Optimum Networking Handbook 2.2015

Employee Handbook
February, 2015
OUR MISSION
Our mission is to provide solid, proven and efficient computer network solutions by
delivering superior designs, installation and support services that organizations need to
effectively compete in the global marketplace. Since 1995 we have been dedicated to
making this mission a reality.
Copy Protected by Peliton HR Administration

Optimum Networking, Inc. - 2-2015
OPTIMUM NETWORKING, INC.

EMPLOYEE HANDBOOK
TABLE OF CONTENTS
WELCOME NEW EMPLOYEE ............................................................................................................ 5
SECTION I: INTRODUCTION ............................................................................................................. 6
101 - HANDBOOK INTERPRETATION ..............................................................................................................6
102 - PEO CO-EMPLOYMENT .............................................................................................................................6
103 - EQUAL EMPLOYMENT OPPORTUNITY (REVISED 2-2015) ..................................................................7
104 - AMERICANS WITH DISABILITIES ACT (ADA) .....................................................................................7
105 - HIPAA COMPLIANCE ..................................................................................................................................7
106 - NON-DISCRIMINATION AND SEXUAL HARASSMENT POLICY (REVISED 2-2015) .......................8
SECTION II: EMPLOYMENT INFORMATION ............................................................................... 9

201 - APPLICATION FOR EMPLOYMENT........................................................................................................9
202 - ARBITRATION ..............................................................................................................................................9
203 - ATTENDANCE (REVISED 2-2015).................................................................................................................9
204 - CLASSIFICATION OF EMPLOYEE STATUS ........................................................................................10
205 - CLASSIFICATION OF POSITION EXEMPT VS. NON-EXEMPT ....................................................11
206 - EMERGENCY CLOSINGS .........................................................................................................................11
207 - EMPLOYMENT ELIGIBILITY .................................................................................................................12
208 - HOURS OF WORK.......................................................................................................................................12
209 - MEAL AND BREAK PERIODS ..................................................................................................................13
210 - ON-CALL POLICY FOR ENGINEERS (REVISED 5-2014) ......................................................................13
211 - OVERTIME (REVISED 5-2014) ....................................................................................................................13
212 - PAY PERIODS AND PAY DATES (REVISED 5-2014) ...............................................................................14
213 - PAYROLL DEDUCTIONS ..........................................................................................................................14
214 - PAYROLL DIRECT DEPOSIT ...................................................................................................................15
215 - PERFORMANCE EVALUATIONS............................................................................................................15
216 - PERFORMANCE IMPROVEMENT..........................................................................................................15
217 - PERSONAL INFORMATION CHANGES ................................................................................................15
218 - TERMINATION............................................................................................................................................16
219 - TIMEKEEPING ............................................................................................................................................16
220 - TIME TRACKING SYSTEM ......................................................................................................................17
221 - TRAVEL TIME FOR NON-EXEMPT EMPLOYEES ..............................................................................17
SECTION III: EMPLOYEE BENEFITS ............................................................................................ 19

301 - BENEFIT PACKAGE SUMMARY .............................................................................................................19
302 - BUSINESS EXPENSES ................................................................................................................................19
303 - HOLIDAYS (REVISED 5-2014) .....................................................................................................................20
304 - SICK PAY (REVISED 2-2015) ........................................................................................................................21
305 - SOCIAL SECURITY ....................................................................................................................................22
306 - VACATION (REVISED 6-2011) .....................................................................................................................22
307 - WORKPLACE ACCOMODATIONS FOR NEW MOTHERS (REVISED 5-2014)..................................23
308 - WORKERS COMPENSATION .................................................................................................................23

SECTION IV: LEAVES OF ABSENCE ............................................................................................. 24

401 - BEREAVEMENT LEAVE ...........................................................................................................................24
402 - JURY AND WITNESS DUTY LEAVE .......................................................................................................24
403 - GENERAL MEDICAL LEAVE (REVISED 2-2015) ....................................................................................25
404 - MILITARY LEAVE......................................................................................................................................28
405 - PERSONAL LEAVE .....................................................................................................................................28
406 - VOTING LEAVE ..........................................................................................................................................29
SECTION V: MISCELLANEOUS ...................................................................................................... 30

501 - ANTI-VIOLENCE ........................................................................................................................................30
502 - CONFIDENTIALITY ...................................................................................................................................30
503 - CONFLICT OF INTEREST (REVISED 8-2011) ..........................................................................................31
504 - DOCUMENT DESTRUCTION ...................................................................................................................32
505 - DRUG AND ALCOHOL FREE WORKPLACE POLICY .......................................................................32
506 - EMPLOYMENT VERIFICATIONS...........................................................................................................34
507 - HUMAN RESOURCES RECORDS ............................................................................................................34
508 - OUTSIDE EMPLOYMENT (REVISED 8-2011) ..........................................................................................35
509 - PERSONAL APPEARANCE .......................................................................................................................36
510 - PROBLEM RESOLUTION PROCEDURE ...............................................................................................36
511 - SAFETY .........................................................................................................................................................38
512 - SMOKE-FREE ENVIRONMENT...............................................................................................................38
513 - SOLICITATION ...........................................................................................................................................39
514 - USE OF COMPANY PROPERTY...............................................................................................................39
515 - VISITOR POLICY ........................................................................................................................................41
516 - WORK RULES ..............................................................................................................................................41
ACKNOWLEDGEMENT AND RECEIPT OF HANDBOOK .......................................................... 43

WELCOME NEW EMPLOYEE!

Welcome to Optimum Networking, Inc.! I wish you every success here.
We believe that each employee contributes directly to the growth and success of Optimum Networking,
Inc., and I hope you will take pride in being a member of our team.
This handbook was developed to describe some of the expectations of our employees and to outline the
policies, programs, and benefits available to eligible employees. Employees should familiarize
themselves with the contents of the employee handbook as soon as possible. It will answer many
questions about employment with Optimum Networking, Inc.
We hope that your experience here will be challenging, enjoyable, and rewarding. We welcome your
questions and encourage the innovative ideas, comments and suggestions of employees. Please feel free
to share these with your supervisor. Again, welcome!
Sincerely,
William Turnbough
CEO
Optimum Networking, Inc.

SECTION I: INTRODUCTION
101 - HANDBOOK INTERPRETATION
This Employee Handbook is provided to employees of Optimum Networking, Inc. (hereinafter referred
to collectively as the Company or Optimum Networking) merely as a description of various
company policies, procedures, and employee benefits to assist you in conduct of company business.
Optimum Networking, Inc. reserves the right, at its sole discretion, to change at any time its policies and
procedures.
THIS EMPLOYEE HANDBOOK IS NOT A CONTRACT. NOTHING IN THIS HANDBOOK
SHALL CREATE OR IS INTENDED TO CREATE, OR SHALL BE CONSTRUED TO
CONSTITUTE A CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED.
All employment with Optimum Networking, Inc. is at-will, which means that your employment may
be terminated, with or without cause, or with or without notice, at any time, at your option or at the
option of Optimum Networking, Inc., so long as there is no violation of applicable federal or state law.
This at-will policy can be changed or modified in writing and signed by the Chief Executive Officer
(CEO) or President of Optimum Networking, Inc. No other representatives or employee of Optimum
Networking, Inc. has any authority to make employment agreements of any kind.
These provisions supersede all existing policies and practices and may not be amended or added to
without the express written approval of the CEO or President of Optimum Networking, Inc.
Please keep this handbook readily available and promptly insert updated material provided to you.
Contact the Office Manager for clarification of information or answers to questions.
102 - PEO CO-EMPLOYMENT

Peliton HR Administration and Optimum Networking are co-employers. Peliton HR Administration is a
Professional Employer Organization (PEO). A company enters into a partnership agreement with a PEO
in order to enjoy all functions handled by a Human Resources Department. Some of the services
provided may include:
Developing employment policies that are in compliance with all local, state and federal
employment laws
Benefits administration
Employee relations investigations and counseling
New hire paperwork and terminations
Training
Payroll administration
Workers Compensation Insurance coverage

Optimum Networking directs your day-to-day work responsibilities, sets performance guidelines, and
determines your compensation level.
There will be some occasions where you will have the need to list Peliton HR Administration as your
employer and others where you will need to list Optimum Networking as your employer. For example,
when a bank is requesting employment verification because you are applying for a loan, you will need to
list Peliton HR Administration as your employer.
103 - EQUAL EMPLOYMENT OPPORTUNITY (Revised 2-2015)

It is, and will continue to be, the policy of Optimum Networking that all persons are entitled to equal
employment opportunity based on their individual qualifications, performance, and potential without
regard for their race, color, gender, marital status, sexual orientation, religion, age, national origin
(including physical, cultural, or linguistic characteristics), ancestry, disability (mental and physical),
medical condition, veteran status or genetic information, as required by state and federal law.
In compliance with the provisions of applicable state and federal civil rights laws, every effort will be
made to employ the most qualified individuals without regard to the above factors and to provide
reasonable accommodation to the disabilities and religious practices of individuals. Additionally, it is
our policy to provide promotion and advancement opportunities in a non-discriminatory fashion. Any
individual who believes they has been discriminated against should immediately contact either the
Office Manager or the Peliton Human Resources Department.
104 - AMERICANS WITH DISABILITIES ACT (ADA)

As part of our Equal Employment Opportunity commitment, Optimum Networking will implement all
applicable provisions of the Americans with Disabilities Act (ADA). Optimum Networking does not
discriminate against any qualified applicant or employee with a known physical or mental disability in
any employment practice including hiring, promotion, job assignment, compensation, discipline,
training, and termination. Ability, not disability, is the basis of all employment decisions.
As required under ADA, Optimum Networking will provide reasonable accommodations for qualified
individuals with known disabilities to assist them in performing the essential functions of the job unless
the accommodation would create an undue hardship to Optimum Networking or create a direct health or
safety threat. Any employee with ADA-related questions or discrimination complaints, or anyone
seeking an accommodation is encouraged to contact the Office Manager or the Peliton Human
Resources Department.
105 - HIPAA COMPLIANCE

The Health Insurance Portability and Accountability Act (HIPAA) provides rights and protections for
participants and beneficiaries in group health plans. HIPAA includes protections for coverage under
group health plans that limit exclusions for pre-existing conditions; prohibit discrimination against
associates and dependents based on health status; and allow a special opportunity to enroll in a new plan
to individuals in certain circumstances.
HIPAA also requires that health insurance

providers/administrators limit the release of health information to the minimum necessary required for
care, or as outlined in the group health plans Privacy Notice.
Employees with questions about claims should contact the benefits carrier first. If, after contacting the
carrier, additional assistance is required, Peliton HR Administration will assist with any claim issues.
Peliton HR Administration may require employees to provide written authorization to release
information related to the claim.
106 - NON-DISCRIMINATION AND SEXUAL HARASSMENT POLICY (Revised 2-2015)

