crossfire group, llc employment policies and …...crossfire group, llc employee handbook (rev....

CROSSFIRE GROUP, LLC

EMPLOYMENT POLICIES AND

BENEFIT PROGRAMS

FOR EMPLOYEES

CrossFire Group, LLC Employee Handbook

(Rev. 01/16) Page 2 of 22

This Employee Handbook is for informational purposes only. It should not be construed

as a contract between employer and employee; it is a guideline and can be modified at any

time.

The contents of this manual are not intended to create a contract between CrossFire

Group, LLC and any or all of its employees. This manual is for providing information

about CrossFire Group, LLC and its policies. CrossFire Group, LLC reserves the right to

modify, revoke, suspend, terminate, change any plans, policies, procedures, or

understandings in whole or in part, at any time with or without notice, which shall

supersede any prior plans, policies, procedures, or understandings. Nothing in this

manual is intended to create any type of contract or guarantee of continued employment.

Your employment with CrossFire Group, LLC is at will and may be discontinued with or

without reasons, with or without advanced notice.


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CrossFire Group, LLC

Policies and Procedures

Section 1

A. INTRODUCTION This handbook is intended to provide employees with a general understanding of our personnel policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will answer many common questions concerning employment with CrossFire Group, LLC (“CrossFire”). The manual contains explanations of policies and procedures that affect professional conduct, compensation, and advancement. The manual also contains summaries of fringe benefits including health insurance, and other plans that are described in detail in other publications. However, this handbook cannot anticipate every situation or answer every question about employment. It is not an employment contract and is not intended to create contractual obligations of any kind. Neither the employee nor CrossFire is bound to continue the employment relationship if either chooses, at its will, to end the relationship at any time. Our employees are free to leave their employment at any time. Also, we do not guarantee employment for any specific length of time. In order to retain necessary flexibility in the administration of policies and procedures, CrossFire reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook, except for its policy of employment-at-will. Any changes will apply to all employees, regardless of the date of hire.

B. ETHICAL STANDARDS/CONFLICT OF INTEREST If you are in doubt whether an activity meets our ethical standards or compromises CrossFire’s reputation, please contact your CrossFire representative. C. PERSONNEL FILES CrossFire maintains up-to-date personnel files on all employees. It is important to keep your records current because this information is used for benefit administration and notification in case of emergency. We respect your right to treat the information in your records confidentially.


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Contact the CrossFire Human Resource Manager if there are any changes in your:

• Home address • Telephone number • Emergency contact • Marital status • Number of dependents • Military status

You may review your personnel file by contacting the Human Resource Manager. D. RELEASE OF INFORMATION Except for records and information that we are legally required to provide to government agencies, or due to court order, no information about you will be released, (including home address and telephone number), unless we have a signed authorization form from you specific to the request. E. SUGGESTIONS

If you have suggestions or ideas that you feel would benefit CrossFire, we encourage you to tell us about them. We encourage suggestions that improve methods, procedures, and working conditions, reduce cost or errors, and benefit CrossFire and its employees. F. EQUAL EMPLOYMENT OPPORTUNITY

CrossFire maintains a strong policy of equal-employment opportunity for all employees and applicants for employment. We hire, train, promote, and compensate employees on the basis of personal competence and potential for advancement without regard for race, religion, sex, sexual orientation, national origin, age, marital status, disability, or citizenship, as well as other classifications protected by applicable state or local laws. Our equal employment opportunity philosophy applies to all aspects of employment with CrossFire including recruiting, hiring, training, promotion, job benefits, pay, dismissal, and social recreational activities. G. EMPLOYMENT/CLIENT RELATIONSHIPS

It is CrossFire’s policy to prohibit activity between employees and clients that is in violation of Federal, State and Local laws and activity that violates accepted standards of business conduct and ethics.


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Violation of these laws and standards compromises ethics and integrity of the individual employee and CrossFire. Once breached, it is extremely difficult to recover the trust that once existed between CrossFire and its clients. It is critical that each employee understand the relationship between CrossFire and its clients, and the role of the employee in that relationship.

