Employee Handbook Acknowledgment and Receipt

I have received my copy of the Employee Handbook.

The employee handbook describes important information about Innovus Group, and I understand that I should
consult my supervisor or Human Resources regarding any questions not answered in the handbook. I have
entered into my employment relationship with Innovus Group voluntarily and acknowledge that there is no
specified length of employment. Accordingly, either I or Innovus Group can terminate the relationship at will,
with or without cause, at any time, so long as there is no violation of applicable federal or state law.
I understand and agree that other than the General Manger of the Company, no manager, supervisor or
representative of Innovus Group has any authority to enter into any agreement for employment other than at
will; only the General Manger of the Company has the authority to make any such agreement and then only in
writing signed by the president of Innovus Group.

This handbook and the policies and procedures contained herein supersede any and all prior practices, oral or
written representations, or statements regarding the terms and conditions of my employment with Innovus
Group. By distributing this handbook, the Company expressly revokes any and all previous policies and
procedures that are inconsistent with those contained herein.

I understand that, except for employment-at-will status, any and all policies and practices may be changed at
any time by Innovus Group and the Company reserves the right to change my hours, wages and working
conditions at any time. All such changes will be communicated through official notices, and I understand that
revised information may supersede, modify or eliminate existing policies. Only the General Manager of Innovus
Group has the ability to adopt any revisions to the policies in this handbook.

I understand and agree that nothing in the Employee Handbook creates or is intended to create a promise or
representation of continued employment and that employment at Innovus Group is employment at will, which
may be terminated at the will of either Innovus Group or myself. Furthermore, I acknowledge that this
handbook is neither a contract of employment nor a legal document. I understand and agree that employment
and compensation may be terminated with or without cause and with or without notice at any time by Innovus
Group or myself.

I have received the handbook, and I understand that it is my responsibility to read and comply with the policies
contained in this handbook and any revisions made to it.
________________________________________ ____________________
Employee's Signature Date
________________________________________
Employee’s Name (Print) 3
Table of Contents
Employee Handbook Acknowledgment and Receipt ..................................................................... 2
Welcome ......................................................................................................................................... 5
Introduction .................................................................................................................................... 6
Part 1 – General Employment Policies and Practices ..................................................................... 7
Equal Employment Opportunity ................................................................................................. 7
Your Employment Relationship with the Company .................................................................... 7
Recruitment and Hiring ............................................................................................................... 7
Employment Classifications ........................................................................................................ 8
Exempt Employees .................................................................................................................. 8
Non-Exempt Employees .......................................................................................................... 8
Full-Time Employee ................................................................................................................ 8
Part-Time Employee ................................................................................................................ 8
Temporary Employee .............................................................................................................. 8
Orientation and Training ............................................................................................................. 8
Immigration Law Applicable to All Employees ........................................................................... 8
Hours of Work ............................................................................................................................. 9
Overtime ..................................................................................................................................... 9
Attendance and Punctuality ....................................................................................................... 9
Inclement Weather ................................................................................................................... 10
Dress Code and Public Image .................................................................................................... 10
Workspace ............................................................................................................................... 10
Office Equipment ...................................................................................................................... 11
Personnel Records .................................................................................................................... 11
Progressive Discipline Process .................................................................................................. 11
Performance Reviews, Salary Reviews ..................................................................................... 12
Confidentiality and Conflict of Interest .................................................................................... 12
Right to Monitor ................................................................................................................... 14
Violation of this Policy .......................................................................................................... 14
Confidentiality of Electronic Mail ......................................................................................... 14
Social Media .............................................................................................................................. 14
Telephones ............................................................................................................................ 15
Smoking ..................................................................................................................................... 15
Drug-Free Workplace ................................................................................................................ 15
Substance Abuse ....................................................................................................................... 16
Safety and Accident Rules ..................................................................................................... 16
Workplace Violence Prevention Policy ................................................................................. 17
Promotions and Transfers ..................................................................................................... 17
Part 2 – Anti-Discrimination & Harassment .................................................................................. 18
Discrimination Is Prohibited .................................................................................................. 18
Americans with Disabilities Act ............................................................................................. 18
Disabled Defined ................................................................................................................... 18 4

Reasonable Accommodation ................................................................................................ 19

Sexual Harassment ................................................................................................................ 20
Supervisors’ Responsibilities ..................................................................................................... 20
Procedures for Reporting and Investigating Harassment ........................................................ 20
Penalties for Violation of Anti-Harassment Policy .................................................................... 21
Part 3 – Compensation ................................................................................................................. 21
Payroll Practices .................................................................................................................... 21
Salary Deductions and Withholding ......................................................................................... 21
Taxes ..................................................................................................................................... 21
Direct Deposit ........................................................................................................................... 22
Part 4 – Benefits ............................................................................................................................ 22
Workers’ Compensation Insurance ...................................................................................... 22
Part 5 – Holidays, Vacation and Other Leave ............................................................................... 23
Religious Observance ................................................................................................................ 23
Vacation .................................................................................................................................... 23
Procedure .............................................................................................................................. 23
Holiday Pay ............................................................................................................................ 24
Sick Leave .................................................................................................................................. 25
Notification Procedures ........................................................................................................ 25
Bereavement Leave .............................................................................................................. 25
Military Service Leave ............................................................................................................... 26
Break Time for Nursing Mothers .............................................................................................. 26
Civic Duty Leave ........................................................................................................................ 26
Jury Duty ............................................................................................................................... 26
Appearance as a Witness ...................................................................................................... 27
Voting .................................................................................................................................... 27
Leave For Victims of Domestic Violence ................................................................................... 27
Part 6 – Miscellaneous .................................................................................................................. 29
Leaving the Company ................................................................................................................ 29
Return of Company Property .................................................................................................... 30
Dispute Resolution .................................................................................................................... 30 5
Welcome
It is our privilege to welcome you to Innovus Group. We wish you every success in your new job, and we hope
that you quickly feel at home. This Handbook was developed to describe some of the expectations we have for
all of our employees and what you can expect from us. We hope that your experience here will be challenging,
enjoyable, and rewarding. Again, welcome! 6

Introduction
This Employee Handbook (“Handbook”) is a compilation of personnel policies, practices and procedures
currently in effect at Innovus Group (“Company”).

The Handbook is designed to introduce you to our Company, familiarize you with Company policies, provide
general guidelines on work rules, benefits and other issues related to your employment, and help answer many
of the questions that may arise in connection with your employment.

