DHenry Please DocuSign SVC NEW HIRE Binder F PDF

DocuSign Envelope ID: B14956B8-F655-4192-A5C2-E17052EE6F95
Sales Verifications Company

--INTRODUCTION
AUGUST 25, 2017
REVISED 10 /21/2017
Who We Are:
Sales Verification Company (SVC)
What We Do:
We are a 3rd party verification company.
We verify clerical data and confirm enrollments
We do verbal contracts over the phone
Hours of Operation:
Hours are not guaranteed and are subject to change. The following are the hours we are
open:
8:00am to 11:30pm Monday thru Friday
8:30am to 11:30pm Saturday
9:00am to 11:30pm Sunday
Schedule Requirement:
Must have open availability.
Compensation:
$8.10 an hour
$9.10 an hour for Night Shift agents
$9.00 an hour for Bilingual agents
$10.00 an hour for Bilingual Night Shift agents
Plus great bonuses spiffs
Required Sub Stats:

Talk Time must be at 75% (This is the amount of time you are on the dialer, talking on the
phones.)
Quality target must be 90% (This is how you perform on the phones)
Reaffirmed rate is 80% (This is how many calls are verified out of your total calls.)
Benefits:
Pay dates are every Monday
Daily cash prizes, games, raffles, etc.
Benefits after 90 days:
Medical, Dental, Vision, Life Insurance, Short Term Disability, Long Term
Disability, Accident Insurance, Prepaid Legal, Flexible Spending Accounts,
Discounted Bus Services, Transportation Assistance with Free Uber/Taxi Rides
through PSTA, Assistance from 5/3 Bank to set up employee bank accounts,
Empower U Financial Classes, Travelling Saving Accounts, Ticket Discounts, and
more!
Dress Code:
Monday thru Thursday:
Men: Collar shirts
Women: Skirts must not be shorter than 3 inches below the knee
No spaghetti straps
No midriffs
No flip flops
Note: Jeans (w/o holes) and tennis shoes are ok
2017 Sales Verification Company, LLC. All Rights Reserved. Except for its intended workplace purpose, the
information contained herein shall not be removed, used or disclosed by the recipient.
Friday:
Casual work appearance, however you may not wear anything that may offend another employee.
Example: A shirt with inappropriate context
Emphasis is on a professional appearance
Attendance:
100% attendance is required within the first two weeks.
If you are going to be late or absent you need to call in before your designated start time. If you
dont call in AFTER 30 minutes of your shift starting, you will be considered a no-call, no-show.
Note: Be accountable for yourself and call in.
Note:
All cell phones must be turned off or on silent during work hours:
If you text or make a personal phone call without approval during work hours it can lead to
disciplinary action.
Conduct:
(1) The following are examples of employee actions that are prohibited and will not be condoned by Company. As
it would be impossible to anticipate every specific action that could result in a violation, these examples are not
exhaustive of the types of conduct that are prohibited. Any actions that injure or threaten to injure company,
employee, or public wellbeing or safety may also be barred currently or in the future at Companys sole
discretion:
(2) Placing false information and/or omitting relevant information from company records, including applications
for employment, bonuses, or other company benefits.
(3) Disclosing Company confidential information of any kind to one or more unauthorized recipients or otherwise
using such confidential information in an unauthorized manner see Employment Agreement.
(4) Unauthorized possession, acquisition, or removal of property from Company premises, including but not
limited to actions which constitute theft, fraud, or embezzlement.
(5) Using Company equipment, material, time, or information for unauthorized purposes, including personal use.
(6) Abusing, destroying, or wasting Company property or equipment including office supplies.
(7) Bringing or carrying weapons, explosives, or other dangerous objects, implements, or substances on Company
premises.
(8) Working under the influence of drugs or alcohol or bringing unauthorized alcohol or drugs into the workplace.
(9) Immoral or indecent conduct.
(10) Violations of safety rules, including the failure to assist or cooperate in any safety inspection or failure to
promptly report any hazardous condition
(11) Absenteeism or tardiness.
(12) Faulty or otherwise inadequate performance on the job.
(13) Dishonesty of any nature with Company executives, other staff, vendors, customers or other company
associates.
(14) Insubordination toward a Company supervisor or executive, including refusal to perform work as directed.
(15) Harassment, intimidation, threats or coercion of Company executives, other staff, vendor, customers, other
Company associates or members of the public, whether during work hours or not.
(16) Violations of any software agreement or license on which Company is or may be a party.
(17) Failure to resume employment after an approved leave of absence has ended.
(18) Violation of Company policy, including but not limited to the policies, specified in the handbook.
The listing of these sample offenses does not in any way limit or contradict the at-will employment status of
Company workers. Employment at Company is for no definite duration and can be terminated by either the
employer or the employee at any time, with or without cause or advance notice.
___________________________________ _______________________________ _______

Print Name Signature Date
Effective October 23, 2017
Sales Verification Company General Pay Structure
Hourly English Pay Rate: $8.10/Hour
Hourly English Night Shift Rate: $9.10/Hour
Hourly Bilingual Pay Rate: $9.00/Hour
Hourly Bilingual Night Shift Rate: $10.00/Hour
Paychecks are given out Mondays however if perfect attendance is met for the week, employees
may collect their paychecks on Friday, at the end of their scheduled shift. Company may make
exceptions for any unforeseen events requiring unplanned time missed (such as medical
emergency or court date) where the employee provides documentation excusing the time off and
for planned absences pursuant to the Calling in Late or Absent Policy.
For security of the employee, Company cannot give checks to a third party unless a power of
attorney document is presented.
Employee Print Name: ____________________________
Employee Signature:______________________________ Date:______________

Dear Applicant,
Attached you will find the Companys Company Policy, Employee Status, and Dispute
Resolution Procedure Agreement as well as the Confidentiality, Non-Compete, and Non-
Solicitation Agreement.
Please advise the Human Resource Director if you would like additional time to review the
agreements. You may take them home for further review or to seek the advice of an attorney of
your choice before signing the agreements.
Once you have reviewed and signed the agreements, we will be able to provide you with a start
date.
Thank you,
Human Resources Director
X______________________________________________________________
Applicant signature confirming this notice has been received and understood
_______________________________________________________________
Print name
Sales Verification Company, LLC

Human Resources Document
Company Policy, Employee Status, and Dispute Resolution Procedure Agreement
I, _______________________________________________________________ having accepted

employment at Sales Verification Company, LLC, a Florida Limited Liability Company (Company) have
been informed of and do agree to adhere to company policy, employee status regulations, and dispute
resolution procedures as follows:
1. Company Policies: I understand that no Company employee has the authority to make me any
promises, agreements or form any contracts, whether verbal or written which obligates the Company,
its management and/or owner. I further understand and agree that it is my obligation as an employee to
read, understand, and comply with any and all official policies including, but not limited, those policies
in the Company Handbook as published by Company and any other policy of the Company, regardless
of whether or not it is in writing or contained in the handbook. I further understand and agree that
Company may revise, adapt, cancel, add, or otherwise change any and all policies in Companys sole
discretion at any time and without advance notice.
Employee initials as having read and fully understood. _______
2. Employment is At-Will: I understand that Florida is an at will employment state, meaning that
either an employer or employee can terminate the employment relationship at any time for any reason
or no reason at all, with or without notice. I agree that my employment is for no definite period and
may be terminated at any time by myself or Company, with or without cause or advance notice. This
at will employment status shall not be considered modified by any conduct or by any statement
contained in this Agreement or any other materials generated by Company or its employees. This
constitutes the entire agreement between Company and its employees with regard to the length of my
employment. I understand and agree that although Company may choose, in its sole discretion, to
increase wages, promote, commend or favorably review my performance neither my length of
employment service or any other benefit shall in any way be interpreted or implied to modify my at
will employment status. Additionally, I understand that my first 90 days of employment are
introductory/probationary in nature and that either I or the Company may terminate my employment at
any time during or after the introductory/probationary period.
3. Overtime, Exemption, Non-Exemption I have been informed that the Companys Human Resources
department will determine whether to classify me as an exempt or non-exempt employee per the
applicable laws. If I am a non-exempt employee or an exempt employee instructed to do so, I agree to
correctly record and submit an accurate weekly time sheet for all hours worked including any and all
overtime. I understand that only non-exempt employees are entitled to be paid at an overtime rate for
work in excess of 40 hours in a workweek. If I am non-exempt, I understand that any overtime must
be pre-approved by my immediate supervisor in writing in advance of working the overtime. In the
event that I work overtime without prior authorization, I may be subject to disciplinary action, up to
and including termination.
2014 Sales Verification Company, LLC. All Rights Reserved.

Company Policy, Employee Status, and Dispute Resolution Procedure Document, page 2
4. Application Information Accurate and Complete: I acknowledge and attest that I completed my
application for employment personally and that all the answers supplied in this application are
complete and accurate.
5. Hubbard Management System: I understand that Company may choose to utilize the Hubbard
Administrative System also known as Hubbard Management System (HMS) to structure the business
divisional and departmental organization, its internal communications, and the planning, coordination,
production and delivery of its commercial services and products. I further understand that 20th Century
American writer L. Ron Hubbard developed HMS, published through the Hubbard College Press, a
division of Hubbard College of Administration International. I further understand that if I have any
questions over the nature of Companys applications of HMS, I should promptly raise (preferably in
writing) and resolve these with the Human Resources Director or the Companys Director of Training
in the Qualifications Division.
6. Production; Possible Advancement: I understand and agree that my production as measured by

measurable statistics (also known as business metrics) is one of the key factors the Company uses to
judge my performance, and that a rise in production will be important during and after the initial 90
calendar day new introductory/probationary period as well as in any subsequent advancement. I also
understand and agree that declining production or production that levels off over a long period of time
may become grounds for dismissal.
7. Unlawful Discrimination and Harassment Complaint Procedure: I understand that Company has a
strict policy prohibiting unlawful discrimination and harassment of any kind. Any violation of this
policy must be reported immediately to the Employees manager or the Human Resources Department
of the Company. There will be no retaliation against anyone who reports a violation of the policy or
participates in the Companys investigation into the allegations.
8. Mediation and Arbitration of Disputes
a) Mediation as the First Resort: Subject to their respective rights for restraining order and
injunction, the parties agree that any controversy, dispute or claim between Company and me out
of and/or involving this Agreement and/or any other aspect of our employment relationship that is
not governed by another written agreement that cannot be promptly settled by direct
communication between me and an authorized Company representative, may be submitted for
resolution by mediation. A partys request or petition for mediation must be in writing. The request
should be submitted to the other party within ninety days following the event giving rise to the
dispute but in no event later than the applicable statute of limitations for the claim or claims made.
The mediation shall take place in Pinellas County, Florida, with the specific location agreed by the
parties. The parties agree that the mediator must be selected from the list of Circuit Court Civil
Mediators for Pinellas County, Florida. The Company will pay all fees and costs of the mediator
and any fees and costs associated with the location for the mediation.
b) Arbitration as the Ultimate Resort on Dispute Resolution: If the best efforts of the parties
to mediate a resolution do not result in a settlement of our differences, then, subject to either
partys rights for restraining order and injunction, any claim, dispute, controversy, or
disagreement of any kind between the parties which may have occurred prior to or after
entering into this Agreement, except for workers compensation claims, unemployment claims
and claims covered by another written agreement between the parties shall be resolved by
binding arbitration to be decided by a single arbitrator Matters subject to arbitration include,
without limitation, any claim, disputes, controversies, disagreements or allegations of (a)
wrongful discharge or termination, (b) discrimination, harassment or retaliation (c) invasion of
privacy, (d) wage claim, including but not limited to claims brought pursuant to the Fair Labor
Standards Act, (e) any injury to my physical, emotional, or economic interests, (f) claim
brought pursuant to federal, state or local law, rule or regulation; or (g) any public policy, tort
or common law claim. Employee agrees that the requirement to arbitrate shall also apply to
any claim that Employee may assert against Companys employees, officers, directors, agents,
or clients in their capacity as such. The statutes of limitations otherwise applicable under law
shall apply to all Claims made in arbitration. The arbitration shall be conducted by a neutral
retired state or federal judge and shall be administered by the Judicial Arbitration and
Mediation Services (JAMS), or other arbitration provider agreed upon in writing by the
parties. The arbitration shall be conducted in accordance with the JAMS Employment
Arbitration Rules and Procedures and subject to JAMS Policy on Employment Arbitration
Minimum Standards of Procedural Fairness or rules of the arbitration provider agreed upon by
the parties. Copies of the JAMS Rules can be found at http://www.jamsadr.com/rules-
employment-arbitration. Judgment on the Award may be entered in any court having
jurisdiction. Nothing in this agreement to arbitrate employment-related disputes prohibits
the Employee from submitting a workplace-related administrative claim or Charge or
participating in an investigation or proceeding with any federal, state or local agency. The
Company will pay upfront all fees and costs associated with the arbitrator, any arbitration fees
charged by JAMS or any fees and costs associated with the location for the arbitration subject
to a later award by the arbitrator shifting those fees and costs as set forth in subparagraph (d)
below.
c) Basic Procedures, Arbitration Location: I understand that in the event of arbitration under this
Agreement, the arbitrator shall apply Florida substantive law and the Florida Evidence Code to the
proceeding. I understand that in the event of such arbitration, I will have the right to retain my own
independent legal counsel to represent me if I choose at my own expense. Each party shall have the
right to conduct pre-arbitration hearing discovery as permitted by the then current rules and
procedures of the arbitrator or as otherwise permitted by law. The arbitration shall take place in
Pinellas County, Florida, with the specific location agreed to by the parties.

d) Court Entry of Judgment, Arbitrators Power to Award Attorney Fees, Division of

Arbitration Fees and Costs: I understand that in the event of arbitration under this agreement,
judgment upon the award rendered by the arbitrator may be entered in any court having proper
jurisdiction. The arbitrator shall determine if there is a prevailing party and the prevailing party
may be awarded reasonable attorneys fees. I understand however that by this agreement, the
arbitrator is prohibited from imposing any type of fees, cost or expense upon me that I would not
be required to bear if I were free to bring a legal action in court.
e) Parties Give Up Right to Judge and Jury by Agreeing to Arbitrate Their Disputes: I
understand and acknowledge that by agreeing to arbitration I am voluntarily giving up any right
that I may have to a judge or jury with regard to all disputes subject to arbitration.
f) Arbitration Class and Representative Action Waiver: Both the Company and Employee agree to
bring any dispute in arbitration on an individual basis only, and not on a class, collective, or
private attorney general representative basis. There will be no right or authority for any dispute to
be brought, heard or arbitrated as a class, collective, representative, or private attorney general
action, or for either party to be a participant in any purported class, collective, representative or
private attorney general proceeding, including without limitation, pending but not certified class
actions. Disputes regarding the validity and enforceability of this Class Action Waiver may be
resolved only by a civil court of competent jurisdiction and not by an arbitrator. In any case in
which (1) the dispute is filed as a class, collective, representative, or private attorney general action
and (2) a civil court of competent jurisdiction finds all or part of the Class Action Waiver
unenforceable, the class, collective, representative, and/or private attorney general action to that
extent must be litigated in a civil court of competent jurisdiction, but the portion of the Class
Action Waiver that is enforceable shall be enforced in arbitration.
Although an Employee will not be retaliated against, disciplined or threatened with discipline as a
result of his or her rights under Section 7 of the National Labor Relations Act by the filing of or
participation in a class, collective, or representative action in any forum, the Company may
lawfully seek enforcement of this Agreement and the Class Action Waiver under the Federal
Arbitration Act, and seek dismissal of such class, collective, or representative actions or claims.
Employee initials as having read and fully understood. ______
g) Voluntary Nature of Agreement: I acknowledge and agree that I am executing this agreement
voluntarily and without any duress or undue influence by the Company or anyone else. I further
acknowledge and agree that I have carefully read this agreement and that I have asked any
questions needed for me to understand the terms, consequences and binding effect of this agreement
and fully understand it, including that I am waiving my right to a jury trial on the arbitration
claims and am waiving my right to participate in a class action. I agree only to bring claims
in my individual capacity and not as a plaintiff or class member in any purported class,
collective or representative proceeding. Finally, I agree that I have been provided an opportunity
to seek the advice of an attorney of my choice before signing this agreement.
9. Portions of Agreement are Severable: The provisions of this Agreement are severable, and if any one
or more and/or portions or aspects of such provision(s) may be determined to be judicially
unenforceable, in whole or in part, the remaining provisions and/or portions or aspects of such
provision(s) shall nevertheless be binding and enforceable.
10. Final Agreement, Florida Law Applies: This Agreement supersedes all previous agreements, whether
written or oral, express or implied, relating to the above subject matter, and may only be altered or
amended in writing by the Companys Chief Executive Officer. I acknowledge that I may be bound by
other Agreements pertaining to other subjects and that any other Agreement has no effect on the terms
of this Agreement on the subjects contained herein. I agree that Florida law shall govern the
construction, interpretations, and enforcement of this Agreement.
I agree to these terms and conditions of employment as indicated above and agree to observe and comply
with all of Companys rules, policies and procedures.
____________________________________
Employee Signature
____________________________________
Print Employee Name
_________________________
Date
Accepted and agreed to on behalf of Sales Verification Company, LLC:
Signed____________________________________ Date___________________
SALES VERIFICATION COMPANY, LLC
CONFIDENTIALITY, NON-COMPETE, AND NON-SOLICITATION AGREEMENT
This CONFIDENTIALITY, NON-COMPETE AND NON-SOLICITATION AGREEMENT

(Agreement) is by and between SALES VERIFICATION COMPANY, LLC, A Florida Limited
Liability Company (Company) and the undersigned _______________________________________
(Employee) and is executed on _____________________.
In consideration of the employment of Employee by Company, along with other good and valuable
consideration, the receipt of which is hereby acknowledged, the parties agree as follows:
I. CONFIDENTIAL INFORMATION/TRADE SECRETS
A. Employee understands that Company has developed, and is continuing to develop, valuable
proprietary information and that Company has a right to protect and safeguard its legitimate business
interests. Employee agrees that the information Company regards as confidential and proprietary and/or
trade secrets (referred to herein as Confidential Information/Trade Secrets) includes:
1. All information, including a formula, pattern, compilation, program, device, method,

technique, or process, that derives independent economic value, actual or potential, from
not being generally known to, and not being readily ascertainable by proper means by,
other persons who can obtain economic value from its disclosure or use.
2. Documentation that reflects confidential and proprietary information disclosed or made

known to Employee as a consequence of or through his/her employment with Company,
including information conceived, originated, discovered, or developed by Company or
Employee, that is not generally known to the public, trade, or industry, including, but not
limited to:
a. information pertaining to accounting, marketing, merchandising, manufacturing,

purchasing, and selling techniques and procedures;
b. business plans and financial information;
c. buy/sell margins and product trends;
d. customer and vendor transaction histories;
e. rate/pricing sheets, invoices, purchase orders, and amounts charged for goods, parts,
merchandise, and services;
f. cost and supply information relating to goods, parts, merchandise, and services
purchased, manufactured, or sold by Company;
g. training manuals;
2016 Sales Verification Company, LLC. All Rights Reserved.

h. lists of actual and prospective customers, leads, and vendors, including the identities
of contact persons;
i. confidential and proprietary information of Companys clients that has been provided
to Company in order for Company to provide services for its clients;
j. solicitation lists;
k. computer programs, source codes, object codes, tracking systems, computer hardware,
computer formats and software capability and,
l. Anything which is defined as a Trade Secret pursuant to F.S. 688.002.
B. Employee agrees that Company has a legitimate business interest as defined in 542.335,
Florida Statutes in all of the Confidential Information/Trade Secret regardless of whether a Court
determines that any of the Confidential and Proprietary Information is not a trade secret.
C. Employee also agrees that the use and disclosure of Confidential Information/Trade Secrets
must be carefully and continuously controlled for the benefit of Company and its authorized designees,
and Employee will comply with all Company rules and procedures to do so. Employee also recognizes
that Company uses software and other confidential information belonging to third parties under license
agreements restricting disclosure, and Employee agrees to abide by any such restriction.
D. Employee understands that Confidential Information/Trade Secrets are vital to the viability and
success of Companys business. Through his/her employment, Employee may become acquainted with
all or part of Confidential Information/Trade Secrets and may contribute to such Confidential
Information/Trade Secrets through the conduct of business for Company.
E. Employee agrees that any disclosure or use of Confidential Information/Trade Secrets by

