.2 Sick Days

6.3 Personal Days

6.4 Pregnancy-Disability Leave

6.5 Family and Medical Leave

6.6 Workers’ Compensation Leave

6.7 Jury Duty

6.8 Military Leave

6.9 Military Family Leave

Section 1

Introduction

1.1 Welcome to APRU, LLC

Welcome to the team! We are thrilled to have you at APRU, LLC. We know you are going to be

a valuable asset to our company and can’t wait to see what you accomplish

1.2 Employee Handbook

This Employee Handbook (“Handbook”) is designed to summarize certain personnel policies and

benefits of APRU, LLC (the “Company”), of Florida and to acquaint employees with many of

the rules concerning employment with the Company. This Handbook applies to all employees,

and compliance with the Company’s policies is a condition of employment. This Handbook

supersedes all previous employment policies, written and oral, express and implied. The

Company reserves the right to modify, rescind, delete, or add to the provisions of this Handbook

from time to time in its sole and absolute discretion. This Employee Handbook is not a binding

contract between the Company and its employees, nor is it intended to alter the at-will

employment relationship between the Company and its employees. The Company reserves the

right to interpret the policies in this Handbook and to deviate from them when, in its discretion, it

determines it is appropriate.

1.3 Changes in Policy

Since our business is constantly changing, the Company expressly reserves the right to revise,

modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this

handbook or in any other document, except for the policy of at-will employment as described

below. No oral statements or representations can in any way alter the provisions of this

Handbook. Nothing in this employee handbook or in any other document, including benefit plan

descriptions, creates or is intended to create a promise or representation of continued

employment for any employee. Any changes to your at-will employment status, described below,

must be in writing and must be signed by the Company.

If you are uncertain about any policy or procedure, please check with your manager or Human

Resources.

1.4 Employment-At-Will

Employment with the Company is on an at-will basis, unless otherwise specified in a written

employment agreement. You are free to resign at any time, for any reason, with or without

notice. Similarly, the Company is free to conclude the employment relationship at any time for

any lawful reason, with or without cause, and with or without notice.

Nothing in this Handbook will limit the right of either party to terminate an at-will employment.

No section of this Handbook is meant to be construed, nor should be construed, as establishing

anything other than an employment-at-will relationship. This Handbook does not limit

management’s discretion to make personnel decisions such as reassignment, change of wages and

benefits, demotion, etc. No person other than the CEO, President, or CFO has the authority to

enter into an agreement for employment for any specified period of time or to make an

agreement for employment other than at-will terms. Only the CEO, President, or CFO of the

Company has the authority to make any such agreement, which is only binding if it is in writing

and signed by the President of the Company.

Section 2

Employment Policies

2.1 Employee Classifications

The following terms are used to describe employees and their employment status:

Exempt Employees – Employees whose positions meet specific tests established by the

Federal Labor Standards Act (“FLSA”) and Florida state law. In general, exempt

employees are those engaged in executive, managerial, high-level administrative and

professional jobs who are paid a fixed salary and perform certain duties. In addition,

certain commissioned sales employees and highly paid computer professionals are

exempt. Exempt employees are not subject to the minimum wage and overtime laws.

Nonexempt Employees – Employees whose positions do not meet specific tests

established by the FLSA and Florida state law. All employees who are covered by the

federal or state minimum wage and overtime laws are considered nonexempt. Employees

working in nonexempt jobs are entitled to be paid at least the minimum wage per hour

and a premium for overtime.

Full-Time Employees – Employees who are not temporary employees, independent

contractors, or independent consultants and who are regularly scheduled to work a

schedule of 40 hours per work week.

Part-Time Employees – Employees who are not temporary employees, independent

contractors, or independent consultants and who are regularly scheduled to work less than

40 hours per work week.

Temporary Employees – Employees who are hired as interim replacements to

temporarily supplement the workforce or to assist in the completion of a specific project.

Employment assignments in this category are of limited duration and the temporary

employee can be let go before the end of the defined period. Short term assignments

generally are periods of three (3) months or less, however, such assignments may be

extended. All Temporary employees are at-will regardless of the anticipated duration of

the assignment (see Employment-at-Will Policy). Temporary employees retain that status

unless and until notified in writing of a change.

Independent Contractor or Consultant – These individuals are not employees of the

Company and are self-employed. An independent contractor or consultant is engaged to

perform a task according to his/her own methods and is subject to control and direction

only as to the results to be accomplished. Independent contractors or consultants are not

entitled to benefits.

Each employee will be advised of his or her status at the time of hire and any change in status.

Regardless of the employee’s status, the employee is employed at-will and the employment

relationship can be terminated by the Company or the employee at any time, with or without

cause and with or without notice.

2.2 Equal Employment Opportunity & Americans with Disabilities Act

It is the policy of the Company to provide equal employment opportunities to all employees and

employment applicants without regard to unlawful considerations of race, religion, creed, color,

national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or

mental disability, genetic information, marital status or any other classification protected by

applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the

perception that anyone has any of those characteristics, or is associated with a person who has or

is perceived as having any of those characteristics. This policy applies to all aspects of

employment, including, but not limited to, hiring, job assignment, working conditions,

compensation, promotion, benefits, scheduling, training, discipline and termination.