This Employee Handbook is not a contract. Like most companies, Innovus Group generally does not offer
individual employees formal employment contracts with the Company. This Handbook does not create a
contract, express or implied, guaranteeing you any specific term of employment, nor does it obligate you to
continue your employment for a specific period of time. The purpose of the Handbook is simply to provide you
with a convenient explanation of present policies and practices at the Company. This Handbook is an overview
or a guideline. It cannot cover every matter that might arise in the workplace. For this reason, specific questions
regarding the applicability of a particular policy or practice should be addressed to the Human Resources
Department or Administration.

The Company reserves the right to modify any of our policies and procedures, including those covered in this
Handbook, at any time. We will seek to notify you of such changes by email and other appropriate means.
However, such a notice is not required for changes to be effective. 7

Part 1 – General Employment Policies and Practices

Equal Employment Opportunity
The Company is an equal opportunity employer. We will extend equal opportunity to all individuals without
regard to race, religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin,
disability, age, genetic information, or any other status protected under applicable federal, state, or local laws.
Our policy reflects and affirms the Company’s commitment to the principles of fair employment and the
elimination of all discriminatory practices. Details of our equal employment opportunity policies are further
explained in Part 2 below.

Your Employment Relationship with the Company

Like most American companies, Innovus Group generally does not offer individual employees a formal
employment contract with the Company. Employment is “at will,” meaning that you or the Company may end
your employment at any time for any lawful reason.

This Employee Handbook is not a contract. It does not create any agreement, express or implied, guaranteeing
you any specific terms or conditions of employment. Nothing contained in this Handbook should be construed
as creating a contract guaranteeing employment for any specific duration, nor does the Handbook obligate
you to continue your employment for a specific period of time. Unless you have entered into an employment
agreement that supersedes this document, either you or the Company may terminate the employment
relationship at any time. The Handbook does not guarantee any prescribed process for discipline and
discharge.
No manager or other representative of the Company, other than the President, has the authority to enter into
any agreement guaranteeing employment for any specific period. No such agreement shall be enforceable
unless it is in writing and signed by the President1 and the employee.

Recruitment and Hiring

The Company’s primary goal when recruiting new employees is to fill vacancies with persons who have the best
available skills, abilities or experience needed to perform the work. Decisions regarding the recruitment,
selection and placement of employees are made on the basis of job-related criteria.
When positions become available, qualified current employees are encouraged and are welcome to apply for
the position. As openings occur, notices relating to general information about the position are posted. The
manager of the department with the opening will arrange interviews with employees who apply. We encourage
current employees to recruit new talent for our Company.

Employment Classifications
The following terms will be used to describe employment classifications and status:
Exempt Employees
Exempt employees are not subject to the overtime pay provisions of the federal Fair Labor Standards Act
(FLSA). An exempt employee is one whose specific job duties and salary meet all of the requirements of the U.S.
Department of Labor’s regulations
Non-Exempt Employees
Non-exempt employees are those whose work is covered by the Fair Labor Standards Act (FLSA). They are NOT
exempt from Federal and State law’s requirements concerning minimum wage and overtime.

Full-Time Employee
Full-time employees are those who are regularly scheduled to work at least 40 hours per week that are not
hired on a temporary basis.
Part-Time Employee
Part-time employees are those who are regularly scheduled to work fewer than 40 hours per week that are not
hired on a temporary basis. Part-time employees are not eligible for Company paid benefits, with the exception
of the 401(k) plan, except as required by law. Any employee who works 1,000 hours per year or more may
participate in the 401(k) plan.2
Temporary Employee
Employees hired for an interim period of time, usually to fill in for vacations, leaves of absence, or projects of a
limited duration. Temporary employees are not eligible for Company paid benefits, except as required by law.

Orientation and Training

To help you become familiar with the Company and our way of doing things, the Company will provide an
orientation and training session within the first few days after you begin work. Some of the content of the
session will depend in large part on the nature of your responsibilities, while other parts will be applicable to all
employees. In addition, the Company may periodically offer additional training or educational programs. Some
programs may be voluntary, while others will be required.

Immigration Law Applicable to All Employees

The Company complies with the Immigration Reform and Control Act of 1986 by employing only U.S. citizens
and non-citizens who are authorized to work in the United States. All employees are asked on their first day of
work to provide original documents verifying the right to work in the United States and to sign a verification
form required by federal law (Form I-9). If you cannot verify your right to work in the United States within three
(3) days of hire, the Company is required by law to terminate your employment.
Hours of Work
The workweek is generally from Monday through Friday for Full Time employees, with normal operating hours
from 9:00 a.m. to 6:00 p.m., with one hour for lunch. For Part Time employees, your Supervisor will assign a
specific shift for you.

Overtime
Because of the nature of our business, your job may periodically require overtime work. If the Company
requires that you work overtime, we will give you as much advance notice as possible. You should not work
overtime hours without prior approval by your immediate supervisor or the designated manager.
Nonexempt employees who work more than 40 hours in a week, receive overtime compensation. The overtime
rate for nonexempt employees is 1 ½ times the employee’s regular hourly rate.

Attendance and Punctuality

It is important for you to report to work on time and to avoid unnecessary absences. The Company recognizes
that illness or other circumstances beyond your control may cause you to be absent from work from time to
time. However, frequent absenteeism or tardiness may result in disciplinary action up to and including
discharge. Excessive absenteeism or frequent tardiness puts an unnecessary strain on your co-workers and can
have a negative impact on the success of the Company.
You are expected to report to work when scheduled. Whenever you know in advance that you are going to be
absent, you should notify your immediate supervisor or the designated manager. If your absence is
unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later
than one hour before you are due at work. In the event your immediate supervisor is unavailable, you must
speak with a manager. If you must leave a voicemail, you must provide a number where your supervisor may
reach you if need be.

Some, but not all, absences are compensated for under the Company’s leave and benefits policies described in
Part 5 below.

You are expected to be at your workstation at the beginning of each business day. If you are delayed, you must
call your immediate supervisor to state the reason for the delay. As with absences, you must make every effort
to speak directly with the manager. Regular delays in reporting to work will result in disciplinary action up to
and including discharge.

Inclement Weather

The Company is open for business unless there is a government-declared state of emergency or unless you are
advised otherwise by your supervisor. There may be times when we will delay opening, and on rare occasions,
we may have to close. Use common sense and your best judgment when traveling to work in inclement
weather.

In the event that the Company’s facilities are closed by the Company or the government, employees will be
paid for the day. If the Company’s facilities are open and you are delayed getting to work or cannot get to work
at all because of inclement weather, the absence will be charged to (1) vacation time, (2) sick time, or (3) unpaid
time off, in that order. You should always use your judgment about your own safety in getting to work.

When severe weather develops or is anticipated to develop during the day and a decision is made by the
Company to close before 5:30 p.m., you will be compensated as if you had worked to the end of your regularly
scheduled hours for that day. If you elect to leave prior to the time the Company closes, you will be required to
use personal/sick time or vacation time in an amount equal to the number of hours between the time you left
and the time the office closed.