It is the policy of Optimum Networking that employees and their work environment will be free from all
forms of unlawful harassment and intimidation. Optimum Networking does not, and will not, permit or
tolerate employees who engage in unlawful discriminatory practices, sexual harassment, or harassment
based on race, color, gender, marital status, sexual orientation, religion, age, national origin (including
physical, cultural, or linguistic characteristics), ancestry, disability (mental and physical), medical
condition, veteran status or genetic information. Unlawful harassment by any employee, supervisor,
manager, or person doing business with Optimum Networking is strictly prohibited.
Harassment is verbal or physical conduct that denigrates or shows hostility toward an individual because
of their race, color, gender, marital status, sexual orientation, religion, age, national origin (including
physical, cultural, or linguistic characteristics), ancestry, disability (mental and physical), medical
condition, veteran status, or genetic information and that creates an intimidating, hostile, or offensive
work environment. Harassment is defined as severe or pervasive treatment that creates an objectively
and subjectively hostile, intimidating, or offensive work environment. Harassment may include, but is
not limited to epithets, slurs, jokes, or other verbal or physical conduct relating to an individuals race,
color, gender, marital status, sexual orientation, religion, age, national origin (including physical,
cultural, or linguistic characteristics), ancestry, disability (mental and physical), medical condition,
veteran status, genetic information or other factors protected by applicable state and/or federal laws.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature with the purpose or effect of unreasonably interfering with an
individuals work performance or creating an intimidating, hostile, or offensive work environment; or
when submission to or rejection of such conduct is the basis for employment decisions affecting a
worker.
Any employee who believes that they are being sexually harassed, or harassed on the basis of race,
color, gender, marital status, sexual orientation, religion, age, national origin (including physical,
cultural, or linguistic characteristics), ancestry, disability (mental and physical), medical condition,
veteran status or genetic information, should immediately report their concerns to the Office Manager.
If the Office Manager is unavailable or the employee believes it would be inappropriate to contact that
person, the employee should immediately contact the CEO or President of Optimum Networking or the
Peliton Human Resources Department. Employees who raise concerns or make reports will not be
retaliated against for their complaint. The complaint will be promptly investigated and, if it is
determined that harassment has occurred, Optimum Networking will take appropriate disciplinary
action, up to and including termination of the offending employee(s).

SECTION II: EMPLOYMENT INFORMATION
201 - APPLICATION FOR EMPLOYMENT

Optimum Networking relies upon the accuracy of information contained in the employment application,
as well as the accuracy of other data presented throughout the hiring process and employment. Any
fraudulent misrepresentations, falsifications, or material omissions in any of this information or data
may result in Optimum Networking's exclusion of the individual from further consideration for
employment or, if the person has been hired, termination of employment.
202 - ARBITRATION
In order to provide its employees with a means for resolving any and all disputes or legal claims arising
out of or related to their employment by Optimum Networking, and avoid the need for what can be
costly litigation (for both sides) in federal or state courts, Optimum Networking has established an
employment dispute resolution arbitration procedure. Optimum Networking has adopted this policy
because of its belief that a fair, speedy, cost effective, and private method of resolving problems will be
to the advantage of both Optimum Networking and its employees. A description of the steps involved in
arbitration is contained in the Arbitration Procedure handbook. Please contact the Peliton Human
Resources Department for a copy of the Arbitration Procedure handbook.
203 - ATTENDANCE (Revised 2-2015)

Attendance by employees at their assigned work place and on their assigned schedule is a key element
of good employee performance and company productivity. Each employee is responsible for attending
work on a timely and consistent basis. Each manager must track absences and tardiness for each
employee, and provide appropriate counseling to employees as needed. An employees attendance
record will be considered when evaluating requests for promotions, transfers, leaves of absence,
approved time off, and other employment statuses.
Optimum Networking understands that, at times, it may be necessary for an employee to be away from
work during scheduled work hours due to emergencies, illnesses, or pressing personal business. If an
employee is unable to report to work, or will be arriving late, it is their responsibility to contact
out@optimumnetworking.com, no later than sixty (60) minutes before their scheduled start time each
day that they are expected to be at work, noting the expected date and/or time of return. If an employee
knows in advance that they will be absent, they are required to request time off directly from their
supervisor.
Absence or tardiness may be due to adverse weather. Weather makes travel difficult at times; Optimum
Networking does not expect its employees to put their lives at risk. When weather conditions are fair or
moderate, Optimum Networking expects its employees to arrive at work on time by leaving home earlier
to allow for the conditions. In unusually harsh conditions, Optimum Networking understands it may
take employees longer to travel to work and, therefore, may result in their arriving later than their usual
start time. If the weather conditions are too severe, Optimum Networking will contact their employees
and let them know the office is closed. It will be up to the CEO or President whether or not the office
will open later in the day.
Optimum Networking expects its employees to have adequate transportation so that they will be able to
report for work as scheduled. For this reason, any absence or tardiness due to transportation problems is
considered unexcused.
An employees absence from work for three (3) consecutive days without notifying their supervisor will
be considered a voluntary resignation.
Be aware that excessive absenteeism, tardiness or leaving early may lead to disciplinary action, up to
and including termination of employment.
204 - CLASSIFICATION OF EMPLOYEE STATUS

All employees of Optimum Networking are employed for an indefinite term, and either the employee or
Optimum Networking may terminate employment, with or without cause, at any time. This status can
only be altered by a written contract of employment which is specific as to all material terms and is
signed by both the employee and the CEO or President of Optimum Networking. No verbal statement
or promise from a manager or supervisor shall be interpreted as, nor will it constitute, an agreement or
contract with an employee. All employees will be classified as one of the following:
Regular, Full-Time Employees:
A regular, full-time employee is an individual who is classified as such, whose employment is for an
indefinite term, and who is scheduled to work a minimum of thirty (30) hours per week on a regular
basis. A regular full-time employee is eligible for group insurance benefits, paid leave time and
company-paid holidays.
Regular, Part-Time Employees:
A regular, part-time employee is an individual who is classified as such, whose employment is for an
indefinite term, and who is scheduled to work less than thirty (30) hours per week on a regular basis. A
regular, part-time employee is not eligible for group insurance benefits, paid leave time, or companypaid holidays.
Temporary Employees:
A temporary employee is an individual who is classified as such and whose work assignment is expected
to be of limited duration. A temporary employee receives all legally mandated benefits (such as Social
Security and Workers Compensation) they are not eligible for group insurance benefits, paid leave time,
or company-paid holidays.
Independent Contractors:
An independent contractor is an individual who is not an employee of Optimum Networking and
therefore is not eligible for group insurance benefits, paid leave time, or company-paid holidays.

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205 - CLASSIFICATION OF POSITION EXEMPT VS. NON-EXEMPT

In addition to an employees work status, all employees are classified as either Exempt or Nonexempt, depending on the positions they are filling. In general, Exempt refers to an employee who is
exempt under the executive, administrative, or professional exemptions from the minimum wage,
timekeeping, and overtime requirements of the Fair Labor Standards Act (FLSA) and any similar
requirements of applicable state law. Non-exempt refers to an employee who is not exempt from
these FLSA or state law requirements. Whether or not an employee is considered exempt or nonexempt is governed by applicable state and federal wage and hour laws. These terms are defined as
follows:
Exempt Employees:
All exempt employees are paid on a salary basis, with the exception of some computer professionals and
sales representatives. An exempt employees salary is for total compensation for all hours worked in a
workweek. Exempt employees rates of pay are generally stated in terms of monthly or annual salaries.
This does not, however, mean that such employees are employed for any definite period of time.
Non-exempt Employees:
Non-exempt employees rates of pay may be stated in terms of either hourly or salary rates and such
employees are compensated on a semi-monthly pay cycle on 15th and last of the month. Non-exempt
employees must accurately report their hours worked for each workweek on a time sheet. Such
employees are paid an overtime premium in accordance with applicable state and federal law.
Optimum Networking work week starts on a Monday and end on Sunday.
206 - EMERGENCY CLOSINGS

Optimum Networkings office(s) will be open during regular working hours every working day,
regardless of weather conditions, unless otherwise notified by Management. Employees should check
with their supervisor if they feel that extreme weather may affect their work hours.
If the office is open, employees are expected to make every effort to report to work on time and to
remain on duty for the entire workday. However, in periods of inclement weather or other emergency
conditions, it is not Optimum Networkings intention to require employees to take risks that may
endanger their safety or the safety of others. If the office is open and the employee chooses not to report
to work, the employee may choose to use one of the following options:
Vacation (if available)

Leave Without Pay
If employees are unable to report to work due to adverse weather conditions, they should personally
notify their supervisor as soon as possible. Should Management decide to close the office during
working hours due to inclement weather, employees who reported to work and worked a minimum
number of hours (to be determined at each occurrence) will be paid for the entire day. Hours paid but
not worked are considered "non-productive hours" for purposes of overtime calculations for that
workweek. Those employees who worked less than the established minimum number of hours will be
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paid for actual time worked. In this case, Vacation may be substituted (if available) so that the total
hours will equal a regular eight (8) hour workday. Or, if approved by their supervisor, the employee
may work extra hours to make up for any time lost due to inclement weather. However, extra hours
must be made up during the same week in which the time was lost.
In some instances, employees may be authorized to work from home providing customer support as
needed. In this case, the employee will be paid for all hours worked after they have submitted the time
and documentation of work performed to their supervisors for approval.
207 - EMPLOYMENT ELIGIBILITY

Under the Immigration and Reform Control Act of 1986, Optimum Networking and Peliton HR
Administration must verify that every new employee is either a United States citizen or is authorized to
be employed in the United States. Both the new employee and the Office Manager of Optimum
Networking must complete portions of the INS Form I-9 and the Affirmation of Legal Work Status,
verifying the prospective employees identity and indicating that the new hire is authorized for
employment. Form I-9 and the Affirmation of Legal Work Status must be completed at the time of hire
and eligibility verification must be completed within three business days of that date. Employees who
cannot provide proof of identity and employment eligibility within three (3) business days cannot
continue to be employed by Optimum Networking.
Peliton HR Administration participates in the voluntary E-Verify program to confirm every new
employees United States work eligibility. Once new employee paperwork is submitted to Peliton HR
Administration, a Peliton Human Resources representative will process the new employees information
in the E-Verify system. If the new employee cannot initially be confirmed eligible to work in the United
States, a Peliton Human Resources representative will contact Optimum Networking with further
instructions on how to confirm the new employees work eligibility.
208 - HOURS OF WORK

The normal business hours are Monday thru Friday 8:00 a.m. to 5:00 p.m. Our ROC (Remote
Operations Center) is open from 7:00 a.m. to 6:00 p.m. to accommodate our customers. Staffing needs
and operational demands may necessitate variations in starting and ending times, as well as variations in
the total hours that may be scheduled each day and each workweek. Management will advise employees
of the times their schedules will normally begin and end.
Flexible scheduling of flextime, is available in some cases to allow employees to vary their starting and
ending times each day within established limits. Flextime may be possible if a mutually workable
schedule can be negotiated with the supervisor involved, however such needs as staffing issues, the
employees performance, and the nature of the job will be considered before flextime is approved.
Employees should consult with their supervisor to request participation in the flextime program.
Employees who are unable to report to work as scheduled will be responsible for personally notifying
their supervisor. Messages left with a co-worker is not considered personal notification. When the
supervisor is unavailable, a personal message left on their voice mail is acceptable. Absences without
proper notification may result in disciplinary action, up to and including termination of employment.
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An employee absent from work for three (3) consecutive days without notifying their supervisor will be
considered to have voluntarily resigned their position.
209 - MEAL AND BREAK PERIODS