The Company expects all employees to support our equal employment opportunity policy, and to

take all steps necessary to maintain a workplace free from unlawful discrimination and

harassment and to accommodate others in line with this policy to the fullest extent required by

law. For example, the Company will make reasonable accommodations for employees’

observance of religious holidays and practices unless the accommodation would cause an undue

hardship on the Company’s operations. If you desire a religious accommodation, you are required

to make the request in writing to your manager as far in advance as possible. You are expected to

strive to find co-workers who can assist in the accommodation (e.g. trade shifts) and cooperate

with the Company in seeking and evaluating alternatives.

Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company

provides reasonable accommodations to qualified individuals with disabilities to the fullest

extent required by law. The Company may require medical certification of both the disability and

the need for accommodation. Keep in mind that the Company can only seek to accommodate the

known physical or mental limitations of an otherwise qualified individual. Therefore, it is your

responsibility to come forward if you are in need of an accommodation. The Company will

engage in an interactive process with the employee to identify possible accommodations, if any

will help the applicant or employee perform the job.

2.3 Confidentiality

In the course of employment with the Company, employees may have access to “Confidential

Information” regarding the Company, which may include its business strategy, future plans,

financial information, contracts, suppliers, customers, personnel information or other information

that the Company considers proprietary and confidential. Maintaining the confidentiality of this

information is vital to the Company’s competitive position in the industry and, ultimately, to its

ability to achieve financial success and stability. Employees must protect this information by

safeguarding it when in use, using it only for the business of the Company and disclosing it only

when authorized to do so and to those who have a legitimate business need to know about it.

This duty of confidentiality applies whether the employee is on or off the Company’s premises,

and during and even after the end of the employee’s employment with the Company. This duty of

confidentiality also applies to communications transmitted by the Company’s electronic

communications. See also Internet, Email and Computer Use policy, herein.

As a condition of employment with the Company, all employees must sign a Non-Disclosure

Agreement.

2.4 Employment of Minors

The FLSA’s child labor provisions, which the Company strictly adheres to, are designed to

protect the educational opportunities of youth and prohibit their employment in jobs that are

detrimental to their health and safety. Generally speaking, the FLSA sets the minimum age for

employment (14 years for non-agricultural jobs), restricts the hours youth under the age of 16

may work, and prohibits youth under the age of 18 from being employed in hazardous

occupations. In addition, the FLSA establishes subminimum wage standards for certain

employees who are less than 20 years of age, full-time students, student learners, apprentices,

and workers with disabilities. Employers generally must have authorization from the U.S.

Department of Labor’s Wage and Hour Division (WHD) in order to pay sub-minimum wage

rates.

2.5 Employment of Relatives

The Company recognizes that the employment of relatives in certain circumstances, such as

when they will work in the same department, supervise or manage the other, or have access to

confidential or sensitive information regarding the other, can cause problems related to

supervision, safety, security or morale, or create conflicts of interest that materially and

substantially disrupt the Company’s operations. When the Company determines any of these

problems will be present, it will decline to hire an individual to work in the same department as a

relative. Relatives subject to this policy include: father, mother, sister, brother, current spouse or

domestic partner, child (natural, foster, or adopted), current mother-in- law, current father-inlaw,

grandparent, or grandchild.

If present employees become relatives during employment, the Company should be notified so

that we may determine whether a problem involving supervision, safety, security or morale, or a

conflict of interest that would materially and substantially disrupt the Company’s operations

exists. If the Company determines that such a problem exists, the Company will take appropriate

steps to resolve the problem, which may include reassignment of one relative (if feasible) or

asking for the resignation of one of the relatives.

2.6 Introductory Period

The first 90 days of employment are considered an introductory period for all newly hired

employees. During this time, you will learn your new responsibilities, get acquainted with fellow

employees, and determine whether you are happy with the position. Also, during this time, your

manager will monitor your performance. Upon completion of the introductory period, your

manager will review your performance. If the Company finds your performance satisfactory and

decides to continue your employment, you will be advised of any improvements expected. This

is also an opportunity for you to make suggestions to improve the Company’s efficiency and

operations. Completion of the introductory period does not entitle you to remain employed by

the Company for any definite period of time, but instead allows both you and the Company to

evaluate whether or not you are right for the position. Your status as an at-will employee does

not change-the employment relationship may be terminated with or without cause and with or

without advance notice, at any time by you or the Company.

2.7 Personnel Records and Employee References

The Company maintains a personnel file and payroll records for each employee as required by

law. Personnel files and payroll records are the property of the Company and may not be

removed from Company premises without written authorization. Because personnel files and

payroll records are confidential, access to the records is restricted. Generally, only those who

have a legitimate reason to review information in an employee’s file are allowed to do so.

Disclosure of personnel information to outside sources will be limited. However, the Company

will cooperate with requests from authorized law enforcement or local, state, or federal agencies

conducting official investigations and as otherwise legally required.

Employees may contact a Human Resources representative to request a time to review their

payroll records and/or personnel file. With reasonable advance notice, an employee may review

his or her own records in the Company’s offices during regular business hours and in the

presence of an individual appointed by the Company to maintain the records. No copies of

documents in your file may be made, with the exception of documents that you have previously

signed. You may add your comments to any disputed item in the file.