• The employee is the primary interface between the client (and potential client) and CrossFire.

• The relationship must be guided by Federal, State, and Local laws that

pertain to professional conduct and individual conduct. Violation of these laws by CrossFire employees is strictly prohibited.

• The business relationship between CrossFire and its clients is defined in

Purchase Orders, Agreements, Contracts, and other legal documents. These items define the terms and conditions under which we must deliver a product or service.

The following activities, although not inclusive, are prohibited by CrossFire employees:

• Delivery of services or products not specified in legal documents between CrossFire and its client. For example, offering price concessions, free or discounted goods or services, or “kickbacks” are strictly prohibited.

• Enticing client employees to violate Federal, State, or Local laws. This

behavior, involving collusion and conspiracy, is strictly prohibited.

• CrossFire employees are prohibited from initiating any actions that encourages social contact, outside of the business environment, with employees of CrossFire clients without prior approval of the CrossFire Human Resource Manager or President. This policy is intended to prevent social contact between a CrossFire employee and client employee that could be construed as harassment, conflict of interest, or impropriety.

• Due to the highly competitive nature of our business, all employees, as a

condition of their employment, are prohibited from competing with or against CrossFire in any business or enterprise whatsoever, which includes, but is not limited to, owning, managing, or operating any business or enterprise which may compete against any business or activity engaged in by CrossFire.


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H. HARASSMENT AND BULLYING It is CrossFire’s policy to prohibit harassment and/or bullying of a CrossFire employee of a CrossFire client or potential client by a CrossFire employee. Violations of this policy will not be permitted and will result in disciplinary action up to and including discharge. In the event a harassment and/or bullying complaint is lodged against a CrossFire employee and an investigation occurs, disciplinary action up to and including discharge may occur if the CrossFire employee does not cooperate with the investigation. Any employee who feels that he or she has been subjected to harassment and/or bullying should immediately report the matter to the President or Human Resource Manager. Employees can be assured that no one will be retaliated against for either filing a complaint or participating in an investigation of harassment.

I. MICHIGAN HANDICAPPERS’CIVIL RIGHTS ACT

Under the Michigan Handicappers’ Civil Rights Act, employees with a serious illness or disability must notify CrossFire of their need for special accommodations within 182 days after the need for accommodations is known. J. COMPENSATION POLICIES

1. Pay Period

All employees must record compensable hours on a daily basis on a CrossFire timesheet and obtain the signed concurrence of the hours by the employee’s manager or supervisor on a weekly basis. The timesheet must be received in the CrossFire Corporate Office by 10:00 a.m. on Monday of the following week. Employees are paid on a weekly basis (every Friday), by paycheck or electronic deposit of payroll funds (referred to as Electronic Funds Transfer or EFT) or payday card.

2. Work Schedule

CrossFire adheres to all Federal, State, and Local laws regarding work schedules. The standard CrossFire work week is 40 hours and the standard workday is 8 hours. For CrossFire employees assigned to the Corporate office, the working hours are from 8:00 a.m. to 5:00 p.m., with one hour for lunch. Employees working on-site at a client’s office will observe the client’s work schedule, with lunch time determined by the client.


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3. Time Sheets

Employees are responsible for the accurate completion of timesheets each week. Employees are also responsible for obtaining verification of hours worked from the employee’s immediate supervisor and for submitting timesheets for payment of wages. • All employees will prepare timesheets showing hours worked on a weekly

basis (Monday though Sunday). The timesheet for the previous week, showing actual hours worked and containing the approval of the employee’s supervisor, must be submitted through the client’s approved online timekeeping system or delivered/transmitted via fax or email to CrossFire by noon each Monday.

• All overtime for the week must be pre-approved by the employee’s

supervisor.

4. Payroll Deductions Earnings and payroll deductions are listed on a voucher with the paycheck. Deductions, required or requested, are as follows:

Required

Federal Income Tax State Income Tax

City/Local Income Tax Social Security Tax

Garnishments/Wage Attachments

Requested by Employee

Medical/Dental/Vision Insurance 401K Plan

Short-Term Disability Insurance (where available)

Term Life Insurance Supplemental Insurance

Questions regarding a paycheck should be directed to the CrossFire Human Resource Manager.