Dress Code and Public Image

As an employee of the Company, we expect you to present a clean and professional appearance when you
represent us, whether you are in or outside of the office. You are, therefore, required to dress in appropriate
business attire and to behave in a professional, businesslike manner. It is essential that you act in a professional
manner and extend the highest courtesy at all times to co-workers, visitors, customers, vendors and clients. A
cheerful and positive attitude is essential to our commitment to extraordinary customer service and exceptional
quality.

The current Company dress code is business casual. Please keep in mind, however, that the Company is a
professional business office, where clients and others often visit. Generally, clean, neat clothing is acceptable.
However, torn jeans or other torn clothing and tee shirts with inappropriate verbiage or pictures are not
appropriate casual attire. As always, please use common sense in your choice of business attire.

It is the intent of this policy to comply with applicable state, local and federal laws prohibiting discrimination on
the basis of color, race, religion, sex (including pregnancy, sexual orientation and gender identity), national
origin, disability, age, genetic information and any other status protected under such laws.

Workspace
Employees are responsible for maintaining the workspace assigned to them. A clean, orderly workspace
provides an environment conducive to working efficiently. Employees should keep in mind that their workspace
is part of a professional environment that portrays the Company’s overall dedication to providing quality
service to its clients. Therefore, your workspace should be clean, organized and free of items not required to
perform your job.

Office Equipment
Certain equipment is assigned to staff depending on the needs of the job, such as a calculator, personal
computer, printer, cell phones and access to our central computers and servers. This equipment is the property
of the Company and cannot be removed from the office without prior approval from your supervisor. It is
expected that you will treat this equipment with care and report any malfunctions immediately to staff
members equipped to diagnose the problem and take corrective action.

Visitors in the Workplace

To provide for the safety and security of employees and the facilities at the Company, only authorized visitors
are allowed in the workplace. Visitors must check in the receptionist area for appropriate identification and
notification. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures
equipment security, protects confidential information, safeguards employee welfare and avoids potential
distractions and disturbances. Employees are not allowed to bring any visitors to the workplace without prior
authorization from his/her direct supervisor or manager.

Personnel Records
It is important that the Company maintain accurate personnel records at all times. You are responsible for
notifying your immediate supervisor or the Human Resources Department of any change in name, home
address, telephone number, marital status, number of dependents, immigration status, or any other pertinent
information. By promptly notifying the Company of such changes, you will avoid compromise of your benefit
eligibility, the return of W-2 forms, or similar inconvenience.
Progressive Discipline Process
The Company maintains a strong position in administering equitable and consistent counseling opportunities
for unsatisfactory conduct in the workplace. The Company’s own best interest lies in ensuring fair treatment of
all employees and in making certain that disciplinary actions are prompt, consistent and impartial. The major
purpose of any counseling session is to communicate the issue to correct the problem, prevent reoccurrence,
and prepare the employee for satisfactory service in the future.
Although employment with the Company is based on mutual consent and both the employee and the
Company have the right to terminate employment at will, with or without cause or advance notice, the
Company may use progressive counseling at its discretion (i.e. verbal warning, written disciplinary counseling or
paid/unpaid suspension). However, the Company recognizes that there are numerous employee problems that
are serious enough to justify either a suspension or termination of employment without going through
progressive counseling steps.

Performance Reviews, Salary Reviews

You will have your first performance review at the end of your first 90 days of employment with the Company.
Thereafter, performance reviews will normally be conducted annually on or about your anniversary date. All
performance reviews will be completed in writing by your supervisor or manager on the form designated by
the Company and reviewed during a conference with you. Factors considered in your review include the quality
of your job performance, your attendance, meeting the requirements of your job description, dependability,
attitude, cooperation, compliance with Company employment policies, any disciplinary actions, and year-to-
year improvement in overall performance. Compensation increases are given by the Company at its discretion
in consideration of various factors, including your performance review.

Confidentiality and Conflict of Interest

Our clients and other parties with whom we do business entrust the Company with important information
relating to themselves or their businesses. It is our policy that all information considered confidential will not be
disclosed to external parties or to employees without a “need to know.” If an employee questions whether
certain information is considered confidential, he/she should first check with his/her immediate supervisor.

During the course of work, an employee may become aware of confidential information about Innovus Groups’
business, including but not limited to information regarding finances, pricing, products and new product
development, software and computer programs, marketing strategies, suppliers, and knowledge, skills and
abilities of personnel. An employee also may become aware of similar confidential information belonging to
the Group's clients or partners. It is extremely important that all such information remain confidential, and
particularly not be disclosed to our competitors. Any employee who improperly copies, removes (whether
physically or electronically), uses or discloses confidential information to anyone outside of the Group may be
subject to disciplinary action up to and including termination. Employees may be required to sign an
agreement reiterating these obligations.

This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit
normal business communications.

All inquiries from the media must be referred to Management.

Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to
make objective and fair decisions when performing their jobs. At times, an employee may be faced with
situations in which business actions taken on behalf of Innovus Group may conflict with the employee’s own
personal interests. Company property, information or business opportunities may not be used for personal
gain.
Employees with a conflict-of-interest question should seek advice from management. Before engaging in any
activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review
from their manager or the Human Talent department.
All employees are required to sign a separate Non-Compete Agreement.

Electronic Communication and Internet Use

Access to the Internet is given only for work-related activities or approved educational / training activities
The following guidelines have been established for using the Internet, Company -provided cell phones and e-
mail in an appropriate, ethical and professional manner:

• Internet, Company-provided equipment (e.g., cell phone, laptops, or computers) and services may not
be used for transmitting, retrieving or storing any communications of a defamatory, discriminatory, harassing
or pornographic nature.

• The following actions are forbidden: using disparaging, abusive, profane or offensive language; creating,
viewing or displaying materials that might adversely or negatively reflect upon Innovus Group or be contrary to
Innovus Group best interests; and engaging in any illegal activities, including piracy, cracking, extortion,
blackmail, copyright infringement, and unauthorized access of any computers and Company-provided
equipment such as cell phones and laptops.

• Employees may not copy, retrieve, modify or forward copyrighted materials, except with permission or
as a single copy to reference only.

• Employees must not use the system in a way that disrupts its use by others. Employees must not send
or receive large files that could be saved/transferred via thumb drives. Employees are prohibited from sending
or receiving files that are not related to work.

• Employees should not open suspicious e-mails, pop-ups or downloads. Contact the IT department with
any questions or concerns to reduce the release of viruses or to contain viruses immediately.

