1. By Steven Cesare, Ph.D. Head Harvester, Human Resources WWW. HARVESTLANDSCAPECONSULTING. COM

2. 2 P URPOSE P ROVIDE A S TRAIGHTFORWARD, P RACTICAL A PPROACH FOR D ESIGNING AND D EVELOPING AN E MPLOYEE H ANDBOOK THAT IS L EGAL, C ORRECT, AND U SEFUL.

3. 3 T HE A DMINISTRATIVE I MPERATIVE E MPLOYEE H ANDBOOK A RBITRATION A GREEMENT C ONFIDENTIALITY, N ON - DISCLOSURE, AND N ON - SOLICITATION A GREEMENT N EW E MPLOYEE O RIENTATION P ROGRAM J OB D ESCRIPTION P ERFORMANCE A PPRAISAL

4. 4 P ROCEDURAL D ETAILS C ASCADE R OLL - OUT P ROCEDURES R EAD IT AT L EAST O NCE A Y EAR R EVISE IT E VERY N OVEMBER D ISTRIBUTED TO E VERY E MPLOYEE IN J ANUARY N EW E MPLOYEE O RIENTATION P ROGRAM S IGNED A CKNOWLEDGMENT F ORM H ARD C OPY AND E LECTRONIC S TORAGE

5. 5 C HAPTER T ITLES I NTRODUCTION E MPLOYMENT B ENEFITS L EAVES OF A BSENCE C OMPENSATION AND T IMEKEEPING E MPLOYEE R ELATIONS AND C ONDUCT E MPLOYEE S AFETY

6. 6 L EGAL A T - WILL P OLICY Employment with the Company is on an “at-will” basis. This means the employment relationship is for an unspecified period of time and may be terminated at-will at any time, either by the employee or the Company for no reason or for any reason not expressly prohibited by law. This at-will employment relationship includes the right to discipline, demote, or transfer an employee with or without advance notice. No manager, supervisor, or employee of the Company has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will. Only the Company President has the authority to make any such agreement and then only in writing. This represents an integrated agreement with respect to the at-will nature of the employment relationship.

7. 7 I LLEGAL A T - WILL P OLICY I further agree that the at-will employment relationship cannot be amended, modified or altered in any way.

8. 8 A T - WILL P OLICY L OCATIONS 1) I NTRODUCTORY P ERIOD S ECTION “D URING AND A FTER ” 2) S TANDARDS OF C ONDUCT S ECTION “E MPLOYEE M ISCONDUCT ” AND “U NSATISFACTORY P ERFORMANCE ” 3) E MPLOYEE C LASSIFICATION S ECTION 4) G RIEVANCE P ROCEDURE S ECTION 5) P ERFORMANCE M ANAGEMENT S ECTION N OT P ROGRESSIVE D ISCIPLINE

9. 9 E SSENTIAL P OLICIES A T - WILL D ESK AND L OCKER I NSPECTION I NFORMATION T ECHNOLOGY I MMIGRATION P REGNANCY D ISABILITY L EAVE S AFETY S OCIAL M EDIA

10. 10 E SSENTIAL P OLICIES ( CONT.) W ORKPLACE V IOLENCE P REVENTION FMLA EEO A NTI -H ARASSMENT A NTI -R ETALIATION I NTERACTIVE P ROCESS E XEMPT E MPLOYEES ’ P AYROLL D EDUCTIONS

11. 11 E SSENTIAL P OLICIES ( CONT.) G RIEVANCE P ROCESS FLSA E XEMPTION S TATUS M EAL P ERIOD /R EST B REAKS R EVISE, M ODIFY, S UPPLEMENT, AND R ESCIND R EFERENCE R EQUESTS C ONFIDENTIALITY B ENEFITS D ISCLAIMER

12. S ANITIZE THE H ANDBOOK Permanent Employee for Life Family Progressive Discipline Grounds Cause Reckless Deliberate Wanton Guarantee Malicious Intentional Gross Negligence Rights Tenure Due Process Knowing Egregious Indifference 12

13. 13 C OMMON M ISTAKES L ACK OF S TATE L AWS O N - LINE T EMPLATE L EAVES OF A BSENCE T OO M UCH M ANAGEMENT A CCOUNTABILITY F OLLOW THE M ONEY L ACK OF A NNUAL R EVISION AND D ISTRIBUTION L AWYERS

14. 14 T ERMINOLOGY F ULL - TIME T HEFT Y OU M UST /S HALL O MISSION OF I NFORMATION C OMPANY E MPLOYEES 10% R ULE

15. Please remember to put completed evaluation forms in the box located in the back of the room. Visit the Learning Lounge in B105 to shop top industry publications at the PLANET Marketplace!

16. 16 F OLLOW - UP (760) 685-3800 STEVE @ HARVESTLANDSCAPECONSULTING. COM