5. Overtime

Overtime is administrated in accordance with Federal and State law. Every attempt will be made to plan overtime with consideration for CrossFire, clients, and employees. Overtime must be pre-approved by CrossFire and client management.


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6. Salary Increases

Employees may receive an annual review of performance coinciding with their date of hire or consulting contract renewal date. Compensation will be reviewed at that time. Salary increases are based on, but not limited to, the following criteria:

• Salary for comparative skills in the marketplace; • Employee’s overall performance; • CrossFire’s financial condition and performance; and • The instruction of CrossFire’s clients

7. Wage Garnishment

Garnishment of wages results when an unpaid creditor has taken a matter to court. A garnishment is legal permission for a creditor to collect part of an employee’s pay directly from CrossFire. Although CrossFire does not wish to become involved in an employee’s private matters, we are compelled by law to administer a court order. We may contact the employee to explain the details of garnishment and how it affects wages. Employees are encouraged to resolve these matters privately to avoid CrossFire’s involvement.

8. Expense Reports

CrossFire provides reimbursement for business-related expenses that employees may incur on behalf of CrossFire. Examples of business-related expenses may include:

• Travel (except for commuting) • Parking costs • Overnight lodging (when required to be away from home overnight) • Meals (requires that the employee be away from home overnight) • Car allowance (if your position qualifies for such an expense)

Employees, expecting to incur travel expense, must obtain prior approval from CrossFire and/or the client to which they are assigned prior to incurring costs.

Employees requesting reimbursement must submit an Expense Report which includes receipts for all expenses over $5.00.


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Reimbursement for travel expense will be made with strict adherence to clients’ travel policies, rules and guidelines.

9. Paid Time Off

CrossFire does not offer Paid Time Off (“PTO”) to employees assigned to client sites, except to a limited class of employees. If the employee falls into such a class, the employee will be explicitly informed as to the particular policy at the time he or she is hired, which will be client-specific. Unless the employee receives explicit information on PTO, the employee is not entitled to receive PTO. Furthermore, if the employee falls into such a limited class, the PTO does not accrue any cash value. In addition, the employee is not entitled to receive PTO, even if within the limited class, unless the employee works as a CrossFire employee the day prior to the time off as well as the day after the time off. However, CrossFire shall compensate employees for billable time lost due to illness only if required by Local, State and/or Federal law.

K. EVALUATION PERIOD FOR NEW EMPLOYEES

All employees are hired subject to a 90-day evaluation period. During this time, the employee’s performance is reviewed to verify skills, capabilities, and identify areas of improvement. At the end of the 90 days, CrossFire may review performance with the employee. The designation of this timeframe does not constitute an obligation on the part of CrossFire to retain the employee until the end of the period specified, nor does it constitute an agreement by CrossFire to evaluate the employee or provide any pay increase after the 90 days. During this time, or at any time during employment, either CrossFire or the employee may terminate the working relationship without cause and without advance notice. L. UNACCEPTABLE JOB PERFORMANCE/DISCIPLINARY ACTION

CrossFire encourages an open communication among all employees, including communication with supervisory management. If there is a performance problem, the CrossFire manager may first advise the employee verbally if he/she is not performing up to acceptable standards. If satisfactory improvements are not exhibited after a verbal warning, a written warning may be given to the employee for review and action.