• Internal and external e-mails are considered business records and may be subject to discovery in the
event of litigation. Be aware of this possibility when sending e-mail within and outside the Company.

Right to Monitor

The Company email and Internet system is at all times the property of the Company. By accessing the Internet,
Intranet and electronic mail services through facilities provided by the Company, you acknowledge that the
Company (by itself or through its Internet Service Provider) may from time to time monitor, log and gather
statistics on employee Internet activity and may examine all individual connections and communications. Please
note that the Company uses email filters to block spam and computer viruses. These filters may from time to
time block legitimate email messages.
Violation of this Policy
In all circumstances, use of Internet access and email systems must be consistent with the law and Company
policies. Violation of this policy is a serious offense and, subject to the requirements of the law, may result in a
range of sanctions, from restriction of access to electronic communication facilities to disciplinary action, up to
and including termination.
provider of these services. Please consider this when conducting personal business using Company hardware
and software.
Electronic mail is like any other form of Company communication, and may not be used for harassment or
other unlawful purposes. Your email account is a Company-provided privilege, and is Company property.
Remember that when you send email from the Company domain, you represent the Company whether your
message is business-related or personal.
Confidentiality of Electronic Mail
As noted above, electronic mail is subject at all times to monitoring, and the release of specific information is
subject to applicable laws and Company rules, policies and procedures on confidentiality. Existing rules, policies
and procedures governing the sharing of confidential information also apply to the sharing of information via
commercial software.
Social Media
The term “social media” includes all means of communicating or posting information or content of any sort on
the Internet, including to your own or someone else’s web log or blog, journal or diary, personal website, social
networking or affinity website, web bulletin board, or a chat room, whether or not associated or affiliated with
the Company, as well as any other form of electronic communication. The same principles and guidelines found
in the Company rules, policies and procedures apply to an employee’s social media activities online.
Any conduct that adversely affects an employee’s job performance or the performance of fellow employees, or
otherwise adversely affects the Company’s legitimate business interests, may result in disciplinary action, up to
and including termination. Similarly, inappropriate postings, including but not limited to discriminatory
remarks, harassment and threats of violence or similar inappropriate or unlawful conduct will not be tolerated
and may result in disciplinary action, up to and including termination. However, this restriction will not apply to
any postings made in the exercise of any rights granted to an employee by federal law.8 15

Telephones
Access to the Company telephone system is given principally for work-related activities or approved
educational / training activities. Incidental and occasional personal use is permitted. This privilege should not
be abused and must not affect the employee’s performance of employment-related activities. Telephone usage
should be based upon cost-effective practices that support the Company’s mission and should comply with
applicable rules and regulations.
You should use common sense and your best judgment when making or receiving personal cellular phone calls
at work. To the extent possible, employees should make personal cell phone calls during their breaks or lunch
times. The use of cameras on cell phones during work hours is prohibited to protect the privacy of the
Company as well as of fellow employees. However, this restriction will not apply to any recordings made in the
exercise of any rights granted to an employee by federal law.3
The Company telephone system is at all times the property of the Company. By accessing the telephone system
through facilities provided by the Company, you acknowledge that the Company has the right to monitor its
telephone system from time to time to ensure that employees are using the system for its intended purposes.
The Company prohibits the use of hand-held cellular devices while driving. Employees are strongly encouraged
to use a hands-free cellular device while driving, should the use become a necessity in the course of
employment. Sending and/or receiving text messages is expressly prohibited while operating any vehicle.
Smoking
In compliance with state law and in order to provide a safe and comfortable working environment for all
employees, smoking (including the use of electronic smoking devices) is strictly prohibited at all times inside
any Company building.
Drug-Free Workplace
The Company takes seriously the problem of drug and alcohol abuse, and is committed to providing a
substance abuse-free workplace for its employees. Substance abuse of any kind is inconsistent with the
behavior expected of our employees, subjects all employees and visitors to our facilities to unacceptable safety
risks, and undermines our ability to operate effectively and efficiently.
We require applicants to undergo a post-offer drug and alcohol screening as a condition of employment and
also reserve the right (where permitted by law) to require all current employees to submit to drug and/or
alcohol tests, or drug screens where the Company believes that the employee has violated this policy, when the
employee has been involved in a job related 16

accident, or as part of any rehabilitation. The company also reserves the right to perform random drug test at
any time during the employment.
Substance Abuse
The Company recognizes alcohol and drug abuse as potential health, safety and security problems. The
Company expects all employees to assist in maintaining a work environment free from the effects of alcohol,
drugs or other intoxicating substances. Compliance with this substance abuse policy is made a condition of
employment, and violations of the policy may lead to discipline and/or discharge.
All employees are prohibited from engaging in the unlawful manufacture, possession, use, distribution or
purchase of illicit drugs, alcohol or other intoxicants, as well as the misuse of prescription drugs on Company
premises or at any time and any place during working hours. While we cannot control your behavior off the
premises on your own time, we certainly encourage you to behave responsibly and appropriately at all times.
All employees are required to report to their jobs in appropriate mental and physical condition, ready to work.
Substance abuse is an illness that can be treated. Employees who have an alcohol or drug abuse problem are
encouraged to seek appropriate professional assistance. You may inform your immediate supervisor,
designated manager, or Human Resources for assistance in seeking help to address substance abuse, who can
also help you determine coverage available under the Company’s medical insurance plan.
When work performance is impaired, admission to or use of a treatment or other program does not preclude
appropriate action by the Company.
Any violator of this substance abuse policy will be subject to disciplinary action up to and including termination
of employment.
Safety and Accident Rules
Safety is a joint venture at the Company. We provide a clean, hazard-free, healthy, safe environment in which to
work and make every effort to comply with all relevant federal, state and local occupational health and safety
laws, including the federal Occupational Safety and Health Act. As an employee, you have a duty to comply
with the safety rules of the Company, and you are expected to take an active part in maintaining this hazard-
free environment. You should observe all posted safety rules, adhere to all safety instructions provided by your
supervisor and use safety equipment where required. Your workspace should be kept neat, clean and orderly.
You are required to report any accidents or injuries – including any breaches of safety – and to promptly report
any unsafe equipment, working condition, process or procedure to a supervisor. In addition, if you become ill or
get hurt while at work, you must notify your manager immediately. Failure to do so may result in a loss of
benefits under the state workers’ compensation law. 17