By policy, the Company will provide only the former or present employee’s dates of employment

and position(s) held with the Company. Compensation information may also be verified if

written authorization is provided by the employee.

2.8 Privacy

The Company is respectful of employee privacy. All employee demographic and personal

information will be shared only as required in the normal course of business. Healthcare

enrollment information is kept in a separate folder from other human resources forms. Workers’

Compensation information is not considered private healthcare information; however, this

information will be released only on a need-to-know basis.

The Company does not make or receive any private healthcare information through the course of

normal work. If any employee voluntarily shares private healthcare information with a member

of management, this information will be kept confidential. If applicable, the Company will set up

guidelines for employees and management to follow to ensure that company employees conform

to the requirements of the Health Insurance Portability and Accountability Act (HIPAA).

2.9 Immigration Law Compliance

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

condition of employment, must complete the Employment Eligibility Verification Form I-9 on

the date of hire and present documentation establishing identity and employment eligibility

within three business days of date of hire. Former employees who are rehired must also complete

an I-9 form if they have not completed an I-9 form with the Company within the past three years,

or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints

about immigration law compliance without fear of reprisal.

2.10 Political Neutrality

Maintenance of individual freedom and our political institutions necessitates broad scale

participation by citizens concerning the selection, nomination and election of our public office

holders. The Company will not discriminate against any employee because of identification with

and support of any lawful political activity. Company employees are entitled to their own

personal political position. The Company will not discriminate against employees based on their

lawful political activity engaged in outside of work. If you are engaging in political activity,

however, you should always make it clear that your actions and opinions are your own and not

necessarily those of the Company, and that you are not representing the Company.

Section 3

Hours of Work and Payroll Practices

3.1 Pay Periods and Paydays

Employees are paid on a bi-monthly basis. All employees will be paid every other Friday. All

employees are paid by check or direct deposit on the above-mentioned payday. If the regular

payday falls on a weekend or Company holiday, employees will be paid on the last business day

before the holiday and/or weekend.

3.2 Overtime

Nonexempt employees will be paid in accordance with federal and Florida state law.

All overtime work by non-exempt employees must be authorized in advance by their manager.

Only hours actually worked will be used to calculate overtime pay.

3.3 Rest and Meal Periods

All rest and meal periods will be in accordance with Florida state law.

To the extent Florida state law does not require rest and meal breaks, nonexempt employees will

be provided a 10-minute rest break for every four hour period of work. This time is counted and

paid as time worked. Nonexempt employees scheduled to work more than a five hour period will

be provided a 30-minute unpaid meal period.

3.4 Time Cards

Nonexempt employees are required to keep an accurate and complete record of their attendance

and hours worked. Time cards are official business records and may not be altered without the

employee’s supervisor’s approval and may not be falsified in any way.

3.5 Payroll Deductions

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

pertaining to taxes and insurance. Deductions will be made for the following: Federal and State

Income Tax Withholding, Social Security, Medicare, State Disability Insurance & Family

Temporary Disability Insurance, and other items designated by you or required by law (including

a valid court order). You can adjust your federal and state income tax withholding by completing

the proper federal or state form and submitting it to Accounting or Human Resources. At the

start of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) form

for the prior year. This statement summarizes your income and deductions for the year.

3.6 Wage Garnishment

A garnishment is a court order requiring an employer to remit part of an employee’s wages to a

third party to satisfy a just debt. Once the Company receives the legal papers ordering a

garnishment, we are required by law to continue making deductions from your check until we

have withheld the full amount or until we receive legal papers from the court to stop the

garnishment. Even if you have already paid the debt, we still need the legal papers to stop the

garnishment.

3.7 Direct Deposit

All employees are encouraged, but not required, to use direct deposit and have their paychecks

deposited into a bank account of an accredited participating bank or credit union.

Section 4

Standards of Conduct and Employee Performance

4.1 Anti- Harassment and Discrimination

The Company is committed to providing a work environment free of sexual or any form of

unlawful harassment or discrimination. Harassment or unlawful discrimination against

individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual

orientation, gender identity, age, ancestry, physical or mental disability, genetic information,

marital status or any other classification protected by local, state or federal laws is illegal and

prohibited by Company policy. Such conduct by or towards any employee, contract worker,

customer, vendor or anyone else who does business with the Company will not be tolerated. Any

employee or contract worker who violates this policy will be subject to disciplinary action, up to

and including termination of his or her employment or engagement. To the extent a customer,

vendor or other person with whom the Company does business engages in unlawful harassment

or discrimination, the Company will take appropriate corrective action.

Prohibited Conduct:

Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on

sex, race, age, national origin, disability or any other legally protected basis if:

a. submission to such conduct is made either explicitly or implicitly a term or condition of

an individual’s employment or engagement;

b. submission to or rejection of such conduct by an individual is used as a basis for

decisions concerning that individual’s employment or engagement; or

c. it creates a hostile or offensive work environment.

Prohibited harassment includes (but is not limited to) unwelcome sexual advances, requests for

sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any

unwelcome touching, pinching or other physical contact. Other forms of unlawful harassment or

discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes,

posters or cartoons based on race, national origin, age, disability, marital status or other legally

protected categories. Prohibited harassment might also be transmitted using the Company’s

electronic communications system, or through other on-line conduct.