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If the employee’s performance does not improve to an acceptable level after a written warning, or where, in the discretion of management, preliminary warnings are not warranted, further action will be taken, which may include termination. Although CrossFire may select to use the process involving verbal and/or written reprimand, CrossFire reserves the right to terminate any employee immediately without the requirement to use the verbal and written reprimand process. CrossFire encourages its managers and client supervisors to provide continual guidance and feedback to employees regarding job expectations and performance. Similarly, CrossFire employees are encouraged to initiate discussions of job expectations and performance on a regular basis. M. PROFESSIONAL CONDUCT

1. Overview

Every organization has guidelines to ensure good business practices. In establishing any rules of conduct, CrossFire has no intention of restricting personal and statutory rights of any individual. Rather, we wish to define the guidelines that protect the rights of all employees and to ensure maximum understanding and cooperation. CrossFire expects employees to be: • On-time for scheduled assignments and work shifts. • Careful and conscientious in performance of duties. • Honest and trustworthy in the accomplishment of assigned tasks. • Thoughtful and considerate of other people. • Courteous, polite, friendly, and helpful, both when dealing with clients and

with other employees.

Failure to adhere to these Professional Standards will result in disciplinary action that may include discharge. In the event an investigation occurs related to an employee’s professional conduct, CrossFire expects the employee to cooperate with such investigation. In the event an employee does not cooperate with such an investigation, disciplinary action up to and including termination may occur.

1. Absence from Work

• Employees absent from work must comply with the following procedures:

a. Unplanned Absence (e.g. illness)

i. Employees Assigned to a Client Site


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• First, call the supervisor at the client site at least one hour before the start of the work day.

• Second, notify CrossFire by phone of the absence no later than 7:30 a.m. or one hour before the start of your shift. You may leave a message 24 hours per day.

ii. Corporate Staff

• Notify the CrossFire office by phone no later than 7:30 a.m.

and inform your immediate supervisor. • Discuss with your immediate supervisor the impact of the

absence on the day’s business activities.

b. Planned Absence (e.g. vacation)

i. Employee Assigned to a Client Site

• Vacation time must be approved by CrossFire and the client supervisor/manager; such approval should be obtained at least two weeks in advance.

• If such vacation time is approved by CrossFire and the client supervisor/manager, notify CrossFire at least two weeks in advance.

iii. Corporate Staff

• Vacation time must be approved by the employee’s

immediate supervisor and must be obtained at least two weeks in advance.

• Discuss with your immediate supervisor the impact of the absence on the business activities during the period you will be absent. After you discuss the absence with your immediate supervisor, create an action plan within your team to ensure the continued and uninterrupted quality of service we provide to our clients.

• Excessive Absenteeism and Tardiness: Absenteeism not in accordance

with Company Policies or tardiness may lead to disciplinary action up to and including termination.

• Employees who are assigned to a client site may also be subject to that client’s particular policies regarding absenteeism and tardiness and are expected to adhere to those policies in conjunction with CrossFire’s Absence from Work policy.


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2. Safety

CrossFire expects its employees to conduct themselves in a safe manner. Please exercise good judgment and common sense in matters of safety, observe safety rules posted in various areas, and follow all OSHA and State safety regulations.

3. Substance Abuse

CrossFire does not tolerate any substance abuse on its premises or on-site at a client’s premises. CrossFire reserves the right to select employees and request that they submit to a test to detect the use of illicit drugs. Any employee reporting for work under the influence of alcohol or controlled drugs will be asked to leave immediately. Any employee who reports to work under the influence of alcohol or drugs will be suspended and/or terminated immediately. In the event an employee is selected to submit to a drug screen and that employee refuses to cooperate, such refusal may lead to disciplinary action up to and including termination.

4. Consideration for Non-smokers

The CrossFire Corporate office is a non-smoking environment. Employees working at a client location are expected to abide by any policies or procedures regarding smoking on the premise.

5. Dress Code

CrossFire expects each employee to wear clothing that is appropriate to the client environment and the task to be performed and adheres to the dress code of the client site to which the employee is assigned. If you have a question regarding appropriate dress, please discuss it with the Human Resource Manager.

6. Outside Employment

CrossFire does not limit an employee’s activities during non-working hours, unless those activities interfere with or are in conflict with the job performance as a CrossFire employee, or if the activities create a conflict of interest with the business objective of CrossFire. Conflicts of interest involve situations where the best interests of CrossFire may be compromised. Such activities include (but are not limited to):

• Employment with a competing firm (even if after hours).


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• Providing “expert witness” services wherein the employee’s relationship with CrossFire or CrossFire’s client is stated or implied.