Employee, other than in connection with Companys business or as authorized by Company, would be
highly detrimental to the business interests of Company and/or that of its customers or vendors.
Employee acknowledges that serious and substantial loss of business and pecuniary damages to Company
and/or its customers or vendors would result therefrom.
F. Employee agrees that, except as may be required by Employees employment with Company,
Employee shall not, without Companys prior written consent (which may be denied at Companys sole
discretion for any or no reason), disclose, remove from Company premises, or use at any time, either
during his/her employment with Company or after the cessation of such employment, any Confidential
Information/Trade Secrets, regardless of whether Employee developed or originated such information.
Employee further agrees not to render any services for or on behalf of any person or entity which has
improperly acquired or misappropriated any such Confidential Information/Trade Secrets of the
Company.
G. Employee agrees that, upon the cessation of his/her employment with Company or at any other
time Company requests, Employee will promptly deliver all Confidential Information/Trade Secrets,
together with all other Company documents or property in his/her possession, custody, or control to
Company in Pinellas County, Florida.
H. In the event that Employee has any questions regarding whether specific information constitutes
Confidential Information/Trade Secrets, Employee shall immediately and in writing request clarification
2 06132016
from Companys Chief Executive Officer.
I. Upon cessation of Employees employment with Company, Employee shall meet with
Company Chief Executive Officer or his authorized representative and/or the Personnel Manager (or an
authorized designee) on or before Employees last day of work to review Employees obligations under
this Agreement. Employees failure to comply with this paragraph shall constitute a material breach of
this Agreement.
J. Notice of Immunity Under the Economic Espionage Act of 1996, as amended by the Defend
Trade Secrets Act of 2016 ("DTSA").
(i) Employee will not be held criminally or civilly liable under any federal or state trade secret law
for any disclosure of a trade secret that:
(A) is made: (1) in confidence to a federal, state, or local government official, either directly or
indirectly, or to an attorney; and (2) solely for the purpose of reporting or investigating a suspected
violation of law; or
(B) is made in a complaint or other document that is filed under seal in a lawsuit or other proceeding.
(ii) if Employee files a lawsuit for retaliation by Employer for reporting a suspected violation of law,
Employee may disclose Employer's trade secrets to Employee's attorney and use the trade secret
information in the court proceeding if Employee:
(A) files any document containing the trade secret under seal; and
(B) does not disclose the trade secret, except pursuant to court order.
II. THIRD PARTY CONFIDENTIAL INFORMATION
A. Employee represents and warrants that he/she does not have in his/her possession or control any
tangible materials containing trade secrets or confidential and proprietary information belonging to any of
Employees previous employers or business associates and that neither employment by Company nor the
terms of this Agreement will cause Employee to breach any agreement with, or obligation owed to, a third
party.
B. Employee further agrees that he/she will not disclose to Company or use in the course of
Company employment any trade secrets or confidential and proprietary information belonging to any of
Employees previous employers or business associates.
C. Employee shall hold harmless and indemnify Company from and against any claim, demand, or
loss asserted by any third party resulting from any breach by Employee of any agreement or obligation
owed by Employee to any such third party, including any claim for attorneys fees incurred by Company
in connection with any such claim.
D. Employee acknowledges that his/her employment with Company is premised upon the
representations and warranties contained in this Section. If, at any time during his/her employment with
Company, it is found that Employee was not completely truthful in making, or otherwise has failed to
comply with, these representations and warranties, Employee shall be subject to immediate termination.
3 06132016
III. OTHER EMPLOYMENT: NON-COMPETITION
A. Employee agrees that during the course of his/her employment with Company, Employee shall
not, directly or indirectly render any services to, do business with, accept business from, establish, open
or engage as a partner, owner, employee, consultant, manager, operator, subsidiary or stockholder nor
have any financial or other interest in, a business that provides services competitive with or similar to
Company, a vendor of the Company or customer of Company, nor engage in any additional outside
business activities that may be a conflict of interest without Companys prior written consent, which may
be denied at Companys sole discretion for any reason. A conflict of interest is any business interest
which may impair or appear to impair Employees objectivity in the performance of Company duties.
Employee shall have a continuing requirement to disclose to Companys Chief Executive Officer or the
Companys Personnel Manager any proposed or actual outside business activity which may be a conflict
of interest.
B. Employee also agrees that he/she will not directly or indirectly encourage or assist others to
directly or indirectly engage in any of the activities described in paragraph III (A) above.
C. Employee further agrees not to "poach" or entice any of Companys employees, clients
and/or customers for any reason with an offer, agreement and/or contract of any kind for a period
of two (2) years following termination or expiration of the Agreement. Employee understands
and acknowledges that because of his/her experience with and relationship to Company and its
clients and customers, he/she will have access to and learn about much or all of the Companys
and/or clients Customer Information (as hereinafter defined). "Customer Information" includes,
but is not limited to, names, phone numbers, addresses, e-mail addresses, order history, order
preferences, chain of command, pricing information and other information identifying facts and
circumstances specific to the customer and relevant to the products and services of Company or
Companys clients. Employee understands and acknowledges that loss of these customer
relationships and/or goodwill will cause significant and irreparable harm to Company and to its
clients.
D. Employee also agrees that he/she will not directly or indirectly encourage or assist
others to directly or indirectly engage in any of the activities described in paragraph III (C)
above.
IV. NON-SOLICITATION
A. Employee agrees that, except on Companys behalf, during the course of his/her employment
with Company and for a period of two (2) continuous years after the cessation of such employment,
Employee shall not, directly or indirectly, on his/her behalf or on behalf of any other person or entity,
solicit or attempt to procure the trade, business, or patronage of any Company vendors, clients, customers,
or prospective customers with whom Employee had any contact while in the employment with Company
or attempt to direct its/their business or patronage away from Company or alter its/their relationship with
the Company in any negative way.
B. Employee also agrees that he/she shall not, directly or indirectly, recruit, train, supervise
encourage or assist others to directly or indirectly engage in any of the activities contained in paragraphs
IV (A) above.
4 06132016
V. NON-SOLICITATION OF COMPANY EMPLOYEES
A. Employee agrees that, during his/her employment with Company and for a period of two (2)
continuous years following its cessation, Employee shall refrain from any activity that directly or
indirectly causes or seeks to cause any other individual to leave his/her employment with Company or
which recruits, hires, or attempts to recruit or hire any other individual employed by Company or its
related or affiliated companies.
B. Employee also agrees that he/she shall not, directly or indirectly, recruit, train, supervise,
encourage or assist others to directly or indirectly engage in any of the activities contained in paragraph V
(A) above.
VI. INVENTIONS AND DESIGNS/INTELLECTUAL PROPERTY
A. All inventions, ideas, writings, works of authorship, discoveries processes, programs, software
and designs (including all improvements) (i) conceived (whether or not actually conceived during regular
business hours) or made by Employee during the course of his/her employment with Company or the six
(6) months immediately following the cessation of such employment and (ii) related to Companys
business (regardless of when or where it is prepared or whose equipment or other resources is used in
preparing the same) (collectively Work Product) shall be promptly disclosed in writing to Company and
shall be the sole and exclusive property of Company. Employee shall cooperate with Company and its
attorneys in the preparation of patent and copyright applications for such developments and shall
promptly assign all such inventions, ideas, processes, and designs to Company. The decision to file for a
patent or copyright protection or to maintain such development as a trade secret shall be in Companys
sole discretion and Employee shall be bound by such decision. Employee shall provide, on the back of
this Agreement, a complete list of all inventions, ideas, processes, and designs, if any, patented or
unpatented, copyrighted or uncopyrighted, including a brief description, that he/she made or conceived
prior to employment with Company and which therefore are excluded from the scope of this Section.
B. The Employee acknowledges that, by reason of being employed by Company at the relevant
times, to the extent permitted by law, all of the Work Product consisting of copyrightable subject matter is
"work made for hire" as defined in the Copyright Act of 1976 (17 U.S.C. 101), and such copyrights are
therefore owned by Company. To the extent that the foregoing does not apply, the Employee hereby
irrevocably assigns to Company nunc pro tunc from Employees first date of employment with Company,
for no additional consideration, the Employee's entire right, title and interest in and to all Work Product
and Intellectual Property Rights therein, including the right to sue, counterclaim and recover for all past,
present and future infringement, misappropriation or dilution thereof, and all rights corresponding thereto
throughout the world. Nothing contained in this Agreement shall be construed to reduce or limit
Companys rights, title or interest in any Work Product or Intellectual Property Rights so as to be less in
any respect than that Company would have had in the absence of this Agreement.
VII. EMPLOYMENT AT WILL
A. Employee acknowledges that his/her employment with Company is terminable at will by either
Employee or Company, and cessation of his/her employment shall not alter or cancel any terms of this
Agreement and that the terms of this Agreement survive the termination or expiration of Employees
employment
B. Without limiting the preceding paragraph in any manner, the first ninety days of Employees
employment with the Company shall be an initial introductory/probationary period and either the
5 06132016
Company or Employee may terminate the employment for any or no reason whatsoever without advance
notice.
VIII. DUTY TO DISCLOSE
A. During the course of Employees employment with Company and for a period of two (2)
continuous years after the cessation of such employment, Employee shall inform any actual or
prospective employer of the existence of this Agreement and the fact that it contains the restrictive
covenants set forth above and shall take all reasonable steps necessary to furnish any such actual or
prospective employer with a copy of this Agreement.
B. If at any time while employed by Company, Employee becomes aware of facts or circumstances
that suggest that another existing or former employee of Company is acting in violation of the Companys
Confidentiality, Non-Compete and Non-solicitation Agreement, Employee shall immediately notify
Companys Chief Executive Officer or the Personnel Manager in writing of such facts and circumstances.
IX. ENFORCEMENT
A. It is agreed and understood by and among the parties to this Agreement that the restrictive
covenants (Sections III, IV, and V), confidentiality provisions (Section I) and intellectual property
provisions (Section VI) set forth in in this Agreement are essential elements of this Agreement and that,
but for the agreement of Employee to comply with such covenants, Company would not have agreed to
enter into an employment relationship with Employee. Further, Employee expressly acknowledges that
the restrictions contained in this Agreement are reasonable and necessary to accomplish the mutual
objectives of the parties and to protect Companys legitimate business interests as defined and set forth in
542.335, Florida Statutes and to protect its business and business relationships. Employee
acknowledges that any violation of the restrictions contained in this Agreement will cause irreparable
injury to Company.
B. The parties hereto agree that damages at law including, but not limited to, monetary damages,
will be an insufficient remedy to Company in the event that the restrictive covenants, confidentiality
provisions, and/or intellectual property provisions in this Agreement are violated and that in addition to
any remedies or rights that may be available to Company, all of which other remedies or rights shall be
deemed to be cumulative, retained by Company and not waived by the enforcement of any remedy
available hereunder including, but not limited to, the right to sue for monetary damages, Company also
shall be entitled, upon application to a court of competent jurisdiction, to obtain injunctive relief
including, but not limited to, a temporary, preliminary or permanent injunction, to enforce the provisions
of this Agreement as well as an equitable accounting of all profits or benefits arising out of any such
violation, all of which shall constitute rights and remedies to which Company may be entitled.
C. Employee further agrees that in the event that he or she breaches any of the obligations set forth
in this Agreement that breach is irremediable by monetary damages and, therefore, the calculation of
damages caused thereby would be difficult or impossible to assess. For each and every such breach by
Employee or anyone acting in concert with Employee that occurs prior or after to injunctive relief being
obtained, Employee agrees that he or she will pay to Company the sum of Two Thousand Five Hundred
Dollars ($2,500.00) as liquidated damages. Employee acknowledges and agrees agree that this sum has
been chosen because actual damages would be impractical, extremely difficult, or impossible to fix or
assess. Employee further expressly acknowledges, agrees, and understands that this amount is not a
penalty, but rather is an agreed sum for each breach of the obligations in this Agreement that Employee
agrees and acknowledges to be fair and reasonable. Employee also acknowledges and agrees that the
6 06132016
remedy set forth in this paragraph is not exclusive of any other remedy whether identified in this
Agreement or not, including, but not limited to, the imposition of actual damages arising out of such
breach, and that all applicable remedies for any such breach or threatened breach are cumulative.
D. It is the intention of the parties that the Company be given the broadest protection allowed by law
with regard to the restrictions contained herein. In the event of a breach or a threatened breach by
Employee of provisions in this Agreement, the Company shall be entitled to an injunction restraining
Employee from such breach or threatened breach. Nothing herein shall be construed as prohibiting the
Company from pursuing any other remedies available to it for such breach or threatened breach including
the recovery of damages from Employee.
E. Employee additionally hereby expressly waives any requirement for Company securing or
posting of any bond in excess of One Thousand Dollars ($1,000) in connection with enforcing this
Agreement. Should Companys action for a temporary or preliminary injunction be granted in whole or
in part, and should Company ultimately be unsuccessful in obtaining a permanent injunction to enforce
the covenant, Employee hereby waives any and all rights Employee may have against Company for any
injuries or damages, including consequential damages, sustained by Employee and arising directly or
indirectly from the issuance of the temporary or preliminary injunction.
X. MISCELLANEOUS
A. If any portion of this Agreement is held by a court of competent jurisdiction to be unreasonable,

arbitrary, or against public policy for any reason, this Agreement shall be considered divisible as to the
nature of business, time, and geographic area. If a court of competent jurisdiction should determine the
specified nature of business, the specified period, or the specified geographic area set forth in this
Agreement to be unreasonable, arbitrary, or against public policy for any reason, the court shall have the
right to modify the invalid portion of the Agreement so as to render this Agreement enforceable.
B. Should legal proceedings have to be brought by Company against Employee to enforce the
restrictive covenants appearing in this Agreement, the period of restriction shall be deemed to begin
running on the date of entry of an order granting Company temporary or preliminary injunctive relief and
shall continue uninterrupted for the succeeding two (2) years or as ordered by the Court.
C. This Agreement shall remain binding upon and shall inure to the benefit of Company and its
successors and assigns, specifically including, but not limited to, any parent, subsidiary, joint venturer or
related entity of Company, regardless of whether such entity is in existence at the time of this Agreement
or is formed or acquired thereafter.
D. The parties hereto explicitly agree that Company may assign its rights herein to any entity that
is an assignee or a successor in interest. This Agreement shall not be assignable by Employee.
E. Employee agrees that it would be difficult to measure money damages in the event of a
threatened or actual breach hereof. Should Company seek equitable relief to enforce any provision of this
Agreement, Employee shall not assert the claim or defense that an adequate remedy exists at law.
F. This Agreement shall be governed by the laws of Florida. Employee hereby consents to
personal jurisdiction and venue, for any action brought by Company arising out of a breach or threatened
breach of this Agreement, exclusively in the United States District Court for the Middle District of
Florida, Tampa Division, or in the Circuit Court in and for Pinellas County, Florida.
7 06132016
G. If Company institutes legal proceedings against Employee, the parties agree that, except as
provided below, Company shall serve process by process server upon Employee at his/her last known
residence address located in the United States. Employee shall notify Company in writing of any change
in his/her residence address within ten (10) calendar days of the change. If Employee fails to do so,
Employee agrees that Company may serve process by: (i) serving copies of the summons and complaint
by certified U.S. Mail to Employees last known residence located in the United States; and (ii) placing a
public notice in a newspaper of general circulation in the geographic area of Employees last known
residence address for a period of two consecutive weeks following commencement (i.e., filing) of the
proceedings. Employee expressly acknowledges that the method for service of process described
immediately above is (i) reasonably calculated to apprise him/her of any legal proceedings instituted
against him/her by Company and (ii) sufficient for the court issuing the summons to exercise personal
jurisdiction over Employee.
H. Employee agrees that, because Company is engaged in a highly competitive business and
because Employee will have access to Companys Confidential Information/Trade Secrets, Employee
would cause Company great and irreparable harm by engaging directly or indirectly in any of the
prohibited activities or otherwise failing to adhere to his/her obligations described above in sections I, III,
IV, and V.
I. Employee acknowledges that he/she has been afforded an opportunity by Company to consult
with an attorney regarding this Agreement prior to signing and accepting its terms. Employee further
represents and agrees that he/she has carefully read and fully understands all the provisions of this
Agreement and that he/she is voluntarily entering into this Agreement.
J. In any legal proceeding instituted by Company against Employee to enforce or interpret the
terms of this Agreement, Company shall be entitled to recover its attorneys fees and costs from
Employee which will include attorneys fees and costs (including in-house counsel fees and costs)
incurred during the pre-litigation stages and at trial and appellate levels, including time spent in
supervision of paralegal work and paralegal time, and any other expenses and costs incurred in connection
with the enforcement of any available remedy.
K. The parties hereby waive any rights they may have to trial by jury in regard to all claims
brought pursuant to this Agreement.
L. As used in this Agreement, cessation of employment refers to any termination of

employment, at any time and for any reason, whether such termination is voluntary or involuntary or with
or without cause.
M. The rights and obligations of Employee and Company set forth in this Agreement survive the
cessation of Employee's employment with Company.
N. The invalidity or unenforceability of any particular provision hereof shall not affect the
remaining provisions of this Agreement, and this Agreement shall be construed in all respects as if such
invalid or unenforceable provision were omitted.
O. The restrictive covenants, confidentiality provisions and intellectual property provisions set
forth in this Agreement shall be construed as agreements independent of any other provision in this
Agreement. The existence of any claim or cause of action of Employee against Company whether
predicated on this Agreement or otherwise, shall not constitute a defense to the enforcement by Company
of such restrictive covenants.
8 06132016
XI. NON-WAIVER
Companys waiver of any breach of any provision of this Agreement by Employee does not waive
any subsequent breach by Employee nor does Companys failure to take action against any other
employee for similar breaches operate as a waiver or estoppel by Company.
XII. SEVERABILITY
If any of the foregoing provisions is determined to be in violation of any law, rule, or regulation, or
is otherwise ruled to be unenforceable, such determination shall not affect any other provisions of this
Agreement, but such other provisions shall remain in full force and effect.
XIII. ENTIRE AGREEMENT AND MODIFICATION
This Agreement supersedes any and all prior understandings and agreements between the parties
concerning the subject matters covered by this Agreement, and it contains the entire understanding and
agreement of the parties regarding these subjects. This Agreement may not be altered or amended except
in writing signed by Companys Chief Executive Officer. Employee acknowledges that he/she may be
bound by other Agreements with the Company pertaining to other subjects and that any other Agreement
has no effect on the terms of this Agreement on the subjects contained herein.
IN WITNESS WHEREOF, the parties hereto have duly executed this Agreement on the date first
mentioned above.
X_______________________________________
_________________________________________
Employee Printed Name
By:___________________________________
_______________________________________
Print Name
Its:____________________________________
9 06132016

POLICY LETTER
9 MARCH 2015R
REVISED 11 APRIL 2016
All Staff
New Hire Pack
DRUG TESTING IN THE WORKPLACE POLICY

Sales Verification Company, LLC is committed to providing a safe, healthy and productive
workplace that is free from unlawful drugs and alcohol while employees are working on the
employer's premises (either on or off duty), while performing work for the employer (on or off
the premises) and while operating employer-provided vehicles. Employees who work while
under the influence of drugs or alcohol pose a safety risk to themselves and others with whom
they work.
In furtherance of the commitment to provide a safe, healthy and productive workplace, Sales
Verification Company, LLC maintains a policy in which job applicants and current employees
may be requested or required to submit to drug and alcohol testing in certain situations. This
policy is intended to comply with applicable laws regarding drug and alcohol testing and current
and prospective employee privacy rights.
Testing Based on Reasonable Suspicion

Employees may be asked to submit to a drug and alcohol test if an employee's supervisor or
other person in authority has reasonable suspicion, based on objective factors such as the
employee's appearance, speech, behavior or other conduct and facts, that the employee possesses
or is under the influence of unlawful drugs or alcohol, or both.
Employees who take over-the-counter or legally prescribed medication to treat a disability

should inform their supervisor if they believe the medication will impair their job performance,
safety or the safety of others or if they believe they need a reasonable accommodation before
reporting to work while under the influence of that medication.
Post-incident Testing
Employees involved in any work-related accident or incident involving the violation of any
safety or security procedures may be required to submit to drug and alcohol testing. This applies
even if the incident did not result in injury to any person or any property damage.
1
Testing Procedures
All drug and alcohol testing under this policy will be conducted by an independent testing
facility, which will obtain the individual's written consent prior to testing. Sales Verification
Company, LLC will pay for the full cost of the test.
Employees suspected of working while under the influence of illegal drugs or alcohol will be
suspended without pay until Sales Verification Company, LLC receives the results of a drug and
alcohol test from the testing facility and any other information Sales Verification Company, LLC
may require to make an appropriate determination.
Confidentiality
All records relating to an employee's or applicant's drug and alcohol test results will be kept
confidential and maintained separately from the individual's personnel file.
Consequences of A Positive Test

Employees who test positive will be subject to discipline, up to and including immediate
termination of employment.
Consequences for Refusing to Submit to Testing or Failing to Complete the Test

Employees who refuse to submit to testing as required by Sales Verification Company, LLC or
who fail to complete the test will be subject to discipline, up to and including immediate
termination of employment.
Administration of this Policy
Sales Verification Company, LLC expressly reserves the right to change, modify or delete the
provisions of this policy without notice.
2
Authorization for Drug Test and

Acknowledgment of Receipt and Review of Policy
I (name)________________________ acknowledge that on (date)_____________

I received a copy of Sales Verification Company, LLCs Drug Testing in the
Workplace Policy and that I read it, understood it and agree to comply with it.
I hereby agree to submit to drug testing pursuant to the terms of this policy
and authorize Sales Verification Company, LLC to drug and alcohol test me
during my employment in the situations set forth above should I be offered a
position. I also consent to the release of these test results to a designated
company official and agree to hold Sales Verification Company, LLC
harmless from any such releases provided for hereby.
I understand that Sales Verification Company, LLC has the maximum discretion
permitted by law to interpret, administer, change, modify or delete this policy at
any time without notice. No statement or representation by a supervisor or manager
or any other employee, whether oral or written, can supplement or modify this
policy. I also understand that any delay or failure by Sales Verification Company,
LLC to enforce any work policy or rule will not constitute a waiver of Sales
Verification Company, LLCs right to do so in the future.
I understand that neither this policy nor any other communication by a

management representative or any other employee, whether oral or written, is
intended to in any way create a contract of employment. I understand that, unless I
have a written employment agreement signed by the Board of Directors, I am
employed at-will and this policy does not modify my at-will employment status. If
I have a written employment agreement signed by an authorized Sales Verification
Company, LLC representative and this policy conflicts with the terms of my
employment agreement, I understand that the terms of my employment agreement
will prevail.
_______________________________ _____________________
SIGNATURE DATE
3

POLICY LETTER
8 NOVEMBER 2013R
REVISED 18 MAY 2017
All Employees
New Hire Pack
HUBBARD MANAGEMENT SYSTEM

Sales Verification Company (Company) utilizes the Hubbard Administrative Technology also known
as the Hubbard Management System (HMS) to structure aspects of the Companys divisional and departmental
organization, its internal communications, and the planning, coordination, production and delivery of its
services and products.
20th Century American writer L. Ron Hubbard developed HMS, published through the Hubbard College
Press, a division of Hubbard College of Administration International.
The full range of HMS covers every facet of organization and administration of the business, including
management, human resources, marketing, promotion, sales, finance, productivity, quality control, staff
training, and public relations.
Personnel competence and coordination are of course essential components of the Companys success.
HMS emphasizes the importance of workers to understand the aims and activities of the organization, to learn
and fulfill the duties of their positions, to maintain and increase their productivity and to remedy errors or
shortfalls in job performance.
Personnel routinely study and train on HMS to be able to apply it effectively in their positions, including
interactions with management, co-workers and the public Sales Verification Company serves. As with any
comprehensive organizational methodology, HMS has some unique concepts and, thus, unique terminology and
nomenclature. Each such term carries one or more specific definitions available in the companys or Hubbard
College Press materials. An essential requirement for any employees successful application of HMS is his or
her familiarity and conceptual understanding of such terms, again typically acquired through training and use on
the job.
Any employee questions regarding the nature or application of HMS at Sales Verification Company
should be promptly addressed and resolved with Human Resources or the companys Director of Training in the
Qualifications Division.
Authorized by
The Board of Directors
____________________________________
Employee Signature
____________________________________
Date
2013 Sales Verification Company, LLC. Used with permission. All Rights Reserved. Except for its intended workplace purpose,
the information contained herein shall not be removed, used or disclosed by the recipient. HUBBARD is a trademark and is used
pursuant to a licensing agreement. WISE IA #130707 WUS.
RELEASE FOR USE OF NAME AND LIKENESS
For good and valuable consideration received, including but not limited to publicity and advertising, I
___________________________ (I or me) hereby irrevocably authorize and give my consent to SALES
VERIFICATION COMPANY, LLC and its subsidiaries, assigns, agents and affiliates (Company) the unrestricted
use of my name, portrait, photograph, image, voice and other likeness (Voice & Image), in any and all
publications, including any commercial, promotional, and advertising materials in all types and forms of
media, whether digital or otherwise. I waive any right that I may have to inspect or approve of the finished
product(s) and any advertising copy or other matter that may be used in connection with my Voice & Image. I
also release Company from any claim arising out of the use of my Voice & Image.
I hereby affirm that I am over the age of majority and have the right to contract in my own name. I
have read the above authorization, release and agreement, prior to its execution; I fully understand the
contents thereof. This agreement shall be binding upon me and my heirs, legal representatives and assigns.
I HAVE READ, UNDERSTAND, AND VOLUNTARILY SIGNED THIS AGREEMENT.
______________________________
Signature
______________________________
Name (Printed)
______________________________
Date

POLICY LETTER
7 JANUARY 2015R
REVISED 10 MARCH 2017
All Staff
DRESS CODE POLICY
It is in Companys best interests to present a professional image to its customers, suppliers, and
the public. All employees are required to dress in a neat and well-presented manner and to report
to work well-groomed, clean and dressed according to the requirements of their position as may
be specified by other Company policy. Employees must refrain from wearing cologne or
perfume or using scented hygiene products as some employees are sensitive to scents.
We occasionally have guests who visit our offices and it is customary to provide these guests
with a tour of our facilities. We make every effort to introduce and present employees to these
visitors. Professional and clean attire and appearance will enable Company to put its best foot
forward and to create a favorable and lasting impression.
In the event an employee fails to meet such standards, he/she will be required to leave the
premises and return to work with proper dress and appearance. Non-exempt employees will not
be compensated for such time required away from work in order to comply with this Dress and
Grooming Standards policy. In addition, employees may be disciplined.
RECEPTIONIST
Monday through Saturday: Must be dressed professionally at all times. Dresses and skirts must
be no more than 3 inches above the knee. No jeans, t-shirts, tennis shoes, flip flops, sporty attire
(such as yoga pants, or hoodies). No club attire or clothes that is inappropriate or revealing.
GM, DIRECTORS, MANAGERS, SUPERVISORS & ADMIN

Monday through Thursday: Business Casual (for example: slacks, skirt, dress shirt with tie,
blouses, dress shoes, etc.). No jeans, t-shirts, tennis shoes, flip flops, yoga pants or tights (tights
may be worn under skirts).
Friday and Saturday:

Business Casual (as explained above) OR slacks with dress shoes and Client/company shirt or
company issues jersey.
SALES AGENTS, CUSTOMER SERVICE AGENTS AND MONITORS

Collared shirt
Blouse
Jeans
Shorts/Dresses must go no more than 3 inches above the knee
Tennis shoes
Page 1 of 2
NOT OK TO WEAR
Clothes with holes in them (e.g. torn jeans)
Clothes that are inappropriate or revealing
Flip flops
Sandals without a front and back strap
T-shirts
Baseball hats
Stocking/Skull Caps
Clothing with inappropriate messages or images
Athletic wear such as basketball shorts, sweatpants or jogging suits
As authorized by the
Board of Directors
I have read and understand this Dress Code Policy and agree to abide by it.
Employee Name: _______________________________________
Employee Signature: ____________________________________ Date: ____/____/____
Page 2 of 2

POLICY LETTER
JULY 15, 2009RB
REVISED 10 FEBRUARY 2016
All Staff
CELL PHONE USE
In order to maintain the highest standards possible in the course of our business, the Sales
Verification Company, LLC is limiting the use of cell phones during work hours.
This includes but is not limited to:

Texting during work hours
Listening to music on your cell phone
Reading books or magazines
Instant messaging
Checking your Facebook, MySpace or any social media account.
Using your cell phone internet
Having your cell phone on your desk.
Taking pictures of any person, company materials, documents, client materials,
customer data or any company property.
In addition, cell phones are not permitted in the Training room.