Each workday, full-time non-exempt employees are provided with two (2) rest periods of fifteen (15)
minutes in length. To the extent possible, rest periods will be provided in the middle of work periods.
Since this time is counted and paid as time worked, employees must not be absent from their
workstations beyond the allotted rest period time.
Meal periods are typically an employees own free time and are not compensated. One meal period of
sixty (60) minutes in length is granted for shifts of five (5) hours or longer. The supervisor may
schedule meal periods to accommodate operating requirements. Employees will be relieved of all active
responsibilities and restrictions during meal periods and will not be compensated for that time. It is
expected that all employees will take their meal period. Meal and rest breaks may not be combined so
as to be taken consecutively.
210 - ON-CALL POLICY FOR ENGINEERS (Revised 5-2014)

Engineers who are on-call are required to respond to the customer within one (1) hour. Failure to
respond within said time frame can result in disciplinary action up to and including termination of
employment.
The on-call engineer must contact the customer on the approved list in ConncetWise to get the
approval to perform any work after normal business hours. Failure to obtain approval prior to
performing the work can result in disciplinary action up to and including termination of employment.
Holiday time for non-exempt employees who are on-call during the observed holiday are considered
productive hours and are included in computing overtime pay,
211 - OVERTIME (Revised 5-2014)

While Optimum Networking desires to keep work in excess of an employees regular work schedule at a
minimum, there are times when such work is necessary. Non-exempt employees will be paid an
overtime premium in accordance with applicable state and federal wage and hour laws. When possible,
advance notification of these mandatory assignments will be provided. All overtime work must
receive prior authorization from the employees supervisor. Overtime assignments will be
distributed as equitably and as possible to all employees qualified to perform the required work. Failure
to work scheduled overtime or overtime worked without prior authorization from their supervisor may
result in disciplinary action, up to and including termination of employment.
Overtime pay is based on actual hours worked and must be reported on the employees time sheet,
whether it was approved in advance or not. Failure to report overtime could result in disciplinary action,
up to and including termination of employment. Authorized leave time, such as sick pay/vacation,
bereavement leave, jury duty, voting time, and company events not requiring the employees attendance

13
are considered "non-productive hours" and are not used in the calculation to compute overtime pay.
Company-sponsored events held outside regular office hours, which require the attendance of employees
(e.g., special training sessions), and holiday time for non-exempt employees who are on-call during the
observed holiday are considered productive hours and are included in computing overtime pay.
212 - PAY PERIODS AND PAY DATES (Revised 5-2014)

All employees are compensated semi-monthly on the 8th and 23rd of the month. Each paycheck will
include earnings for the specified period plus any hours not submitted from the previous pay period as
there are times when overtime is worked after the submission of payroll. In the event that a regularly
scheduled pay date falls on a day off, such as a weekend or holiday, employees will receive pay on the
last day of work before the regularly scheduled pay date. If a regular pay date falls during an employee's
vacation, the employee's paycheck will be available upon their return from vacation, if direct deposit is
not being utilized as the normal method of pay.
It is the employees responsibility to make sure their timesheets are submitted when instructed and that
any overtime, holiday pay, vacation pay, sick pay, or bereavement pay is noted on their timesheet.
Failure to do so could cause a discrepancy in the amount paid to the employee. Negligence in
submitting timesheets on time will be taken into consideration when completing an employees annual
performance review. This continued behavior may also result in disciplinary action up to and including
termination of employment.
Optimum Networking takes all reasonable steps to ensure that employees receive the correct amount of
pay in each paycheck and that employees are paid promptly on each scheduled pay date. In the unlikely
event that there is an error in the amount of pay, employees should promptly bring the discrepancy to the
attention of the Office Manager, so that corrections can be made as quickly as possible.
Optimum Networking does not provide pay advances on unearned wages to employees.
213 - PAYROLL DEDUCTIONS

The law requires that Optimum Networking make certain deductions from every employee's
compensation. Among these are applicable federal, state, and local income taxes. Optimum
Networking must also deduct Social Security taxes on each employee's earnings, up to a specified limit,
that is called the Social Security "wage base." Optimum Networking matches the amount of Social
Security taxes paid by each employee.
Eligible employees may also enroll in benefit programs that require deductions to be taken from their
paychecks to cover the costs of participation in these benefit programs.
Optimum Networking offers employees tax efficiencies through the ability to deduct certain benefit
costs on a pre-tax basis. Employee benefit elections are generally made prior to the beginning of each
plan year; the conditions of IRS Code Section 125 specifically prohibit employees from changing their
benefit coverage until the annual enrollment period, except in the case of a major life event. Some
examples of major life events are marriage or divorce, death of a spouse or dependent, birth or adoption,
termination of employment (or commencement of employment) of a spouse, or an employees change in
14
employment status (from regular, full-time to regular, part-time, or vice versa). Per IRS guidelines,
Peliton HR Administration must be notified of the major life event within thirty (30) days of the event
date in order to make benefit changes.
Pay setoffs are pay deductions taken by Optimum Networking, usually to help pay off a debt or
obligation to Optimum Networking or others.
If an employee has questions concerning why deductions were taken from their paycheck or how they
were calculated, the Office Manager can assist in answering their questions.
214 - PAYROLL DIRECT DEPOSIT

Optimum Networking encourages all employees to participate in the Direct Deposit program. An
employees net pay can be deposited directly into a designated checking and/or savings account(s) at
almost any bank in the United States. Direct deposit is conveniently provided at no cost to the employee
and reduces the risk of lost or stolen paychecks.
215 - PERFORMANCE EVALUATIONS

Performance reviews will be conducted every (12) months. Optimum Networking may or may not
provide pay increases or promotions in conjunction with favorable performance evaluations. Any action
taken as a result of one performance evaluation should not be construed to set precedence upon future
evaluations by any employee.
216 - PERFORMANCE IMPROVEMENT

In the event of performance and/or behavior problems, corrective counseling may be initiated when
management believes that an employees performance or behavior problem can, and will be, resolved
through adequate counseling and support. Corrective counseling is at the discretion of management.
Optimum Networking expressly reserves the right to discharge "at-will."
The performance or behavior problem which management deems correctable through corrective
counseling will be documented and discussed with the employee, including recommendations for
improvements. If such performance or behavior problem is not resolved through counseling, further
disciplinary action, up to and including termination of employment, may be taken.
217 - PERSONAL INFORMATION CHANGES

It is the responsibility of each employee to promptly notify Optimum Networking of any changes in
personal data. Personal mailing addresses, telephone numbers, number and names of dependents,
individuals to be contacted in the event of an emergency, educational accomplishments, and other such
status reports should be accurate and current at all times. If any personal data has changed, notify the
Office Manager.

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218 - TERMINATION
Since employment with Optimum Networking is based upon mutual consent, either the employee or the
employer is privileged to terminate employment at any time, without cause or notice. Although
advanced notice is not required, Optimum Networking requests at least two (2) weeks written
resignation notice from all employees.
Employees will receive their final pay in accordance with applicable federal and state law. All accrued,
unused vacation will be paid to the employee upon termination. Insurance programs will terminate on
the last day of the month in which the termination occurs. Some benefits may be continued at the
employees expense through COBRA and/or State Continuation, if the employee so chooses, in
accordance with applicable federal and state law. The employee will be notified, in writing, of the
benefits that may be continued and of the terms, conditions, and limitations of such continuance by
Peliton HR Administration.
To establish classifications of termination, re-employment considerations, and benefits at the time of
termination, all terminations will be classified as follows:
Resignation:
Written notice is received from the employee giving advanced notice of their last day of employment.
Optimum Networking requests, but does not require, at least two (2) weeks advanced notice of last day
(such period is referred to as the "Notice Period"). This notice should include the reason for leaving and
the last day of employment. Optimum Networking may request that the employee not work the full
Notice Period; it is at the discretion of management that the employee gets paid for the full Notice
Period if the employee does not work the full period. An employee who resigns from Optimum
Networking may be considered favorably for future employment with Optimum Networking.
Quit:
An employee leaves Optimum Networking with no prior notice or less than the requested notice, as
outlined above. Since a "quit" is documented as such in the employees file, it may negatively affect the
employees chances for future employment with Optimum Networking.
Position Elimination:
An employee is terminated because of a lack of work or company reorganization. An employee
terminated due to position elimination may be considered favorably for future employment with
Optimum Networking.
Discharge:
A termination initiated by Optimum Networking for reasons other than position elimination.
employee who is discharged is not eligible for re-employment with Optimum Networking.
An
219 - TIMEKEEPING
Accurately recording time worked is the responsibility of every non-exempt employee. Federal and
state laws require Optimum Networking to keep an accurate record of time worked in order to calculate
employee pay and benefits. Time worked is all time actually spent on the job performing assigned
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duties and is tracked by a time sheet. Altering, falsifying, tampering with time records, or recording
time on another employee's time sheet may result in disciplinary action, up to and including termination
of employment.
Non-exempt employees should accurately record the time they begin and end their work as well as the
beginning and ending time of each meal period. They should also record the beginning and ending time
of any split shift or departure from work for personal reasons.
It is the employees responsibility to sign their time sheets to certify the accuracy of all time recorded.
The supervisor will review and then initial the time sheets before submitting them for payroll
processing. In addition, if corrections or modifications are made to any time sheet, both the employee
and the supervisor must verify the accuracy of the change(s) by initialing the time sheet.
220 - TIME TRACKING SYSTEM

Employees of Optimum Networking are required to document the time they spend either on the phone or
at the customers site using our Time Tracking System which is currently ConnectWise. It is the
employees responsibility to make sure for each day they work; that they enter the necessary
documentation into the tracking system by following the appropriate steps.
If an employee fails to complete the required steps for tracking their calls and visits with our customers,
Optimum Networking will be unable to complete all of the following operational steps required to bill
the customer. Optimum Networking cannot stress enough how important this day to day task is for
successful operations. Should an employee fail to follow the steps or misses required documentation
within the time frame required, it could result in disciplinary action up to and including termination of
employment.
221 - TRAVEL TIME FOR NON-EXEMPT EMPLOYEES

As a general rule, non-exempt employees may travel locally to customer sites as part of their job;
however, due to the nature of some jobs, occasional travel outside of Colorado may be necessary.
One-Day Assignments:
All time spent in travel for one-day assignments, with the exception of the time traveling from home to
the airport and back and the usual meal time, is considered hours worked.
Overnight Travel:
Time spent in travel during the employees regular workday is counted as hours worked. For most nonexempt employees, the regular workday hours are 8:00 a.m. to 5:00 p.m.
Time spent in travel away from home outside of the regular workday hours, either on a weekday or on
Saturday or Sunday, is not counted as hours worked unless the employee is actually performing work
during this time.