Complaint Procedure:

Employees or contract workers who feel that they have been harassed or discriminated against,

or who witness any harassment or discrimination by an employee, contract worker, customer,

vendor or anyone else who does business with the Company, should immediately report such

conduct to their supervisor or any other member of management.

Do not allow an inappropriate situation to continue by not reporting it, regardless of who is

creating the situation. No employee, contract worker, customer, vendor or other person who does

business with this organization is exempt from the prohibitions in this policy. In response to

every complaint, the Company will conduct an investigation which may involve interviewing

witnesses if warranted and, if improper conduct is found, take appropriate corrective action.

To the extent that an employee or contract worker is not satisfied with the Company’s handling

of a harassment or discrimination complaint, he or she may also contact the appropriate state or

federal enforcement agency for legal relief.

4.2 Attendance

Punctuality and regular attendance are essential to the successful operation of the Company’s

business. If an employee is unable to report to work (or to report to work on time) for any reason,

the employee must notify his or her supervisor before his or her starting time. If an employee

desires to leave work for any reason during the workday, the employee must obtain the approval

of his or her supervisor prior to leaving. Excessive absenteeism or tardiness may subject the

employee to disciplinary action, up to and including termination.

4.3 Discipline and Standards of Conduct

As an at-will employer, the Company may impose discipline whenever it determines it is

necessary or appropriate. Discipline may take various forms, including verbal counseling, written

warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed

will depend on the circumstances of each case; therefore, discipline will not necessarily be

imposed in any particular sequence. Moreover, at any time the Company determines it is

appropriate, an employee may be terminated immediately.

Every organization must have certain standards of conduct to guide the behavior of employees.

Although there is no possible way to identify every rule of conduct, the following is an

illustrative list (not intended to be comprehensive or to limit the Company’s right to impose

discipline for any other conduct it deems inappropriate). Keep in mind that these standards of

conduct apply to all employees whenever they are on Company property and/or conducting

Company business (on or off Company property). Engaging in any conduct the Company deems

inappropriate may result in disciplinary action, up to and including termination.

a. Dishonesty;

b. Falsification of Company records;

c. Unauthorized use or possession of property that belongs to the Company, a coworker, or

of the public;

d. Possession or control of illegal drugs, weapons, explosives, or other dangerous or

unauthorized materials;

e. Fighting, engaging in threats of violence or violence, use of vulgar or abusive language,

horseplay, practical jokes or other disorderly conduct that may endanger others or damage

property;

f. Insubordination, failure to perform assigned duties or failure to comply with the

Company’s health, safety or other rules;

g. Unauthorized or careless use of the Company’s materials, equipment or property;

h. Unauthorized and/or excessive absenteeism or tardiness;

i. Lack of teamwork, poor communication, unsatisfactory performance, unprofessional

conduct, or conduct improper for the workplace;

j. Sexual or other illegal harassment or discrimination;

k. Unauthorized use or disclosure of the Company’s confidential information;

l. Violation of any Company policy.

4.4 Dress Code

What we wear to work is a reflection of the pride we have in our Company, in what we do, and

in ourselves. Although dress code requirements will vary according to job responsibilities, we

ask that your appearance at all times show discretion, good taste, and appropriateness for the safe

performance of your job.

4.5 Safety

The Company is committed to providing a safe workplace. Accordingly, the Company

emphasizes “safety first.” It is the employee’s responsibility to take steps to promote safety in the

workplace and work in a safe manner. By remaining safety conscious, employees can protect

themselves and their coworkers. Employees are expected to promptly report all unsafe working

conditions, accidents and injuries, regardless of how minor so that any potential hazards can be

corrected.

4.6 Substance and Abuse

The Company is committed to providing its employees with a safe and productive work

environment. In keeping with this commitment, it maintains a strict policy against the use of

alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may

consume or possess alcohol, or use, possess, sell, purchase or transfer illegal drugs at any time

while on the Company’s premises or while using the Company vehicles or equipment, or at any

location during work time.

No employee may report to work with illegal drugs (or their metabolites) or alcohol in his or her

bodily system. The only exception to this rule is that employees may engage in moderate

consumption of alcohol that may be served and/or consumed as part of an authorized Company

social or business event. “Illegal drug” means any drug that is not legally obtainable or that is

legally obtainable but has not been legally obtained. It includes prescription drugs not being used

for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It

also includes any substance a person holds out to another as an illegal drug.

Any violation of this policy will result in disciplinary action, up to and including termination.

Any employee who feels he or she has developed an addiction to, dependence upon, or problem

with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation

of this policy occurs. Any employee who requests time off to participate in a rehabilitation

program will be reasonably accommodated. However, employees may not avoid disciplinary

action, up to and including termination, by entering a rehabilitation program after a violation of

this policy is suspected or discovered.

4.7 Workplace Searches

All offices, desks, file drawers, cabinets, lockers, Company vehicles, and other Company

equipment (including but not limited to computers, e-mail and voice mail) and facilities or any

area on Company premises are the property of the Company (“Company Property”), and are

intended for business use. Employees should have no expectation of privacy with respect to

Company property and/or items stored within Company Property or on Company premises.