NOTE: You may use your cell phone during breaks and at lunchtime. Also, if you have a
legitimate family emergency and your family needs to get ahold of you, they may call the front
office. Keep in mind the front office phone is to be used only for emergencies.
While you are working, your cell phone must be put away. If you are caught using your cell
phone, it may lead to disciplinary action including suspension and/or termination.
As a suggestion, the best way to prevent violation of this policy is to turn your phone off.
I have read and understood this policy.
X: ____________________________________________________
Name
X: ____________________________________________________
Signature
Board of Directors

POLICY LETTER
05 OCTOBER 2015R
REVISED 17 OCTOBER 2017
All Staff
CALLING IN LATE OR ABSENT
Employees are expected to show up to work on time every day. If you are going to be late or
absent you need to call in by your designated start time. If you dont call in AFTER 30 minutes
of your shift starting, you will be considered a no-call, no-show.
Do not leave a voicemail if you are going to call in late or absent. If anyone calls in they must
dial through to our reception line and speak with a live person. Reception will handle the call
accordingly and immediately document the data in the employees Time Clock notes and TED.
If youre a supervisor or above and receive any type of communication on your personal phone
(via phone call or text) regarding your juniors attendance then you too should notify reception
but the employee is still required to call in through our reception line.
For scheduled absences such as personal time off, etc., all employees must submit a Request for
Time Off form at least 72 hours before taking the time off. The form is attached to this policy.
For paid time off (PTO), refer to the Paid Time Off policy in the handbook and use the PTO
form.
Note: If a sales agent or supervisor calls-in, you must transfer the call to the Director of Sales
and make a note in Time Clock and TED.
Board of Directors
REQUEST FOR TIME OFF

72 HOUR NOTICE
Your request for time off must be submitted and approved by management 72 hours in advance.
EMPLOYEE INFORMATION
Company Name: _____________________________________________________________________
Employee Name: ____________________________________________Employee ID #: ____________
Todays Date: ______/______/______ # of Days Requesting Off: __________________________
Starting On: ______/______/______ Ending On: ______/______/______
Circle One: Part Time or Full Time What is your schedule: ____________________________
I will return to work on: ______/______/______ Program/Department: _______________________
Reason for request: ___________________________________________________________________
Supervisor & Admin Staff: Who is covering your post while youre gone?
____________________________________________________________________________________
Employee/Requestor Signature: __________________________________________________________
Supervisor Approval Signature: __________________________________________________________
Director Approval Signature: ____________________________________________________________
General Manager Approval Signature: _____________________________________________________
Once you have the above approval signatures, drop this form in the Human Resources Box.
OFFICE USE ONLY
HUMAN RESOURCES
Approved: YES NO
Entered Into Time Clock: YES NO
Entered into TED: YES NO
Notify Payroll: YES NO
HR Signature: ___________________________________________ Date: _____/_____/_____
Completed form must be filed in employees personnel folder.
ACKNOWLEDGMENT
PLEASE COMPLETEAND RETURN THIS PORTION OF THE HANDBOOK TO THE HUMAN

RESOURCES DEPARTMENT.
Employee Name: _____________________________________________________________
I acknowledge that I have received my copy of the Sales Verification Company, LLCs (Company)
Employee Handbook, containing vital data on the company's personnel procedures and on my rights and
duties as a staff member. I further acknowledge and agree that company policy governs my actions as an
employee and it is my responsibility to read, understand and apply the information specified in the
handbook as well as all other Company policies, procedures or rules applicable to employees.
I also acknowledge and agree that because Company policies, including those in this handbook, are
not an employment contract between Company and myself, Company can and does reserve the right and
opportunity to revise, adapt, cancel, add or otherwise change all or any part of this handbook or any other
Company policy, procedure or rule applicable to employees when, at its sole discretion, Company
determines that the law and/or changed circumstances warrant such adjustments. The only exception is
the Company policy on at-will employment status. This may never be changed except by a written
agreement between an employee and the Company Chief Executive Officer, and then approved in writing
by the Company Board of Directors. I further acknowledge and agree that nothing in this handbook
establishes or is intended to establish a commitment or guarantee by Company of my continued
employment. This understanding and agreement supersedes any and all prior understandings, agreements
and/or promises which in any way contradict or conflict with such at-will status. Further, I understand
that nothing in this handbook is intended to violate any of my rights under Section 7 of the National
Labor Relations Act.
__________________ _______________________________
Date Employee's Signature
_______________________________
Employee's Name (print or type)
v. 05292017

POLICY DIRECTIVE
JUNE 16, 2014RB
REVISED 24 APRIL 2017
All Staff
New Hire Pack
HOLIDAY CLOSING
Sales Verification Company, LLC will be closing during the holiday season. This year, the
company will be closed Monday, December 25th through January 1st, 2018. The company will
reopen on Tuesday, January 2, 2018.
As there will be a need for a skeleton crew, Management will provide work schedules for those
employees who will be on the crew during the closing. This schedule will be provided as we get
closer to the holiday season.
The time off will be unpaid thus we want to give you ample time to plan for the holiday closing.
Aside from the skeleton crew, no executive or staff member is approved to work during the
closing unless it is deemed necessary and is approved in writing by the Board.
Board of Directors
2017 Sales Verification Company, LLC. All Rights Reserved. Except for its intended workplace
purpose, the information contained herein shall not be removed, used or disclosed by the recipient.


New Health Insurance Marketplace Coverage
Form Approved
Options and Your Health Coverage OMB No. 1210-0149
H[SLUHV5312020
PART A: General Information

:

What is the Health Insurance Marketplace?

Can I Save Money on my Health Insurance Premiums in the Marketplace?

Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?

How Can I Get More Information?

Human Resources

PART B: Information About Health Coverage Offered by Your Employer

3. Employer name 4. Employer Identification Number (EIN)

Sales Verification Company, LLC 27-1089577
5. Employer address 6. Employer phone number
9701 International Court North 727-572-0600
7. City 8. State 9. ZIP code
St. Petersburg FL 33716
10. Who can we contact about employee health coverage at this job?
HR Director
11. Phone number (if different from above) 12. Email address

x

1. Employees can become eligible on the first of the month following two (2) months of employment; and

2. Have an average of 30 or more hours of service per week.

x


13. Is the employee currently eligible for coverage offered by this employer, or will the employee be eligible in
the next 3 months?
Yes (Continue)
13a. If the employee is not eligible today, including as a result of a waiting or probationary period, when is the
employee eligible for coverage? (mm/dd/yyyy) (Continue)
No (STOP and return this form to employee)

14. Does the employer offer a health plan that meets the minimum value standard*?
Yes (Go to question 15) No (STOP and return form to employee)
15. For the lowest-cost plan that meets the minimum value standard* offered only to the employee (don't include
family plans): If the employer has wellness programs, provide the premium that the employee would pay if he/ she
received the maximum discount for any tobacco cessation programs, and didn't receive any other discounts based on
wellness programs.
a. How much would the employee have to pay in premiums for this plan? $
b. How often? Weekly Every 2 weeks Twice a month Monthly Quarterly Yearly

16. What change will the employer make for the new plan year?
Employer won't offer health coverage
Employer will start offering health coverage to employees or change the premium for the lowest-cost plan
available only to the employee that meets the minimum value standard.* (Premium should reflect the
discount for wellness programs. See question 15.)
a. How much would the employee have to pay in premiums for this plan? $
b. How often? Weekly Every 2 weeks Twice a month Monthly Quarterly Yearly

BENEFITS NOTIFICATION
Employee Name:_______________________________________________________________________
Sales Verification Company offers a broad range of great benefits! Employees should review the
benefits listed below, the benefit plan summaries, and contact HR if they wish to enroll in any benefit by
completing the appropriate forms, paying premiums as necessary, and being accepted by the carrier.
We offer health insurance, MEC and indemnity plans.
Premiums begin the 1st of the month after youve been employed one month for an effective date the
following month.
Premiums
Hire month Effective date begin
January April 1st March 1st
February May 1st April 1st
March June 1st May 1st
April July 1st June 1st
May August 1st July 1st
June September 1st August 1st
July October 1st September 1st
August November 1st October 1st
September December 1st November 1st
October January 1st December 1st
November February 1st January 1st
December March 1st February 1st
Until you enroll in any of the plans, your signature below will serve as your declination of any coverage.
I acknowledge that I have received my copy of the Employee Benefit Options Package, containing vital
data on the company's medical plans available to me. I understand that if I wish to enroll, I must
complete the appropriate forms, have them accepted by the carrier and pay the premiums due. My
deadline to sign up is the 1st of the month before my effective date. Late enrollments will create double
deductions to make-up missed premiums.
________________________________________________ __________________________
Employees Signature Date
EMPLOYEE
BENEFIT OPTIONS
PACKAGE
Employee_____________________________________________________________
Potential Qualifying Date:________________________________________________

Employee Benefits
Eligible employees are offered a range of benefits to take advantage of.

Employees should review the list of benefits below, read the attached benefit plan
summaries, get any questions answered and complete the enrollment form for each
product they wish to enroll in. Eligibility includes a 60 day waiting period and
working 30 or more hours each week.
Urgent: All forms must be returned to your HR within five (5) days!
Benefits Include:
Blue Cross Blue Shield Major Medical Health Insurance: Blue Cross &
Blue Shield offers employees major medical coverage in the event of
hospitalization, physician services, surgeries, prescriptions, etc. This plan
comes with a pre-determined Deductible or Co-pay which much be paid
prior to treatment by the Employee. This plans cost is covered fully in the
majority of cases by the employee but there are cases where a percentage of
this cost can be covered by the employer.
Minimum Essential Coverage required by Obama Care: A minimum

essential coverage plan offered by TransAmerica covering 100% of the cost
for 63 wellness and immunization services. This plan satisfies the
Individual Mandate so the employee pays no tax penalty to the IRS each
year. This plans cost is covered entirely by the employee.
Colonial: This program offers cash amounts to the individual themselves,

should they have an Accident (on/off job), Critical Illness/Cancer, and
Medical Bridge/Hospital. The cash goes directly to the individual and not
the health service. This plans cost is covered entirely by the employee.
Note: On all of the above plans the employee may include their spouse or
family at their own additional cost.
Note: Enrolled benefits can begin effective on the first of the month
following two (2) months of employment. Blue Cross and
Minimum Essential Coverage are deducted during the month prior to the
month of coverage. Colonial deductions are made during the month of
coverage
Instructions:
0. Read the attached literature on the benefit programs that are attached.
1. Clarify any questions you might have on either the Blue Cross Health
Program or the Minimum Essential Coverage by contacting Frank Crum
Benefit Specialists at 800-393-0815 Option 8. For questions on Colonial
Indemnity coverage contact Erica Ward at 800-845-8437 ext. 230.
2. Complete the specific enrollment form for each product you wish to enroll
in.
3. Complete the Declination form to designate any benefit you are going to
decline. Employees must either enroll or decline each benefit plan in
writing.
4. Return all Enrollment and Declination forms to your Human Resources

Representative on or by the 1st of the month. Benefits can only begin by a)
being a qualified employee, fully completing the appropriate forms, paying
premiums as necessary, and being accepted by the carrier.
5. Should you have any further questions please talk to the HR Department in
your company where they can either assist you or direct you to the person
who can.
HR Department
Thank you very much for reviewing this package.
The information pages are yours to keep.
If you are now a qualified employee and want to now

accept these insurance benefits, please submit your
applications and acceptance as soon as possible after the
Potential Qualifying Date listed on your package.
FloridaEmployees
2017
Network BlueCare (HMO) Blue Options Blue Options
Plan Style H.S.A. Copay Copay
Plan Code 128/129 3900 5781
"Affordable Option"
Deductible (CYD) Individual $2,500 $1,500 $1,500
Network Coinsurance 80% 50% 70%
Out of Pocket Max Individual $5,000 $6,350 $5,500
Wellness Services $0 $0 $0
Office Visit (ex. Primary care) CYD + 20% $35 $30
Specialist Visit (ex. Cardiologist) CYD + 20% $50 $55
Urgent Care Center CYD + 20% CYD + 50% $60
Emergency Room CYD + 20% CYD + 50% $250
Advanced Imaging (MRI, CT, PET) CYD + 20% $200 $250
Diagnostic Testing (ex. X-ray) CYD + 20% CYD + 50% $50
Hospital (Inpatient) CYD + 20% $1,500 CYD + 30%
Hospital (Outpatient Facility) CYD + 20% $300 CYD + 30%
Prescriptions CYD + Then

Tier 1/2/3 $10/50/NC $10/NC/NC $10/60/NC
Employees Payroll Deduction (48/year) - Based on Annual Income

AnnualIncome $622.83 842.77
12,558to15,999 $25.01 $182.83 $247.40
16,000to19,999 $31.87 $182.83 $247.40
20,000to24,999 $39.83 $182.83 $247.40
25,000to29,999 $49.49 $182.83 $247.40
30,000to34,999 $59.75 $182.83 $247.40
35,000to39,999 $69.71 $182.83 $247.40
40,000to44,999 $79.67 $182.83 $247.40
45,000to49,999 $89.63 $182.83 $247.40
50,000to54,999 $99.58 $182.83 $247.40
55,000to59,999 $109.55 $182.83 $247.40
60,000to64,999 $119.50 $182.83 $247.40
65,000to69,999 $129.46 $182.83 $247.40
70,000to74,999 $139.42 $182.83 $247.40
75,000to80,000 $149.38 $182.83 $247.40
80,000+ $158.33 $182.83 $247.40
AdditionalCostforDependents
withSpouse $183.21 $243.50 $341.41
withChild(ren) $105.12 $153.58 $207.65
withFamily $289.52 $387.61 $524.48
Employee Enrollment Application
Please type or write clearly in black or blue ink.
Section A: Current Information

Group Name: Group #: Division #: Package #:
Effective Date of Coverage: Date of Hire: Location #: Employee #: Job Title:
Work Status: c Actively at Work c Cobra c Retired Retirement Date: Paid: c Hourly c Salary c Open Enrollment
Section B: Employee Information
Social Security #: Last Name: First Name: M.I.: Birth Date: Sex:
c Mc F
Street Address: Apt. #: City: State: Zip:
County: Phone: Marital Status: Legally

c Single c Married c Divorced c Widowed c Separated
Physician Name / ID # HMO only: Existing Patient: Language of Preference: optional - for data collection purposes only
c Yes c No c English c Spanish c Other _ c Prefer not to answer
Ethnicity optional c Asian/Pacific Islander c Black/African American c Caribbean Islander c Hispanic c Native American c White
Check all that apply:
Section C: Health Coverage Level and Plan Information
Employee Health Coverage: c Employee c *Employee & Spouse c *Employee & One Dependent c *Employee & Child(ren) c Family
* When available
BlueOptions Plan # BlueChoice (PPO) Plan # BlueCare (HMO) Plan #
BlueSelect Plan # Other Plan #
I am Refusing all Health Coverage at this time. I understand that if I decide to apply later coverage may not be available until the
next open or special enrollment period. Signature: Date:
Section D: Vision Coverage Level and Plan Information
Employee Vision Coverage: c Employee c *Employee & Spouse c *Employee & One Dependent c *Employee & Child(ren) c Family
Vision Plan Choice:
I am Refusing all Vision Coverage at this time. I understand that if I decide to apply later coverage may not be available until the
next open or special enrollment period. Signature: Date:
Section E: Dependent Information Attach separate sheet, if additional space is needed, with dependent information, sign & date.
Relation to You Plan Ethnicity optional
Dependent Circle all that apply.
Type
Domestic Part. Child (DPC)
Domestic Partner (DP)
A) Asian/Pacific Islander
Existing Patient (Y/N)
Last Name: Social Physician B) Black/African American

Name/ID
Check if Disabled
(if different than employee) Security Birth Date: C) Caribbean Islander

Lives With You
First Name, M.I. Number: HMO only

Sex (M or F)
You Support
H) Hispanic
Is a Student
Other (O)*
Spouse (S)
Child (C)
N) Native American
Health
Vision
W) White
A B C H N W
A B C H N W
A B C H N W
A B C H N W
List the name of each dependent listed above that is married or has dependent child(ren) or lives outside of Florida.
* If you indicated O in Relation to You above for any dependents, please explain here:
22095 0914R SR
Section F: Other Health Insurance Information This section must be completed for claims processing and Prior Coverage Information
In addition to this policy, do you or your dependents have any other insurance coverage (including Florida Blue plans) that will be in effect after this
coverage begins? c Yes c No
Florida Blue Contract # Medicare # Pharmacy /Medicare D #
Complete the following only if this is the first time you or your dependents: (1) are enrolling for health insurance with this employer; (2) currently have health
coverage; and/or (3) have any health coverage in the past 12 months that this coverage replaces OR you can attach a Certificate of Creditable Coverage.
Prior Heath Carrier Name: Contract #: Effective Date:
Prior Employee Hire Date: Cancel Date: List names of all family members that were covered, including yourself:
I understand that any person who knowingly and with intent to injure, defraud, or deceive any insurer files a statement of
claim or an application containing any false, incomplete, or misleading information is guilty of a felony of the third degree.
Signature: Date:
Section G: Acceptance of Coverage

Plan Coverage Terms
I hereby apply for the coverage/membership that is selected on this form. My employer has selected health and/or vision coverage
through Florida Blue and/or HMO coverage through Florida Blue HMO.
I authorize my employer to deduct from my earnings my premium contribution, if any. I understand all of the following:
1. If my coverage/membership is to be issued and continued, I must meet all the group contracts requirements;
2. If my dependents coverage/membership, if any, is to be issued and continued, my dependents must meet all the group
contracts requirements;
3. If I must pay part or all of the premium, coverage/membership shall not become effective until Florida Blue and/or Florida Blue
HMO accepts this application and assigns an effective date.
I understand that membership granted to persons herein shall be subject to all provisions and limitations of the group contract.
I am aware that a change in coverage of dependents may affect the amount deducted from any wages (if any) for coverage/
membership, and I hereby authorize such a change.
If I am enrolling in a high-deductible health plan designated for use with a Health Savings Account (HSA) under Internal Revenue
Service Code section 223, I recognize and authorize Florida Blue to exchange certain limited information obtained from this
application with its preferred financial partner(s) for the purposes of initial enrollment in, and administration of, HSAs.
I understand that if I am enrolling in an HSA qualified High Deductible Health Plan and I elect to receive Prior Carrier Credit under
Florida law, my plan may no longer qualify as an HSA compatible plan.
General Terms
I AGREE that in the event of any controversy or dispute between Florida Blue and/or Florida Blue HMO, I and my dependents must
exhaust the appeal and/or grievance processes in the benefit/member handbook issued to me.
I understand that my employer is not an agent of Florida Blue and/or Florida Blue HMO. I also understand that my employer is
responsible for notifying all employees of: 1. Effective dates; 2. All termination dates; 3. Any conversion, COBRA or ERISA rights or
responsibilities; and 4. All other matters pertaining to coverage/membership under the group contract.
When an overpayment is made, I authorize Florida Blue and/or Florida Blue HMO to recover the excess from any person or entity
that received it.
I acknowledge that Florida Blue and/or Florida Blue HMO coverage/membership is contingent upon the complete, accurate
disclosure of the information requested on this form.
I acknowledge that, if I apply for Florida Blue and/or Florida Blue HMO coverage/membership later, coverage/membership may not
be available until the next annual open enrollment or special enrollment period. I acknowledge that any applicable credit toward a
health care Pre-existing Condition Exclusion Period is contingent upon the complete and accurate disclosure of information.
I represent that the statements on this application are true and complete to the best of my knowledge and belief.
I understand and agree that misrepresentations, omissions, concealment of facts, or incorrect statements may result in denial of
benefits and/or termination of coverage/membership. I agree to be bound by the group contracts terms and conditions.
Signature: Date:
Health and vision insurance is offered by Blue Cross and Blue Shield of Florida, Inc., D/B/A Florida Blue. HMO coverage is offered by Health
Options, Inc., D/B/A Florida Blue HMO, an HMO affiliate of Florida Blue. These companies are Independent Licensees of the Blue Cross and
Blue Shield Association.
22095 0914R SR
ATTENTION
EMPLOYEES
OF
AGR
+ YOUR BENEFITS
ROAD MAP
IS HERE! CHOOSE YOUR
2017 HEALTH INSURANCE.
ENROLL NOW!
See enrollment form included
To get coverage for you and your family!
AGR is offering employees

the following coverage:
uMEC - (MINIMUM
ESSENTIAL COVERAGE)
AVOID
u MEC (MINIMUM ESSENTIAL COVERAGE) THE TAX
PENALTY!
MEC 48 WEEKLY PREMIUMS
UR
YO ST*
CO { Employee
Employee + Spouse **
$15.90
$20.49
Employee + Child(ren)
Family
*Subject to re-calculation if enrollment numbers vary by more than +/- 10%
$28.35
$35.54
CALL TO ENROLL!
EMPLOYEE
ONLY COST
** Registered Domestic Partner also covered under Spouse coverage FOR MEC IS
$
63.59
COVERED PREVENTIVE SERVICES FOR ADULTS
Abdominal Aortic Aneurysm Screening - One Time For Ages Hepatitis C Virus Infection Screening - One Time For Those Born
65-75 Between 1945 - 1965 And For Those At High Risk
Alcohol Misuse Screening and Counseling - One Per Year HIV (Human Immunodeficiency) Virus Screening
Blood Pressure Screening - Included In Wellness Exam Immunization Vaccines
Body Mass Index Screening (BMI) - Included In Wellness Exam Obesity Screening and Counseling
Cholesterol or Lipid Disorders Screening Sexually Transmitted Infections (STI) Counseling Included In
Colorectal Cancer Screening Wellness Exam For Those Who Are At Increased Risk
Contraceptive Methods Counseling Included In Wellness Exam Sexually Transmitted Infections (STI) Screening For Those Who
Are At Increased Risk
Depression Screening
Syphillis Screening - For Those Who Are At Increased Risk
Diabetes Screening
Diet Counseling, Behavioral - For Adults With Hyperlipidemia Tobacco Cessation Counseling
Falls Prevention - Physical Therapy - For Community Dwelling Wellness Examination for Men - up to twice per year
Adults Ages 65 and Over
COVERED PREVENTIVE SERVICES FOR WOMEN (INCLUDING PREGNANT WOMEN)
Anemia, Iron Deficiency Anemia Screening in Pregnancy Human Papilloma Virus (HPV) Testing - Every 3 Years For
Women Ages 30 And Older.
Bacteriuria Screening with Urine Culture For Pregnant Women
Interpersonal and Domestic Partner Violence Screening
BRCA Testing, Genetic Counseling and Evaluation For Women Included In Wellness Exam
Whose Family HIstory Is Associated With Increased Risk
Mammography Screenings - Every Year For Women Age 40 And
Breast Cancer Preventive Medication Counseling Over
Breastfeeding Comprehensive Support and Counseling And Osteoporosis Screening
Breastfeeding Supplies for Pregnant and Nursing Women Up To
Rh Incompatibility Screening For Pregnant Women
Cervical Cancer Screening by Pap Smear
Rubella Screening - For All Women of Childbearing Age
Chlamydia Infection Screening
Sterilization Procedures - For All Women With Reproductive Capacity
Contraceptive Procedures For FDA Approved Contraceptives
(Includes Sterilization, Placement of Implantable Devices, and Syphillis Screening - For All Pregnant Women or Other Women
At Increased Risk
Diabetes Screening, Gestational
Tobacco Cessation Counseling For All Women and For Pregnant
Gonorrhea Screening For Sexually Active Women Who Are At Tobacco Users
Increased Risk of Infection
Wellness Examination for Women - Including Preconception
Hepatitis B Virus Infection Screening For Pregnant Women And Prenatal Visits).
COVERED PREVENTIVE SERVICES FOR CHILDREN

Anemia, Iron Deficiency Anemia Screening in Children Metabolic Screening Panel - Newborns
Autism Screening Obesity Screening and Counseling
Blood Pressure Screening Included In Wellness Exam Phenylketonuria (PKU) Screening - For All Newborns
Body Mass Index Screening (BMI) Included In Wellness Exam Sexually Transmitted Infections (STI) Counseling Included In
Cervical Cancer Screening by Pap Smear For Sexually Active Wellness Exam- For All Sexually Active Adolescents
Adolescent Girls
Sexually Transmitted Infections (STI) Screening - For All
Chlamydia Infection Screening For Sexually Active Adolescent Sexually Active Adolescents
Girls
Sickle Cell Screening (or Hemoglobinopathies) - One Time
Cholesterol or Lipid Disorders Screening Screening For All Newborns
Depression Screening - Ages 12 And Over Skin Cancer Behavioral Counseling - Included In Wellness Exam
Developmental Screening - No more than 4 times from Ages 6 For Ages 24 And Younger
months to Age 3.
Tobacco Prevention Counseling - For School-Aged Children and
Gonorrhea Prophylactic Medication For the Eyes of All Adolescents
Hearing Screening For All Newborns; One Time Annually Ages 17 Tuberculosis Testing - For Children Ages 17 and Younger Who
and Younger. Are At High Risk
Hypothyroidism Screening - One Time For Newborns. Vision Screening For All Children - No More Than Annually Ages
Immunization Vaccines 17 And Younger
Lead Screening - Children Ages 6 and Younger At Risk of Exposure Wellness Examination for Children - up to age 18
Please send completed form
DocuSign Envelope ID: B14956B8-F655-4192-A5C2-E17052EE6F95 to your HR Rep. HR will fax to 877-456-4787
PERSONAL INFORMATION
Location
AGR Effective Date
Employee (Last, First, M.I.) Social Security No. Date of Birth

Male Female
Spouse/Domestic Partner (Last, First, M.I.) (If Enrolling) Date of Marriage Social Security No. Date of Birth
Male Female
Date of Hire Avg hrs worked per week Annual Salary Email Address Employee ID
HOME ADDRESS
Street Apt# City State Zip Code
Home Phone Work phone/ext
CHILD/DEPENDENT INFORMATION (IF ENROLLING)

Child Name Social Security No. Date of Birth
FT Student Non-Student Male Female



Primary Beneficia y (Last, First, M.I.) Relationship
Contingent Beneficia y (Last, First, M.I.) Relationship
BENEFIT OPTIONS - Questions 1-3 pertain to Medical Benefits ONLY