Failure to abide by the Company’s safety and accident rules may result in disciplinary action, up to and
including termination.
Workplace Violence Prevention Policy
As stated above, the Company is committed to the safety and security of our employees. Workplace violence
presents a serious occupational safety hazard to our organization, staff, and clients.
Workplace violence includes any physical assault or act of aggressive behavior occurring where an employee
performs any work-related duty in the course of his or her employment including but not limited to an attempt
or threat, whether verbal or physical, to inflict physical injury upon an employee; any intentional display of force
which would give an employee reason to fear or expect bodily harm; intentional and wrongful physical contact
with a person without his or her consent that entails some injury; or stalking an employee with the intent of
causing fear of material harm to the physical safety and health of such employee when such stalking has arisen
through and in the course of employment.
Acts of violence by or against any of our employees where any work-related duty is performed will be
thoroughly investigated and appropriate action will be taken, including involving law enforcement authorities
when warranted. All employees are responsible for helping to create an environment of mutual respect for each
other as well as clients and visitors, following all policies, procedures and practices, and for assisting in
maintaining a safe and secure work environment.
Promotions and Transfers
In an effort to match you with the job for which you are most suited and/or to meet the business and
operational needs of the Company, you may be transferred from your current job. This may be either at your
request or as a result of a decision by the Company.
Reasons for transfer may include, but are not necessarily limited to, fluctuations in department workloads or
production flow; a desire for more efficient utilization of personnel; increased career opportunities; personality
conflicts; health; other personal situations; or other business reasons.
Most job openings that are intended to be filled from within the Company will be posted on the bulletin board.
The management of the Company does reserve the right, however, to transfer or promote an employee without
posting the availability of that position. Temporary transfers may be made at the discretion of the Company
management.
You are eligible to request a transfer and to be considered for promotions upon completion of six (6) months of
satisfactory performance in your current job. Your eligibility is also dependent, of course, on your having the
needed skills, education, experience and other qualifications that are required for the job. However, a transfer
may take place within the first six (6) months of 18

employment if the management of the Company believes that it is in the best interest of the Company to make
an exception to this guideline.
Part 2 – Anti-Discrimination & Harassment
Discrimination Is Prohibited
The Company is an equal opportunity employer and makes all employment decisions without regard to race,
religion, color, sex (including pregnancy, sexual orientation and gender identity), national origin, disability, age,
genetic information, or any other status protected under applicable federal, state, or local laws. This policy
applies to all terms and conditions of employment, including but not limited to, hiring, placement, promotion,
termination, layoff, recall, transfer, leaves of absence, benefits, compensation and training. We seek to comply
with all applicable federal, state and local laws related to discrimination and will not tolerate the interference
with the ability of any of the Company’s employees to perform their job duties.
The Company makes decisions concerning employment based strictly on an individual’s qualifications and
ability to perform the job under consideration, the comparative qualifications and abilities of other applicants
or employees, and the individual’s past performance within the organization.
If you believe that an employment decision has been made that does not conform with management’s
commitment to equal opportunity, you should promptly bring the matter to the attention of your immediate
supervisor, designated manager, or Human Resources. Your complaint will be promptly, thoroughly and
impartially investigated. There will be no retaliation against any employee who files a complaint in good faith,
even if the result of the investigation produces insufficient evidence to support the complaint.
Americans with Disabilities Act
The federal Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with
disabilities in job application procedures, hiring, firing, advancement, compensation, fringe benefits, job
training and other terms, conditions and privileges of employment. The ADA does not alter the Company’s
right to hire the best-qualified applicant, but it does prohibit discrimination against a qualified applicant or
employee because of his or her disability, or because of a perceived disability. As a matter of Company policy,
the Company prohibits discrimination of any kind against people with disabilities.
Disabled Defined
An applicant or employee is considered disabled if he or she (1) has a physical or mental impairment that
substantially limits one or more major life activities; (2) has a record or past history of such an impairment; or
(3) is regarded or perceived (correctly or incorrectly) as having such impairment. 19

A qualified employee or applicant with a disability is an individual who satisfies the requisite skill, experience,
education and other job-related requirements of the position held or desired, and who, with or without
reasonable accommodation, can perform the essential functions of that position.
Reasonable Accommodation
A reasonable accommodation is any change in the work environment (or in the way things are usually done) to
help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges
of employment.
Qualified applicants or employees who are disabled should request reasonable accommodation from the
Company in order to allow them to perform a particular job. If you are disabled and you desire such reasonable
accommodation, contact your immediate supervisor, designated manager, or Human Resources. On receipt of
your request we will meet with you to discuss your disability. We may ask for information from your health care
provider(s) regarding the nature of your disability and the nature of your limitations or take other steps
necessary to help us determine viable options for reasonable accommodation. We will then work with you to
determine whether your disability can be reasonably accommodated, and if it can be accommodated, we will
explore alternatives with you and endeavor to implement a mutually agreeable accommodation.
Reasonable accommodation may take many forms and it will vary from one employee to another. Please note
that according to the ADA, the Company does not have to provide the exact accommodation you want, and if
more than one accommodation works, we may choose which one to provide. Furthermore, the Company does
not have to provide an accommodation if doing so would cause undue hardship to the Company.
Workplace Harassment
The Company is committed to providing a work environment that provides employees equality, respect and
dignity. In keeping with this commitment, the Company has adopted a policy of “zero tolerance” with regard to
employee harassment. Harassment is defined under federal law as unwelcome conduct that is based on race,
color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (40 or
older), disability or genetic information. Harassment becomes unlawful where: (1) enduring the offensive
conduct becomes a condition of continued employment; or (2) the conduct is severe or pervasive enough to
create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
This policy applies to all terms and conditions of employment. Harassment of any other person, including,
without limitation, fellow employees, contractors, visitors, clients or customers, whether at work or outside of
work, is grounds for immediate termination. The Company will make every reasonable effort to ensure that its
entire community is familiar with this policy and that all employees are aware that every complaint received will
be promptly, thoroughly and 20

impartially investigated and resolved appropriately. The Company will not tolerate retaliation against anyone
who complains of harassment or who participates in an investigation.
Sexual Harassment
Sexual harassment is prohibited by federal, state and local laws, and applies equally to men and women.
Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual favors and other
verbal or physical conduct of a sexual nature when the conduct: (1) explicitly or implicitly affects a term or
condition of an employee’s employment; (2) is used as the basis for employment decisions affecting the
employee; or (3) unreasonably interferes with an employee’s work performance or creates an intimidating,
hostile or offensive working environment.
Such conduct may include, but is not limited to: subtle or overt pressure for sexual favors; inappropriate
touching; lewd, sexually oriented comments or jokes; foul or obscene language; posting of suggestive or
sexually explicit posters, calendars, photographs, graffiti, or cartoons; and repeated requests for dates.
Company policy further prohibits harassment and discrimination based on sex stereotyping. (Sex stereotyping
occurs when one person perceives a man to be unduly effeminate or a woman to be unduly masculine and
harasses or discriminates against that person because he or she does not fit the stereotype of being male or
female.) The Company encourages reporting of all perceived incidents of sexual harassment, regardless of who
the offender may be. Every employee is encouraged to raise any questions or concerns with his or her
immediate supervisor, designated manager, or Human Resources.
Supervisors’ Responsibilities
All managers are expected to ensure a work environment free from sexual and other harassment. They are
responsible for the application and communication of this policy within their work area. Managers should:
• • Encourage employees to report any violations of this policy before the harassment becomes severe or
pervasive.
• • Make sure the Human Resources Department is made aware of any inappropriate behavior in the
workplace.
• • Create a work environment where sexual and other harassment is not permitted.