Inspection may be conducted at any time, without notice, at the discretion of the Company.

In addition, when the Company deems appropriate, employees may be required to submit to

searches of their personal vehicles, parcels, purses, handbags, backpacks, brief cases, lunch

boxes or any other possessions or articles brought on to the Company’s premises.

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to

this policy may not be permitted to enter the premises. All employees must cooperate in an

inspection; failure to do so is insubordination and will result in disciplinary action, up to and

including termination.

4.8 Internet, Email and Computer Use Policy

The Company uses various forms of electronic communication including, but not limited to:

computers, email, telephones, voicemail, instant message, text message, Internet, cell phones and

smart phones (hereafter referred to as “electronic communications”). The electronic

communications, including all software, databases, hardware, and digital files, remain the sole

property of the Company and are to be used only for Company business and not for personal use.

The following rules apply to all forms of electronic communications and media that are: (1)

accessed on or from Company premises; (2) accessed using the Company computer or

telecommunications equipment, or via Company-paid access methods; and/or (3) used in a

manner which identifies the Company. The following list is not exhaustive and the Company

may implement additional rules from time to time.

a. Electronic communication and media may not be used in any manner that would be

discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company

policy, or not in the best interest of the Company. Employees who misuse electronic

communications and engage in defamation, copyright or trademark infringement,

misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to

discipline, up to and including termination. Employees may not install personal software on

Company computer systems.

b. Employee’s own electronic media may only be used during breaks. All other company

policies, including the Company’s no tolerance for discrimination, harassment, or retaliation in

the workplace apply.

c. All electronic information created by any employee on Company premises or transmitted

to Company property using any means of electronic communication is the property of the

Company and remains the property of the Company. You should not assume that any electronic

communications are private or confidential and should transmit personal sensitive information in

other ways. Personal passwords may be used for purposes of security, but the use of a personal

password does not affect the Company’s ownership of the electronic information. The Company

will override all personal passwords if necessary for any reason.

d. The Company reserves the right to access and review electronic files, messages, internet

use, blogs, “tweets”, instant messages, text messages, email, voice mail, and other digital

archives, and to monitor the use of electronic communications as necessary to ensure that no

misuse or violation of Company policy or any law occurs. All such information may be used

and/or disclosed to others, in accordance with business needs and the law. The Company

reserves the right to keep a record of all passwords and codes used and/or may be able to

override any such password system

e. Employees are not permitted to access the electronic communications of other employees

or third parties unless directed to do so by Company management. No employee may install or

use anonymous e-mail transmission programs or encryption of e-mail communications.

f. Employees who use devices on which information may be received and/or stored,

including but not limited to cell phones, cordless phones, portable computers, fax machines, and

voice mail communications are required to use these methods in strict compliance with the

Confidentiality section of this Handbook. These communications tools should not be used for

communicating confidential or sensitive information or any trade secrets.

g. Access to the Internet, websites, and other types of Company-paid computer access are to

be used for Company-related business only. Any information about APRU, LLC, its products or

services, or other types of information that will appear in the electronic media about the

Company must be approved before the information is placed on any electronic information

resource that is accessible to others.

4.9 Social Media Policy

APRU, LLC is committed to utilizing social media to enhance its profile and reputation, to listen

and respond to customer opinions and feedback, and to drive revenue, loyalty and advocacy. We

encourage employees to support our activities through their personal social networking channels

while adhering to the guidelines outlined in this section.

For the purpose of this section, social media and networking refers to the use of web-based and

mobile applications for social interaction and the exchange of user-generated content. Social

media channels can include, but are not limited to: Facebook, Twitter, LinkedIn, YouTube,

blogs, review sites, forums, online communities and any similar online platforms.

Employees are expected to conduct themselves in a professional manner and to respect the views

and opinions of others. The Company and its employees are committed to conducting ourselves

in accordance with best industry practices in social networking, to being responsible citizens and

community members, to listening and responding to feedback, and to communicating in a

courteous and professional manner. Behavior and content that may be deemed disrespectful,

dishonest, offensive, harassing or damaging to the company’s interests or reputation are not

permitted. The use of social media channels on company time for personal purposes is not

allowed.

Any social media contacts, including “followers” or “friends,” that are acquired through accounts

(including but not limited to email addresses, blogs, Twitter, Facebook, YouTube, LinkedIn, or

other social media networks) created on behalf of the Company will be the property of the

Company.

Employees must not disclose private or confidential information about the Company, its

employees, clients, suppliers or customers on social networks. Employees must respect

trademarks, copyrights, intellectual property and proprietary information. No third-party content

should be published without prior permission from the owner.

The Company maintains the right to monitor company-related employee activity in social

networks. Violation of policy guidelines is grounds for discipline, up to and including

termination.

4.10 Cell Phone Policy

The use of personal cell phones at work is discouraged because it can interfere with work and be

disruptive to others. Therefore, employees who bring personal cell phones to work are required

to keep the ringer shut off or placed on vibrate mode when they are in the office, and to keep cell

phone use confined to breaks and meal periods. Conversations should be had away from areas

where other employees are working. When cell phone use interferes with the satisfactory

performance of an employee’s duties or disturbs others, the privilege of using a personal cell

phone at work may be taken away and other disciplinary action, up to and including termination,

may be imposed.