1. Is anyone proposed for coverage covered by any Title XIIX program (e.g. Medicaid)? Yes No
If Yes, please list name(s), who will be excluded from coverage:
2. Are you actively at work on a full-time basis and able to perform the regular duties of your occupation? Yes No
If No, you and your dependents are not eligible for coverage
3. If applying for spouse and/or child(ren) coverage, is/are any of the proposed insured currently disabled? Yes No
If Yes, list name(s), who will be excluded from coverage.
48 WEEKLY MINIMUM ESSENTIAL

PREMIUMS COVERAGE
Employee Only $15.90

Employee + Spouse $20.49
Employee + Child(ren) $28.35
Family $35.54
EMPLOYEES STATEMENTS AND AGREEMENTS:

I represent that all statements and answers made on or attached to this application are true to the best of my knowledge and belief, and realize that any false statements herein which materially affect the acceptance of the
risk or the hazard assumed may result in loss of coverage under the policy/certifi ate to which this application is attached. I understand that any person who knowingly and with intent to defraud any insurance company
or other person files an application for insurance or statement of claim containing any materially false information or conceals for the purpose of misleading, information concerning any fact material thereto commits a
fraudulent insurance act, which is a crime and subjects such person to criminal and civil penalties. I also understand that coverage will become effective only after all of the following conditions have been met: a) I must
be a employee of an eligible class of employees; b) I must have satisfied the employer waiting period; c) the employer group must have met the insurers minimum participation requirement; d) I must satisfactorily answer
all questions on this form; e) I must be actively at work, and for my dependents, they must not be disabled, on the effective date (according to the insurers rules); and f) the fi st months premium must have been received
by the underwriting company at its administration offi e. Lastly, I understand that completion of this enrollment form in no way implies that I will be accepted for coverage.
Signed in (City/State) ______________________________________________________________________This ___________ Day of (Month/Year) ______________________________________
Employees signature_________________________________________________________ Spouses Signature (if applicable) _______________________________________________________

I agree that typing my full legal name and last four digits of my social security number shall be the electronic representation of my signature for all purposes, with the exception of the cancellation of any
coverage, when I {or my Agent} use them on documents, including legally binding contracts, to include all Employee Benefits applications and Section 125 forms, just the same as a pen and paper signature.
Full Legal Name _________________________________________________________________________________ Last Four Digits of Social __________________________________________

Licensed Representatives Name _________________________________________ Licensed Representatives Signature __________________________________Agent #___________________
If you choose NOT to enroll in coverage, please sign below. I decline coverage at this time.
Signed in (City/State) _________________________________________________________________This ___________ Day of (Month/Year) ______________________________________
Employees signature_______________________________________________________________________________________________________________________________________
CUSTOMER SERVICE CENTER

P.O. BOX 11528
KNOXVILLE, TN 37939
ORTANT
IM P !
HEALTH BENEFIT
INFORMATION
DO .
N OT D I S C A R D Employees of AGR
ITS TIME to ENROLL

IN 2017 HEALTH INSURANCE
ENROLL TODAY!
Control costs and get
coverage that helps keep
you healthy!
Questions on coverage call:
866-817-9675
Collonial Life
e Indemn
nity Plans
s
Gro
oup Accid
dent: On and
a Off the Job
J
Cove erage for dislocations, fractures, burn, coma a, concussi on, surgery
y, blood, tra
ansportationn/lodging
for ffamily, hosppital, follow-up, life ins
surance, acc
cidental dis
smemberme ent, imagingg, rehabilita
ation
somme examples s include:
Health Screening
S Benefit:
B $50
Hospitall: $100 per accident
a + $200/day
$ up
p to 365 day
ys (more for ICU)
Follow-u
up Visit: $500 (up to 3)
Imaging: $150
Transpoortation: $5000 per round trip over 50
5 miles froom residencce for specialized treattment, $150
0
per nigh
ht at motel/h
hotel up to 30
3 nights
Appliancces: $100 (eex. Wheelch hair, crutche
es)
Cata
astrophic Situations - $50,000
$ dism
memberme
ent, blindnes
ss, deafnes
ss, mute, $2
25,000 accid
dental
deatth, $100,000
0 Common Carrier Dea ath
Wee
ekly Cost:
Gro
oup Medical Bridg
ge:
$150
00 Hospital Confinemeent
$50 Health Scre
eening
$750
0 or $1500 for
f Outpatieent Surgery
$500
0 Diagnosticc Procedure
e
$150
0 ER
ekly Cost:
Wee
Gro
oup Critic
cal Illness
s/Cancer:
Hearrt Attack, Stroke, End-Stage Rena
al Failure, Major
M Organn Failure, Co
oma, Perma anent Paraly
ysis,
Blindness, Occ cupational HIV
H or Hepa atitis B, C, D,
D Internal C
Cancer Diag gnosis - $10
0,000 lump s
sum
500 for Bypa

$2,5 ass Surgery
y or Corona
ary Artery Disease
$5000 Skin Canc cer
$50 Cancer Vac ccine Beneffit
$5000/ year for Cancer
C Trea
atment
Wee
ekly Cost:
Collonial Dis
sability: NEW
N
Flat $500/month
h benefit wh
hen out of work
w for a non-work
n re
elated sickn
ness or injury (14 day w
wait)
STAT
TE 17-49 50-64 65--74
NEV
VADA $3.42 $4.33 $5.78
CAL
LIFORNIA $4.04 $5.40 $6.54
FLO
ORIDA $2.73 $3.65 $4.86
Colonial Life Benefits
Employee Name: ______________________________ Company: ___________________________
Signature: _______________________________________________ Date: ________________________
Date of Birth: __________________ SSN: ____________________ Date of Hire: _______________
Home Address: ________________________________________________________________________
City, State, Zip: ________________________________________________________________________
Colonial Accident: (circle one) Employee, Employee + Spouse, Employee + Child(ren), Employee + Family
Colonial Medical Bridge: (circle one) Employee, Employee + Spouse, Employee + Child(ren),
Employee + Family
Colonial Critical Illness/Cancer: (circle one) Employee, Employee + Spouse, Employee + Child(ren),
Employee + Family
Tobacco User? Yes No
Colonial Disability: (circle one) Employee
Dependent Information (ONLY if enrolling dependents): Complete information and circle policies for enrollment
First Name Relationship Gender Date of Birth SSN Policies for

(include last name if different) Enrollment
Accident
Medical Bridge
Critical Illness
Accident
Medical Bridge
Critical Illness
Accident
Medical Bridge
Critical Illness
Accident
Medical Bridge
Critical Illness
Accident
Medical Bridge
Critical Illness
Accident
Medical Bridge
Critical Illness
ACCEPTANCE OR DECLINATION FORM
EMPLOYEE
NAME__________________________________________________
To accept any of the listed benefits below it is understood that I must be a qualified
employee (that I have been with the company for 90 days and worked 30 hours
consistently during that period). If you are not qualified at this time, the decline
box will automatically be checked. However, at the point that you do qualify, you
may amend this form and accept a benefit as listed below:
I Accept Application I decline

Completed
Blue Cross Health Insurance
MEC plan
Colonial Indemnity Plan
Employee
Signature_____________________________________________________
Witness:______________________________________________________
Date of Signature_________________________________
Pretax or After-tax Reduction Agreement

Employee Name: _____________________________ Social Security Number: __________________
(print clearly)
Client Company Name: _______________________________________________________________
Select One: Pretax After-tax
Pretax: Employee will not pay Federal Income and FICA taxes on qualifying benefit payroll
deductions (health, dental, vision, supplemental benefits excluding disability and life insurance).
After Tax: Employee will pay Federal Income and FICA taxes on all benefit payroll deductions.
I elect to participate in the FrankCrum Flexible Benefits Plan and understand that any previous benefit
election and/or salary reduction agreement I may have signed is hereby revised. I understand that my pay
will be reduced by the amount of my required premium contribution for the qualifying benefit selected until
this agreement is amended or terminated. I understand my pay may be reduced or increased if the cost of
my share of my benefit changes. The benefit coverage available to me and the amount of my required
contribution for each benefit option is described on a benefit schedule provided to me. I understand that if I
am an employee who is a sole proprietor, a partner owning an interest in a partnership, a member/owner of
an LLC, or an S corporation shareholder (employee or officer) who at any time during the clients taxable
year owns more than 2% either directly or by attribution under IRC 318(a)(1) I may not select Pretax.
I understand that I may only change this decision during the next annual open enrollment period unless I
experience a "change in status" such as:
1) an event that changes my legal marital status, including marriage, death of a spouse, divorce, legal
separation, or annulment;
2) an event that changes the number of my dependents including birth, adoption, placement for adoption or
death of a dependent;
3) a change in my employment status or that of my spouse or dependent resulting from a termination or
commencement of employment, strike or a walkout, a commencement of or return from an unpaid leave
of absence, or a change in worksite, as well as any other change to my employment status or that of my
spouse or dependent resulting in any such individual's becoming (or ceasing to be) eligible under a
cafeteria plan or other employee benefit plan sponsored by such individual's employer;
4) an event that causes my dependent to satisfy or cease to satisfy eligibility requirements for coverage
due to the attainment of age, student status, or any similar circumstance; or
5) there is a change in my place of residence or the place of residence of my spouse or dependent.
6) enrollment in the Exchange or in the employers plan to comply with the individual mandate (once per yr)
I understand that if I have a change in status I must notify the FrankCrum Benefits Department in writing
within 30 calendar days of such event.
__________________________________________________ _______________________
Employees Signature Todays Date
Pretax After Tax Reduction Agreement Revised: 07/01/2014

CANCELLATION OF BENEFITS FORM
EMPLOYEE NAME_________________________________________________
Benefit employee is requesting to cancel:
If Policy was issued, please provide the Policy Number of benefit:
I am requesting to cancel this benefit/policy as of: (date)
Signed: (Employee)__________________________________________________
Date:_______________________________________________
Witness:___________________________________________________________
Date:_______________________________________________
EMPLOYEE HANDBOOK
Effective May 29, 2017
2017 Sales Verification Company, LLC. All Rights Reserved. Except for its intended workplace purpose, the information
contained herein shall not be removed, used or disclosed by the recipient.
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TABLE OF CONTENTS
TITLE PAGE
INTRODUCTION ................................................................................................................ 1
EQUAL EMPLOYMENT OPPORTUNITY ..................................................................... 1
EMPLOYMENT AT WILL ................................................................................................ 2
INTRODUCTORY PERIOD .............................................................................................. 2
HOURS OF WORK, OVERTIME, AND PAYDAY ........................................................ 3
I. Hours of Work ............................................................................................................ 3
II. Time Clock...3
III. Overtime ................................................................................................................... ...4
IV. Paydays ........................................................................................................................ 4
V. Safe Harbor Policy......5
PAID TIME OFF POLICY ................................................................................................. 5
HOLIDAYS ........................................................................................................................... 7
LEAVES OF ABSENCE ...................................................................................................... 8
OPEN DOOR .................................................................................................................. 12
TERMINATION, DISCIPLINE, AND RULES OF CONDUCT ................................... 14
I. Termination ............................................................................................................... 14
II. Discipline and Rules of Conduct ............................................................................. 14
III. Employment At Will ................................................................................................. 17
POLICY AGAINST HARASSMENT .............................................................................. 17
DISABILITY ACCOMMODATION POLICY..18
RELIGIOUS ACCOMMODATION....19
EMPLOYEE CLASSIFICATIONS.................................................................................. 19
PROFICIENCY AND CAREER TRAINING ................................................................. 20
PERSONNEL RECORDS ................................................................................................. 22
DRESS AND GROOMING STANDARDS .. 22
SCENT FREE WORKPLACE.........................................................................................23
SOCIAL MEDIA POLICY.......23
MEDIA CONTACT...24
CELL PHONE POLICY...24
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SMOKING ........ ..24

SECURITY; CONFIDENTIAL INFORMATION..25
INSPECTIONS OF EMPLOYEE WORK AREAS AND PERSONAL PROPERTY..25
PRIVACY AND USE OF EMAIL, VOICEMAIL AND COMPUTER SYSTEMS..25
EMPLOYEE BENEFITS27
CONFLICTS OF INTEREST.27
PERSONAL RELATIONSHIPS IN THE WORKPLACE......28
DRUG AND ALCOHOL FREE WORKPLACE POLICY..29
DRUG TESTING IN THE WORKPLACE POLICY...30
RESERVATION OF RIGHTS....31
ACKNOWLEDGMENT
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INTRODUCTION
This handbook is intended to help you get acquainted with Sales Verification Company, LLC
(Company). It explains some of our philosophies and beliefs, and describes, in general terms, some of
our employment guidelines. We hope it will serve as a useful reference document throughout your
employment at Company. Also, please understand that the Handbook is not intended to be a contract
(express or implied), nor is it intended to otherwise create any legally enforceable obligations on the part
of Company or its employees. This handbook supersedes and replaces all previous handbooks,
personnel policies, practices, and guidelines.
To obtain information regarding specific employment policies or procedures, whether or not they
are referred to in this handbook, contact the Human Resources Department. Because Company is a
growing and changing organization, it reserves full discretion to add to, modify, or delete provisions of
this handbook, or the policies and procedures on which they may be based, at any time without advance
notice. For this reason, we urge you to check with the Human Resources Department to obtain current
information regarding the status of any particular policy, procedure, or practice. No individuals other
than the owners of Company have the authority to enter into any employment or other agreement
that modifies Company policies. This Handbook does not create a contract with respect to any
matters it covers. This Handbook does not create a contract guaranteeing that you will be
employed for any specific time period as your employment is at-will meaning that either you or
Company may terminate the employment at any time for any reason with or without notice.
This handbook is the property of Company, and it is intended for your personal use and reference
as an employee of Company. Circulation of this handbook outside of Company requires the prior written
approval of the Human Resources Department.
Nothing in this Handbook is intended to unlawfully restrict an employees right to engage in any
of the rights guaranteed them by Section 7 of the National Labor Relations Act, including but not limited
to, the right to engage in concerted protected activity for the purposes of their mutual aid and/or
protection. Nothing in this Handbook will be interpreted, applied or enforced to interfere with, restrain
or coerce staff members in the exercise of Section 7 rights.
Please sign the acknowledgment form at the back of this handbook, tear it out, and return it to the
Human Resources Department. This will provide Company a record that you received the handbook.
EQUAL EMPLOYMENT OPPORTUNITY
It is the policy of Company to provide equal employment opportunity for all applicants and
employees. Company does not unlawfully discriminate on the basis of race, color, creed, pregnancy,
religion, sex, national origin, age, disability, veteran status, marital status, religion, genetic information
sexual orientation or any other characteristic legally protected. Company also makes reasonable
accommodations for disabled employees and for religious reasons as required by law. Finally, Company
prohibits the harassment of any individual on any of the bases listed above. This policy applies to all
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areas of employment, including recruitment, hiring, training, promotion, compensation, benefits, transfer,
and social and recreational programs.
For purposes of this policy, impermissible harassment includes verbal, physical, and visual
harassment; solicitation of sexual favors; unwelcome sexual advances; and creating or maintaining an
intimidating or hostile work environment. Any employee who violates this policy is subject to discipline
up to and including discharge.
Any incident of discrimination or harassment, including work-related harassment by Company

personnel or any other person, must be reported to the employees manager or the Human Resources
Department who will investigate the matter. In the case of Company employees, if harassment is
established, the offender will be disciplined, up to and including discharge.
It is the responsibility of every executive, manager and employee to conscientiously follow this
policy. If you have any questions regarding this policy, you should discuss them with the Human
Resources Department.
EMPLOYMENT AT WILL
During the course of your employment, you are free to leave Company at any time for any
reason, and Company reserves a similar right. Thus, both you and Company will have the right to
terminate your employment at any time, with or without advance notice and with or without cause. This
is called employment at will, and no one other than the Chief Executive Officer of Company has the
authority to alter this arrangement, to enter into an agreement for employment for a specified period of
time, or to make any agreement contrary to this policy. Furthermore, any such agreement must be in
writing and must be signed by the Chief Executive Officer on behalf of Company.
INTRODUCTORY PERIOD
Company recruits carefully and believes that it is hiring the best employee for each position. It
is, however, to both Companys and the employees advantage to have an initial period of employment in
which the employee has time to appraise Company and job content, and Company has a similar
opportunity to appraise the new employees job performance. Thus, each new employee must
satisfactorily complete an introductory period of 90 days, measured from his or her initial date of
employment. The employee will not be eligible for or earn any benefits during the introductory period.
At Companys discretion, the introductory period may be extended one or more times.
Company or the employee may terminate the employment relationship during the introductory
period and/or anytime thereafter, with or without cause and with or without prior notice.
At the successful completion of the 90-day introductory period, the employee becomes a regular
employee. The successful completion of the introductory period, however, does not mean that the
employee is guaranteed employment for any specific duration, nor does it change the at-will status of
regular employment.
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HOURS OF WORK, TIME CLOCK, OVERTIME, AND PAYDAY
I. Hours of Work
Your supervisor will set your normal schedule of hours of work as well as your specific
working hours from day to day or week to week. Any changes to the normal schedule must be
approved in writing by your supervisor. Company's workweek is between 12:00 a.m. each
Monday and 11:59 p.m. the following Sunday. Weekly employee schedules of work are
structured within these times.
Generally, Companys hours of operation are approximately 9:00 a.m. until 9:00 p.m.
However these hours and/or your shift may change from time to time depending on Companys
needs. Your supervisor will notify you of the hours you are expected to work.
Unless otherwise scheduled, full-time employees shall work an eight-hour shift with a 30
minute meal period. Generally, lunch is taken between 12:30 and 1:00pm. Your supervisor will
designate your normal work hours. Meal periods are unpaid and not counted as part of the eight
hour work shift.
Non-exempt employees working an eight hour shift are provided with a daily 30-minute
unpaid meal period which is generally taken in the middle of the day unless otherwise authorized
by your supervisor. Meal periods may not be used for late arrival or early departure.
Employees should obtain approval from their supervisor before taking any of their meal
break or any other scheduled breaks.
The Company complies with the FLSA and provides reasonable break time for a non-
exempt employee to express breast milk for her nursing child for 1 year after the childs birth and
will provide a place to do so that conforms with the law. If you are a nursing mother please see
the Human Resources Department to make arrangements for reasonable break time to express
breast milk.
II. TIME CLOCK
All employees (exempt and non-exempt) are required to use the time clock system to
record their hours worked. Non-exempt employees are required to clock in/out for payroll and
attendance purposes. The time clock records will be used to track attendance for the exempt
employees.
The following regulations apply:
a) All non-exempt are required to clock in and must clock out when they go off
duty. Exempt employees that receive bonuses based on attendance are required to clock
in prior to their assigned start time, must clock out when they go off duty. Exempt
employees that do not receive bonuses on attendance may be required to use the time
clock system; check with your supervisor if you fall under this category.
b) Employees entitled to a 30-minute meal break must clock out for their meal
break and/or when they leave the company premises.
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c) No non-exempt employee may clock in more than 5 minutes prior to the start of
their shift. Employees may not clock out more than 5 minutes prior to, or 5 minutes
following the end of their work time, unless permission is received in writing from the
employees supervisor. You must be clocked in for all time worked. If circumstances
require and you have received written approval from your supervisor to begin work more
than 5 minutes before your scheduled start time then you MUST see your supervisor and
be sure your time worked is properly clocked into the system. Likewise, if
circumstances require and you have received written approval from your supervisor to
work more than 5 minutes following the end of your work time, then you MUST see
your supervisor and be sure your time worked is properly clocked into the system. You
must be clocked in for all time worked. No off the clock work is permitted. Please see
the Payroll Manager if needed to be sure you are on the clock for all time worked.
d) If a non-exempt employee or an exempt employee who is required to clock in
and out fails to clock in or out at any time as required, the employee will notify the
supervisor as soon as possible. The supervisor will notify the Payroll Manager who will
make the necessary correction in Time Clock. Employees who consistently miss time
clock entries will be subject to disciplinary action.
e) Non-exempt employees are not permitted to work overtime without prior written
authorization from their supervisor. Overtime includes clocking in early, clocking out
late, or working through a scheduled meal break. Non-exempt employees who work
overtime without prior written authorization will be subject to disciplinary procedures.
f) Employees may only clock in and out for themselves, and may not clock in or
out for another employee. Clocking in or out for another employee will result in
disciplinary procedures.
III. Overtime
A. Overtime Definition and Rates of Pay
All non-exempt employees who work more than forty (40) hours in one work
week will receive overtime pay for hours over 40 in accordance with applicable law.
Overtime will be computed on actual minutes worked.
B. Pre-Authorization
No non-exempt employee may work overtime without the express prior written
approval of the General Manager.
IV. Paydays
Employees are paid weekly on Monday for the preceding weeks work. If a payday falls
on a holiday or weekend, paychecks will be distributed on the preceding workday.
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V. Safe Harbor policy
Company follows the guidelines set forth by the Fair Labor Standards Act and it
is Companys policy to prohibit improper deductions to be taken from exempt employees'
salaries. In the event that you feel an improper deduction has been taken from your salary, please
contact the Payroll manager. In the event that it is determined that an improper deduction has
been taken from an exempt employee, Company will reimburse the employee for the amount of
the improper deduction and will continue to make a good faith commitment to comply in the
future with the Fair Labor Standards Act. In the event that an improper deduction is taken, your
status as an exempt employee will not be changed.
Additionally, if you are a non-exempt employee and you believe you have worked any
hours that have not been paid properly, you are required to report this to Payroll manager upon
your discovery. Reports of uncompensated or undercompensated work time will be promptly
investigated. In the event it is determined that you have not been paid properly, Company will
compensate you for the amounts of uncompensated or undercompensated work time at the
appropriate rate(s) of pay and will continue to make a good faith commitment to comply in the
future with the Fair Labor Standards Act.
PAID TIME OFF POLICY
Company has established a paid time off policy to provide eligible employees and who have completed at
least twelve (12) months of continuous service, with a period of rest and relaxation without loss of pay or
benefits. These hours may be used as an employee sees fit for sick time, vacation time or personal time.
A. Eligibility
Only regular, full-time employees who average 40 or more hours per work week during the entire
preceding 12 month period are eligible for PTO. Eligible employees begin accruing PTO benefits after
completing twelve (12) months of continuous service of 40 or more hours worked per week on average
measured from the date when employee began averaging 40 or more hours per week (the anniversary
date). "Continuous service means service that is uninterrupted by termination of employment and
subsequent rehire by Company.
B. Accrual
12 months after date when employee began averaging 40 or more hours per week (the anniversary
date), an eligible employee will receive 5 days of PTO per year which will thereafter renew on the
employees anniversary date provided the employee has had a continuous service of 40 or more hours
worked per week during the preceding 12 months.
Eligible employees who have completed 5 (five) years or more of continuous service of 40 or
more hours per week will receive 10 days of PTO per year, which will thereafter renew on the employees
anniversary date provided the employee has continuous service of 40 or more hours worked per week
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during the preceding 12 months. For non-exempt employees one day of PTO is equal to eight (8) hours of
pay at their regular hourly rate.
C. Administration
1. Use
All paid time off may only be used in full day increments. PTO may not be used
for partial days worked by non-exempt employees. (For example, if you are a non-
exempt employee you may not take work half of a day and use PTO for the remaining 4
hours. You will either be paid for only the time worked on that day or you have the
option to take the full day off and use PTO for the full day) All paid time off must be
used within one year from when it is awarded to the employee. Paid time off not taken
within this time period will be forfeited and will not be rolled over to the next year.
2. Advances
You may not take PTO before you have earned it. In no case may PTO be
borrowed or taken before you have been awarded it, as described in Paragraph B, above.
If you take any unearned PTO and then leave Company, the amount of any PTO
taken that has not been earned at the time of termination of employment will be
deducted from your final paycheck.
3. No Pay in Lieu of PTO
No employee will receive pay in lieu of PTO.
4. Approval
All PTO must be approved in writing four weeks in advance by your manager
except if you are using PTO as an emergency sick day. Proof of written approval must be
sent to the HR and Payroll departments for accurate tracking of PTO used by each
employee.
For emergency sick days where PTO is used, employee must inform the HR and
Payroll departments of their intent to use PTO to cover the sick time.
5. Scheduling Conflicts
In the event that you and another employee have requested PTO covering the
same period and may not be absent simultaneously, preference will be given to the
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employee who requested the time off first. It is at the sole discretion of management
whether to approve the scheduling of PTO for employees.
6. PTO Pay on Termination
On termination of employment for any reason, you will not be paid for accrued
but unused PTO.
7. Holidays
A holiday that falls during a PTO period will be treated as a holiday and not as a
day of PTO taken.
HOLIDAYS
Company provides exempt full-time employees the following paid holidays each year:
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
If Independence Day falls on a weekend, it will not be paid unless the employees normal work
schedule includes the weekend day on which Independence Day falls.
Non-exempt employees who have accrued PTO as set forth above may use a day of PTO on a
holiday if they would like. Otherwise, the holiday will not be paid for non-exempt employees.
Company closes the last two weeks of the calendar year. The time off during these weeks will be
unpaid. Company may maintain a skeleton crew to handle basic administrative functions however
Company will cease normal business operations during this time. Non-exempt employees will not be
paid. Exempt employees will not be paid as they will not be performing any work during two full
workweeks during this period. If you are required to work during this time period, you will be advised
by the Company and paid in accordance with all laws, rules and regulations.
A. PTO
Holidays that occur during your PTO will not be counted as PTO days.
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B. Eligibility
Only full time exempt employees are eligible for holiday benefits. All employees are
ineligible for holiday benefits that accrue while on leave of absence.
LEAVES OF ABSENCE
Legally Required Absences
Employees will be granted a leave of absence (without pay unless pay is required by law) as
required by law (e.g., jury duty, appearance as a witness in a legal proceeding, domestic violence leave or
military reserve duty). Employees are required to provide reasonable advance notice (at least 30 days
advance notice if possible) of any need for such leave and are expected to return to work each day that
they are not selected for jury duty or called as a witness.
1. Family and Medical Leave Act Policy
Provided it is legally obligated to do so, the Company will provide leave pursuant to the
provisions of the Family and Medical Leave Act of 1993 (FMLA). It is the Company's
obligation to designate leave as FMLA when an employee is eligible for FMLA leave whether
the employee wants the eligible FMLA leave designated as such or not. An eligible employee
would be eligible for unpaid FMLA leave as set forth below:
Eligible Employees. Employees who have been employed for at least 12 months and
have worked at least 1,250 hours during the preceding 12-month period are eligible for unpaid
FMLA leave. All PTO must be used at the onset of any FMLA leave and will run concurrent
with the FMLA leave. After exhausting PTO, the remaining FMLA leave will be unpaid. PTO
will not accrue during the unpaid leave. Furthermore, employees will not be paid for holidays
that occur during the leave.
Leave Period. An eligible employee is entitled to take up to 12 weeks of FMLA leave