Procedures for Reporting and Investigating Harassment

Employees should report incidents of inappropriate behavior or sexual harassment as soon as possible after the
occurrence. Employees who believe they have been harassed, regardless of whether the offensive act was
committed by a manager, co-worker, vendor, visitor, or client, should promptly notify their immediate
supervisor, designated manager, or Human Resources. If the employee’s immediate supervisor is involved in the
incident, the employee should report the incident to the Human Resources Department. Every claim of
harassment will be treated seriously, no matter how trivial it may appear. All complaints of harassment, sexual
21

harassment, or other inappropriate sexual conduct will be promptly, thoroughly and impartially investigated by
the Company.
There will be no retaliation for filing or pursuing a harassment claim. To the extent possible, all complaints and
related information will remain confidential except to those individuals who need the information to
investigate, educate, or take action in response to the complaint.
All employees are expected to cooperate fully with any ongoing investigation regarding a harassment incident.
Employees who believe they have been unjustly charged with harassment can defend themselves verbally or in
writing at any stage of the investigation.
To protect the privacy of persons involved, confidentiality will be maintained throughout the investigatory
process to the extent practicable and appropriate under the circumstances. Investigations may include
interviews with the parties involved, and where necessary, individuals who may have observed the alleged
conduct or who may have relevant knowledge.
At the conclusion of a harassment investigation, the complainant and the “alleged harasser” shall be informed
of the determination. Where appropriate, the “harasser” and the “victim” may be offered mediation or
counseling through an employee assistance program (EAP).
Penalties for Violation of Anti-Harassment Policy
If it is determined that inappropriate conduct has occurred, the Company will act promptly to eliminate the
offending conduct, and take such action as is appropriate under the circumstances. Such action may range
from counseling to termination of employment, and may include such other forms of disciplinary action, as the
Company deems appropriate under the circumstances and in accordance with applicable law.
Part 3 – Compensation
Payroll Practices
Employees are paid on a bi-weekly basis. If the regularly scheduled payroll date falls on a Saturday or Sunday,
the Company will attempt to deliver paychecks on Friday. When a payroll date falls on a holiday, employees will,
when possible, be paid on the last business day before the holiday.
Salary Deductions and Withholding
The Company will withhold the following from your paycheck:
Taxes
Federal, state and local taxes, as required by law, as well as the required FICA (Social Security and Medicare)
payments. 22

Direct Deposit
The Company encourages employees to participate in the direct deposit program and have their earnings
deposited directly into their checking and/or savings account. This provides safe, private and convenient access
to employee’s pay and eliminates any inconveniences associated with payday. Advance written authorization
from employees is required for direct deposit and once received by the Human Resources department, it may
require up to two (2) payroll processing cycles to begin. Any cancellations/changes to bank accounts must be
communicated directly to the Human Resources department for proper and timely processing.
Part 4 – Benefits
Workers’ Compensation Insurance
To provide for payment of your medical expenses and for partial salary continuation in the event of a work-
related accident or illness, you are covered by workers’ compensation insurance, provided by the Company and
based on state regulations. The amount of benefits payable, as well as the duration of payments, depends upon
the nature of your injury or illness. However, all medical expenses incurred in connection with an on-the-job
injury or illness and partial salary payments are paid in accordance with applicable state law. If you are injured
or become ill on the job, you must immediately report the injury or illness to your manager and the Human
Resources Department. This ensures that the Company can help you obtain appropriate medical treatment.
Your failure to follow this procedure may delay your benefits or may even jeopardize your receipt of benefits.
Questions regarding workers’ compensation insurance should be directed to the Human Resources
Department.
Employee Travel and Reimbursement
Employees will be reimbursed for reasonable expenses incurred in connection with approved travel on behalf
of the Company.
Employees seeking reimbursement should incur the lowest reasonable travel expenses and exercise care to
avoid the appearance of impropriety. If a circumstance arises that is not specifically covered in the travel
policies, the most conservative course of action should be adopted.
Travel for staff must be authorized in advance by the employee’s direct supervisor. Employees should verify that
planned travel is eligible for reimbursement before making travel arrangements. Upon completion of the trip,
and within 30 days, the employee must submit a Reimbursement Form and supporting documentation to
obtain reimbursement of expenses. For more details, refer to the Accounting department for detailed policies,
procedures and authorization and reimbursement forms.
Exempt employees will be paid their regular salary for weeks in which they travel. Nonexempt employees will
be paid for travel time in accordance with federal and state wage payment laws, if applicable.23

Part 5 – Holidays, Vacation and Other Leave

Religious Observance
The Company respects your religious beliefs, however, and therefore, will provide [one (1) day] of paid leave to
employees who, for religious reasons, must be away from the office on days of normal operation. Employees
who require additional time off may use vacation and/or personal days. This leave must be requested through
the department manager two weeks prior to the event.
Vacation
The Company recognizes the importance of vacation time in providing rest, recreation and personal
enrichment. Vacations are established on a calendar-year basis.
Accrual and Carryover
Employees begin accruing vacation when they first begin work for the Company. Employees may use their
vacation at any time after their first year of employment.
Full-time and Part-time employees earn vacation time as follows:
After 1st year of employment Five (5) days
After 2nd year of employment and thereafter Ten (10) days
Procedure
Following are some important guidelines about the Company’s paid vacation benefits:
• • All vacation requests must be pre-approved by the employee’s direct supervisor, in writing, at least 30
days in advance so that proper arrangements can be made during the absence. The Company, at its sole
discretion, may deny any vacation request(s). When there are multiple requests for the same vacation period
within the same department, which if granted would impair the efficiency of the Company; we will impart the
“first come, first served” methodology. If requests are made at the same time, the employee with the most
seniority will prevail.

• • Employees must take their vacation in the anniversary year in which it is earned as unused vacation
does not carry over to the following anniversary year, unless required by applicable law.

• • Upon termination of employment any accrued, unused paid vacation time will be paid to the
employee. Exceptions to this policy may be made in unusual circumstances, such as a violation of Company
policy; each case will be considered individually and under the discretion of the correspondent Department
Manager. In any event, no such
24

• accumulation will be permitted unless approved in writing by Executive Management before the end of
the calendar year. Pay in lieu of taking vacation time is not granted.