• Self-employment where use of proprietary materials (proprietary to CrossFire or CrossFire’s client) may be compromised by the employee.

A question regarding this policy should be discussed with the CrossFire Human Resource Manager.

7. Termination

We hope to retain good employees. However, employment at CrossFire is for no specified time, regardless of length of service. Just as you are free to leave for any reason, we reserve the same right to end our relationship with you at any time, with or without notice, for any reason not prohibited by law. CrossFire asks that each employee give at least two weeks’ notice before voluntarily termination employment. A letter of resignation should be submitted to the CrossFire Human Resource Manager at least two weeks prior to the end of employment. Upon termination of employment, the employee is entitled to a final check for all unpaid time worked and any approved business-related expenses incurred that have not been reimbursed. Calculation of these elements for the final paycheck usually takes time. For this reason, the following policy will be followed by CrossFire: • If the employee provides CrossFire with at least two weeks’ notice (10

business days) of termination the final paycheck will be issued on the next regular payday following the last day worked (coinciding with payday if the last day worked is a regular payday).

• If an employee fails to provide CrossFire with at least two weeks’ notice or is terminated by CrossFire, the final pay-check may be delayed up to one pay period to enable CrossFire to close financial records for the employee.

8. Proprietary Information/Confidentiality and Work Product Ownership

CrossFire has developed certain proprietary information that is important to the financial success of CrossFire. Keeping such information from competitors plays an important part in our success. This information includes documents marked “Confidential”, CrossFire client lists, CrossFire employee lists, and any other information that could reasonably be considered confidential according to accepted business standards. Additionally, your compensation information is also considered confidential. Please do not discuss your compensation salary with co-workers and/or the CrossFire client representative. However, this in no way is meant to be


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construed as to restrict your rights under Section 7 of the National Labor Relations Act. CrossFire employees must be aware of the following guidelines regarding ownership of work product:

a) Corporate Staff: CrossFire retains legal ownership of the product of their work. No work product created while employed by CrossFire can be claimed, construed, or presented as property of the individual, even after employment by CrossFire has been terminated or the relevant project completed. This includes, but is not limited to, written and electronic documents, audio and video recordings, system code, any concepts, ideas, or other intellectual property developed for CrossFire, regardless of whether CrossFire actually uses it. Such work product, even after employment with CrossFire, shall remain classified as confidential and supplying certain types of information may constitute a conflict of interest if disclosed.

b) Employee Assigned to a Client Site: the client to which the employee is assigned retains legal ownership of the product of his/her work. No work product created while employed by CrossFire and on assignment at a client site can be claimed, construed, or presented as property of the individual, even after employment by CrossFire and the assignment at the client site has been terminated or the relevant project completed. This includes, but is not limited to, written and electronic documents, audio and video recordings, system code, any concepts, ideas, or other intellectual property developed during the course of employment by CrossFire and the assignment at a client site, regardless of whether the client actually uses it. Such work product, even after employment with CrossFire and the assignment at a client site, shall remain classified as confidential and supplying certain types of information may constitute a conflict of interest if disclosed.

9. Telephone and Internet Use

Use of the telephone and internet at the CrossFire Corporate Office and at the client site for personal calls and personal internet use is not permitted. Personal calls and personal internet use must be made on the employee’s personal time using a telephone, computer, or other mobile device at no expense to CrossFire or CrossFire’s client. In addition, employees who are assigned to a client site may also be subject to that client’s particular policies regarding telephone and internet use and are expected to adhere to those policies in conjunction with CrossFire’s Telephone and Internet Use policy.


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In the event an investigation as to an employee’s improper telephone and internet use is initiated and the employee refuses to cooperate, such refusal may lead to disciplinary action up to and including termination.

10. Solicitations and Distributions

Employees must not solicit other employees for any purpose during working time. CrossFire employees are not permitted to distribute literature of any kind in work areas. However, this in no way is meant to be construed as to restrict your rights under Section 7 of the National Labor Relations Act.