during the applicable 12-month period except for military caregiver leave which allows an
eligible employee 26 weeks of leave. An eligible employee can combine military caregiver leave
and leave for any other FMLA qualifying reason in the single 12 month period provided that the
employee may not take more than 12 workweeks of leave for any other FMLA qualifying reason
during this period. The 12-month period shall be a rolling 12-month period measured backward
from the date leave is used except with respect to military caregiver leave which begins on the
first day the eligible employee takes military caregiver leave and ends 12 months after that date.
Entitlement to leave for the birth or placement of a child for adoption or foster care will expire
12 months from the date of birth or placement. For birth or placement of an employees child or
foster child, an employee must take the leave all at once. Leave for birth or placement may not
be taken on an intermittent basis or reduced work schedule (this does not apply for a serious
health condition of the mother or newborn.) Eligible spouses who work for the same employer
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are limited to a combined total of 12 workweeks of leave in a 12-month period for the following
FMLA-qualifying reasons:
the birth of a son or daughter and bonding with the newborn child,
the placement of a son or daughter with the employee for adoption or foster care and
bonding with the newly placed child, and
the care of a parent with a serious health condition.
Eligible spouses who work for the same employer are also limited to a combined total of
26 workweeks of leave in a single 12-month period to care for a covered servicemember with a
serious injury or illness (commonly referred to as military caregiver leave) if each spouse is a
parent, spouse, son or daughter, or next of kin of the servicemember. When spouses take military
caregiver leave as well as other FMLA leave in the same leave year, each spouse is subject to the
combined limitations for the reasons for leave listed above.
However, if the leave is taken by either spouse to care for the other who is seriously ill
and unable to work, to care for a child with a serious health condition, or for his or her own
serious illness, then each employee is eligible for 12 weeks of leave.
Reasons for Leave. An employee who meets the applicable eligibility requirements will
be granted a total of up to 12 weeks of unpaid leave for the following reasons:
1) the birth of a child and to care for the newborn child within one year of birth;
2) the placement with the employee of a child for adoption or foster care and to care for the
newly placed child within one year of placement;
3) to care for the employees spouse, child, or parent who has a serious health condition;
4) a serious health condition that makes the employee unable to perform the essential
functions of his or her job;
5) any qualifying exigency arising out of the fact that the employees spouse, son, daughter,
or parent is a covered military member on covered active duty; or
Twenty-six workweeks of leave during a single 12-month period will be granted to care
for a covered service member with a serious injury or illness if the eligible employee is the
service members spouse, son, daughter, parent, or next of kin (military caregiver leave).
Application for Leave. Where leave is foreseeable, the company asks that the employee
requesting family or medical leave complete the Application for family or medical leave which
is available from the Human Resources Department. The completed application should state the
reason for the leave, the duration of the leave and the starting and ending dates of the leave.
When the need for leave is unexpected, the employee must provide notice to the Human
Resources Department as soon as possible and practical.
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Intermittent or Reduced Leave. Employees may not take intermittent or reduced leave in
case of birth or placement of a child, unless Company agrees. In the case of serious health
conditions, leave may be taken intermittently or on a reduced leave schedule when medically
necessary or to care for certain family members with serious health conditions. Employees are
expected to make a reasonable effort to schedule intermittent leave so as not to disrupt the
operations of Company.
Certification of Leave. The application for leave based on the serious health condition of
the employee or the employees spouse, child, or parent, must be accompanied by a Medical
Certification Statement completed by the health care provider which is available from the
Human Resources Department. The certification must state the date on which the serious health
condition commenced, probably duration of the condition, and the appropriate medical facts
regarding the condition. If an employee is requesting leave to care for a spouse, child or parent
with a serious health condition, the medical certification must state an estimate of the amount of
time the employee will be needed. If the employee has a serious health condition, the medical
certification must state that the employee cannot perform the functions of his or her job.
The Company will require medical certification to be submitted prior to or when an

employees leave begins or within fifteen (15) days after the leave starting date. In addition, re-
certification of medical necessity may be required every 30 days.
Certification for leave based on a qualifying exigency is also required in

accordance with the FMLA. The employee is required to complete Department of Labor Form
WH-384 and provide all information required by that form or as otherwise required by law.
Certification of military caregiver leave is also required and the employee is required to complete
Department of Labor Form WH-385 Certification for serious injury or illness of a current
servicemember if the military caregiver leave is for a current servicemember and Department of
Labor Form WH-385V Certification for serious injury or illness of a Veteran if the military
caregiver leave is for a covered Veteran.
Notification of Leave Assignments. After receiving notice from the employee regarding
the need to take FMLA leave, the Company will discuss the leave requirements with the
employee and will issue a memorandum outlining the basic information regarding the leave.
Restoration to Employment. An employee who completes FMLA leave will be returned

to the same position held when the leave began or to a position equivalent in pay, benefits, and
other terms and conditions of employment. However, the highest paid 10 percent of employees
are not guaranteed reinstatement if reinstatement will cause the Company economic injury. In
such a case, the Company will notify the employee as soon as it determines that reinstatement is
not available. The Company cannot guarantee that an employee will be returned to his or her
same former job and/or shift.
Return from Leave. The Company will require an employee taking a FMLA leave to
report every thirty (30) days on his or her status and intent to return to work upon completion of
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the leave. Employees returning from FMLA leave for their own serious health condition are
required to provide certification from a health care provider indicating that the employee is able
to resume work with no limitations. Employees who do not return to work upon the expiration of
FMLA leave will be treated as having voluntarily terminated their employment. An employee
who requests an extension of FMLA leave must submit his or her request for an extension in a
writing that includes the reason for the requested extension.
2. Jury Duty Leave
Company encourages you to fulfill your civic responsibilities by serving jury duty if you
get a summons. You are required to provide sufficient notice of required jury duty as soon as
you are summoned, so as to help plan for your possible absence from work by providing a copy
of the summons at least fourteen (14) days before the jury service begins. If you are selected to
serve, you are required to come to work whenever the court schedule permits. Employees are
required to bring in a confirmation or certificate of attendance from the court stating time and
date(s) of jury duty service.
Either you or the Company may ask the court to excuse you from jury duty if necessary.
The Company may ask that you be relieved from going on jury duty if we think that your
absence would cause serious operational problems. The Company follows the FLSA and
Florida law with respect to leave for jury duty or the applicable state if Florida law does not
apply. You will not be terminated or retaliated against for serving on a jury.
Non-exempt employees will not be paid for jury service. Exempt employees pay will
not be docked if an exempt employee misses part of a workweek for jury duty. However,
Company will offset any amount received by exempt employees as jury fees from the regular
weekly salary. If an exempt employee misses an entire workweek or multiple workweeks for
jury duty they will not be paid for those workweeks.
3. Witness Leave
Employees will be granted a leave of absence when they are legally compelled to appear
as a witness in a legal proceeding. Employees are required to provide reasonable advance notice
(at least 14 days advance notice if possible) of any need for such leave and are expected to
return to work each day they are not called as a witness while four or more hours of a scheduled
work day remains. Witness leave is unpaid for non-exempt employees. Exempt employees pay
will not be docked if an exempt employee misses part of a workweek if compelled to appear as a
witness in a legal proceeding. No one will anyone be discriminated against in the event they are
subpoenaed to appear as a witness in any legal proceeding.
4. Domestic Violence Leave
Any employee who has been employed for three (3) or more months may, request and
take up to three (3) working days of leave from work in any twelve (12) month period if the
employee or a family or household member of an employee is the victim of domestic violence or
sexual violence without pay as defined by Florida Statue 741.313 in order to:
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1. Seek an injunction for protection against domestic violence or an injunction for

protection in a case of repeat violence, dating violence or sexual violence.
2. Obtain medical care, mental health counseling, or both for the employee or a
family household member to address physical or psychological injuries resulting from the act of
domestic violence or sexual violence.
3. Obtain services from a victim-services organization, including, but not limited

to, domestic violence shelter or program or rape crisis center as a result of the act of domestic
violence or sexual violence.
4. Make the employees home secure from the perpetrator of the domestic violence
or sexual violence or to seek new housing to escape the perpetrator.
5. Seek legal assistance in addressing issues arising from the act of domestic
violence or sexual violence or to attend and prepare for court-related proceedings, arising from
the act of domestic violence or sexual violence.
The employee must request leave with appropriate advance notice of the leave as
required by Company policy with sufficient documentation of the act of domestic violence or
sexual violence. This requirement of advance notice is waived, in cases of imminent danger to
the health or safety of a family or household member.
The employee must first exhaust all available PTO if applicable, that is available to the
employee.
Any information pertaining to an employees leave for domestic or sexual violence will
be kept confidential. Employees will not be discharged, demoted, suspended, retaliated or
discriminated against for exercising their rights under this section.
OPEN DOOR
A. Purpose
The purpose of the Open Door guideline is to implement the philosophy of Company that
employees should be encouraged to raise their work-related concerns informally with their
manager. Company will attempt to keep all such expressions of concern, their investigation, and
the terms of their resolution confidential, recognizing, however, that in the course of
investigating and resolving the concerns some dissemination of information to others may be
appropriate.
B. Procedure
In the event that an employee has a problem or confusion regarding job performance, fair
treatment under office policy, disputes with other employees or any other work-related concern,
he/she is to comply with the following procedures to enable company management to identify
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and solve confirmed difficulties. Any such report of a problem or confusion must be submitted
promptly and in writing.
a. An employee must initially submit a written report to the Human Resources

Department, specifying any names of the persons involved and the particulars of the conduct or
other problem the employee claims exists. A copy of certain types of reports are to be submitted
to the person or persons involved. Such report must be submitted to the Human Resources
Department as soon as possible, but certainly within no more than five calendar days from the
date of the alleged occurrence. The Human Resources Department shall then investigate the
matter, interview the persons involved, and undertake to resolve any confirmed difficulty.
b. In the event that the problem is not resolved by the Human Resources
Department within seven calendar days of the date of the submission -- and unless the Human
Resources Department deems in writing that more time is needed to investigate and undertake a
resolution of the difficulty -- the employee may file a further report with the Director of
Corporate Affairs. Such report must be submitted to the Director of Corporate Affairs within no
more than three days following the expiration of the seven day -- or extended -- period
designated for or by the Human Resources Department.
c. The Director of Corporate Affairs or his/her designated representative shall then

investigate the matter, interview the persons involved and undertake to resolve any confirmed
difficulty. The Director of Corporate Affairs or his/her designated representative shall
investigate and provide the employee a written response within seven calendar days of the date of
the submission unless that company representative deems in writing that more time is needed to
investigate.
Although Company urges that all difficulties and disputes be resolved with the Human
Resources Department, or, failing that, the Director of Corporate Affairs, there are some
exceptions where reports should be routed directly to the Director of Corporate Affairs with a
copy submitted to the Human Resources Department.
These are:
(1) In the event the employee has witnessed or has good cause to believe that there
has been or there is about to be a violation of federal or state law committed;
(2) In the event a health or safety hazard poses a threat to one or more persons;
(3) In the event the employee has witnessed or has good cause to believe that an
employee has harassed or discriminated against another worker; or
(4) In the event a complaint involves any supervisor, division head, executive
secretary or corporate officer to whom the employee would otherwise report and
the employee can demonstrate good cause to believe that the subject person may
not be capable of handling the matter objectively.
As specified by Florida law, company employees are employed on an at-will basis. That
law provides that employees and employers may terminate their relationship with the other at any
time, with or without cause and/or with or without advance notice. Nothing in this open door
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policy creates or is intended to create an agreement, either express or implied, that changes the
at-will employment relationship that has been established between the Company and employees.
In conjunction with the open door policy, Company has established a telephone hotline
for confidential reporting. The telephone hotline number is: 1-866-714-4143. This is a recorded
line.
TERMINATION, DISCIPLINE, AND RULES OF CONDUCT
I. Termination
A. Voluntary Termination
Company will consider an employee to have voluntarily terminated his or her

employment if an employee does any of the following:
(1) Elects to resign from Company;
(2) Fails to return from an approved leave of absence on the date specified by
Company; or
(3) Fails to report for work without notice to Company for two consecutive days.
In the event an employee chooses to voluntarily resign from Company,

employees are required to give at least two full weeks notice.
B. Involuntary Termination
An employee may be terminated involuntarily for reasons that may include poor
performance, misconduct, or other violations of Company rules of conduct as set forth
below. Notwithstanding this list of rules, Company reserves the right to discharge
with or without cause and with or without prior notice.
C. Termination Due to Reorganizations, Economics, or Lack of Work
From time to time, Company may need to terminate an employee as a

consequence of reorganizations, job elimination, economic downturns in business, or
lack of work. Should Company consider such terminations necessary, Company will
attempt to provide all affected employees with advance notice when practical or when
required by law.
II. Discipline and Rules of Conduct
A. Policy
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Employees are expected to observe certain standards of job performance and

good conduct. When performance or conduct do not meet Companys standards,
Company will endeavor when it deems appropriate to provide the employee a reasonable
opportunity to correct the deficiency. If, however, the employee fails to make the
correction, he or she will be subject to discipline, including termination.
The rules set forth below are intended to provide employees with fair notice of
what is expected of them. Necessarily, however, such rules cannot identify every type of
unacceptable conduct and performance. Therefore, employees should be aware that
conduct not specifically listed below but which adversely affects or is otherwise
detrimental to the interests of Company, other employees, or clients and customers may
also result in disciplinary action, including termination.
B. Job Performance
Employees may be disciplined or terminated for poor job performance, including

but not limited to the following:
(1) Below-average work quality;
(2) Poor attitude (for example, rudeness to supervisors, co-workers, or

customers, or lack of cooperation);
(3) Excessive absenteeism, tardiness, or abuse of break and lunch privileges;

and,
(4) Failure to follow instructions or Company procedures.
C. Misconduct
Employees may be disciplined or terminated for misconduct, including but not

limited to the following:
(1) Insubordination;
(2) Dishonesty;
(3) Theft;
(4) Discourtesy;
(5) Misusing or destroying Company property or the property of another on

Company premises;
(6) Failing to follow all Companys rules and regulations;
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(7) Failing to follow all applicable laws and regulations;
(8) Falsifying or altering Companys records, including the application for

employment;
(9) Interfering with the work performance of others;
(10) Altercations;
(11) Harassing, including sexually harassing, employees or customers;
(12) Being under the influence of, manufacturing, dispensing, distributing,

using, or possessing alcohol or illegal or controlled substances on
Company premises;
(13) Gambling on Company premises;
(14) Sleeping on the job or leaving the job without authorization;
(15) Possessing a firearm or other dangerous weapon on Company premises;
(16) Being convicted of a crime that indicates unfitness for the job or raises a
threat to the safety or well-being of Company, its employees, customers,
or property;
(17) Failing to report to Company, within five days, any conviction under any
criminal drug statute for a violation occurring in the workplace;
(18) Refusing to submit to testing for drugs and/or alcohol; or,
(19) Failing to enter into any agreement required by the Company as a

condition of employment;
D. Attendance
In addition to the general rules stated above, employees may be disciplined for
failing to observe the following specific requirements relating to attendance:
(1) Reporting to work on time, observing the time limits for break and meal
periods, and obtaining approval to leave work early; and
(2) Notifying the supervisor in advance of anticipated tardiness or absence.
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E. Discipline Procedure
Except as set forth below, discharge for poor performance ordinarily will be
preceded by an oral warning and a written warning.
Company reserves the right to proceed directly to a written warning or to

termination for misconduct or performance deficiency, without resort to prior
disciplinary steps, when Company deems such action appropriate.
F. Exit Interview
Employees who leave Company for any reason may be asked to participate in an
exit interview. This interview is intended to permit terminating employees the
opportunity to communicate their views regarding their work with Company, including
job duties, job training, job supervision, and job benefits. At the time of the interview,
employees are expected to return all Company-furnished property, such as uniforms,
tools, equipment, I.D. cards, keys, credit cards, documents, and handbooks.
Arrangements for clearing any outstanding debts with Company and for receiving final
pay also will be made at this time.
III. Employment At Will
Nothing in this handbook is intended to alter the at-will status of employment with
Company. Either you or Company may terminate the employment relationship at any time with
or without cause and with or without prior notice. Company reserves its right to terminate any
employment relationship without resort to the above disciplinary procedures.
POLICY AGAINST HARASSMENT
Company is committed to providing a workplace free of sexual harassment as well as harassment

and/or discrimination based on such factors as race, color, religion, national origin, age, pregnancy,
marital status, disability, genetic information, veteran status or sexual orientation or any other
characteristic protected by law. Company strongly disapproves of and will not tolerate harassment or
discrimination of employees by managers, supervisors, or co-workers. Company will also attempt to
protect employees from harassment by nonemployees in the workplace.
Harassment includes verbal, physical, and visual conduct that creates an intimidating, offensive,
or hostile working environment or that interferes with work performance. Some examples include racial
slurs; ethnic jokes; posting of offensive statements, posters, or cartoons; or other similar conduct. Sexual
harassment includes solicitation of sexual favors, unwelcomed sexual advances, or other verbal, visual,
or physical conduct of a sexual nature. This policy against harassment/discrimination applies to all
aspects of your employment.
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You must report any incident of discrimination or harassment, including work-related harassment
by any Company personnel or any other person, promptly to your manager or the Human Resources
Department which is responsible for investigating the matter.
Every complaint of harassment that is reported to your manager or the Human Resources
Department will be investigated thoroughly, promptly, and in a professional and sensitive manner. In
addition, Company will not tolerate retaliation against any employee for making a complaint to their
manager or the Human Resources Department.
In the case of Company employees, if harassment is established, Company will discipline the
offender. Disciplinary action for a violation of this policy can range from verbal or written warnings up
to and including immediate termination, depending upon the circumstances. With regard to acts of
harassment by customers or vendors, corrective action will be taken after consultation with the
appropriate management personnel.
DISABILITY ACCOMMODATION POLICY
The Company complies with the Americans with Disabilities Act (ADA), as amended by the ADA
Amendments Act (ADAAA), and all applicable state and local laws, and is committed to providing equal
employment opportunities to qualified individuals with disabilities. Consistent with this commitment,
Company will provide a reasonable accommodation to disabled applicants and employees if the
reasonable accommodation would allow the individual to perform the essential functions of the job,
unless doing so would create an undue hardship.
Requesting a Reasonable Accommodation
If you believe you need an accommodation because of your disability, you are responsible for
requesting a reasonable accommodation from the Human Resources Department. You may make the
request orally or in writing. Company encourages employees to make their request in writing and to
include relevant information, such as:
A description of the accommodation you are requesting.
The reason you need an accommodation.
How the accommodation will help you perform the essential functions of your job.
After receiving your oral or written request, the Company will engage in an interactive dialogue with you
to determine the precise limitations of your disability and explore potential reasonable accommodations
that could overcome those limitations. This dialogue will typically require you to produce medical
documentation from your doctor or other medical provider regarding the disability, the limitations, and
possible reasonable accommodations. The Company encourages you to suggest specific reasonable
accommodations that you believe would allow you to perform your job. However, the Company is not
required to make the specific accommodation requested by you and may provide an alternative, effective
18 v. 05292017
accommodation, to the extent any reasonable accommodation can be made without imposing an undue
hardship on the Company.
Determinations
Company makes determinations about reasonable accommodations on a case-by-case basis

considering various factors and based on an individualized assessment in each situation.
Company strives to make determinations on reasonable accommodation requests expeditiously,

and will inform the individual once a determination has been made. If you have any questions about a
reasonable accommodation request you made, please contact the Human Resources Department.
Retaliation
Individuals will not be retaliated against for requesting an accommodation in good faith. Company
expressly prohibits any form of discipline, reprisal, intimidation or retaliation against any individual for
requesting an accommodation in good faith.
Company is committed to enforcing this policy and prohibiting retaliation against employees and
applicants who request an accommodation in good faith. However, the effectiveness of our efforts
depends largely on individuals telling us about inappropriate workplace conduct. If employees or
applicants feel that they or someone else may have been subjected to conduct that violates this policy,
they must report it immediately to the Human Resources Department. If employees do not report
retaliatory conduct, Company may not become aware of a possible violation of this policy and may not
be able to take appropriate corrective action.
RELIGIOUS ACCOMMODATION POLICY
The Company complies with Title VII of the Civil Rights Act of 1964, and all applicable state and
local laws, and is committed to providing equal employment opportunities to all individuals, regardless
of their religious beliefs and practices or lack thereof. Consistent with this commitment, Company will
provide a reasonable accommodation of an applicant's or employee's sincerely held religious belief if the
accommodation would resolve a conflict between the individual's religious beliefs or practices and a
work requirement, unless doing so would create an undue hardship for the Company. Please see Human
Resources for further information or to make a request.
EMPLOYEE CLASSIFICATIONS
Throughout this Handbook, employees are classified in various ways, as set forth below.
A. By Length of Employment
1. Temporary Employees
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Temporary employees are all those hired to work for Company on special
assignment with the specific understanding that such work will be completed within a
short period of time.
2. Introductory/Probationary Employees
Employees who are within their introductory period that is, their first 90 days of
employment, or any extension of their introductory period, are sometimes referred to as
probationary employees in this Handbook.
3. Regular Employees
Regular employees are all those who have satisfactorily completed their
introductory periods.
B. By Method of Payment
1. Salaried Employees
Salaried employees are all those who are paid a fixed salary and not by the hour.
2. Hourly Employees
Hourly employees are all those whose wages are paid by the hour and fluctuate
according to the number of hours worked.
C. By Eligibility for Overtime
1. Non-exempt Employees
Non-exempt employees are all those who are eligible to be paid for overtime
work in accordance with the provisions of applicable wage and hour laws.
2. Exempt Employees
Exempt employees are all those who are not eligible for overtime pay.
PROFICIENCY AND CAREER TRAINING
Company may encourage, and in some cases, may request and require any employee to engage in
one or more off-premises Company-related courses of study, seminars, conventions and other educational
opportunities and events. Such activity falls within one of the following programs:
a) Required Training Program, which involves training the Company requires for that
employees present and specific Company functions, duties and skills; or
20 v. 05292017
b) Career Advancement Training Program, which involves training the employee chooses
in order to learn the functions and duties and/or to acquire the skills of another, usually more
advanced, job position or capacity to which that employee may aspire.
To be eligible for either type of training program, an employee must have successfully completed
his/her introductory/probationary employment period and have a positive and productive performance
record.
An employees participation in either type of training program requires the advance written
approval of the Companys Human Resources Department. Except for training required for an employee
to maintain his/her professional license or practice certificate in good standing (discussed further below),
Company shall cover all reasonable and advance-budgeted expenses relating to all such off-site training,
including program tuition, travel, food and as applicable, accommodations.
Any employee engaging in either type of training program shall maintain full and accurate
written records of related expenses and provide such documentation promptly and regularly to Company
as required in Company policy and/or as Company requests.
In the event an employee spends over his or her allotted budget amount on any particular expense
category with Companys advance written approval, he/she shall be responsible for the immediate, full
payment of such excess. In the event the Company pays to a third party any portion of an employees
expenses in excess of the employees approved budget amount, that employee shall immediately and
fully reimburse the Company for that excess.
Required Training Programs: As Required Training Programs enable the employee to better
perform at his or her current position in the Company, and are primarily for the benefit of the Company,
the employee will receive compensation for his or her time spent in such training, including travel to and
from the training site.
The Company shall compensate a salaried, exempt-from-overtime employee for his or her
Required Training and related travel time at their regular guaranteed salary for the workweek.
The Company shall compensate an hourly, non-exempt-from-overtime employee for his or her
Required Training and related travel time at their regular normal hourly rate. (The regular normal hourly
rate does NOT include any commissions that could have been earned while they are participating in
Required Training and includes only the regular hourly rate of pay.)
Any worker engaging in Required Training must accurately record and promptly report to the
Human Resources Department at the close of each pay period his or her time spent engaged in such
Required Training and related travel. A worker engaging in such Required Training must also add to
such reports the compensable time he/she expends in any other productive work in a given pay period. A
worker does not and should not record or report as compensable that time he or she expends at meals,
leisure and other personal activities during such Required Time.
Non-exempt employees may not engage in any Required Training and/or related travel for more
than 40 hours in a workweek without the Companys advance written approval for work over such limits.
21 v. 05292017
Education required to maintain professional license or certificate. Education required to