• • All paid vacation time is paid at an employee’s regular base rate at the time the vacation time is taken
and must be used in full day (8 hour) increments. Vacation pay cannot be paid in advance. It does not include
overtime or any special forms of compensation such as incentives, commissions, or bonuses.

Holiday Pay
The following are considered paid holidays for full time salaried employees:
New Year’s Day*
Birthday of Martin Luther King, Jr.
Washington’s Birthday
Good Friday
Memorial Day
Independence Day*
Labor Day
Veterans Day
Thanksgiving Day*
Christmas Day*
The following holidays* are considered company-paid for full-time, hourly employees:
• • New Year’s Day
• • Independence Day
• • Thanksgiving Day
• • Christmas Day
*The Office is closed during these Holidays. The Company reserves the right to amend or change this schedule,
which is reviewed at the end of each calendar year.
• • If a recognized holiday falls on a Saturday, it shall be observed on the preceding Friday. When a
recognized holiday falls on a Sunday, it shall be observed on the following Monday unless otherwise
announced by the Human Resources department.
• • Nonexempt employees, who are scheduled to work on a recognized holiday, will receive holiday pay
plus wages at their straight-time rate for the hours worked on that holiday.
• • To be eligible for holiday pay, employees must work the last scheduled day immediately preceding
and the first scheduled day immediately following the holiday, unless the absence is pre-approved in writing by
their immediate supervisor. Any exception will require supporting documentation.
• • Holiday hours are not counted as hours worked for the purposes of determining overtime.
25

• • Employees on an unpaid leave of absence will not receive Holiday pay during absences.

Sick Leave
Sick leave may be used for the following:
• • Medical and dental appointments for yourself or family members;
• • Your personal illness or that of a member of your family; or

You will have Three (3) days of Sick Leave per year after your Fourth (4th) month of employment. You may NOT
carry over sick leave from year to year.
Notification Procedures
When you are absent from work and your absence has not been previously scheduled, you must personally
notify your immediate supervisor or manager as soon as you are aware that you will be late or unable to report
to work. Leaving a voicemail or message with another staff member does not qualify as notifying your
supervisor.
When absence is due to illness, the Company reserves the right to require appropriate medical documentation.
Such documentation need only include the employee’s name, the date and time the employee was seen, and if
applicable, a specific instruction regarding the employee’s incapacity to perform his or her job. Excessive
absenteeism or tardiness can result in discipline, up to and including discharge. (Also see the section on Family
& Medical Leave for extended leave situations.)
If you are absent because of an accident or you are absent for longer than seven (7) days due to illness,
compensation is paid under the benefits of the Company’s short-term disability plan, provided you are eligible
for and participate in that plan.
Bereavement Leave
Employees will receive up to three (3) days of unpaid time off in the event of the death of a member of their
immediate family. Immediate family includes spouses, domestic partners, children, parents, parents-in-law,
brothers or sisters, and brothers-in-law or sisters-in-law. You are allowed one (1) day of unpaid leave in the
event of the death of an extended family member. Extended family includes grandparents, aunts and uncles,
and other more distant relatives.
Accrued vacation or sick time, if available, may be used for Bereavement Leave. If additional time off is needed,
employees may receive paid (charged to vacation or sick time) or unpaid time off if approved by Management.
26

The employee may be required to furnish documentations, such as a death certificate or copy of the obituary
notice.
Military Service Leave
Employees serving in the uniformed services, including the Army, Navy, Marine Corps, Air
Force, Coast Guard and Public Health Service commissioned corps, as well as the reserve components of each
of these services, may take unpaid military leave, as needed, to enable them to fulfill their obligations as service
members. Service members must provide advance written or verbal notice to the Company for all military duty,
unless giving notice is impossible, unreasonable, or precluded by military necessity. Employees should provide
notice as far in advance as is reasonable under the circumstances. In addition, employees may, but are not
required to, use accrued vacation or personal leave while performing military duty.
Break Time for Nursing Mothers
The federal Fair Labor Standards Act (FLSA) allows employees to take reasonable, unpaid break time to express
breast milk as needed for up to one (1) year after the birth of a child. The Company will provide a place for the
employee to express breast milk, other than a bathroom, that is shielded from view and free from intrusion
from co-workers and the public. Employees will not be discharged or in any other manner discriminated
against in exercising their rights under this policy. Nursing mothers wishing to use this room must
request/reserve the room by contacting her immediate supervisor. Any breast milk stored in the common area
refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any
nonconforming products stored in the refrigerator may be disposed of. Employees storing milk in the
refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including
improper storage or refrigeration and tampering
Breaks of more than 30 minutes in length will be unpaid, and the employee should indicate this break period
on her time record.
Civic Duty Leave
Jury Duty
The Company encourages employees to fulfill their civic duties. To that end, employees will be allowed leave to
serve on a jury, if summoned. We request that you bring in a copy of your summons notice as soon as you
receive it, so that we may keep it on file. If you are called during a particularly busy period, we may ask you to
request a postponement. The Company will provide additional documentation in this regard, if necessary, to
obtain such postponement.
Jury duty can last from a portion of a single day to several months or more. During this time you will be
considered on a leave of absence and will be entitled to continue to participate in 27

insurance and other benefits as if you were working. While serving on jury duty, you are expected to call in to
your supervisor periodically to keep him or her apprised of your status.
The Company will compensate full-time employees for the difference between jury duty compensation and
your current daily pay for the first [five (5) days] of jury service (or in accordance with applicable law, if
different). If additional time is required, it will be granted, but without pay.
Appearance as a Witness
An employee called to appear as a witness will be permitted time off to appear, but without pay. Employees will
be permitted to use accrued vacation time when appearing as witnesses.
Voting
The Company encourages all employees to vote. Most polling facilities for elections for public office are
scheduled to accommodate working voters. The Company, therefore, requests that employees schedule their
voting before or after their work shift. An employee who expects a conflict, however, should notify his or her
supervisor, in advance, so that schedules can be adjusted if necessary.
Leave For Victims of Domestic Violence
In accordance with the Florida Statute, employees may take up to three (3) workdays of unpaid, job-protected
leave in a 12-month “rolling backward” period for issues relating to domestic violence. This leave may be taken
in addition to FMLA.
However, employees who work and reside within the Miami-Dade County area, and are an eligible employee as
outlined below, are entitled to a total of 30 days of unpaid, job-protected leave.
Domestic violence is defined as a pattern of coercive behavior used by one person to control another such as,
but not limited to:
• • physical, sexual, emotional and psychological violence and abuse;
• • threats;
• • intimidation;
• • verbal abuse;
• • economic control; and/or,
• • stalking

To be eligible for Domestic Leave an employee must have:

• • worked at least 90 days of continuous service for the Company;
• • work within the state of California or Florida (in Miami-Dade County); AND,
28

• • worked at least 308 hours for the Company within the preceding 90 days.