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An employee who is required to drive to their destination is considered to be performing work while
traveling and all travel time including time in an airport and on a plane, with the exception of bona fide
meal or sleeping periods, must be counted as hours worked.
When a non-exempt employee is offered public transportation, but voluntarily requests permission to
drive his or her car, only the time that would have been spent on public transportation during regular
workday hours is counted as hours worked.
Employees who travel outside of Colorado on business will be paid a per diem amount for each day
worked while conducting business on behalf of Optimum Networking. The per diem amount will vary
depending on the employees time of travel. Please consult with your supervisor as to the current amount
of per diem for each meal period.

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SECTION III: EMPLOYEE BENEFITS
301 - BENEFIT PACKAGE SUMMARY

Optimum Networking has made a large investment in its employee benefit package, which is an
important component of an employees compensation package. It is intended to complement the
competitive salary and opportunities for professional growth and development, and it is hoped that
employees will fully utilize their benefits, but not abuse them.
All regular, full-time employees are eligible for the benefits described in this handbook as soon as
eligibility requirements are met and proper enrollment paperwork is completed for each benefit.
Regular, part-time employees, temporary employees and independent contractors are typically not
eligible for the benefits Optimum Networking offers, unless otherwise noted.
Full-time regular employees are eligible for most group insurance benefits beginning the first of the
month following or coinciding with ninety (30) days of employment. Eligible employees may purchase
insurance for dependents under the medical, dental, vision, and supplemental plans offered by Optimum
Networking, through payroll deduction. Premiums deducted through payroll for benefits elected by the
employee will be withheld before deductions for Social Security and Federal Income taxes.
Optimum Networking group insurance benefits include: Medical, dental, vision, flexible benefits,
supplemental life, and disability insurance. The benefits of these plans are summarized in separate
summary plan descriptions that are distributed to each eligible employee and are available by contacting
the Peliton Human Resources Department.
302 - BUSINESS EXPENSES

Employees must be cost-conscious when spending Optimum Networkings funds and when incurring
reimbursable business expenses. Business travel must be conducted and other reimbursable business
expenses must be incurred consistent with applicable Company policy.
All Optimum Networking business travel or other expenses must be approved in advance by the CEO or
President. Employees whos travel plans have been approved should make all travel arrangements
through Optimum Networkings designated travel agency.
Employees utilizing their personal vehicles to conduct Optimum Networking business will be
reimbursed at the current federal rate of reimbursement, as approved by the CEO or President. A check
will be issued for these reimbursed expenses. In the event an employee misplaces or loses the check and
a new one has to be re-issued, the employee will be responsible for the cost of placing a stop payment on
the lost check. This stop payment amount is determined by the banking institution used by Optimum
Networking.

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Employees who are involved in an accident while traveling on business must promptly report the
incident to the Office Manager. Vehicles owned, leased or rented by Optimum Networking may not be
used for personal use without prior approval.
Cash advances to cover reasonable anticipated expenses may be made to employees, after travel has
been approved. Employees should submit a written request to their supervisor when travel advances are
needed.
With prior approval, employees on business travel may be accompanied by a family member or friend,
when the presence of a companion will not interfere with successful completion of business objectives.
Generally, employees are also permitted to combine personal travel with business travel, as long as time
away from work is approved. Additional expenses arising from such non-business travel are the
responsibility of the employee.
When travel is completed, employees should submit completed travel expense reports within 10 days
Reports should be accompanied by receipts for all individual expenses of Five Dollars ($5.00) or
more.
Employees should contact the Office Manager for guidance and assistance on procedures related to
travel arrangements, travel advances, expense reports, reimbursement for specific expenses, or any other
business travel issue.
Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not
incurred by the employee, can be grounds for disciplinary action, up to and including termination of
employment.
303 - HOLIDAYS (Revised 5-2014)

Optimum Networking will grant a total of seven (7) days of paid holiday time off to all eligible regular
full-time employees. Regular, part-time employees, temporary employees and independent contractors
are not eligible for this benefit. The seven (7) days of paid holiday time off will be in observance of the
following holidays:
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving
Day after Thanksgiving Christmas
-
January 1
Last Monday in May
July 4
First Monday in September
Fourth Thursday in November
December 25
Optimum Networking will grant paid holiday time off to all eligible employees immediately upon
employment. To be eligible for holiday pay, employees must work the last scheduled day immediately
preceding and the first scheduled day immediately following the holiday.

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A recognized holiday that falls on a Saturday will be observed on the preceding Friday. A recognized
holiday that falls on a Sunday will be observed on the following Monday.
If a recognized holiday falls during an eligible employee's paid sick time or vacation, holiday pay will
be provided instead of the paid sick pay or vacation that would otherwise have applied.
If eligible non-exempt employees work on a recognized holiday, they will receive holiday pay plus
wages at one and one-half times their straight-time rate for the hours worked on the holiday.
Paid time off for holiday leave is considered "non-productive hours" and is not considered when
computing overtime pay.
Contact the Office Manager for a copy of the current holiday schedule.
Approved holidays may be changed at the discretion of Optimum Networking for operational reasons.
Holidays must be taken during the applicable calendar year or they are lost; they may not be carried over
to the next calendar year. Employees are not compensated for unused holidays at termination.
304 - SICK PAY (Revised 2-2015)

Regular, full-time employees, are eligible to be compensated for sick time. Regular, part-time
employees, temporary employees and independent contractors are not eligible for this benefit. Sick pay
is available for use for absences occasioned by the eligible employees illness or injuries which are not
covered by Workers Compensation. With the supervisors approval, accrued sick pay may also be used
for an employees doctor appointments or immediate family illness(es).
SICK PAY EARNINGS SCHEDULE

EMPLOYMENT
STATUS
HOURS ACCRUED
PER PAY PERIOD
SICK DAYS
PER YEAR
Regular Full-Time
2 Hours
6 Days
Employees earn sick pay according to the earnings schedule, beginning with their first day of
employment, but are not eligible to request paid time until completing a waiting period of ninety (90)
days of employment. If time is taken before the waiting period has been fulfilled, it will be
considered unpaid time off.
Sick pay can be used in minimum increments of one (1) hour. Sick pay is not to be used in lieu of
vacation time. Employees are expected to contact out@optimumnetworking.com before their scheduled
start time when they are sick. The email should include a call back phone number where their
supervisor can reach the employee. The Company must also be contacted on each additional day of
absence. A physicians statement is required for three (3) or more days of absence due to illness in order
to be eligible for paid time off.

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Sick pay is paid at the employees base pay rate at the time it is taken. It does not include overtime or
any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.
Carryover of sick pay into the next benefit year is allowed up to a maximum of one hundred sixty
(160) hours or four (4) weeks. If the employees benefits reach the maximum amount allowed, further
accrual of sick pay benefits will be suspended until the employee has reduced the balance below the
limit.
Upon termination of employment, employees will not be paid for any accrued, unused sick pay that has
been earned through the last day of work.
305 - SOCIAL SECURITY

The United States Government operates a system of contributory insurance known as Social Security to
assist workers in planning for their retirement. As wage earners, all employees are required by law to
contribute a set amount of their wages to the trust fund from which Social Security benefits are paid.
Optimum Networking is required to deduct this amount from each paycheck. In addition, Optimum
Networking will match the contribution dollar for dollar, thereby paying one-half of the cost of
employees Social Security benefits.
306 - VACATION (Revised 6-2011)

Regular, full-time employees are eligible to be compensated for vacation time. Regular, part-time
employees, temporary employees and independent contractors are not eligible for this benefit.
The amount of paid vacation an employee accrues each year increases with the length of their
employment, as shown in the following schedule:
YEARS OF ELIGIBLE
SERVICE
VACATION EARNINGS SCHEDULE

HOURS ACCRUED
VACATION DAYS
PER PAY PERIOD
PER YEAR
Upon Initial Eligibility
3.33 Hours
10 Days
After 3 years
5.00 Hours
15 Days
After 10 Years
6.66 Hours
20 Days
The length of eligible service is calculated on the basis of a benefit year. This is the twelve (12)
month period that begins when the employee starts to earn vacation (i.e. the employees date of hire).
An employees benefit year may be extended, at the CEO or Presidents discretion, for any significant
leave of absence except a military leave of absence. Military leave has no effect on this calculation.
(See individual leaves of absence policies for more information.)
Employees earn vacation according to the earnings schedule, beginning with their first day of
employment. Employees can request use of vacation after completing a waiting period of ninety (90)

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days of employment. If time is taken before the waiting period has been fulfilled, it will be
considered unpaid time off.
Vacation can be used in minimum increments of four (4) hours.
When asking for five (5) or less consecutive days off, employees must request vacation from their
supervisor at least two (2) weeks prior to requested time off. When asking for more than five (5)
consecutive days off, employees must request vacation from their supervisor at least thirty (30)
days prior to requested time off. Vacation request forms may be obtained from the Office Manager.
Requests will be reviewed by the supervisor and based on a number of factors, including business needs
and staffing requirements.
Vacation is paid at the employees base pay rate at the time of vacation. It does not include overtime or
any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.
Unused Vacation will accumulate until the employee has one hundred and sixty (160) available hours
and will subsequently stop accruing until the available balance is reduced below the limit. In the event
that available Vacation is not used by the end of the benefit year, up to one hundred and sixty (160)
hours can be carried over into the next year. Upon termination of employment, employees will be paid
for all accrued, unused vacation that has been earned through the last day of work.
307 - WORKPLACE ACCOMODATIONS FOR NEW MOTHERS (Revised 5-2014)

Optimum Networking provides new mothers with paid break time, meal time, or additional unpaid break
time, if necessary, to express breast milk for her nursing child in compliance with applicable federal and
state law. The Company will make reasonable efforts to provide a room or other location in close
proximity to the work area, other than a toilet stall, where an employee can express milk in privacy.
Nursing mothers who require this accommodation should consult with the Office Manager.
308 - WORKERS COMPENSATION

All Optimum Networking employees are covered against loss of earnings due to work-related accident,
injury, or injury by a Workers Compensation insurance policy furnished by Optimum Networking.
Medical care and other benefits are paid under the provisions of workers compensation laws.
The employee must report all work-related accidents, injuries or illnesses to management staff
immediately, no matter how minor. Failure of the employee to report the injury within ninety-six
(96) hours may result in loss of benefits.
To receive full Workers Compensation benefits, employees must abide by all safety policies and
procedures. Employees must use designated facilities. Failure to use Optimum Networkings
designated facilities may result in loss or reduction of Workers Compensation benefits. Please contact
the Peliton Safety Department for questions pertaining to designated facilities. If employees go to their
own physician or any other physician or facility who is not a designated provider, neither Optimum
Networking, nor Workers Compensation insurance, will pay for the medical treatment or any days
missed from work. An employee with a limb/life-threatening injury should go to the nearest available
emergency room. Drug testing may take place when a Workers Compensation injury occurs.
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SECTION IV: LEAVES OF ABSENCE
401 - BEREAVEMENT LEAVE