maintain a government-or industry-mandated professional license or certificate that is required for your
job is not Required Training as the license or certificate is for you personal benefit and not that of the
Company. The Company does not compensate an employee for his tuition, expenses and time engaged in
education (or in related travel) mandated by a state licensing board and/or any other government agency
to maintain his or her professional license or other certificate in good standing.
Career Advancement Training Programs: As Career Advancement Training Programs are

voluntary, involve no productive work for the Company, are attended outside regular working hours, and
are to enable the employee to advance from his or her current position in the Company to another,
usually higher position and skill, whether in the Company or another setting, the Company does not
compensate that employee for his or her time spent in such training, including travel to and from the
training site.
If on his/her own initiative an employee attends an independent school, college or independent

trade school after hours, the time is not hours worked for Company even if the course is related to his or
her job.
PERSONNEL RECORDS
It is important that Company personnel files contain current information regarding each
employee. You should inform your manager immediately whenever there are changes in your personal
data such as address, telephone number, marital status, number of dependents, and person(s) to notify in
case of emergency.
Personnel files are the property of the Company.
DRESS AND GROOMING STANDARDS
It is in Companys best interests to present a professional image to its customers, suppliers, and
the public. All employees are required to dress in a neat and well-presented manner and to report to work
well-groomed, clean and dressed according to the requirements of their position as may be specified by
other Company policy. Employees must refrain from wearing cologne or perfume or using scented
hygiene products as some employees are sensitive to scents. We occasionally have guests who visit our
offices and it is customary to provide these guests with a tour of our facilities. We make every effort to
introduce and present employees to these visitors. Professional and clean attire and appearance will
enable Company to put its best foot forward and to create a favorable and lasting impression. In the
event an employee fails to meet such standards, he/she will be required to leave the premises and return
to work with proper dress and appearance. Non-exempt employees will not be compensated for such
time required away from work in order to comply with this Dress and Grooming Standards policy. In
addition employees may be disciplined, up to and including termination for violating the dress and
grooming standards.
22 v. 05292017
SCENT FREE WORK PLACE
Employees must refrain from wearing cologne or perfume or using scented hygiene products. In
addition, employees may not burn candles, use air freshener, plug-ins, potpourri, or bring in or use
anything else that imparts any scent into the workplace.
SOCIAL MEDIA POLICY

a. Social media for purposes of this section includes all Internet postings, such as postings on
social networking sites (e.g. Facebook, MySpace, Instagram, LinkedIn); blogs and other online journals
and web diaries; bulletin boards and chat rooms; micro-blogging (e.g. Twitter), and postings of video or
audio on media-sharing websites such as YouTube. Employees must comply with the following
whenever their social media activity relates in any way to Company business, employees, customers,
vendors or competitors:
(1) When engaging in social media (even if done off Company premises or while off duty) in
which you identify yourself as a Company employee or your on-line activity relates to the Company in
any way, you must adhere to all Company policies, including but not limited to Companys Harassment
policy, Customer policy, Company Rules and Standards of Conduct, Media Contact, and Confidentiality
policy. Inappropriate postings that include discriminatory remarks, harassment and/or threats of
violence or similar inappropriate or unlawful conduct may subject you to disciplinary action up to and
including termination of employment.
(2) When identifying yourself as a Company employee, clearly state the views or opinions
you express in any such posting are yours and do not represent the views of Company.
(3) Do not mention names or other personal or contact information regarding any customers,
vendors or competitors without Companys prior written approval.
(4) Maintain Companys confidential trade secrets and any other private or confidential
information and always respect financial disclosure laws. Trade secrets may include information
regarding the development of systems, processes, products, know-how and technology. Do not post any
information concerning internal reports, policies, procedures or other internal business-related
confidential communications.
(5) Never post any information or rumors that you know to be false about Company or its
employees, affiliates, customers or vendors.
(6) Do not create a link from your social media to a Company website without identifying
yourself as a Company employee.
(7) Managers may not access subordinates restricted social media pages, such as by sending
or accepting a friend request unless there is a valid business reason for doing so, in which case such
access should be limited to that necessary to accomplish the relevant business purpose. Any employee
may decline, without fear of retaliation, any request from another employee which, if accepted, would
permit access to a restricted social media page.
(8) Employees are prohibited from using Company e-mail to register for any social media or
use as an identifier when participating in any social medial activity for non-business purposes.
Employees may reference Company as their employer, including contact information, on professional
23 v. 05292017
networking sites only, such as LinkedIn.
(9) Social media shall not be used to arrange business meetings, communicate with
customers, or search for information about current or prospective employees without Company's prior
written approval.
(10) Express only your personal opinions. Never represent yourself as a spokesperson for
Company.
b. Employees will be held accountable for acts that violate this policy, whether during or
after employment. Acts which violate this policy which are not otherwise protected by law may result in
disciplinary action up to and including termination of employment, legal action, or criminal prosecution.
Company reserves the right to report suspected unlawful conduct to the appropriate authorities.
c. Company prohibits retaliation against any employee for reporting a possible deviation
from this policy or for cooperating in an investigation. Any employee who retaliates against
another employee for reporting a possible deviation from this policy or for cooperating in an
investigation will be subject to disciplinary action, up to and including termination.
MEDIA CONTACT
In the event that an employee is approached by any news, publications or broadcast media for
information regarding Company, its operations, personnel or any other related actively, that employee is
prohibited from supplying any information whatsoever. Only a Company representative designated in
writing by the Company Chief Executive Officer is authorized to convey Company-related information to
inquiring media.
CELL PHONE POLICY
Company's telephone facilities are for the conduct of Company business during work hours.
While personal telephone calls are sometimes necessary from these phones and during these periods,
employees should limit the length and frequency of such calls.
Cell phone use is prohibited on the sales floor. Cell phones and cameras are not permitted in the
training areas.
Cell phone use is approved during rest and meal breaks. If there is a legitimate family
emergency, employees family may call the front office number.
SMOKING
Company is subject to state statutes regarding smoking in the workplace. Accordingly, you are
asked to refrain from smoking or using electronic cigarettes except in designated smoking areas.
Smoking outside of designated smoking areas may result in disciplinary action up to and including
termination. Employees may only smoke during their break period(s) and/or meal period.
24 v. 05292017
SECURITY; CONFIDENTIAL INFORMATION
The security of employees, employee property, and Companys property is of vital importance to
Company. All employees share responsibility to ensure that proper security is maintained. Any breach
of security should be reported promptly to your manager.
Companys property includes not only tangible property, like desks and computers, but also
intangible property such as information. Of particular importance are proprietary information and
confidential information. Proprietary information includes all information obtained by Company
employees during the course of their work. This Handbook, for example, contains proprietary
information. Confidential information is any Company information that is not known generally to the
public or the industry. Customer lists, customer files and information, personnel files, pricing lists,
computer records, financial and marketing data are examples of confidential information. Employees
may not disclose or use proprietary or confidential information except as their jobs require. Anyone who
violates this guideline will be subject to discipline up to and including termination and possible legal
recourse.
INSPECTIONS OF EMPLOYEE WORK AREAS

AND PERSONAL PROPERTY
Company reserves the right to inspect employee work areas, stations, desks, other furniture,
lockers, storage areas, other enclosures, cars or other vehicles owned and/or operated by Company,
purses, briefcases and other employee personal property, and the contents of such property, for stolen
property, alcohol, illegal drugs, weapons, and other hazardous or unsafe materials (prohibited materials).
Company inspections will be conducted in the event that Company finds it has a reasonable cause that an
employee or employees possess or control such prohibited materials. In any event, prohibited materials
that are found in plain view will be taken by Company. "Reasonable cause" means information that
would lead a person of reasonable knowledge and judgment to believe that such prohibited materials can
be found on a person or in the space to be inspected. .
When Company determines there is reasonable cause for such an inspection, the Company will
request permission from the subject employee to conduct that inspection. Employees have no reasonable
expectation of privacy at the workplace or in its environs and may not decline to grant such permission
for Company inspection of company work areas, stations, desks, other furniture, lockers, storage areas,
other enclosures, cars or other vehicles owned and/or operated by Company. As to inspections of
employee personal property, the Company cannot force an employee to submit to a search. However,
submission to reasonable searches is a condition of continued employment.
PRIVACY AND USE OF E-MAIL, VOICEMAIL

AND COMPUTER SYSTEMS
Company recognizes and honors the privacy of individual employees. Yet, there is no employee
expectation of privacy for conduct on the job or for the use of Company-owned property, including but
not limited to Company's e-mail, voicemail, laptops, computers, and computer systems.
While workers may be granted specific access codes to Company e-mail, voicemail, and
computer systems, this does not mean such communications are confidential. Company may access,
monitor, audit or disclose any portion of these systems and their information storage features, including
25 v. 05292017
for the purpose of business-related inspections of such systems and the information contained in them, at
any time without advance notice. All access codes must be provided to Company and employees are
prohibited from using access codes undisclosed and/or unknown to Company. Company may maintain
back-up and storage copies of information contained on its E-mail, voicemail, and computer systems and
may utilize this information for legal or business-related purposes. Access to and use of any data
contained in any Company-owned or Company-provided electronic resource system or tool, including but
not limited to e-mail, voicemail, and Internet access, is not private to employees, but belongs to
Company.
Company reserves the right to monitor, access, copy and/or disclose the amount and content of
all employees Internet or e-mail usage from Companys electronic resource system or tools.
Specifically, employees have no privacy rights in the use of Companys electronic resource system or
tools or in any information accessed or created while utilizing Companys electronic resource system or
tools, including use of Company resources to access employees personal e-mail accounts.
Employees must limit their use of Company's e-mail, voicemail, other electronic communications
and computer systems to Company business-related purposes only and may not use such systems for
personal purposes. These personal purposes include, but are not limited to sales, purchase, and
prospecting on non-Company goods and services, personal correspondence, or political causes. Under no
circumstances may employees post personal opinions on the Internet using Company access.
Employees shall not download or install any software into Companys electronic
communications systems without advance written consent from the Senior Systems & Network Engineer.
Employees are barred from utilizing Company's e-mail, voicemail, and computer systems in a
manner that would be harassing, discriminatory, derogatory, distracting, unprofessional or offensive to
others, including but not limited to sexually provocative or explicit communications, and racial or
religious insults. Company prohibits employees from accessing discriminatory or offensive websites
utilizing Companys electronic communications systems.
Employees may not disclose access codes or otherwise grant unauthorized access to other
employees or utilize the access codes of other employees to enter or use Company's e-mail, voicemail,
and computer systems.
Please note: employees must use portable media devices in strict compliance with this policy and
all other applicable Company policies. Portable media devices include, but are not limited to cell phones,
personal digital assistants (PDAs), MP3 players, iPods, and flash drives. Under no circumstances may
employees use portable media devices for unauthorized storage or download of Company information or
software.
In addition, the company premises (except the bathrooms or other areas where employees have
an expectation of privacy) are monitored by video surveillance and recording at all times. In addition,
the company records audio of business telephone calls made on Company phone lines for compliance,
quality and training purposes.
26 v. 05292017
EMPLOYEE BENEFITS
Company provides benefits for its regular eligible employees. Company reserves the right to
eliminate or modify any of its benefits at any time.
A. Insurance Benefits
1. Workers Compensation Insurance
Company carries workers compensation insurance coverage as required by law

to protect employees who are injured on the job. This insurance provides coverage from
work-related injuries.
2. Medical Insurance
At this time, Medical Insurance is offered to eligible employees. Employees

who have worked an average of 30 or more hours of service per week become eligible on
the first of the month following two (2) months of employment. See the HR Department
for more information on insurance benefits.
B. Bonuses
All bonuses that may from time to time be given to certain employees are within the sole
discretion of Company.
CONFLICTS OF INTEREST
Our employees are expected to devote their best efforts and attention to the full-time
performance of their jobs. Employees are expected to use good judgment, to adhere to high ethical
standards, and to avoid situations that create an actual or potential conflict between the employees
personal interests and the interests of Company. A conflict of interest exists when the employees
loyalties or actions are divided between Companys interests and those of another, such as a competitor,
supplier, or another employee. Both the fact and the appearance of a conflict of interest should be
avoided. Employees unsure whether a certain transaction, activity, or relationship constitutes a conflict
of interest should discuss it with their immediate supervisor for clarification. Any exceptions to this
guideline must be approved in writing by Company.
If an employee or someone with whom an employee has a close relationship (a family member or
close companion) has a financial or employment relationship with a competitor, customer, supplier, or
potential supplier, the employee must disclose this fact in writing to his/her manager. Employees should
be aware that if they enter into a personal relationship with a subordinate employee or with an employee
of a competitor, supplier, or customer, a conflict of interest may exist that requires full disclosure to your
manager. A conflict of interest may prohibit you from being employed by the Company. Company
reserves right to determine on a case by case basis if a conflict of interests prohibits employment or if
27 v. 05292017
protective measures can be implemented. Failure to disclose a conflict of interest that is discovered by
the company will result in discipline up to and including termination.
A part-time employee may engage in outside employment, provided that he or she discloses this
fact to his or her immediate supervisor and obtains the supervisors approval.
Failure to adhere to this guideline, including failure to disclose any conflicts or to seek an
exception, will result in discipline, up to and including termination of employment.
PERSONAL RELATIONSHIPS IN THE WORKPLACE
The employment of relatives, married couples or persons involved in a romantic relationship may
cause conflicts, raise issues of favoritism and damage employee morale.
A relative or related person is any person who is related to another employee by blood or
marriage. A relative or related person is also any person who is related to another employee by law, for
example, by adoption, guardianship or as registered domestic partners.
A romantic relationship is one that could be reasonably expected to become a close consensual or
sexual relationship regardless of the gender or sexual orientation of the employees involved. Dating is
included in the definition of romantic relationship.
A supervisor may not oversee a related employee. An employee in a romantic relationship may
not be supervised by the romantic partner. A supervisor involved in a romantic relationship with another
employee or applicant must immediately disclose the relationship to management. A supervisor who is a
relative of to another employee or applicant must immediately disclose the relationship to management. A
supervisor who fails to follow this policy of disclosure can be disciplined or terminated.
Related persons or romantically involved employees who are employed in supervisor/subordinate

positions have ten (10) working days to decide which employee will transfer to an available position or
resign.
Related persons or romantically involved employees in any position, who the Company determines
have raised a conflict of interest or potential conflict of interest or if the relationship is otherwise disruptive
or problematic in the workplace, shall have ten working days to decide which employee will transfer to an
available position or resign.
If the employees involved are unable to agree which employee will resign or transfer, the Company
will transfer, or when no position is available, terminate, one of the employees involved. The Company
shall decide whether a transferring employee is qualified for the new position.
Employees in a romantic relationship shall refrain from displays of affection or excessive

conversation during work hours or on company property.
This policy is designed to provide safeguards so that the workplace is not compromised by
interpersonal relationships. This policy does not prohibit and will not be enforced in any manner which
could interfere with, restrain, or coerce employees from engaging in concerted activities including the right
to discuss terms and conditions of employment.
28 v. 05292017
DRUG AND ALCOHOL FREE WORKPLACE POLICY
The Company has a vital interest in maintaining safe and efficient working conditions for its
employees. Substance use is incompatible with health, safety, efficiency and the mission of the
Companys employees who are under the influence of drugs or alcohol or other intoxicating substances
on the job compromise our interests, endanger their own health and safety and the health and safety of
others, and create an inefficient, unproductive or disruptive working environment.
It is very important for you to be ready to work safely, productively and effectively every day.
The use of alcohol and drugs and other intoxicating substances greatly reduces your ability to work
productively and efficiently and threatens the safety and security of all employees.
To further its interest in avoiding accidents, to promote and maintain safe and efficient working
conditions for our employees and to protect our business, property and operations, we have established
this policy concerning the use of alcohol and drugs. As a condition of continued employment with us
you must abide by this policy. Failure to abide by this policy, refusal to submit to testing, or failing a
drug/alcohol test may result in immediate termination. Nothing in this policy is intended to prohibit the
customary and ordinary use of over-the-counter drugs or drugs legally prescribed to an employee in
accordance with the prescription, so long as such activity does not violate any law or result in the
employee working in an impaired state or posing a danger or risk to himself, others, our clients or
property.
1. The Company strictly prohibits the manufacture, distribution, selling, dispensing, transportation,
possession, consumption and/or use of any unlawful substance, lawful substance in an inappropriate or
illegal manner, or of alcohol while on the Companys premises, working (including break periods, meal
periods and while performing work on or off company premises), operating a vehicle on behalf of the
Company, performing Company business or on a clients premises or a job site by employees. Employees
are also expected to use all lawfully prescribed medication and over the counter medication in a safe,
appropriate and lawful manner.
2. Employees will be subject to disciplinary action, including but not limited to immediate
termination, for violations of this policy. At its discretion, the Company may require employees who
violate this policy to successfully complete a drug or alcohol abuse assistance or rehabilitation program
as a condition of continued employment.
3. "Adulteration" is the substitution of colored water for urine or the storage of a "clean" sample to
use during a drug/alcohol test. Adulteration is viewed the same as a refusal to test, and although it may
test negative for drugs/alcohol, an employee will be treated as if the employee refused the test and will be
disciplined up to and including termination.
4. When there is a reasonable belief that drugs or alcohol are present in a Company supplied,
locker, desk or other container, or Company vehicle an inspection may be conducted to confirm that
belief. Desks, lockers and other Company-supplied containers (including Company supplied vehicles)
are not private property and are subject to inspection at the Companys discretion with or without notice
to the employee.
5. You are required to notify the Company of any conviction under a criminal drug statute not later
than five days after your conviction.
29 v. 05292017
6. A test with positive results for drugs or alcohol or refusing to submit to a drug/alcohol test or
adulteration may result in immediate termination.
DRUG TESTING IN THE WORKPLACE POLICY
In furtherance of the Drug Free workplace policy and Companys commitment to provide a safe,
healthy and productive workplace, Company maintains a policy in which job applicants and current
employees may be requested or required to submit to testing for drugs, alcohol and other impairing or
intoxicating substances (Testing or Test) in certain situations. This policy is intended to comply with
applicable laws regarding drug, alcohol or other intoxicating or impairing substances testing and current
and prospective employee privacy rights.
Testing Based on Reasonable Suspicion

Employees may be asked to submit to Testing if an employee's supervisor or other person in authority has
reasonable suspicion, based on objective factors such as the employee's appearance, speech, behavior or
other conduct and facts, that the employee possesses or is under the influence of drugs, alcohol, or other
illegal substance or legal substance that causes impairment or intoxication.
Employees who take over-the-counter or legally prescribed medication to treat a disability should inform
their supervisor if they believe the medication will impair their job performance, safety or the safety of
others or if they believe they need a reasonable accommodation before reporting to work while under the
influence of that medication.
Post-incident Testing
Employees involved in any work-related accident or incident involving the violation of any safety or
security procedures may be required to submit to Testing. This applies even if the incident did not result
in injury to any person or any property damage.
Testing Procedures
All Testing under this policy will be conducted by an independent testing facility, which will obtain the
individual's written consent prior to testing. Company will pay for the full cost of the test.
Employees suspected of working while under the influence of drugs, alcohol or other impairing or
intoxicating substance will be terminated immediately or suspended without pay until Company receives
the results of the Test from the testing facility and any other information Company may require to make
an appropriate determination.
Confidentiality
All records relating to an employee's or applicant's Test results will be kept confidential and maintained
separately from the individual's personnel file.
Consequences of a Positive Test

Employees who Test positive will be subject to discipline, up to and including immediate termination of
employment.
Consequences for Refusing to Submit to Testing or Failing to Complete the Test

Employees who refuse to submit to Testing as required by Company or who fail to complete the Test or
adulteration will be subject to discipline, up to and including immediate termination of employment.
Submission to Testing is a condition of continued employment.
30 v. 05292017
Administration of this Policy
Company expressly reserves the right to change, modify or delete the provisions of this policy without
notice.
RESERVATION OF RIGHTS
Company retains the sole right to interpret, change, or discontinue this Handbook and/or any of
the policies contained herein as may be necessary from time to time without advance notice.
Nothing in this Handbook and/or any of the policies contained herein should be construed as
creating a contract of employment. Your employment at will relationship cannot be changed except in
writing by Companys Board of Directors.
31 v. 05292017
ACKNOWLEDGMENT
PLEASE COMPLETEAND RETURN THIS PORTION OF THE HANDBOOK TO THE HUMAN

RESOURCES DEPARTMENT.
Employee Name: _____________________________________________________________
I acknowledge that I have received my copy of the Sales Verification Company, LLCs (Company)
Employee Handbook, containing vital data on the company's personnel procedures and on my rights and
duties as a staff member. I further acknowledge and agree that company policy governs my actions as an
employee and it is my responsibility to read, understand and apply the information specified in the
handbook as well as all other Company policies, procedures or rules applicable to employees.
I also acknowledge and agree that because Company policies, including those in this handbook, are
not an employment contract between Company and myself, Company can and does reserve the right and
opportunity to revise, adapt, cancel, add or otherwise change all or any part of this handbook or any other
Company policy, procedure or rule applicable to employees when, at its sole discretion, Company
determines that the law and/or changed circumstances warrant such adjustments. The only exception is
the Company policy on at-will employment status. This may never be changed except by a written
agreement between an employee and the Company Chief Executive Officer, and then approved in writing
by the Company Board of Directors. I further acknowledge and agree that nothing in this handbook
establishes or is intended to establish a commitment or guarantee by Company of my continued
employment. This understanding and agreement supersedes any and all prior understandings, agreements
and/or promises which in any way contradict or conflict with such at-will status. Further, I understand
that nothing in this handbook is intended to violate any of my rights under Section 7 of the National
Labor Relations Act.
__________________ _______________________________
Date Employee's Signature
_______________________________
Employee's Name (print or type)
v. 05292017
EMPLOYMENT
JAMS
EMPLOYMENT
ARBITRATION
RULES &
PROCEDURES
1.800.352.JAMS | www.jamsadr.com Effective JULY 15, 2009
Copyright 2009 JAMS. All rights reserved.
JAMS EMPLOYMENT
ARBITRATION RULES
& PROCEDURES
JAMS provides arbitration and mediation services from
Resolution Centers located throughout the United
States. Its arbitrators and mediators hear and resolve
some of the nations largest, most complex and conten-
tious disputes, utilizing JAMS Rules & Procedures as
well as the rules of other domestic and international
arbitral institutions.
JAMS arbitrators and mediators are full-time neutrals

who come from the ranks of retired state and federal
judges and prominent attorneys. These highly trained
and experienced ADR professionals are dedicated to
the highest ethical standards of conduct.
Parties wishing to write a pre-dispute JAMS arbitration

clause into their agreement should review the sample
arbitration clauses on Page 4. These clauses may be
modified to tailor the arbitration process to meet the
parties individual needs.
Table of Contents
Sample Clauses for Use in Employment Rule 21. Securing Witnesses and Documents
for the Arbitration Hearing . . . . . . . . . . . . 20
Dispute Resolution Programs and Contracts
Rule 22. The Arbitration Hearing . . . . . . . . . . . . . . 20
Sample Clause for Mediation Only. . . . . . . . . . . . . . . . 4
Rule 23. Waiver of Hearing . . . . . . . . . . . . . . . . . . . 22
Sample Clause for Mediation and Arbitration. . . . . . . . 4
Rule 24. Awards . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Case Management Fees . . . . . . . . . . . . . . . . . . . . . . . 5
Rule 25. Enforcement of the Award . . . . . . . . . . . . . 24
JAMS Employment Arbitration Rules & Procedures Rule 26. Confidentiality and Privacy . . . . . . . . . . . . 25
Rule 1. Scope of Rules . . . . . . . . . . . . . . . . . . . . . . 6 Rule 27. Waiver . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Rule 2. Party-Agreed Procedures . . . . . . . . . . . . . . 7 Rule 28. Settlement and Consent Award . . . . . . . . . 25
Rule 3. Amendment of Rules . . . . . . . . . . . . . . . . . 7 Rule 29. Sanctions . . . . . . . . . . . . . . . . . . . . . . . . . 26
Rule 4. Conflict with Law . . . . . . . . . . . . . . . . . . . . 7 Rule 30. Disqualification of the Arbitrator

as a Witness or Party and
Rule 5. Commencing an Arbitration. . . . . . . . . . . . . 7 Exclusion of Liability . . . . . . . . . . . . . . . . . 26
Rule 6. Preliminary and Administrative Matters . . . . 8 Rule 31. Fees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Rule 7. Number of Arbitrators and Rule 32. Bracketed (or High-Low)

