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: __________________
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: __________________
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