In the event of a death in a regular, full-time, employees immediate family, the employee should notify
the Office Manager. Employees will be allowed up to three (3) days with pay. Regular, part-time
employees, temporary employees and independent contractors are not eligible for this benefit.
The immediate family is defined as the employees spouse, child, parent, grandparent, grandchild sister,
brother, parent-in-law, or legal guardian. Leave for attendance of non-immediate family members or
friends may be granted without pay. An employee may also choose to use Vacation, if available, for
additional time off.
Should a death in the family occur when an employee is on a scheduled Vacation, Bereavement Leave
may be substituted for Vacation within the Bereavement Leave guidelines stated above. For calculation
of overtime, any paid Bereavement Leave is considered "non-productive hours" and is not considered
when computing overtime pay.
402 - JURY AND WITNESS DUTY LEAVE

Optimum Networking encourages employees to fulfill their obligation to the community when called to
serve on a jury. Employees who receive notices of jury duty should immediately report it to their
supervisor and must provide the jury summons when requesting time off. For calculation of overtime
purposes for non-exempt employees, any paid jury duty time is considered "non-productive hours" and
is not considered in the calculation to compute overtime pay.
While on jury duty, employees should keep their supervisor informed on a daily basis of their status and
provide proof of time served. Employees will be paid for time off during jury service for up to a
maximum of three (3) days per calendar year and may keep any compensation paid by the court. If jury
service extends beyond three (3) days, Optimum Networking will take under advisement various options
to continue to compensate the employee during their absence. These options may include the use of
vacation time.
Should an employee receive notice of jury duty prior to or during a scheduled vacation, the employee
may reschedule the vacation with their supervisor. In the event an employee is not chosen to serve on a
jury on a given day or is dismissed early from jury service, the employee is expected to contact their
supervisor and report to work.
Time off for court appearances as a party to any civil or criminal litigation and not related to Optimum
Networking business will not be compensated by Optimum Networking.
An employee who is summoned to appear as a witness in a civil or criminal court action may be granted
time off for this purpose upon presenting proof of summons or subpoena to their supervisor. Time off
for such appearances shall not be compensated by Optimum Networking. The use of vacation for

24
compensation for this type of situation must be pre-approved from your supervisor. If granted the use of
vacation or sick pay, these hours will not be considered for calculating overtime pay.
If employees have been subpoenaed or otherwise summoned to testify as witnesses by Optimum
Networking, they will receive paid time off for the entire period of witness duty.
403 - GENERAL MEDICAL LEAVE (Revised 2-2015)

Regular, full-time employees may be provided a medical leave of absence in limited circumstances.
Regular, part-time employees, temporary employees, and independent contractors are not eligible for
this benefit. Such a leave would include time off for an employees illness, pregnancy or an employees
injury, off the job.
Employees who have a cumulative twelve (12) months of prior service and who have worked at least
1,250 hours during the twelve (12) months immediately preceding the date on which General Medical
Leave would commence are eligible to request such leave.
There are three basic types of General Medical Leave available. They are as follows:
1. Pregnancy Leave - Leave for incapacity due to pregnancy, prenatal care, or childbirth.
2. Parental Leave - Leave for care of or bonding with the employees child within twelve (12)
months of the birth or placement for adoption or foster care of a child (under eighteen (18) years
of age).
3. Serious Family Illness Leave - Leave needed by the employee in order to care for a spouse, son
or daughter, or parent who has a serious health condition.
4. Serious Personal Illness Leave - Leave needed by the employee because of a serious health
condition which renders the employee unable to perform the functions of his or her job.
A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or
residential medical care facility, including any period of incapacity or any subsequent treatment in
connection with such inpatient care or a condition that requires continuing care by a licensed health care
provider
In general, eligible employees are entitled to a total of twelve (12) weeks of General Medical Leave
during any rolling 12-month period. In cases where both husband and wife work for Optimum
Networking, they will be eligible for a combined total of twelve (12) weeks of leave for Parental Leave.
When medically necessary, Serious Family Illness Leave or Serious Personal Illness Leave may be
taken intermittently in separate blocks of time (no less than one hour), or on the basis of a "reduced
leave schedule" under which an employees usual working hours each day or each week are reduced.
Requests to take Parental Leave on an intermittent reduced leave schedule will be granted at the
discretion of Optimum Networking.
Employees must provide Optimum Networking with at least thirty (30) days notice of the need for
General Medical Leave whenever the need for the leave is foreseeable, such as when the leave is for an

25
expected birth or placement for adoption or for planned medical treatment. When planning medical
treatment, employees should consult with their supervisor and attempt to schedule the treatment so as to
minimize the impact of the employees absence on Optimum Networkings operations. In cases where
the need for leave cannot be anticipated thirty (30) days in advance, the employee must give verbal
notice of the need for leave as soon as practicable, which in most cases, should be within one (1) or two
(2) working days of learning of the need of leave of absence, except in extraordinary circumstances
when such notice is not feasible. Failure to give proper notice of the need for General Medical Leave
when the need for such leave is foreseeable may result in denial of the leave until thirty (30) days after
such notice is provided.
Leave requests should be submitted in writing to the Office Manager and the Peliton Human Resources
Department for benefit tracking purposes. Optimum Networking will provide a response to the
employee within five (5) business days or as soon as practicable. For employees on intermittent or
recurring leave for the same incident, this notice will be provided every six (6) months.
The employee must complete and return a Medical Certification form, available from Optimum
Networking, before the leave begins whenever the need is foreseeable and at least thirty (30) days notice
has been provided. In cases where the need is not foreseeable, a Medical Certification form must be
provided within fifteen (15) calendar days of the request or as soon as reasonably possible under the
circumstances. Failure to provide proper medical certification may result in denial of leave, or denial of
continuation of leave, until the certification is provided.
If Optimum Networking has reason to question the validity of a Medical Certification provided by the
employees health care provider, Optimum Networking may require the employee to obtain a second
opinion, at Optimum Networkings expense, from a health care provider designated by Optimum
Networking. In the event the second opinion differs from the first, Optimum Networking may require
the employee to obtain a third and final opinion, again at Optimum Networkings expense from a health
care provider jointly approved by Optimum Networking and the employee.
Benefits Participation While on Leave:
An employee on approved General Medical Leave may continue group health insurance coverage during
the leave by paying the employees normal share of the cost of such coverage during the General
Medical Leave on or before the date when payroll deductions for such costs would normally be made.
Failure to pay the employees share of the premium, when due, may result in loss of coverage.
An employee who fails to return from General Medical Leave will be required to reimburse Optimum
Networking for Optimum Networkings cost of maintaining group health insurance coverage for the
employee and/or the employees dependent while on General Medical Leave unless the employees
failure to return to work is due to the continuation, recurrence, or onset of a serious health condition of
the employee or the employees spouse, parent, son or daughter.
Use of Sick Pay/Vacation:
An employee is required to take all accrued sick pay/vacation at the onset of General Medical Leave. At
the point that all accrued sick pay/vacation is exhausted, the employee may be eligible for short-term
disability, if available and applicable, or if not, unpaid leave will begin. Sick pay/vacation will not

26
accrue during a General Medical Leave. Holidays, bereavement leave, or employers jury duty pay will
not be granted during General Medical Leave.
Additional Paid Benefits for Parental Leave:
Optimum Networking offers additional paid leave for employees requesting a general medical leave for
care of or bonding with the employees child within twelve (12) months of the birth or placement for
adoption or foster care of a child. Regular, full-time employees are eligible to be compensated for these
absences based on the schedule below:
Employees who have been employed with Optimum Networking for at least six (6) months will receive
eight (8) hours of paid time off.
Employees who have been employed with Optimum Networking for at least one (1) year will receive
sixteen (16) hours of paid time off.
Employees who have been employed with Optimum Networking for at least one and one half (1 )
years will receive twenty-four (24) hours of paid time off.
Employees who have been employed with Optimum Networking for at least two (2) or more years will
receive thirty-two (32) hours of paid time off.
Parental Leave paid time off will not exceed thirty-two (32) hours per occurrence. Should an employee
request more time off, the employee will be required to use their sick or vacation time or if unavailable,
the remaining time off will be without pay.
Request for Reinstatement:
An employee returning from General Medical Leave should notify Optimum Networking of their
availability to return to work immediately upon being released to return to work by their health care
provider. The employee should also provide Optimum Networking with a certification from the health
care provider confirming the employees fitness to return to their normal duties if the duration of the
leave exceeded five (5) working days. Failure to provide a requested fitness-for-duty certification may
result in denial of reinstatement until this certification is provided.
Reinstatement:
Optimum Networking cannot hold a position open for an employee who is on General Medical Leave.
An employee seeking reinstatement from such leave may be offered their former position if it is
available. If the employees prior position is unavailable, the employee may be offered any available
position for which Optimum Networking concludes they may be qualified, at the rate of pay for the new
position. If no such position is available, the employee will be terminated.
In the event an employee declines an offer of reinstatement to any full-time or part-time position,
whether to his or her prior position or another position, the employee will be terminated.
Benefits at Reinstatement:
An employee returning from General Medical Leave will have their benefits reinstated to the same
levels as they enjoyed at the time the leave commenced (except for any paid leave benefits used during

27
the leave), so long as the reinstatement is consistent with the employment status to which the employee
returns. If an employees pay rate upon return from leave is different from their pay rate prior to the
leave, any sick pay/vacation will be paid at the pay rate in effect at the time the benefits are used.
404 - MILITARY LEAVE

Optimum Networking is committed to protecting the job rights of employees enlisted in the United
States Armed Services. Under the Federal Uniformed Services and Re-Employment Rights Act of 1994,
employers are obligated to grant military leave to employees to train or serve in various branches of the
Armed Forces. If an employee is called to either temporary or extended military duty with the United
States Armed Services, they must provide their supervisor with notice within thirty (30) days of active
military service. When feasible, a copy of the orders directing the military duty must be presented,
unless prevented by military orders.
Employees directed to participate in extended military duty in the United States Armed Services will be
placed on an extended unpaid military leave of absence status for a period as long as five (5) years and
will be entitled to the rights and benefits described below. An employee on an extended military leave
may elect to continue their benefits coverage under the same terms and conditions for a period not to
exceed thirty-one (31) days from the date the military leave of absence begins. The employee is
responsible for their normal payment of their benefits premium during this period. Optimum
Networking will pay Optimum Networking share of the premium during this time; therefore, pay
arrangements should be made with Optimum Networking prior to the employees departure for leave.
After the initial 31-day period, coverage may be continued State Continuation.
Upon returning to Optimum Networking after separation from military service, employees may be reemployed in accordance with the provisions of the Law. Employees will be treated as though they were
continuously employed for purposes of determining benefits based on length of service, such as the rate
of sick pay/vacation accrual and job seniority rights. However, sick pay/vacation will not accrue during
military leave.
405 - PERSONAL LEAVE

Regular, full-time employees may request a Personal Leave of Absence if they have been employed by
Optimum Networking for at least twelve (12) months. Regular, part-time employees, temporary
employees, and independent contractors are not eligible for this benefit. A Leave of Absence Request
form must be submitted by the employee to their supervisor prior to the commencement of the leave.
Approval may be granted based on the circumstances surrounding the request, anticipated work load
requirements and staffing considerations. Any personal leave of absence that is granted will be for a
duration up to ninety (90) days. If this initial period of absence proves insufficient, consideration will be
given to a written request for a single extension of no more than thirty (30) calendar days.
An employee seeking to return to work from a Personal Leave prior to the date the leave was scheduled
to expire should give written notice to the manager of their desire to return to work at least two (2)
weeks prior to the desired return date or as soon as possible prior to the return date.