Appointment of Chairperson . . . . . . . . . . . 10 Arbitration Option . . . . . . . . . . . . . . . . . . . 28
Rule 8. Service . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Rule 33. Final Offer (or Baseball)

Arbitration Option . . . . . . . . . . . . . . . . . . . 28
Rule 9. Notice of Claims . . . . . . . . . . . . . . . . . . . . 12
Rule 34. Optional Arbitration Appeal Procedure . . . 29
Rule 10. Changes of Claims . . . . . . . . . . . . . . . . . . 13
Rule 11. Interpretation of Rules

and Jurisdictional Challenges . . . . . . . . . . 13
Rule 12. Representation . . . . . . . . . . . . . . . . . . . . . 14
Rule 13. Withdrawal from Arbitration . . . . . . . . . . . 14
Rule 14. Ex Parte Communications . . . . . . . . . . . . . 14
Rule 15. Arbitrator Selection and Replacement . . . . 15
Rule 16. Preliminary Conference . . . . . . . . . . . . . . 17
Rule 17. Exchange of Information . . . . . . . . . . . . . . 17
Rule 18. Summary Disposition of a Claim or Issue . . 18
Rule 19. Scheduling and Location of Hearing . . . . . 19
Rule 20. Pre-Hearing Submissions . . . . . . . . . . . . . 19

Sample Clauses for Use in Case Management Fees
Employment Dispute Resolution JAMS charges a nominal Case Management Fee. For
arbitrations the Case Management Fee is:
Programs and Contracts
Hearing Length Fee
The following are basic sample clauses providing for me- 1 to 3 days . . . . . . . . . . . . . . . . $400 per party, per day
diation or arbitration in an employment contract. A variety (1 day is defined as 10 hours of professional time)
of issues may affect the enforceability or effectiveness of Time in excess of initial 30 hours. . . . . . . . . . . . 10% of
these sample clauses; therefore, it is recommended that professional fees
you review applicable law in your jurisdiction and consult
experienced counsel for advice. The information contained JAMS neutrals set their own hourly, partial and full-day
herein should not be considered legal advice or legal opin- rates. For information on individual neutrals rates and
ion. For information about setting a case, call your local the Case Management Fee, please contact JAMS at
JAMS office at 1-800-352-5267. 800-352-JAMS. The Case Management Fee structure is
subject to change.
Sample Clause for Mediation Only
Any controversy, dispute or claim arising out of or relating All of the JAMS Rules, including the Employment Arbitra-
to this [contract] or breach thereof shall first be settled tion Rules set forth below, can be accessed at the JAMS
through good faith negotiation [OR company employ- website: www.jamsadr.com.
ment program] [other]. If the dispute cannot be settled
through negotiation [OR company employment program]
[other], the parties agree to attempt in good faith to settle
the dispute by mediation administered by JAMS.
Sample Clause for Mediation and Arbitration

Any controversy, dispute or claim arising out of or relating
to this [contract] or breach thereof shall first be settled
through good faith negotiation [OR company employ-
ment program] [other]. If the dispute cannot be settled
through negotiation [OR company employment program]
[other], the parties agree to attempt in good faith to
settle the dispute by mediation administered by JAMS.
If the parties are unsuccessful at resolving the dispute
through mediation, the parties agree to [binding] arbitra-
tion administered by JAMS pursuant to its Employment
Arbitration Rules & Procedures and subject to JAMS
Policy on Employment Arbitration Minimum Standards
of Procedural Fairness. Judgment on the Award may be
entered in any court having jurisdiction.
4 JAMS Employment Arbitration Rules & Procedures| Effective July 15, 2009 JAMS Employment Arbitration Rules & Procedures| Effective July 15, 2009 5
JAMS Employment Rule 2. Party-Agreed Procedures
Arbitration Rules & The Parties may agree on any procedures not specified
herein or in lieu of these Rules that are consistent with
Procedures the applicable law and JAMS policies including, without
limitation, the JAMS Policy on Employment Arbitration
Minimum Standards of Procedural Fairness, and Rules
NOTICE: These Rules are the copyrighted property of
15(i), 30 and 31. The Parties shall promptly notify JAMS of
JAMS. They cannot be copied, reprinted or used in any way
any such Party-agreed procedures and shall confirm such
without permission of JAMS, unless they are being used
procedures in writing. The Party-agreed procedures shall
by the parties to an arbitration as the rules for that arbitra-
be enforceable as if contained in these Rules.
tion. If they are being used as the rules for an arbitration,
proper attribution must be given to JAMS. If you wish to
obtain permission to use our copyrighted materials, please Rule 3. Amendment of Rules
contact JAMS at 949-224-1810.
JAMS may amend these Rules without notice. The Rules in
effect on the date of the commencement of an Arbitration
Rule 1. Scope of Rules (as defined in Rule 5) shall apply to that Arbitration, unless
(a) The JAMS Employment Arbitration Rules & Procedures the Parties have agreed upon another version of the Rules.
(Rules) govern binding Arbitrations of disputes or claims
that are administered by JAMS and in which the Parties
Rule 4. Conflict with Law
agree to use these Rules or, in the absence of such agree-
ment, the disputes or claims are employment-related, If any of these Rules, or modification of these Rules agreed
unless other Rules are prescribed. on by the Parties, is determined to be in conflict with a
provision of applicable law, the provision of law will govern
(b) The Parties shall be deemed to have made these over the Rule in conflict, and no other Rule will be affected.
Rules a part of their Arbitration agreement (Agreement)
whenever they have provided for Arbitration by JAMS under Rule 5. Commencing an Arbitration
its Employment Rules or for Arbitration by JAMS without
(a) The Arbitration is deemed commenced when JAMS
specifying any particular JAMS Rules and the disputes or
confirms in a Commencement Letter its receipt of one of
claims meet the criteria of the first paragraph of this Rule.
the following:
(i) A post-dispute Arbitration agreement fully ex-
(c) The authority and duties of JAMS are prescribed in the
ecuted by all Parties and that specifies JAMS administration
Agreement of the Parties and in these Rules, and may be
or use of any JAMS Rules; or
carried out through such representatives as it may direct.
(ii) A pre-dispute written contractual provision re-
quiring the Parties to arbitrate the employment dispute
(d) JAMS may, in its discretion, assign the administration
or claim and which specifies JAMS administration or use
of an Arbitration to any of its Resolution Centers.
of any JAMS Rules or which the Parties agree shall be
administered by JAMS; or
(e) The term Party as used in these Rules includes Par-
(iii) A written confirmation of an oral agreement of
ties to the Arbitration and their counsel or representatives.
all Parties to participate in an Arbitration administered by
JAMS or conducted pursuant to any JAMS Rules; or
(f) Electronic filing (e-file) means the electronic trans-
(iv) A copy of a court order compelling Arbitration at
mission of documents to and from JAMS and other Par-
JAMS.
ties for the purpose of filing via the Internet. Electronic
service (e-service) means the electronic transmission of
(b) The Commencement Letter shall confirm which one
documents via JAMS Electronic Filing System to a party,
of the above requirements for commencement has been
attorney or representative under these Rules.
met, that JAMS has received all payments required under
the applicable fee schedule, and that the claimant has
provided JAMS with contact information for all Parties administrative suspension shall toll any other time limits
along with evidence that the Demand has been served on contained in these Rules or the Parties Agreement.
all Parties.
(d) JAMS does not maintain an official record of docu-
(c) If a Party that is obligated to arbitrate in accordance ments filed in the Arbitration. If the Parties wish to have any
with subparagraph (a) of this Rule fails to agree to par- documents returned to them, they must advise JAMS in
ticipate in the Arbitration process, JAMS shall confirm in writing within 30 days of the conclusion of the Arbitration.
writing that Partys failure to respond or participate and, If special arrangements are required regarding file main-
pursuant to Rule 19, the Arbitrator, once appointed, shall tenance or document retention, they must be agreed to in
schedule, and provide appropriate notice of a Hearing or writing and JAMS reserves the right to impose an additional
other opportunity for the Party demanding the Arbitration fee for such special arrangements. Documents that are
to demonstrate its entitlement to relief. submitted for e-filing are retained for 30 days following the
conclusion of the Arbitration.
(d) The date of commencement of the Arbitration is the
date of the Commencement Letter, but it is not intended to (e) Unless the Parties agreement or applicable law pro-
be applicable to any legal requirements such as the statute vides otherwise, JAMS, if it determines that the Arbitrations
of limitations, any contractual limitations period, or claims so filed have common issues of fact or law, may consolidate
notice requirements. The term commencement as used Arbitrations in the following instances:
in this Rule is intended only to pertain to the operation of (i) If a Party files more than one Arbitration with
this and other rules (such as Rule 3, 9(a), 9(c), 13(a), JAMS, JAMS may consolidate the Arbitrations into a single
17(a), 31(a).) arbitration.
(ii) Where a Demand or Demands for Arbitration is or
Rule 6. Preliminary and are submitted naming Parties already involved in another
Administrative Matters Arbitration or Arbitrations pending under these Rules,
JAMS may decide that the new case or cases shall be
(a) JAMS may convene, or the Parties may request, ad-
consolidated into one or more of the pending proceedings
ministrative conferences to discuss any procedural matter
and referred to one of the Arbitrators or panels of Arbitrators
relating to the administration of the Arbitration.
already appointed.
(b) If no Arbitrator has yet been appointed, at the request (iii) Where a Demand or Demands for Arbitration is or
of a Party and in the absence of Party agreement, JAMS are submitted naming parties that are not identical to the
may determine the location of the Hearing, subject to Parties in the existing Arbitration or Arbitrations, JAMS may
Arbitrator review. In determining the location of the Hear- decide that the new case or cases shall be consolidated
ing, such factors as the subject matter of the dispute, the into one or more of the pending proceedings and referred
convenience of the Parties and witnesses and the relative to one of the Arbitrators or panels of Arbitrators already
resources of the Parties shall be considered, but in no event appointed.
will the Hearing be scheduled in a location that precludes When rendering its decision, JAMS will take into
attendance by the Employee. account all circumstances, including the links between
the cases and the progress already made in the existing
(c) If, at any time, any Party has failed to pay fees or Arbitrations.
expenses in full, JAMS may order the suspension or
termination of the proceedings. JAMS may so inform the Unless applicable law provides otherwise, where
Parties in order that one of them may advance the required JAMS decides to consolidate a proceeding into a pending
payment. If one Party advances the payment owed by a Arbitration, the Parties to the consolidated case or cases
non-paying Party, the Arbitration shall proceed and the will be deemed to have waived their right to designate an
Arbitrator may allocate the non-paying Partys share of Arbitrator as well as any contractual provision with respect
such costs, in accordance with Rules 24(f) and 31(c). An to the site of the Arbitration.
(f) Where a third party seeks to participate in an Arbitra- trator, Case Manager, attorney or declarant who submits
tion already pending under these Rules or where a Party the document to JAMS Electronic Filing System, and shall
to an Arbitration under these Rules seeks to compel a third bear the typed name, address, telephone number, and
party to participate in a pending Arbitration, the Arbitrator Bar number of a signing attorney. Documents containing
shall determine such request, taking into account all cir- signatures of third-parties (i.e., unopposed motions, af-
cumstances the Arbitrator deems relevant and applicable. fidavits, stipulations, etc.) may also be filed electronically
by indicating that the original signatures are maintained
by the filing Party in paper-format.
Rule 7. Number of Arbitrators and
Appointment of Chairperson (c) Delivery of e-service documents through JAMS
(a) The Arbitration shall be conducted by one neutral Ar- Electronic Filing System to other registered users shall
bitrator unless all Parties agree otherwise. In these Rules, be considered as valid and effective service and shall
the term Arbitrator shall mean, as the context requires, have the same legal effect as an original paper docu-
the Arbitrator or the panel of Arbitrators in a tripartite Ar- ment. Recipients of e-service documents shall access
bitration. their documents through JAMS Electronic Filing System.
E-service shall be deemed complete when the party initiat-
(b) In cases involving more than one Arbitrator the Parties ing e-service completes the transmission of the electronic
shall agree on, or in the absence of agreement JAMS shall document(s) to JAMS Electronic Filing System for e-filing
designate, the Chairperson of the Arbitration Panel. If the and/or e-service. Upon actual or constructive receipt of
Parties and the Arbitrators agree, a single member of the the electronic document(s) by the party to be served, a
Arbitration Panel may, acting alone, decide discovery and Certificate of Electronic Service shall be issued by JAMS
procedural matters, including the conduct of hearings to Electronic Filing System to the party initiating e-service and
receive documents and testimony from third parties who that Certificate shall serve as proof of service. Any party who
have been subpoenaed to produce documents. ignores or attempts to refuse e-service shall be deemed
to have received the electronic document(s) 72 hours fol-
(c) Where the Parties have agreed that each Party is to lowing the transmission of the electronic document(s) to
name one Arbitrator, the Arbitrators so named shall be JAMS Electronic Filing System.
neutral and independent of the appointing Party unless
the Parties have agreed that they shall be non-neutral. (d) If an electronic filing or service does not occur because
of (1) an error in the transmission of the document to
JAMS Electronic Filing System or served Party which was
Rule 8. Service unknown to the sending Party, (2) a failure to process the
(a) The Arbitrator may at any time require electronic filing electronic document when received by JAMS Electronic
and service of documents in an Arbitration. If an Arbitrator Filing System, (3) the Party was erroneously excluded from
requires electronic filing, the Parties shall maintain and the service list, or (4) other technical problems experienced
regularly monitor a valid, usable and live email address for by the filer, the Arbitrator or JAMS may for good cause
the receipt of all documents filed through JAMS Electronic shown permit the document to be filed nunc pro tunc to
Filing System. Any document filed electronically shall be the date it was first attempted to be sent electronically. Or,
considered as filed with JAMS when the transmission to in the case of service, the Party shall, absent extraordinary
JAMS Electronic Filing System is complete. Any document circumstances, be entitled to an order extending the date
e-filed by 11:59 p.m. (of the senders time zone) shall be for any response or the period within which any right, duty
deemed filed on that date. Upon completion of filing, JAMS or other act must be performed.
Electronic Filing System shall issue a confirmation receipt
that includes the date and time of receipt. The confirmation (e) For documents that are not filed electronically, service
receipt shall serve as proof of filing. by a Party under these Rules is effected by providing one
signed copy of the document to each Party and two cop-
(b) Every document filed with JAMS Electronic Filing ies in the case of a sole Arbitrator and four copies in the
System shall be deemed to have been signed by the Arbi- case of a tripartite panel to JAMS. Service may be made
by hand-delivery, overnight delivery service or U.S. mail. (e) Any claim or counterclaim to which no response has
Service by any of these means is considered effective upon been served will be deemed denied.
the date of deposit of the document. Service by electronic
mail or facsimile transmission is considered effective upon
transmission, but only if followed within one week of de-
Rule 10. Changes of Claims
livery by service of an appropriate number of copies and After the filing of a claim and before the Arbitrator is ap-
originals by one of the other service methods. pointed, any Party may make a new or different claim
against a Party or any third Party that is subject to Arbitra-
In computing any period of time prescribed or allowed by tion in the proceeding. Such claim shall be made in writ-
these Rules for a Party to do some act within a prescribed ing, filed with JAMS and served on the other Parties. Any
period after the service of a notice or other paper on the response to the new claim shall be made within fourteen
Party and the notice or paper is served on the Party only (14) calendar days after service of such claim. After the
by U.S. Mail, three (3) calendar days shall be added to Arbitrator is appointed, no new or different claim may be
the prescribed period. submitted except with the Arbitrators approval. A Party
may request a Hearing on this issue. Each Party has the
right to respond to any new or amended claim in accor-
Rule 9. Notice of Claims dance with Rule 9(d).
(a) Each Party shall afford all other Parties reasonable and
timely notice of its claims, affirmative defenses or coun-
terclaims. Any such notice shall include a short statement
Rule 11. Interpretation of Rules
of its factual basis. No claim, remedy, counterclaim, or and Jurisdictional Challenges
affirmative defense will be considered by the Arbitrator in (a) Once appointed, the Arbitrator shall resolve disputes
the absence of such prior notice to the other Parties, unless about the interpretation and applicability of these Rules
the Arbitrator determines that no Party has been unfairly and conduct of the Arbitration Hearing. The resolution of
prejudiced by such lack of formal notice or all Parties agree the issue by the Arbitrator shall be final.
that such consideration is appropriate notwithstanding the
lack of prior notice. (b) Whenever in these Rules a matter is to be determined
by JAMS (such as in Rules 6; 11 (d); 15(d), (f), (g) or
(b) Within fourteen (14) calendar days after the com- (i)), such determination shall be made in accordance with
mencement of an Arbitration, Claimant shall submit to JAMS administrative procedures.
JAMS and serve on the other Parties a notice of its claim
and remedies sought. Such notice shall consist of either (c) Jurisdictional and arbitrability disputes, including
a Demand for Arbitration or a copy of a Complaint previ- disputes over the formation, existence, validity, interpre-
ously filed with a court. (In the latter case, Claimant may tation or scope of the agreement under which Arbitration
accompany the Complaint with a copy of any Answer to is sought, and who are proper Parties to the Arbitration,
that Complaint filed by any Respondent.) shall be submitted to and ruled on by the Arbitrator. Unless
the relevant law requires otherwise, the Arbitrator has the
(c) Within fourteen (14) calendar days of service of the authority to determine jurisdiction and arbitrability issues
notice of claim, a Respondent may submit to JAMS and as a preliminary matter.
serve on other Parties a response and must so submit and
serve a statement of any affirmative defenses (including (d) Disputes concerning the appointment of the Arbitrator
jurisdictional challenges) or counterclaims it may have. shall be resolved by JAMS.
(d) Within fourteen (14) calendar days of service of a (e) The Arbitrator may, upon a showing of good cause or
counterclaim, a claimant may submit to JAMS and serve sua sponte, when necessary to facilitate the Arbitration,
on other Parties a response to such counterclaim and extend any deadlines established in these Rules, provided
must so submit and serve a statement of any affirmative that the time for rendering the Award may only be altered
defenses (including jurisdictional challenges) it may have. in accordance with Rules 22(i) or 24.
Rule 12. Representation of conflicts and in connection with the selection of the
Chairperson of the arbitral panel.
(a) The Parties may be represented by counsel or any
other person of the Partys choice. Each Party shall give
(c) The Parties may agree to permit more extensive ex
prompt written notice to the Case Manager and the other
parte communication between a Party and a non-neutral
Parties of the name, address, telephone and fax numbers,
Arbitrator. More extensive communications with a non-
and email address of its representative. The representative
neutral arbitrator may also be permitted by applicable law
of a Party may act on the Partys behalf in complying with
and rules of ethics.
these Rules.
(b) Changes in Representation. A Party shall give prompt Rule 15. Arbitrator Selection and Replacement
written notice to the Case Manager and the other Parties
(a) Unless the Arbitrator has been previously selected by
of any change in its representation, including the name,
agreement of the Parties, JAMS may attempt to facilitate
address, telephone and fax numbers, and email address
agreement among the Parties regarding selection of the
of the new representative. Such notice shall state that the
Arbitrator.
written consent of the former representative, if any, and of
the new representative, has been obtained and shall state
(b) If the Parties do not agree on an Arbitrator, JAMS
the effective date of the new representation.
shall send the Parties a list of at least five (5) Arbitrator
candidates in the case of a sole Arbitrator and ten (10)
Rule 13. Withdrawal from Arbitration Arbitrator candidates in the case of a tripartite panel.
JAMS shall also provide each Party with a brief descrip-
(a) No Party may terminate or withdraw from an Arbitra-
tion of the background and experience of each Arbitrator
tion after the issuance of the Commencement Letter (see
candidate. JAMS may replace any or all names on the list
Rule 5) except by written agreement of all Parties to the
of Arbitrator candidates for reasonable cause at any time
Arbitration.
before the Parties have submitted their choice pursuant
to subparagraph (c) below.
(b) A Party that asserts a claim or counterclaim may
unilaterally withdraw that claim or counterclaim without
(c) Within seven (7) calendar days of service by the
prejudice by serving written notice on the other Parties
Parties of the list of names, each Party may strike two
and on the Arbitrator. However, the opposing Parties may,
(2) names in the case of a sole Arbitrator and three (3)
within fourteen (14) calendar days of service of notice of
names in the case of a tripartite panel, and shall rank the
the withdrawal of the claim or counterclaim, request that
remaining Arbitrator candidates in order of preference. The
the Arbitrator order that the withdrawal be with prejudice.
remaining Arbitrator candidate with the highest composite
If such a request is made, it shall be determined by the
ranking shall be appointed the Arbitrator. JAMS may grant
Arbitrator.
a reasonable extension of the time to strike and rank the
Arbitrator candidates to any Party without the consent of
Rule 14. Ex Parte Communications the other Parties.
(a) No Party may have any ex parte communication with
(d) If this process does not yield an Arbitrator or a com-
a neutral Arbitrator jointly selected by the Parties. The
plete panel, JAMS shall designate the sole Arbitrator or as
Arbitrator(s) may authorize any Party to communicate
many members of the tripartite panel as are necessary to
directly with the Arbitrator(s) by email or other written
complete the panel.
correspondence, so long as copies are simultaneously
forwarded to the JAMS Case Manager and the other Parties.
(e) If a Party fails to respond to a list of Arbitrator can-
didates within seven (7) calendar days after its service,
(b) A Party may have ex parte communication with its ap-
JAMS shall deem that Party to have accepted all of the
pointed neutral or non-neutral Arbitrator as necessary to
Arbitrator candidates.
secure the Arbitrators services and to assure the absence
(f) Entities whose interests are not adverse with respect Rule 16. Preliminary Conference
to the issues in dispute shall be treated as a single Party
At the request of any Party or at the direction of the Arbitra-
for purposes of the Arbitrator selection process. JAMS
tor, a Preliminary Conference shall be conducted with the
shall determine whether the interests between entities are
Parties or their counsel or representatives. The Preliminary
adverse for purposes of Arbitrator selection, considering
Conference may address any or all of the following subjects:
such factors as whether the entities are represented by the
same attorney and whether the entities are presenting joint
(a) The exchange of information in accordance with Rule
or separate positions at the Arbitration.
17 or otherwise;
(g) If, for any reason, the Arbitrator who is selected is un-
(b) The schedule for discovery as permitted by the Rules,
able to fulfill the Arbitrators duties, a successor Arbitrator
as agreed by the Parties or as required or authorized by
shall be chosen in accordance with this Rule. If a member
applicable law;
of a panel of Arbitrators becomes unable to fulfill his or
her duties after the beginning of a Hearing but before the
(c) The pleadings of the Parties and any agreement to
issuance of an Award, a new Arbitrator will be chosen in
clarify or narrow the issues or structure the Arbitration
accordance with this Rule unless, in the case of a tripartite
Hearing;
panel, the Parties agree to proceed with the remaining two
Arbitrators. JAMS will make the final determination as to
(d) The scheduling of the Hearing and any pre-Hearing
whether an Arbitrator is unable to fulfill his or her duties,
exchanges of information, exhibits, motions or briefs;
and that decision shall be final.
(e) The attendance of witnesses as contemplated by Rule
(h) Any disclosures regarding the selected Arbitrator shall
21;
be made as required by law or within ten (10) calendar
days from the date of appointment. The obligation of the
(f) The scheduling of any dispositive motion pursuant to
Arbitrator to make all required disclosures continues
Rule 18;
throughout the Arbitration process. Such disclosures may
be provided in electronic format, provided that JAMS will
(g) The premarking of exhibits; preparation of joint exhibit
produce a hard copy to any Party that requests it.
lists and the resolution of the admissibility of exhibits;
(i) At any time during the Arbitration process, a Party