The Company may provide cell phone allowances to employees in certain positions in an effort

to improve efficiency and effectiveness. When cell phones are used for Company business,

employees must comply with all Company policies governing conduct, including our policies

prohibiting discrimination, harassment, and violence in the workplace. When using the cell

phone in a public place, please remember to maintain the confidentiality of any private or

confidential business information. As a courtesy to others, please shut cell phones off or place on

vibrate mode during meetings.

Section 5

Employee Benefits and Services

5.1 General

Aside from those benefits required by state and federal regulations, APRU, LLC also offers

additional benefits for its full-time employees. From time to time, benefits may be added or

deleted from the benefits package. The Company reserves the right to make such changes.

This Handbook does not contain the complete terms and/or conditions of any of the Company’s

current benefit plans. It is intended only to provide general explanations. For information

regarding employee benefits and services, employees should contact Human Resources.

5.2 Group Health Insurance

APRU, LLC offers a group health plan for eligible employees. The Company’s group health

insurance plan is offered through Medical. For more information, refer to the Company’s benefits

booklet for complete details and benefits.

5.3 COBRA

Under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) of

1986, if you are covered under the Company’s group health insurance plan(s) you are entitled to

continue your coverage in the event that your employment with the Company ends. Under

COBRA, the Company must offer each qualified beneficiary (the employee and any covered

dependents) who would otherwise lose coverage under the plan as a result of a qualifying event

an opportunity to continue their insurance coverage. A qualifying event is defined as termination

of employment, a reduction in the number of hours of employment, death of covered employee,

divorce or legal separation, a dependent child ceases to be dependent, eligibility of the covered

employee for Medicare, or an employer’s bankruptcy.

5.4 Workers’ Compensation

All states have Workers’ Compensation laws whose purpose is to promote the general welfare of

people by providing compensation for accidental injuries or death suffered in the course of

employment. These laws are designed to provide protection to workers suffering occupational

disabilities through accidents arising out of, and in the course of employment. APRU, LLC

carries Workers’ Compensation Insurance for all employees and pays the entire cost of the

insurance program. An employee who suffers an injury or illness in connection with the job is

usually eligible to receive payment through the insurance company for lost wages. In addition to

disability payments, necessary hospital, medical and surgical expenses are covered under

Workers’ Compensation, with payments being made directly to the hospital or physician.

Workers’ Compensation benefits to injured workers also include assistance to help qualified

injured employees return to suitable employment.

5.5 Social Security Benefits (FICA)

During your employment, you and the Company both contribute funds to the Federal

government to support the Social Security Program. This program is intended to provide you

with retirement benefit payments and medical coverage once you reach retirement age.

5.6 Unemployment Insurance

The company pays a state and federal tax to provide employees with unemployment insurance

coverage in the event they become unemployed through no fault of their own or due to

circumstances described by law. This insurance is administered by applicable state agencies, who

determine eligibility for benefits, the amount of benefits (if any), and duration of benefits.

Section 6

Employee Leaves of Absence and Time Off

6.1 General

While regular attendance is crucial to maintain business operations, the Company recognizes

that, for a variety of reasons, employees may need time off from work. The Company has

available a number of types of leaves of absence. Some are governed by law and others are

discretionary. For all planned leaves, however, employees must submit a request at least 30 days

in advance; in case of emergencies, employees should submit the request as soon as they become

aware of the need for leave. All leaves must have the approval of Company management. If,

during a leave, an employee accepts another job, engages in other employment or consulting

outside of the Company, or applies for unemployment insurance benefits, the employee may be

considered to have voluntarily resigned from employment with the Company.

All requests for a leave of absence will be considered in light of their effect on the Company and

its work requirements, as determined by Company management, which reserves the right to

approve or deny such requests in its sole discretion, unless otherwise required by law. For

disability-related leave requests, the Company will engage in an interactive process with the

employee to determine if a leave is the most appropriate accommodation. The employee must

provide a certification from his or her health care provider to the Company to support a leave for

medical reasons. Failure to provide the required certification to the Company in a timely manner

will result in delay or denial of leave. If an employee requires an extension of leave, the

employee must request such extension and have it approved before the expiration of the currently

approved leave.

While the Company will make a reasonable effort to return the employee to his or her former

position or a comparable position following an approved leave of absence, there is no guarantee

that the employee will be reinstated to his or her position, or any position, except as required by

law.

6.2 Sick Days

Eligible employees are entitled to five paid sick days per year. Sick days’ pay for regular fulltime

employees will be calculated based on the employee’s base pay rate times the number of

hours the employee would otherwise have worked on that day. Regular part-time employees will

be paid on a pro-rata basis. When employees eligible for paid sick days do not take the full

amount of sick time they could have taken in a year, that amount will be forfeited at the end of

the year.

6.3 Personal Days

Eligible employees are entitled to five paid personal days per year. Personal days’ pay for regular

full-time employees will be calculated based on the employee’s base pay rate times the number

of hours the employee would otherwise have worked on that day. Regular part-time employees

will be paid on a pro-rata basis. When employees eligible for paid personal days do not take the

full amount of personal time they could have taken in a year, that amount will be forfeited at the

end of the year.