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Benefits Participation While on Leave:

Subject to the terms, conditions, and limitations of the applicable plans Optimum Networking is not
required to continue benefits during a personal leave of absence. The employee is responsible to make
the appropriate arrangements for benefit continuation.
Use of Sick Pay/Vacation:
Employees on approved Personal Leave must exhaust all accrued sick pay/vacation at the beginning of
the leave of absence with their supervisors approval. Once all sick pay/vacation is exhausted, the
personal leave is without pay. Sick pay/vacation will not accrue during an unpaid personal leave. Paid
holidays, bereavement leave pay or employers jury duty pay will not be granted during the leave.
Reinstatement:
Optimum Networking cannot hold a position open for an employee who is on Personal Leave. An
employee seeking reinstatement from such leave may be offered his or her former position if it is
available. If the employees prior position is unavailable, the employee may be offered any available
position for which Optimum Networking concludes they may be qualified, at the rate of pay for the new
position.
In the event an employee declines an offer of reinstatement to any full-time or part-time position,
whether to his or her prior position or another position, the employee will be terminated.
Benefits at Reinstatement:
Employees returning from a personal leave will have their benefits reinstated to the same levels as they
enjoyed at the time the leave commenced (except for any paid leave benefits used during the leave), so
long as the reinstatement is consistent with the employment status to which the employee returns. If an
employees pay rate upon return from leave is different from his or her pay rate prior to the leave, any
sick pay/vacation will be paid at the pay rate in effect at the time the benefits are used.
406 - VOTING LEAVE

Optimum Networking encourages employees to participate in federal, state, county, and municipal
elections. Employees should make every effort to vote before or after working hours. However, should
the employees work schedule not make it possible, employees will be allowed up to two (2) hours off
with pay to fulfill their voting responsibilities.
Advanced notice is required so that the necessary time off can be scheduled at the beginning or end of
the work shift; whichever provides the least disruption to the normal work schedule. Employees must
submit a voter's receipt on the first working day following the election to qualify for paid time off.

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SECTION V: MISCELLANEOUS
501 - ANTI-VIOLENCE
Optimum Networking is committed to the safety and well-being of its employees, contractors, vendors,
customers, visitors, and all others. Optimum Networking takes a zero-tolerance position regarding
intimidation, direct or indirect threats, or violence in the workplace. Threats, profanity, and violent
behavior are strictly prohibited while using Optimum Networkings property and while conducting
company business.
In addition, no employee is permitted to possess, use, display, or carry a weapon or weapons of any type
on their person, in their desk, or anywhere on or off company premises while on company time,
performing company business, or representing Optimum Networking.
Any employee found in violation of this policy or refusing to comply with its provisions may be subject
to disciplinary action, up to and including termination of employment.
Optimum Networking requests the support and cooperation of all employees in helping keep our
organization a safe and healthy place to work. Employees should immediately report to their supervisor
any information or behavior perceived as violent or potentially violent, or otherwise in violation of this
policy.
502 - CONFIDENTIALITY
Our customers entrust Optimum Networking with important business and/or personal information
relating to their business. The nature of this relationship requires maintenance of confidentiality. In
safeguarding the information received, Optimum Networking earns the respect and further trust of our
customers. Your employment with Optimum Networking is conditioned upon your obligation to
maintain confidentiality not only for our customers but for Optimum Networking which includes, but is
not limited to the following examples:
Passwords and login information

Compensation data
Customer lists
Financial information
Marketing strategies
Pending projects and proposals
Optimum Networkings information must be kept confidential and may not be used for personal gain or
any purpose not in the best interests of Optimum Networking.
Any violation of confidentiality seriously injures Optimum Networkings reputation and effectiveness.
Therefore, please do not discuss company business with anyone who does not work for Optimum
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Networking, and never discuss business transactions with anyone who does not have a direct association
with the transaction. Even casual remarks can be misinterpreted and repeated. Refer requests for
information outside of the normal course of your job to your manager.
All employees are required to sign a non-disclosure agreement as a condition of employment.
Employees who improperly use or disclose trade secrets or confidential business information will be
subject to disciplinary action, up to and including termination of employment and legal action, even if
they do not actually benefit from the disclosed information.
503 - CONFLICT OF INTEREST (Revised 8-2011)

Optimum Networking expects employees to conduct business in an ethical and legal manner and to
recognize that in all their transactions, and at all times, they have a duty of undivided loyalty to
Optimum Networking and its clients. These obligations demand positive action by all employees to
protect the interests of Optimum Networking, and to avoid situations where their self-interests actually
or apparently conflict with the interests of Optimum Networking.
All employees of Optimum Networking will, at all times, avoid taking any action which may be adverse
to the best interests of Optimum Networking. Employees must avoid conflicts of interest with Optimum
Networking, both in appearance and in fact, and must not use their positions or knowledge of Optimum
Networkings decisions or considerations in any manner that conflicts with or otherwise prejudices
Optimum Networkings interests. Additionally, employees shall not personally accept payments from
vendors, manufacturers, customers, or any other party, whether they be in the form of SPIFFS,
rebates, cash payments, gifts, or any other form of compensation, that are a result of transactions or
promises of transactions involving Optimum Networking, without the express written consent of an
Optimum Networking corporate officer or a manager.
Employees must not directly or indirectly have any position with or substantial interest in any business
or property, or engage in any employment or other activity, which takes time and attention away from
the performance of their job duties, conflicts or competes or might reasonably be supposed to conflict or
compete with Optimum Networkings interests, or affects their independent judgment to act in Optimum
Networkings interests.
Employees must not do business on behalf of Optimum Networking with any relative, whether related
by blood, marriage, or adoption, or any other person living in the same household, unless Optimum
Networking determines, after full disclosure, that such relationship will not tend to influence the action
of such employee with respect to the business of Optimum Networking. Exemptions to this policy may
only be made in writing and signed by the CEO or President.
Because of the potential seriousness of the consequences of an employees disregard of this policy on
Optimum Networkings reputation and interests, failure to comply with this policy may result in
disciplinary action, up to and including termination of employment.
During the term of your employment and for a period of twelve (12) months thereafter, both the
employee and their clients shall not, directly or indirectly, on behalf of such party, hire, retain, induce,
solicit, advise, interfere with, seek to interfere with, or otherwise contact any employee or contractor of
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the other party with respect to: (a) terminating his or her engagement or employment with the other
party; or (b) enter into an employment or consulting engagement with such party or such party's
subsidiaries or affiliates. Each employee will be required to sign a non-solicitation agreement outlining
the exact requirements as part of their employment agreement.
504 - DOCUMENT DESTRUCTION

Optimum Networking is working with an outside vendor for destruction of sensitive documents. A
console is located in the office supply room (where the printers are located) and is to be used to place
sensitive documents that need to be destroyed.
Documents that need to be shredded will be anything pertaining to the following:
Financial information
Networking information
Sensitive information
Credit Card information
Password information
Network documentation (IT specific documentation)
Customer agreements
Examples for the above are Invoices, Sales Orders, Purchase Orders, and Network diagrams to name a
few.
Al junk mail and magazines should be placed in the blue bag next to the console for recycling.
505 - DRUG AND ALCOHOL FREE WORKPLACE POLICY

Because drug and alcohol use in the workplace is an obstacle to the profitable, efficient, and safe
operation of its business, Optimum Networking has adopted a zero-tolerance policy. Optimum
Networking reserves the right to review the policies and procedures contained in this policy, as well as
the right to change, revise, or terminate the policy at any time.
Optimum Networking prohibits the possession, use, consumption, manufacture, sale, transfer,
distribution, purchase, or attempts to sell, transfer, distribute, or purchase of any controlled substance or
alcohol while on company premises, or while on duty, whether or not the employee is on company
premises, including meal and break periods. Employees who violate this policy will be subject to
discipline, including termination, without warning and without conducting a drug and/or alcohol test.
Consumption of alcohol in a company facility is prohibited except at company-sponsored or sanctioned
events, which may be either on company premises or off-site.
An employee must notify their supervisor whenever they are using either a prescription drug or an overthe-counter drug if use of the drug may potentially affect the employee's ability to safely perform their
assigned job duties or may otherwise affect the safety of the workplace. Upon such notification,
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Optimum Networking reserves the right to take appropriate steps to preserve the safety of its employees
and the workplace, including, but not limited to, the right to relieve the employee of their assigned job
duties during the period of usage.
Optimum Networking reserves the right to conduct reasonable and necessary searches to determine
whether an employee has engaged in illegal conduct or conduct that is in violation of this policy or
conduct that may affect the safety interests of Optimum Networking's employees and members of the
public.
In order to prevent the possession, use, consumption, manufacture, sale, transfer, distribution, purchase,
or attempts to sell, transfer, distribute, or purchase of any controlled substance or alcohol while on
company premises, or while on duty, whether or not the employee is on company premises, Optimum
Networking reserves the right to monitor employee conduct and that of other persons entering and
leaving Optimum Networkings premises, including, but not limited to, conducting searches of company
property such as offices, work space, desks, files, lockers, vehicles, and other company equipment.
Optimum Networking also reserves the right to inspect any personal property brought by an employee
onto company premises if Optimum Networking has reasonable suspicion of a violation of this policy.
Failure to cooperate with an investigation or search (including providing false information during an
investigation) will subject an employee to discipline, up to and including termination of employment,
without warning and without conducting a drug and/or alcohol test.
To prevent the hiring and retention of individuals who use illegal drugs and/or abuse legal drugs,
Optimum Networking may conduct drug and/or alcohol testing of employees.
Post-Accident:
An employee will be asked to submit to drug and/or alcohol testing if Optimum Networking reasonably
suspects that drug and/or alcohol use either contributed to the accident or cannot be completely
discounted as a contributing factor to the accident, in violation of this Policy.
An accident is defined as an incident or occurrence: (a) in which a person dies or requires medical
treatment; (b) in which there is damage to Optimum Networkings property; or (c) that involves an
employee who, as a regular condition of their employment, is required to drive.
Reasonable Suspicion:
An employee will be asked to submit to drug and/or alcohol testing if Optimum Networking reasonably
suspects that the employee is impaired because they are using or has used drugs and/or alcohol, in
violation of this Policy.
Reasonable suspicion of impairment includes, but is not limited to, the following:
Specific observations concerning the appearance, behavior, speech or performance of the

employee while at work, such as direct observation of alcohol and/or drug use or abuse or
observation of impairment due to alcohol and/or drug use;
Abnormal conduct or erratic behavior while at work or a significant deterioration in work
performance;