Domestic Abuse Leave may be taken for one or more of the following reasons:
• • to obtain and receive medical and/or dental assistance for a medical and/or dental problem resulting
from domestic or repeat violence, including obtaining such services for the employees dependent children;
• • to obtain and receive legal assistance relating to domestic or repeat violence, including but not limited
to criminal prosecution, a protective order, divorce, custody of children, and child support;
• • to attend court appearances relating to domestic or repeat violence, including but not limited to
criminal prosecution, protective order, divorce, custody and children, and child support;
• • to attend counseling or support services, including counseling or support services for dependent
children; and/or,
• • any other arrangements necessary to provide for the safety and well-being of an employee subject to
domestic or repeat violence.

When seeking Domestic Leave, employees must:

• • first exhaust all paid time off;
• • provide 30 days previous notice if the need for Domestic Leave is foreseeable, or notice as soon as
practicable in the case of unforeseeable leave; and
• • provide certification issued by an authorized person from a health care provider, attorney of record,
counselor, law enforcement agency, clergy, domestic violence advocacy agency, domestic violence center, or
domestic violence shelter.

If an employee fails to comply with the above requirements, the commencement of domestic leave may be
delayed or the approval may be withdrawn, in which case the leave would be unauthorized, subjecting the
employee to disciplinary action, up to and including separation from employment.
We may require periodic reports as deemed appropriate during the leave regarding the employee’s status and
intent to return to work.
Eligible employees may take Domestic Leave on an intermittent, or reduced weekly or daily work schedule,
when necessary, for the employee or the employee’s dependent child and/or children. Employees who require
intermittent leave or reduced-schedule leave must try to schedule their leave so that it will not disrupt the
Company’s operations.
Maintenance of Health Benefits
Subject to the terms, conditions and limitations of the applicable plans, the Company will maintain health
insurance coverage, if applicable, during the employee’s Domestic Leave on the 29
same terms as if the employee had continued to work. An employee must make arrangements to pay his/her
share of health benefit premiums while on leave, if applicable. Paid time off benefits (i.e. vacation and sick
leave) will not continue to accrue during an unpaid Domestic Leave.
If an employee fails to return to work after the expiration of the leave, the employee will be required to
reimburse the Company for payment of the employer’s portion of health insurance premiums during the
Domestic Leave.
Returning to Work
In order for supervisors to properly prepare for an employee’s return to work from Domestic Leave, employees
are requested to provide the Company with as much advance notice as possible (within five business days, if
possible), especially if the dates have changed.
Upon returning from Domestic Leave, employees will normally be restored to their original position or to an
equivalent position with equivalent pay, benefits and employment terms and conditions.
If an employee fails to return to work at the end of the approved Domestic Leave, or exceeds the three (3) day,
(30 work days, if in Miami-Dade County) Domestic Leave entitlement, the employee may be subject to
separation of employment.
Part 6 – Miscellaneous
Leaving the Company
Separation of employment within Innovus Group can occur for several different reasons.
Resignation: Although we hope your employment with us will be a mutually rewarding experience, we
understand that varying circumstances cause employees to voluntarily resign employment. Before leaving, the
employee might be asked for an exit interview by the HR Administrator, where we encourage the employee to
express freely and openly. The information provided is strictly confidential and is used to make improvements
in any way we can. You are requested to notify your manager of your anticipated departure date at least two (2)
weeks in advance. This notice should be in the form of a written note or letter. If an employee provides less
notice than requested, the employer may deem the individual to be ineligible for rehire depending on the
circumstances regarding the notice given.
Job abandonment: Employees who fail to report to work or contact their supervisor for three (3) consecutive
workdays shall be considered to have abandoned the job without notice, effective at the end of their normal
shift on the third day. Employees who are separated due to job abandonment are ineligible to receive accrued
benefits (unless specified by applicable state law) and are ineligible for rehire.
Termination: Employees of Innovus Group are employed on an at-will basis, and the Company retains the right
to terminate an employee at any time. 30

It is a policy of the Company that accrued but unused paid time off will be paid out at the time of separation.
Your final paycheck will be provided during the next scheduled payday.
Return of Company Property
The separating employee must return all Company property at the time of separation, including, cell phones,
keys, PCs and/or identification cards (if applicable). Failure to return some items may result in deductions from
the employee’s final paycheck. An employee may be required to sign a Wage Deduction Authorization form to
deduct the costs of such items from the final paycheck.
Rehires
If you leave the Company in good standing, you may be considered for reemployment at a later date. However,
in the case of rehiring, you may be considered a new employee with respect to vacation time, benefits and
seniority.
Dispute Resolution
In a perfect world, every employment relationship would be smooth and harmonious. However, there are,
unfortunately, times when employees and employers disagree. These disagreements often arise in the context
of involuntary employment termination, but there may be disagreements regarding the right to a promotion,
expense reimbursement, or a parade of other things.
All employees of the Company agree to first seek to mediate any dispute with the Company with a mediator
from the American Arbitration Association or similar organization trained and experienced in employment
disputes. If mediation is not successful, both the Company and the employee agree to submit their dispute to
arbitration. The arbitrator will be chosen from a panel presented by the American Arbitration Association or
such other organization as is acceptable to both parties. The cost of the arbitrator will be split between the
Company and the employee. Each party will be responsible for its own attorney or other related fees. Both the
Company and the employee acknowledge that by agreeing to arbitrate each gives up its right to litigate their
employment dispute in court or to submit it to a jury. The decision of the arbitrator is final and binding.
However, either party may seek to have a court of competent jurisdiction enforce an arbitration award. In
addition, the Company retains the right to seek injunctive or other relief in the case of misappropriation of
trade secrets or other confidential information, or any other action by an employee which might reasonably be
expected to lead to irreparable harm to the Company. 31

Conclusion
It is not our intention to create a catalog of rules, disciplinary offenses and penalties; nor is it our intention to
list these work rules to restrict either party’s right to terminate employment. The objective of this Handbook is
to give employees an opportunity to know what conduct the Company finds unacceptable, as well as what
conduct we will reward and encourage.
Again, this Handbook is not all encompassing, for there are certain types of conduct, detrimental to the
Company and the employees which may have been omitted. Failure to mention a certain type of detrimental
conduct does not mean such conduct is permitted.
Once again, we welcome you to our
team and look forward to a long and rewarding working relationship.