6.4 Pregnancy-Disability Leave

Employees who are disabled on account of pregnancy, childbirth, or a related medical condition

may request an unpaid leave of absence. Such leave will be granted for the period of disability,

up to a maximum of four months. Time off may be requested for prenatal care, severe morning

sickness, doctor-ordered bed rest, childbirth, and recovery from childbirth.

Leave provided for pregnancy disability is treated separately from leaves required by the state

family and medical leave law. However, the first 12 workweeks of a pregnancy disability leave

will be treated concurrently as a leave pursuant to the federal Family and Medical Leave Act

(“FMLA”) for all eligible employees.

Employees who wish to take a pregnancy disability leave must notify Human Resources of the

date the leave is expected to commence and the estimated duration of the leave. Notice should be

given as indicated above. The employee must also provide a medical certification of disability to

the Company. Failure to provide the required medical certification to the Company in a timely

manner will result in delay or denial of leave. Before returning to work, the employee must

provide a medical certification that she is able to resume her original job duties. Appropriate

forms may be obtained from Human Resources.

Employees who return to work immediately following the expiration of an approved pregnancy

disability leave will generally be reemployed in their former position or a comparable job, as

required by law.

Employees who are affected by pregnancy may also be eligible to transfer to a less strenuous or

hazardous position or duties, provided certain prerequisites are met. Reasonable accommodations

may be requested with the advice of the employee’s health care provider. In addition, lactation

accommodation is also available, upon request. For more information on pregnancy disability

leave or transfer and its effect on the terms, conditions or benefits of employment, please contact

Human Resources.

6.5 Family and Medical Leave

Eligible employees may request a family and medical leave of absence under the federal Family

Medical Leave Act (“FMLA”) in the circumstances described below. Eligible employees are

those who have been employed by the Company for at least 12 months (not necessarily

consecutive), have worked at least 1,250 hours during the 12 months immediately prior to the

family and medical leave of absence and are employed at a worksite where there are 50 or more

employees of the Company within 75 miles.

Employees must request a planned family and medical leave at least 30 days before the leave

begins. If the need for the leave is not foreseeable, employees must request the leave as soon as

he or she becomes aware of the need for leave. Failure to comply with this requirement may

result in a delay of the start of the leave.

A family and medical leave may be taken for the following reasons:

a. the birth of an employee’s child or the placement of a child with the employee for foster

care or adoption, so long as the leave is completed within 2 months of the birth or placement of

the child;

b. the care of the employee’s spouse or registered domestic partner, child, or parent with a

“serious health condition”;

c. the “serious health condition” of the employee;

d. because of any qualifying exigency arising out of the fact that the employee’s spouse,

child, or parent is on active duty or has been notified of an impending call or order to active duty,

in the Armed Forces in support of a contingency operation; or

e. to care for a covered service member (who is the employee’s spouse, child, parent or next

of kin) with a serious illness or injury.

A “serious health condition” is one that requires inpatient care in a hospital or other medical care

facility or continuing treatment or supervision by a health care provider. A “covered service

member” is a member of the Armed Forces (including National Guard or Reserves) who is the

employee’s spouse, child, parent or next of kin, and is undergoing medical treatment,

recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary

disability retired list, for a serious injury or illness incurred in the line of duty. A “serious illness

or injury” is an injury or illness incurred in the line of duty while on active duty in the Armed

Forces that may render the member medically unfit to perform the duties of the member’s office,

grade, rank or rating.

Medical Certification: When leave is requested for medical reasons, the employee must submit

a medical certification from the health care provider that establishes the employee is eligible for

family and medical leave. The certification must be provided as soon as is reasonably practical,

and not later than the date leave begins or within 15 days of the Company’s request, whichever is

later. When the leave is requested because of the employee’s own serious health condition, the

certification must include: (1) the date the serious health condition commenced, (2) the probable

duration of the serious health condition, and (3) a statement that, because of the serious health

condition, the employee is unable to work or needs medical treatment.

When leave is requested to care for a family member who is ill or injured, the certification must

contain: (1) verification the family member has a serious health condition or serious injury or

illness, as defined above, and the date such condition began, (2) the probable duration of the

condition, (3) an estimate of the amount of time the health care provider believes the employee

will be needed to care for the family member or covered service member, and (4) a statement

that the condition warrants the participation of the employee to provide care. The Company

reserves the right to contact the health care provider to seek clarification of information in the

certification, as needed, and may require recertification, as appropriate.

Before returning to work at the conclusion of a leave due to the employee’s own serious health

condition, the employee is required to provide a certification from his or her health care provider

regarding the employee’s fitness for duty. The employee must provide the required medical

certification to the Company in a timely manner to avoid a delay or denial of leave.

Family and medical leave may be taken for up to 12 workweeks during the designated 12-month

period for the purposes described in (a)-(d), above. The12-month period will be calculated based

on a calendar year. Leave for the purpose described in (e), above (to care for a covered service

member), may be taken for up to twenty-six (26) workweeks in a single 12-month period. During

the single12-month period, an eligible employee shall be entitled to a combined total of 26

workweeks of leave for the reasons specified in paragraphs (a)-(d) and (e) above. In other words,

any family and medical leave taken for reasons specified in paragraphs (a)-(d) above (up to 12

weeks), will be counted towards the total 26-week entitlement permitted for leave to care for a

covered service member with a serious illness or injury during the single 12-month period. All

time off that qualifies as family and medical leave will be counted against the employees federal

and, if applicable, state family and medical leave entitlement to the fullest extent permitted by

law.