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A report of alcohol and/or other drug use provided by a reliable source;

Indications that an employee has tampered with any drug and/or alcohol test during the
employee's employment with Optimum Networking;
Indications that an employee has manufactured, sold, distributed, solicited, possessed, used, or
transferred alcohol and/or drugs while working or while on Optimum Networking's premises or
while operating a Optimum Networking's vehicle, machinery, or equipment;
Violation of a safety rule, or other unsafe work incident that leads the supervisor/manager to
believe that the employee's functioning is impaired; or
Other circumstantial or contemporaneous indicators of impairment.
Employees who test positive for drug and/or alcohol use will be subject to disciplinary action, up to and
including termination of employment.
506 - EMPLOYMENT VERIFICATIONS

All requests for information concerning current or former employees must be directed to the Peliton
Human Resources Department.
Peliton HR Administration reserves the right to only verify basic information (e.g., employment dates,
position held, employment status, and pay history). No employment information will be disclosed to
any party outside the organization unless the current or former employee provides a signed consent to
release the information.
Exceptions to this policy include, but are not limited to, responding to any and all information requests
from law enforcement, public safety, medical, or government representatives/officials, with properly
verified identification, and who demonstrate a legitimate need to know specific information.
Under no circumstances may such information be provided by an employee, manager, or supervisor
outside of the Peliton Human Resources Department.
507 - HUMAN RESOURCES RECORDS

To ensure that information about employees in Optimum Networkings personnel files is accurate,
relevant, and safe from improper disclosure, the following guidelines have been established:
1. Necessary job-related and personal information about each employee will be retained in an
official personnel file kept by the Peliton Human Resources Department. The contents of each
file will include: basic identifying information (e.g., employees name, address, and job title);
completed job application, resume, and other hiring-related documents; notices of pay changes;
information on benefits coverage; and other job-related information deemed essential by
management. Essential records of current and former employees are retained in accordance with
state and federal laws regarding their retention.
2. Current and former employees have the right to inspect the information in their files. Individuals
will be given access to their files by appointment only and in the presence of a Peliton Human
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Resources Representative. The Peliton Human Resources Department reserves the right to
withhold inspection of certain sensitive information including third-party references, confidential
management documents or plans, and information on security or criminal investigations, except
when such restrictions are prohibited by law.
3. Internal access to a personnel file is limited to supervisors and managers who are considering the
employee for a promotion, transfer, or other personnel action, and to other management officials
who have a legitimate, verifiable need to know specific information about the employee.
4. It is important that personnel records be kept accurate and up-to-date. It is especially important
for each employee to immediately report changes in dependency status which affect the
employees insurance program. Unreported changes might cause the insurance to be declared
invalid in the event of a claim. To be sure that all records are kept current, employees should
report the following changes to the Office Manager as soon as possible:
a.
b.
c.
d.
e.
f.
g.
Change of status (marriage, divorce, dependents, etc.)

Change of home address or telephone number
Legal change of name
Change of person to be called in an emergency.
Change of insurance beneficiary
Change in number of dependents for income tax deductions.
Notice of training or education completed since original application for employment.
508 - OUTSIDE EMPLOYMENT (Revised 8-2011)

In accordance with the Conflicts of Interest policy and the employees agreement to sign the required
non-solicitation agreement, an employee may not have outside employment with another employer that
is a competitor of Optimum Networking, nor perform work as an independent contractor for commercial
business clients. An employee may hold a job with another organization that is not in direct
competition with Optimum Networking as long as he or she satisfactorily performs his or her job
responsibilities with Optimum Networking. Work performed for another employer may not at anytime
be carried out during scheduled working hours with Optimum Networking, and/or while on a customers
worksite. All employees will be judged by the same performance standards and will be subject to
Optimum Networking's scheduling demands, regardless of any existing outside work requirements. If
Optimum Networking determines that an employee's outside work interferes with performance or the
ability to meet the requirements of Optimum Networking as they are modified from time-to-time, the
employee may be asked to terminate their outside employment if he or she wishes to remain with
Optimum Networking.
Outside employment will present a conflict of interest if it has an adverse impact on Optimum
Networking. If an employee is found to be violating the policy their employment will be subject to
termination.

35
509 - PERSONAL APPEARANCE

Optimum Networking maintains a business casual work environment. All employees should use
discretion in wearing attire that is appropriate for the office and customer interaction. It is expected that
employees come to work with good personal hygiene and neat in appearance. Employees who appear
for work inappropriately dressed will be sent home and directed to return to work in proper attire.
Under such circumstances, employees will not be compensated for the time away from work.
The following are examples of business casual attire:
slacks;
dress shirts;
blouses;
skirts; or
dresses.
Jeans may be worn during business hours however; if an employee is meeting face to face with a
customer, business casual dress is expected to be worn. Should the employee have questions about what
attire is acceptable, please contact the Office Manager.
Examples of attire that are unacceptable for the work environment:
torn, dirty or stained clothing;

miniskirts;
t-shirts;
shirts with offensive writing; and
sweat pants.
Should an employee have questions regarding proper business attire, please contact the Office Manager.
On occasion, employees may be asked to dress in more formal attire or in a professional manner due to
special events. Optimum Networking will give its employees reasonable advanced notice for these
events. Employees should be conscientious about grooming and physical hygiene as Optimum
Networking does have customers in the office and some employees are required to go on customer sites.
Employees should be conscientious of any visible tattoos that may be offensive in the work environment
or to Optimum Networking customers. As an employee, you may be asked to conceal tattoos during
business hours.
510 - PROBLEM RESOLUTION PROCEDURE

Optimum Networking is committed to providing the best possible working conditions for its employees.
Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint,
suggestion, or question receives a timely response from Optimum Networking supervisors and
management.
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Optimum Networking strives to ensure fair and honest treatment of all employees. Supervisors,
managers, and employees are expected to treat each other with mutual respect. Employees are
encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their
concern through the problem resolution procedure. No employee will be penalized, formally or
informally, for voicing a complaint with Optimum Networking in a reasonable, business-like manner, or
for using the problem resolution procedure.
If a situation occurs when employees believe that a condition of employment or a decision affecting
them is unjust or inequitable, they are encouraged to make use of the following steps:
1. Employee presents problem to immediate supervisor after incident occurs. If supervisor is
unavailable or employee believes it would be inappropriate to contact that person, employee may
present problem to Office Manager of Optimum Networking.
2. The Office Manager will then go to the employees supervisor, if necessary.
3. Supervisor responds to problem during discussion or after consulting with appropriate management,
when necessary. Supervisor documents discussion and documentation is to be given to the Office
Manager for proper distribution to Peliton HR Administration.
4. After a reasonable period of time, if the problem is unresolved, Employee presents problem to the
President or CEO in writing.
5. President or CEO reviews and considers problem. President or CEO informs employee of decision
and forwards copy of written response to employees supervisor and gives a copy to the Office
Manager for employee's file. The President or CEO has full authority to make any adjustment
deemed appropriate to resolve the problem.
The employee may discontinue the procedure at any step.
Problems, disputes, or claims not resolved through the proceeding problem resolution steps are subject
to final and binding arbitration. The arbitration proceeding will be conducted under the Employment
Dispute Resolution Rules of the American Arbitration Association. The decision or award of the
Arbitrator made under these rules is exclusive, final, and binding on both parties, their beneficiaries,
executors, administrators, successors, and assigns.
Employees who choose to use the arbitration process to resolve a problem will be expected to share the
cost of the arbitration proceeding with Optimum Networking. A complete description of the arbitration
procedure is available from the Human Resources Representative for review.
Not every problem can be resolved to everyone's total satisfaction, but only through understanding and
discussion of mutual problems can employees and management develop confidence in each other. This
confidence is important to the operation of an efficient and harmonious work environment, and helps to
ensure everyone's job security.

37
511 - SAFETY
Our priority is to protect employees against industrial injury and illness, as well as minimize the
potential loss of production. To assist in providing a safe and healthful work environment for
employees, customers, and visitors, Optimum Networking has worked closely with Peliton HR
Administration to establish a workplace safety program. This program is a top priority for Optimum
Networking. Optimum Networking shall designate a Safety Coordinator. The Safety Coordinator has
responsibility for implementing, administering, monitoring and managing the safety program. The
Peliton HR Administration Safety Department has responsibility for monitoring, evaluating, and making
recommendations to the safety program. The Safety Coordinator and the Peliton HR Administration
Safety Department shall coordinate efforts as needed. The success of the safety program depends on the
alertness and personal commitment of all.
Optimum Networking provides information to employees about workplace safety and health issues
through regular internal communication channels such as management-employee meetings, bulletin
board postings, memos, or other written communications.
Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees
must immediately report any unsafe condition to their supervisor. Employees who violate safety
standards, cause hazardous or dangerous situations, or fail to report or (where appropriate) remedy such
situations, may be subject to disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees should immediately notify the Office Manager Such reports are necessary to comply with
laws and initiate insurance and Workers Compensation benefits procedures.
The following are some general safety rules to be followed for the protection of all employees:
Avoid overloading electrical outlets with too many appliances or machines.