(h) The form of the Award; and
may challenge the continued service of an Arbitrator for
cause. The challenge must be based upon information that
(i) Such other matters as may be suggested by the Parties
was not available to the Parties at the time the Arbitrator
or the Arbitrator.
was selected. A challenge for cause must be in writing
and exchanged with opposing Parties who may respond
The Preliminary Conference may be conducted
within seven (7) days of service of the challenge. JAMS
telephonically and may be resumed from time to time as
shall make the final determination as to such challenge.
warranted.
Such determination shall take into account the materiality
of the facts and any prejudice to the Parties. That decision
will be final. Rule 17. Exchange of Information
(a) The Parties shall cooperate in good faith in the
(j) Where the Parties have agreed that a Party-appointed
voluntary and informal exchange of all non-privileged
Arbitrator is to be non-neutral, that Party-appointed Arbitra-
documents and other information (including electronically
tor is not obliged to withdraw if requested to do so only by
stored information (ESI)) relevant to the dispute or claim
the party who did not appoint that Arbitrator.
immediately after commencement of the Arbitration. They
shall complete an initial exchange of all relevant, non-
privileged documents, including, without limitation, copies
of all documents in their possession or control on which
they rely in support of their positions, names of individuals Rule 19. Scheduling and
whom they may call as witnesses at the Arbitration Hearing,
Location of Hearing
and names of all experts who may be called to testify at
the Arbitration Hearing, together with each experts report (a) The Arbitrator, after consulting with the Parties that
that may be introduced at the Arbitration Hearing, within have appeared, shall determine the date, time and location
twenty-one (21) calendar days after all pleadings or notice of the Hearing. The Arbitrator and the Parties shall attempt
of claims have been received. The Arbitrator may modify to schedule consecutive Hearing days if more than one day
these obligations at the Preliminary Conference. is necessary.
(b) Each Party may take at least one deposition of an (b) If a Party has failed to participate in the Arbitration
opposing Party or an individual under the control of the process, and the Arbitrator reasonably believes that the
opposing Party. The Parties shall attempt to agree on the Party will not participate in the Hearing, the Arbitrator
number, time, location, and duration of the deposition(s). may set the Hearing without consulting with that Party.
Absent agreement, the Arbitrator shall determine these The non-participating Party shall be served with a Notice
issues including whether to grant a request for additional of Hearing at least thirty (30) calendar days prior to the
depositions, based upon the reasonable need for the scheduled date unless the law of the relevant jurisdiction
requested information, the availability of other discovery, allows for or the Parties have agreed to shorter notice.
and the burdensomeness of the request on the opposing
Parties and witness. (c) The Arbitrator, in order to hear a third party witness,
or for the convenience of the Parties or the witnesses, may
(c) As they become aware of new documents or informa- conduct the Hearing at any location. Any JAMS Resolution
tion, including experts who may be called upon to testify, all Center may be designated a Hearing location for purposes
Parties continue to be obligated to provide relevant, non- of the issuance of a subpoena or subpoena duces tecum
privileged documents, to supplement their identification of to a third party witness.
witnesses and experts and to honor any informal agree-
ments or understandings between the Parties regarding Rule 20. Pre-Hearing Submissions
documents or information to be exchanged. Documents
(a) Except as set forth in any scheduling order that may
that were not previously exchanged, or witnesses and
be adopted, at least fourteen (14) calendar days before
experts that were not previously identified, may not be
the Arbitration Hearing, the Parties shall file with JAMS
considered by the Arbitrator at the Hearing, unless agreed
and serve and exchange (1) a list of the witnesses they
by the Parties or upon a showing of good cause.
intend to call, including any experts, (2) a short description
of the anticipated testimony of each such witness and an
(d) The Parties shall promptly notify JAMS when a dispute
estimate of the length of the witness direct testimony, and
exists regarding discovery issues. A conference shall be
(3) a list of all exhibits intended to be used at the Hearing.
arranged with the Arbitrator, either by telephone or in
The Parties should exchange with each other a copy of any
person, and the Arbitrator shall decide the dispute. With
such exhibits to the extent that it has not been previously
the written consent of all Parties, and in accordance with
exchanged. The Parties should pre-mark exhibits and shall
an agreed written procedure, the Arbitrator may appoint
attempt to resolve any disputes regarding the admissibility
a special master to assist in resolving a discovery dispute.
of exhibits prior to the Hearing.
Rule 18. Summary Disposition (b) The Arbitrator may require that each Party submit con-
of a Claim or Issue cise written statements of position, including summaries of
the facts and evidence a Party intends to present, discus-
The Arbitrator may permit any Party to file a Motion for
sion of the applicable law and the basis for the requested
Summary Disposition of a particular claim or issue, either
Award or denial of relief sought. The statements, which
by agreement of all interested Parties or at the request of
may be in the form of a letter, shall be filed with JAMS and
one Party, provided other interested Parties have reason-
served upon the other Parties, at least seven (7) calendar
able notice to respond to the motion.
days before the Hearing date. Rebuttal statements or
other pre-Hearing written submissions may be permitted would be immaterial or unduly repetitive, provided that all
or required at the discretion of the Arbitrator. Parties are afforded the opportunity to present material
and relevant evidence.
Rule 21. Securing Witnesses and Documents (e) The Arbitrator shall receive and consider relevant
for the Arbitration Hearing deposition testimony recorded by transcript or videotape,
At the written request of a Party, all other Parties shall provided that the other Parties have had the opportunity
produce for the Arbitration Hearing all specified witnesses to attend and cross-examine. The Arbitrator may in his or
in their employ or under their control without need of her discretion consider witness affidavits or other recorded
subpoena. The Arbitrator may issue subpoenas for the testimony even if the other Parties have not had the op-
attendance of witnesses or the production of documents portunity to cross-examine, but will give that evidence only
either prior to or at the Hearing pursuant to this Rule or such weight as the Arbitrator deems appropriate.
Rule 19(c). The subpoena or subpoena duces tecum shall (f) The Parties will not offer as evidence, and the Arbitrator
be issued in accordance with the applicable law. Pre-issued shall neither admit into the record nor consider, prior settle-
subpoenas may be used in jurisdictions that permit them. ment offers by the Parties or statements or recommenda-
In the event a Party or a subpoenaed person objects to tions made by a mediator or other person in connection
the production of a witness or other evidence, the Party or with efforts to resolve the dispute being arbitrated, except
subpoenaed person may file an objection with the Arbitra- to the extent that applicable law permits the admission of
tor, who shall promptly rule on the objection, weighing both such evidence.
the burden on the producing Party and witness and the
need of the proponent for the witness or other evidence. (g) The Hearing or any portion thereof may be conducted
telephonically with the agreement of the Parties or in the
discretion of the Arbitrator.
Rule 22. The Arbitration Hearing
(a) The Arbitrator will ordinarily conduct the Arbitra- (h) When the Arbitrator determines that all relevant and
tion Hearing in the manner set forth in these Rules. The material evidence and arguments have been presented,
Arbitrator may vary these procedures if it is determined and any interim or partial awards have been issued, the
reasonable and appropriate to do so. It is expected that the Arbitrator shall declare the Hearing closed. The Arbitrator
Employee will attend the Arbitration Hearing, as will any may defer the closing of the Hearing until a date agreed
other individual Party with information about a significant upon by the Arbitrator and the Parties, to permit the Parties
issue. to submit post-Hearing briefs, which may be in the form of
a letter, and/or to make closing arguments. If post-Hearing
(b) The Arbitrator shall determine the order of proof, which briefs are to be submitted, or closing arguments are to be
will generally be similar to that of a court trial. made, the Hearing shall be deemed closed upon receipt
by the Arbitrator of such briefs or at the conclusion of such
(c) The Arbitrator shall require witnesses to testify under closing arguments.
oath if requested by any Party, or otherwise in the discre-
tion of the Arbitrator. (i) At any time before the Award is rendered, the Arbitra-
tor may, sua sponte or on application of a Party for good
(d) Strict conformity to the rules of evidence is not re- cause shown, re-open the Hearing. If the Hearing is re-
quired, except that the Arbitrator shall apply applicable opened and the re-opening prevents the rendering of the
law relating to privileges and work product. The Arbitrator Award within the time limits specified by these Rules, the
shall consider evidence that he or she finds relevant and time limits will be extended until the reopened Hearing is
material to the dispute, giving the evidence such weight declared closed by the Arbitrator.
as is appropriate. The Arbitrator may be guided in that
determination by principles contained in the Federal Rules (j) The Arbitrator may proceed with the Hearing in the
of Evidence or any other applicable rules of evidence. The absence of a Party that, after receiving notice of the Hear-
Arbitrator may limit testimony to exclude evidence that ing pursuant to Rule 19, fails to attend. The Arbitrator may
not render an Award solely on the basis of the default or shall provide the Final Award or the Partial Final Award to
absence of the Party, but shall require any Party seeking JAMS for issuance in accordance with this Rule.
relief to submit such evidence as the Arbitrator may require
for the rendering of an Award. If the Arbitrator reasonably (b) Where a panel of Arbitrators has heard the dispute,
believes that a Party will not attend the Hearing, the Arbitra- the decision and Award of a majority of the panel shall
tor may schedule the Hearing as a telephonic Hearing and constitute the Arbitration Award.
may receive the evidence necessary to render an Award
by affidavit. The notice of Hearing shall specify if it will be (c) In determining the merits of the dispute the Arbitrator
in person or telephonic. shall be guided by the rules of law agreed upon by the Par-
ties. In the absence of such agreement, the Arbitrator will
(k) (i) Any Party may arrange for a stenographic or other be guided by the law or the rules of law that the Arbitrator
record to be made of the Hearing and shall inform the other deems to be most appropriate. The Arbitrator may grant
Parties in advance of the Hearing. The requesting Party any remedy or relief that is just and equitable and within
shall bear the cost of such stenographic record. If all other the scope of the Parties agreement, including but not
Parties agree to share the cost of the stenographic record, limited to specific performance of a contract or any other
it shall be made available to the Arbitrator and may be used equitable or legal remedy.
in the proceeding.
(d) In addition to a Final Award or Partial Final Award, the
(ii) If there is no agreement to share the cost, the
Arbitrator may make other decisions, including interim or
stenographic record may not be provided to the Arbitrator
partial rulings, orders and Awards.
and may not be used in the proceeding unless the Party
arranging for the stenographic record either agrees to pro-
vide access to the stenographic record at no charge or on (e) Interim Measures. The Arbitrator may grant whatever
terms that are acceptable to the Parties and the reporting interim measures are deemed necessary, including injunc-
service. tive relief and measures for the protection or conservation
of property and disposition of disposable goods. Such
(iii) If the Parties agree to an Optional Arbitration interim measures may take the form of an interim Award,
Appeal Procedure (see Rule 34), they shall ensure that a and the Arbitrator may require security for the costs of such
stenographic or other record is made of the Hearing. measures. Any recourse by a Party to a court for interim or
(iv) The Parties may agree that the cost of the provisional relief shall not be deemed incompatible with the
stenographic record shall or shall not be allocated by the agreement to arbitrate or a waiver of the right to arbitrate.
Arbitrator in the Award.
(f) The Award of the Arbitrator may allocate Arbitration
fees and Arbitrator compensation and expenses unless
Rule 23. Waiver of Hearing such an allocation is expressly prohibited by the Parties
The Parties may agree to waive the oral Hearing and submit agreement or by applicable law. (Such a prohibition may
the dispute to the Arbitrator for an Award based on written not limit the power of the Arbitrator to allocate Arbitration
submissions and other evidence as the Parties may agree. fees and Arbitrator compensation and expenses pursuant
to Rule 31(c)).
Rule 24. Awards (g) The Award of the Arbitrator may allocate attorneys fees
(a) The Arbitrator shall render a Final Award or a Partial and expenses and interest (at such rate and from such
Final Award within thirty (30) calendar days after the date date as the Arbitrator may deem appropriate) if provided
of the close of the Hearing as defined in Rule 22(h) or, if a by the Parties agreement or allowed by applicable law.
Hearing has been waived, within thirty (30) calendar days
after the receipt by the Arbitrator of all materials specified (h) The Award will consist of a written statement signed
by the Parties, except (i) by the agreement of the Parties, by the Arbitrator regarding the disposition of each claim
(ii) upon good cause for an extension of time to render and the relief, if any, as to each claim. The Award shall also
the Award, or (iii) as provided in Rule 22(i). The Arbitrator contain a concise written statement of the reasons for the
Award, stating the essential findings and conclusions on Rule 26. Confidentiality and Privacy
which the award is based. The Parties may agree to any
(a) JAMS and the Arbitrator shall maintain the confiden-
other form of award, unless the arbitration is based on an
tial nature of the Arbitration proceeding and the Award,
arbitration agreement that is required as a condition of
including the Hearing, except as necessary in connection
employment.
with a judicial challenge to or enforcement of an Award,
or unless otherwise required by law or judicial decision.
(i) After the Award has been rendered, and provided the
Parties have complied with Rule 31, the Award shall be is-
(b) The Arbitrator may issue orders to protect the confi-
sued by serving copies on the Parties. Service may be made
dentiality of proprietary information, trade secrets or other
by U.S. Mail. It need not be sent certified or registered.
sensitive information.
(j) Within seven (7) calendar days after service of the

(c) Subject to the discretion of the Arbitrator or agree-
Award by JAMS, any Party may serve upon the other Par-
ment of the Parties, any person having a direct interest
ties and on JAMS a request that the Arbitrator correct any
in the Arbitration may attend the Arbitration Hearing. The
computational, typographical or other similar error in an
Arbitrator may exclude any non-Party from any part of a
Award (including the reallocation of fees pursuant to Rule
Hearing.
31), or the Arbitrator may sua sponte propose to correct
such errors in an Award. A Party opposing such correction
shall have seven (7) calendar days thereafter in which to Rule 27. Waiver
file any objection. The Arbitrator may make any necessary
(a) If a Party becomes aware of a violation of or failure to
and appropriate correction to the Award within twenty-one
comply with these Rules and fails promptly to object in
(21) calendar days of receiving a request or fourteen (14)
writing, the objection will be deemed waived, unless the
calendar days after the Arbitrators proposal to do so. The
Arbitrator determines that waiver will cause substantial
Arbitrator may extend the time within which to make cor-
injustice or hardship.
rections upon good cause. The corrected Award shall be
served upon the Parties in the same manner as the Award.
(b) If any Party becomes aware of information that could
be the basis of a challenge for cause to the continued
(k) The Award is considered final, for purposes of either
service of the Arbitrator, such challenge must be made
an Optional Arbitration Appeal Procedure pursuant to Rule
promptly, in writing, to the Arbitrator or JAMS. Failure to do
34 or a judicial proceeding to enforce, modify or vacate
so shall constitute a waiver of any objection to continued
the Award pursuant to Rule 25, fourteen (14) calendar
service by the Arbitrator.
days after service is deemed effective if no request for a
correction is made, or as of the effective date of service of
a corrected Award. Rule 28. Settlement and Consent Award
(a) The Parties may agree, at any stage of the Arbitration
Rule 25. Enforcement of the Award process, to submit the case to JAMS for mediation. The
JAMS mediator assigned to the case may not be the Arbi-
Proceedings to enforce, confirm, modify or vacate an
trator or a member of the Appeal Panel, unless the Parties
Award will be controlled by and conducted in conformity
so agree pursuant to Rule 28(b).
with the Federal Arbitration Act, 9 U.S.C. Sec 1 et seq. or
applicable state law. The Parties to an Arbitration under
(b) The Parties may agree to seek the assistance of the
these Rules shall be deemed to have consented that judg-
Arbitrator in reaching settlement. By their written agree-
ment upon the Award may be entered in any court having
ment to submit the matter to the Arbitrator for settlement
jurisdiction thereof.
assistance, the Parties will be deemed to have agreed that
the assistance of the Arbitrator in such settlement efforts
will not disqualify the Arbitrator from continuing to serve
as Arbitrator if settlement is not reached; nor shall such
assistance be argued to a reviewing court as the basis for (c) The Parties agree that neither the Arbitrator, Case
vacating or modifying an Award. Manager nor JAMS is a necessary Party in any litigation or
other proceeding relating to the Arbitration or the subject
(c) If, at any stage of the Arbitration process, all Parties matter of the Arbitration, and neither the Arbitrator, Case
agree upon a settlement of the issues in dispute and Manager nor JAMS, including its employees or agents, shall
request the Arbitrator to embody the agreement in a Con- be liable to any Party for any act or omission in connection
sent Award, the Arbitrator shall comply with such request with any Arbitration conducted under these Rules, includ-
unless the Arbitrator believes the terms of the agreement ing but not limited to any disqualification of or recusal by
are illegal or undermine the integrity of the Arbitration the Arbitrator.
process. If the Arbitrator is concerned about the possible
consequences of the proposed Consent Award, he or she
shall inform the Parties of that concern and may request
Rule 31. Fees
additional specific information from the Parties regarding (a) Except as provided in paragraph (c) below, unless the
the proposed Consent Award. The Arbitrator may refuse Parties have agreed to a different allocation, each Party
to enter the proposed Consent Award and may withdraw shall pay its pro-rata share of JAMS fees and expenses as
from the case. set forth in the JAMS fee schedule in effect at the time of
the commencement of the Arbitration. To the extent pos-
sible, the allocation of such fees and expenses shall not
Rule 29. Sanctions be disclosed to the Arbitrator. JAMS agreement to render
The Arbitrator may order appropriate sanctions for failure services is jointly with the Party and the attorney or other
of a Party to comply with its obligations under any of these representative of the Party in the Arbitration. The non-
Rules. These sanctions may include, but are not limited to, payment of fees may result in an administrative suspension
assessment of Arbitration fees and Arbitrator compensation of the case in accordance with Rule 6(c).
and expenses, any other costs occasioned by the action-
able conduct including reasonable attorneys fees, exclu- (b) JAMS requires that the Parties deposit the fees and
sion of certain evidence, drawing adverse inferences, or in expenses for the Arbitration prior to the Hearing and the
extreme cases determining an issue or issues submitted to Arbitrator may preclude a Party that has failed to deposit
Arbitration adversely to the Party that has failed to comply. its pro-rata or agreed-upon share of the fees and expenses
from offering evidence of any affirmative claim at the Hear-
ing.
Rule 30. Disqualification of the Arbitrator
as a Witness or Party and (c) If an arbitration is based on a clause or agreement that is
Exclusion of Liability required as a condition of employment, the only fee that an
(a) The Parties may not call the Arbitrator, the Case Man- employee may be required to pay is the initial JAMS Case
ager or any other JAMS employee or agent as a witness Management Fee. JAMS does not preclude an employee
or as an expert in any pending or subsequent litigation or from contributing to administrative and arbitrator fees
other proceeding involving the Parties and relating to the and expenses. If an arbitration is not based on a clause or
dispute that is the subject of the Arbitration. The Arbitrator, agreement that is required as a condition of employment,
Case Manager and other JAMS employees and agents are the Parties are jointly and severally liable for the payment
also incompetent to testify as witnesses or experts in any of JAMS Arbitration fees and Arbitrator compensation and
such proceeding. expenses. In the event that one Party has paid more than
its share of such fees, compensation and expenses, the
(b) The Parties shall defend and/or pay the cost (includ- Arbitrator may award against any other Party any such
ing any attorneys fees) of defending the Arbitrator, Case fees, compensation and expenses that such Party owes
Manager and/or JAMS from any subpoenas from outside with respect to the Arbitration.
Parties arising from the Arbitration.
(d) Entities whose interests are not adverse with respect to
the issues in dispute shall be treated as a single Party for
purposes of JAMS assessment of fees. JAMS shall deter- the Parties may exchange revised written proposals or
mine whether the interests between entities are adverse for demands, which shall supersede all prior proposals. The
purpose of fees, considering such factors as whether the revised written proposals shall be provided to JAMS, which
entities are represented by the same attorney and whether shall promptly provide them to the Arbitrator, unless the
the entities are presenting joint or separate positions at the Parties agree otherwise.
Arbitration.
(b) If the Arbitrator has been informed of the written pro-
posals, in rendering the Award the Arbitrator shall choose
Rule 32. Bracketed (or High-Low) between the Parties last proposals, selecting the proposal
Arbitration Option that the Arbitrator finds most reasonable and appropriate in
(a) At any time before the issuance of the Arbitration light of the standard set forth in Rule 24(c). This provision
Award, the Parties may agree, in writing, on minimum and modifies Rule 24(h) in that no written statement of reasons
maximum amounts of damages that may be awarded on shall accompany the Award.
each claim or on all claims in the aggregate. The Parties
shall promptly notify JAMS, and provide to JAMS a copy (c) If the Arbitrator has not been informed of the written
of their written agreement setting forth the agreed-upon proposals, the Arbitrator shall render the Award as if pursu-
maximum and minimum amounts. ant to Rule 24, except that the Award shall thereafter be
corrected to conform to the closest of the last proposals,
(b) JAMS shall not inform the Arbitrator of the agreement and the closest of the last proposals will become the Award.
to proceed with this option or of the agreed-upon minimum
and maximum levels without the consent of the Parties. (d) Other than as provided herein, the provisions of Rule
24 shall be applicable.
(c) The Arbitrator shall render the Award in accordance
with Rule 24.
Rule 34. Optional Arbitration Appeal Procedure
(d) In the event that the Award of the Arbitrator is between At any time before the Award becomes final pursuant
the agreed-upon minimum and maximum amounts, the to Rule 24, the Parties may agree to the JAMS Optional
Award shall become final as is. In the event that the Award Arbitration Appeal Procedure. All Parties must agree in
is below the agreed-upon minimum amount, the final writing for such procedure to be effective. Once a Party
Award issued shall be corrected to reflect the agreed-upon has agreed to the Optional Arbitration Appeal Procedure,
minimum amount. In the event that the Award is above it cannot unilaterally withdraw from it, unless it withdraws,
the agreed-upon maximum amount, the final Award issued pursuant to Rule 13, from the Arbitration.
shall be corrected to reflect the agreed-upon maximum
amount.
Rule 33. Final Offer (or Baseball)

Arbitration Option
(a) Upon agreement of the Parties to use the option set
forth in this Rule, at least seven (7) calendar days before
the Arbitration Hearing, the Parties shall exchange and
provide to JAMS written proposals for the amount of money
damages they would offer or demand, as applicable, and
that they believe to be appropriate based on the standard
set forth in Rule 24(c). JAMS shall promptly provide a copy
of the Parties proposals to the Arbitrator, unless the Parties
agree that they should not be provided to the Arbitrator.
At any time prior to the close of the Arbitration Hearing,
EMPLOYMENT
JAMS
EMPLOYMENT
ARBITRATION
RULES &
PROCEDURES
1.800.352.JAMS | www.jamsadr.com Effective JULY 15, 2009
Copyright 2009 JAMS. All rights reserved.

POLICY LETTER
08 JANUARY 2016
All Staff
PARKING POLICY
Reference:
Assigned Parking Map
Sales Verification Company, LLC has plenty of open parking spaces surrounding the building. The
only spaces you may NOT park is the VISITOR section, the loading docks in the back of the
building, assigned parking or spaces marked with an X (refer to the map below).
It is very important that all staff park their vehicles in the correct parking spaces in order to prevent
towing of their vehicles and conflicts with our neighbors.
Executives and select top producing staff may have parking spaces that are specifically assigned to
them. These parking spaces are located in the front or back of the building.
If you have any questions or concerns regarding parking then please speak with the Director of Human
Resource
LOADING DOCKS
Assigned
Parking
Visitor
Parking
Board of Directors

VEHICLE INFORMATION
Name: _______________________________________ Date: ________________
Make: _____________________________________________________________
Model: ____________________________________________________________
Color: _____________________________________________________________
License Plate Number: ________________________________________________
*Please write N/A if you have no vehicle information.

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Sales Verifications Company

Required Sub Stats:

___________________________________ _______________________________ _______

Effective October 23, 2017

Sales Verification Company General Pay Structure

Hourly English Pay Rate: $8.10/Hour

Hourly English Night Shift Rate: $9.10/Hour

Hourly Bilingual Pay Rate: $9.00/Hour

Hourly Bilingual Night Shift Rate: $10.00/Hour

Employee Print Name: ____________________________

Employee Signature:______________________________ Date:______________

Human Resources Director

Sales Verification Company, LLC

Company Policy, Employee Status, and Dispute Resolution Procedure Agreement

I, _______________________________________________________________ having accepted

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

2014 Sales Verification Company, LLC. All Rights Reserved.

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

6. Production; Possible Advancement: I understand and agree that my production as measured by

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

8. Mediation and Arbitration of Disputes

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

d) Court Entry of Judgment, Arbitrators Power to Award Attorney Fees, Division of

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. ______

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

Employee initials as having read and fully understood. _______

Accepted and agreed to on behalf of Sales Verification Company, LLC:

SALES VERIFICATION COMPANY, LLC

CONFIDENTIALITY, NON-COMPETE, AND NON-SOLICITATION AGREEMENT

This CONFIDENTIALITY, NON-COMPETE AND NON-SOLICITATION AGREEMENT

I. CONFIDENTIAL INFORMATION/TRADE SECRETS

1. All information, including a formula, pattern, compilation, program, device, method,

2. Documentation that reflects confidential and proprietary information disclosed or made

a. information pertaining to accounting, marketing, merchandising, manufacturing,

b. business plans and financial information;

c. buy/sell margins and product trends;

d. customer and vendor transaction histories;

2016 Sales Verification Company, LLC. All Rights Reserved.

l. Anything which is defined as a Trade Secret pursuant to F.S. 688.002.

E. Employee agrees that any disclosure or use of Confidential Information/Trade Secrets by

from Companys Chief Executive Officer.

II. THIRD PARTY CONFIDENTIAL INFORMATION

III. OTHER EMPLOYMENT: NON-COMPETITION

V. NON-SOLICITATION OF COMPANY EMPLOYEES

VI. INVENTIONS AND DESIGNS/INTELLECTUAL PROPERTY

VII. EMPLOYMENT AT WILL

VIII. DUTY TO DISCLOSE

A. If any portion of this Agreement is held by a court of competent jurisdiction to be unreasonable,

L. As used in this Agreement, cessation of employment refers to any termination of

XIII. ENTIRE AGREEMENT AND MODIFICATION

SALES VERIFICATION COMPANY, LLC

SALES VERIFICATION COMPANY, LLC

DRUG TESTING IN THE WORKPLACE POLICY

___________ _ _

Employee Signature:________________ Date:

I (name)____________ acknowledge that on (date)_

Employee Signature: ________________________________ Date: //

Employee Name: ________________________________Employee ID #:

Todays Date: // # of Days Requesting Off: ____________________

Starting On: // Ending On: //

I will return to work on: // Program/Department: _________________

HR Signature: _________________________________________ Date: _/_/___