During a family and medical leave, group benefits will be maintained for up to 12 workweeks (or

up to 26 weeks when leave is for the purpose of caring for a covered service member), as if the

employee was continuously employed.

If the employee does not return to work on the first workday following the expiration of an

approved family and medical leave, the employee will be deemed to have resigned from his or

her employment. Upon returning from such a leave the employee will normally be reinstated to

his or her original or an equivalent position and will receive pay and benefits equivalent to those

the employee received prior to the leave, as required by law. In certain circumstances, “key”

employees may not be eligible for reinstatement following a family and medical leave. The

Company will provide written notice to any “key” employee who is not eligible for

reinstatement.

State Family and Medical Leave:

An employee who has been employed for at least 3 months may qualify for up to 3 working days

of state leave in any 12-month period if the employee or family/household member is a victim of

domestic violence, with or without pay at the discretion of the employer. All time off that

qualifies as family and medical leave will be counted against the employee’s federal and, if

applicable, state family and medical leave entitlement to the fullest extent permitted by law.

6.6 Workers’ Compensation Leave

Any employee who is unable to work due to a work related injury or illness and who is eligible

for Workers’ Compensation benefits will be provided an unpaid leave for the period required.

The first 12 weeks will be treated concurrently as a family and medical leave under the federal

Family Medical Leave Act (“FMLA”) for employees eligible for FMLA leave.

6.7 Jury Duty

U.S. citizens have a civic obligation to provide jury duty service when called. Employees are

entitled up to five working days, with pay, at their regular straight time or base salary for jury

duty.

The employee must bring in the jury duty notice as soon as it is received so that appropriate

arrangements can be made to cover his or her duties. Employees are required to call in or report

for work on those days or parts of days when their presence in court is not required.

6.8 Military Leave

Military leaves are available to eligible employees who enter the Uniformed Services of the

United States, including the National Guard and the Commissioned Corps of the Public Health

Service, or the state military forces, or the reserve components of the same, to participate in

active or inactive duty or training. Time off is also permitted for an examination to determine

one’s fitness for duty in any of the federal military forces. Such leave will be granted in

accordance with the Florida state and federal laws, provided all legal requirements are satisfied

and the employee returns to work or applies for reemployment within the time prescribed by law.

The employee must provide advance notice of the need for leave whenever possible. The

employee should give the employee’s supervisor as much advance notice as possible to allow the

Company to make arrangements to cover his or her position.

Employees on federal military leave may be entitled to continue health insurance benefits, at the

employee’s expense, for up to twenty-four months from the date of military departure.

6.9 Military Family Leave

Employees with a spouse or registered domestic partner serving in the United States Armed

Forces, National Guard or Reserves, may take up to ten (10) days of unpaid leave when their

spouse or domestic partner is on a leave from deployment during a military conflict. In order to

be eligible for this leave, the employee must work an average of at least 20 hours per week and

have a spouse or domestic partner who is either (1) a member of the United States Armed Forces

deployed during a military conflict to a designated combat theatre or combat zone; or (2) a

member of the National Guard who has been deployed during a period of military conflict; or (3)

a member of the Military Reserves who has been deployed during a period of military conflict.

Eligible employees are required to notify the Company of their intention to take such leave

within 2 days of receiving official notice that the spouse or domestic partner will be on a

qualified leave and provide documentation certifying that the spouse or domestic partner will be

on leave from deployment during the time the leave is requested.

At-Will Employment Agreement and

Acknowledgement of Receipt of Employee Handbook

Employee: _________________

I acknowledge that I have been provided with a copy of the APRU, LLC (the “Company”)

Employee Handbook, which contains important information on the Company’s policies,

procedures and benefits, including the policies on Anti-Harassment/Discrimination, Substance

Use and Abuse and Confidentiality. I understand that I am responsible for familiarizing myself

with the policies in this handbook and agree to comply with all rules applicable to me.

I understand and agree that the policies described in the handbook are intended as a guide only

and do not constitute a contract of employment. I specifically understand and agree that the

employment relationship between the Company and me is at-will and can be terminated by the

Company or me at any time, with or without cause or notice. Furthermore, the Company has the

right to modify or alter my position, or impose any form of discipline it deems appropriate at any

time. Nothing in this handbook is intended to modify the Company’s policy of at-will

employment. The at-will employment relationship may not be modified except by a specific

written agreement signed by me and an authorized representative of the Company. This is the

entire agreement between the Company and me regarding this subject. All prior or

contemporaneous inconsistent agreements are superseded.

I understand that the Company reserves the right to make changes to its policies, procedures or

benefits at any time at its discretion. However, the at-will employment agreement can be

modified only in the manner specified above. I further understand that the Company reserves the

right to interpret its policies or to vary its procedures as it deems necessary or appropriate.

I have received the Company Employee Handbook. I have read (or will read) and agree to abide

by the policies and procedures contained in the Handbook.

By: ___________________________________ Date: __________________