Ask for assistance when lifting heavy objects or moving heavy furniture.
Sit firmly and squarely in chairs that roll or tilt.
Keep your work area clean and orderly, and the aisles clear.
Watch out for the safety of fellow employees.
Learn the posted fire rules and location of fire alarm boxes and fire extinguishers in your facility
and on your floor.
Promptly report all unsafe or potentially hazardous conditions to your supervisor.
512 - SMOKE-FREE ENVIRONMENT

It is the policy of Optimum Networking to comply with all applicable federal, state and local regulations
regarding smoking in the workplace and to provide a work environment that promotes productivity and
well-being of its employees.
Optimum Networking recognizes that smoking in the workplace can adversely affect employees.
Accordingly, smoking by employees, guests, vendors, or others is restricted and limited to certain
38
designated areas. This includes the use of cigarettes, cigars, chewing tobacco, and other tobacco
products.
Employees must adhere to our customers policies regarding use of tobacco products when performing
work at their locations.
Non-exempt employees are provided with two (2), fifteen (15) minute breaks which may be used for
smoking breaks.
Please ask the Office Manager where the designated smoking area is located.
513 - SOLICITATION
In an effort to assure a productive and harmonious work environment, persons not employed by
Optimum Networking may not solicit or distribute literature in the workplace at any time for any
purpose.
Optimum Networking recognizes that employees may have interests in events and organizations outside
the workplace. However, employees may not solicit or distribute literature concerning these activities
during working time. (Working time does not include lunch periods, work breaks, or any other periods
in which employees are not on duty.)
Examples of impermissible forms of solicitation include:
The collection of money, goods, or gifts for political groups

The circulation of petitions
The distribution of literature not approved by the employer
The solicitation of memberships, fees, or dues
In addition, the posting of written solicitations on company bulletin boards is not permitted. These
bulletin boards display important information, and employees should consult them frequently for:
Affirmative Action statement

Payday notice
Workers' compensation insurance information
If employees have a message of interest to the workplace, they may submit it to the Office Manager for
approval. All approved messages will be posted by the Office Manager.
514 - USE OF COMPANY PROPERTY

In addition to company-owned vehicle(s), office equipment and furnishings, the term "company
property" includes but is not limited to, telephone systems, mail, facsimile machines, computers and
computer modems, printers, copy machines, special long-distance services, cellular phones, voice mail,

39
electronic mail, priority mail, credit cards, delivery services and Optimum Networkings Intranet site.
All such items are the sole property of Optimum Networking. Accordingly, Optimum Networking may,
but does not have the duty to, access and monitor employee communication and usage as it deems
appropriate and in compliance with applicable federal and state laws.
It is the employees responsibility to properly care for and maintain company property. All company
property must be protected from loss, misuse, damage, or unauthorized use, access, or disclosure. The
employee will be required to pay for the cost of repairs or replacement of the property due to
mishandling or abuse.
Optimum Networking does not provide cell phones to employees for business purposes, however if it is
required that an employee must carry and use a cell phone, an agreement will be made to reimburse the
employee for using their personal cell phones. The employee should consult with their supervisor
regarding the need for using a cell phone as well as the current reimbursement amount allowed.
Optimum Networkings e-mail system, fax, computers, voice mail, Intranet and other electronic media
shall be used solely for company business purposes. Any electronically created, stored, received or sent
communication utilizing company systems or equipment shall be the property of Optimum Networking.
Optimum Networking has the right, but not the duty, to monitor company communications systems as it
deems appropriate and in compliance with applicable federal and state laws in order to assure that its
property is being used for business purposes only. Optimum Networkings employees do not have a
personal privacy right in any matter created, received, stored or sent utilizing company property or
systems. Employees acknowledge that the nature of the technology is such that there is no assurance of
privacy with respect to communications via electronic mail and on the Internet.
To protect against computer viruses and to comply with applicable laws, only company -issued or
approved software may be used on Optimum Networkings computers. Any reproduction of software
and accompanying manuals must comply with applicable laws and with formal agreements between
Optimum Networking and the software supplier.
Optimum Networkings e-mail, Intranet and voice mail systems are not to be used to transmit, display or
store:
Material that is fraudulent, harassing, embarrassing, sexually explicit, profane, obscene,

intimidating, defamatory, or otherwise unlawful or inappropriate.
Messages and/or postings to Internet chat boards, bulletin boards or similar forums.
Optimum Networkings vehicle(s) may not be used to pull, push, start, tow, haul, etc. any vehicles
owned by other companies or individuals. Such action could cause vehicle damage or a legal liability
for Optimum Networking. Any employee violating this policy will be held responsible for all losses and
expenses incurred. The improper, careless, negligent, destructive, or unsafe use or operation of
equipment or vehicles, as well as excessive or avoidable traffic and parking violations, may be subject to
Operators of company vehicles are required to have and maintain a proper and valid operating license.
Whenever a company vehicle is involved in an accident or moving violation citation, the operator will
40
be required to submit to a drug and alcohol screening and they must immediately notify their supervisor.
Failure to immediately notify their supervisor of a moving violation and/or accident may result in
Before being given certain items, employees will be required to sign a document acknowledging receipt
of said item(s). All company property which an employee has in their possession or to which they has
access is to be returned to Optimum Networking immediately upon request by management, upon
termination of the employees employment or, if appropriate, while the employee is on extended leave.
Employees who fail to return company property will have the amount of the equipment deducted from
their final paycheck. Should the employees final paycheck not cover said costs, the employee will be
given two (2) weeks to pay the remainder owed to Optimum Networking.
515 - VISITOR POLICY

Unauthorized visitors are not allowed in the workplace. Restricting unauthorized visitors helps maintain
safety standards, protects against theft, ensures security of equipment, protects confidential information,
safeguards employee welfare, and avoids potential distractions and disturbances.
Because of safety and security reasons, family and friends of employees are discouraged from extended
visits to the work area.
All visitors should enter Optimum Networking at the reception area. Authorized visitors will receive
directions or be escorted to their destination. Employees are responsible for the conduct and safety of
their visitors.
If an unauthorized individual is observed on Optimum Networking's premises, employees should
immediately notify the Office Manager or, if necessary, direct the individual to the reception area.
Terminated employees will not be allowed access to the facility without prior approval. If approval has
been given, procedures established for visitors should be followed.
516 - WORK RULES

Optimum Networking expects appropriate conduct of all employees. These Work Rules will help keep
Optimum Networkings working environment and working relationships consistent with productive,
efficient and pleasant surroundings.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The
following are examples of infractions of rules of conduct that are unacceptable.
Group I Work Offenses: Subject to progressive disciplinary action
Habitual absenteeism or tardiness

Unauthorized absence from work station during the workday
Falsification of any records

41
Smoking in prohibited areas

Insubordination or refusal to follow directions given by your supervisor or another member of
management
Failure to do assigned work, follow instructions or carelessness in the performance of duties
Actions which are disruptive to the operation of Optimum Networkings business
Violations of safety rules
Unauthorized solicitation, collection of contributions, circulation of petitions or literature for any
purpose in a manner that interferes with productivity
Unauthorized disclosure of business secrets or confidential information
Making false, vicious or malicious statements concerning Optimum Networking, its
management, or employees
Threatening, harassing, intimidating, coercing or using abusive language to fellow employees
Failure to report loss, equipment accidents, equipment failure, or property damage as soon as
practical
Failure to properly report a personal injury occurring during work hours
Minor violations of Optimum Networkings policies and/or procedures
Group II Offenses: Subject to immediate suspension as well as disciplinary action, up to and including
termination of employment
Theft or inappropriate removal or possession of property

Deliberate abuse, misuse, destruction or unauthorized removal or theft of machines, tools,
equipment, supplies or other property owned by Optimum Networking or Optimum
Networkings employees
Fighting on Optimum Networkings premises
Possession of firearms or other dangerous weapons on Optimum Networkings premises
Possession, distribution, sale, transfer, or consumption of alcoholic beverages, or abuse of any
illegal controlled substance while on duty, or while operating employer-owned vehicles or
equipment
Immoral or indecent conduct on Optimum Networkings premises
Major violations of Optimum Networkings policies and/or procedures
Employment with Optimum Networking is at the mutual consent of Optimum Networking and the
employee, and either party may terminate the relationship at any time, with or without cause, and with or
without advance notice.

42
ACKNOWLEDGEMENT AND RECEIPT OF HANDBOOK
This Employee Handbook is provided to employees of Optimum Networking, Inc.(hereinafter referred

to collectively as Optimum Networking) merely as a description of various company policies,
procedures, and employee benefits to assist you in conduct of Company business. Optimum Networking
reserves the right, at its sole discretion, to change at any time its policies and procedures.
THIS EMPLOYEE HANDBOOK IS NOT A CONTRACT. NOTHING IN THIS HANDBOOK

SHALL CREATE, OR IS INTENDED TO CREATE, OR SHALL BE CONSTRUED TO
CONSTITUTE A CONTRACT OF EMPLOYMENT, EXPRESS OR IMPLIED.
All employment with Optimum Networking is at-will, which means that your employment may be
terminated, with or without cause, or with or without notice, at any time, at your option or at the option
of Optimum Networking. This at-will policy cannot be changed or modified in writing unless signed
by the President or CEO. No other officer, representative, or employee of Optimum Networking has
any authority to make any employment agreements of any kind.
This Handbook is the property of Optimum Networking and must be returned (if printed or copied in
any manner) upon the request of the President or CEO, at the time of termination.
I have read and understood the above statement as well as the Employee Handbook, which I hereby
acknowledge having received and will ask questions on anything I do not understand.
________________________________
Employee Signature
__________________________
Date
________________________________
Employee Name (please print)
PLEASE SIGN AND RETURN THIS PAGE TO THE OFFICE MANAGER

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Optimum Networking Handbook 2.2015

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Optimum Networking Handbook 2.2015

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Employee Handbook

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OPTIMUM NETWORKING, INC.

SECTION II: EMPLOYMENT INFORMATION ............................................................................... 9

SECTION III: EMPLOYEE BENEFITS ............................................................................................ 19

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SECTION IV: LEAVES OF ABSENCE ............................................................................................. 24

SECTION V: MISCELLANEOUS ...................................................................................................... 30

ACKNOWLEDGEMENT AND RECEIPT OF HANDBOOK .......................................................... 43

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WELCOME NEW EMPLOYEE!

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102 - PEO CO-EMPLOYMENT

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103 - EQUAL EMPLOYMENT OPPORTUNITY (Revised 2-2015)

104 - AMERICANS WITH DISABILITIES ACT (ADA)

105 - HIPAA COMPLIANCE

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106 - NON-DISCRIMINATION AND SEXUAL HARASSMENT POLICY (Revised 2-2015)

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SECTION II: EMPLOYMENT INFORMATION

201 - APPLICATION FOR EMPLOYMENT

203 - ATTENDANCE (Revised 2-2015)

204 - CLASSIFICATION OF EMPLOYEE STATUS

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205 - CLASSIFICATION OF POSITION EXEMPT VS. NON-EXEMPT

206 - EMERGENCY CLOSINGS

Vacation (if available)

207 - EMPLOYMENT ELIGIBILITY

208 - HOURS OF WORK

209 - MEAL AND BREAK PERIODS

210 - ON-CALL POLICY FOR ENGINEERS (Revised 5-2014)

211 - OVERTIME (Revised 5-2014)

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212 - PAY PERIODS AND PAY DATES (Revised 5-2014)

213 - PAYROLL DEDUCTIONS

214 - PAYROLL DIRECT DEPOSIT

215 - PERFORMANCE EVALUATIONS

216 - PERFORMANCE IMPROVEMENT

217 - PERSONAL INFORMATION CHANGES

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220 - TIME TRACKING SYSTEM

221 - TRAVEL TIME FOR NON-EXEMPT EMPLOYEES

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SECTION III: EMPLOYEE BENEFITS

301 - BENEFIT PACKAGE SUMMARY

302 - BUSINESS EXPENSES

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303 - HOLIDAYS (Revised 5-2014)

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304 - SICK PAY (Revised 2-2015)

SICK PAY EARNINGS SCHEDULE

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305 - SOCIAL SECURITY

306 - VACATION (Revised 6-2011)

VACATION EARNINGS SCHEDULE

Upon Initial Eligibility

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307 - WORKPLACE ACCOMODATIONS FOR NEW MOTHERS (Revised 5-2014)

308 - WORKERS COMPENSATION

SECTION IV: LEAVES OF ABSENCE

401 - BEREAVEMENT LEAVE

402 - JURY AND WITNESS DUTY LEAVE