11. Protection of Company and Employee Property

Respect and protection of CrossFire property and employee personal property is everyone’s concern. If an employee finds property missing or damaged, it should be reported to CrossFire management immediately.

12. Jury Duty

CrossFire encourages employees to fulfill their civic duties. To that end, employees will be allowed leave to serve on a jury, if summoned, as required by State and Federal law. Please provide a copy of your summons notice as soon as you receive it so we can keep it on file. Employees summoned to serve court-commanded jury duty will be granted leave to do so, as required by State and Federal law. However, if you are called during a particularly busy period, we may ask that you request a postponement. CrossFire will provide additional documentation in this regard, if necessary, to obtain such postponement. Employees will be paid the difference between any compensation they receive for jury duty and their full salary only if required by Local, State and/or Federal law. Upon return to work, proof of time served and proof of jury duty compensation should be submitted to the employee's manager and to Payroll. Please note employees are also expected to apprise their managers and CrossFire of their status during jury duty.


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CrossFire Group, LLC

Section II

Employee Benefits

A. PREAMBLE

CrossFire is pleased to provide employees with a comprehensive benefits program as part of a total compensation package. The benefit package includes:

Insurance Benefits Financial Benefits

Medical/Dental/Vision Insurance

Short-Term Disability Insurance (where available)

Term Life Insurance Supplemental Insurance

401K Plan

CrossFire has two classes of employees: (1) Full time employees are those employees that meet the threshold of

a full-time employee as defined by the federal government for purposes of the Affordable Care Act.

(2) Part time employees are those employees that do not meet the

threshold of a full-time employee as defined by the federal government for purposes of the Affordable Care Act.

Full time and part time employees are eligible for all offered benefits although certain health care plans are only available to full time employees.

B. QUALIFICATION/ELIGIBILITY FOR BENEFIT PROGRAMS

Employees must qualify for the Benefits Programs and then maintain eligibility to receive benefits. In determining the employee’s status within these programs, several factors are considered. Qualifying for Benefit Program

a. Insurance Benefit Program.


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All employees are eligible for Insurance Benefits upon commencement of employment although certain plans are only available to full time employees. Employees may chose all, some, or none of the insurance benefits. Available insurance benefits are medical, dental, vision, supplemental, short-term disability and term life insurance. Health insurance enrollment forms, which include additional information about available benefits, shall be made available to employees for them to complete and return. Please note employees are required to complete and return the health insurance enrollment forms even if they choose not to enroll in benefits. Please note that full time employees who decline coverage are not entitled to apply for a government subsidy as we offer employer-subsidized minimum value plan that is affordable, as defined by federal regulations. Below is a list of CrossFire’s health care plans:

i. Fixed Indemnity: this plan is available to all full time and part time employees. Coverage will begin the Monday following the first payroll deduction. Your dependents’ coverage begins on the date your coverage begins unless you enroll them at a later date. Please note this coverage does not meet the minimum essential coverage requirements of the Affordable Care Act and you will be subject to the individual tax penalty.

ii. Minimum Essential Coverage (MEC) Wellness/Preventive Plan: this plan is available to all full time and part time employees. Coverage begins the first of the month following receipt of your first monthly direct payment. Your dependents’ coverage begins on the date your coverage begins unless you enroll them at a later date. Please note this coverage meets the minimum essential coverage requirements of the Affordable Care Act and you will not be subject to the individual tax penalty.

iii. Bronze Plan (Minimum Value Plan) : this plan is available ONLY to full time employees (over 30 hours/week). There is a ninety (90) day waiting period before coverage begins, and you are eligible for benefits on your 91st day of full time employment with CrossFire. Your dependents’ coverage begins on the date your coverage begins unless you enroll them at a later date. Please note this coverage meets the minimum essential coverage requirements of the Affordable Care Act and you will not be subject to the individual tax penalty.

Additional insurance plans may be offered on a case-by-case basis.


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b. Financial Benefit Programs

Employees that have worked for CrossFire for at least twelve (12) months, are least twenty-one (21) years old, and have completed 1,000 hours of service within twelve (12) months time period following an employee’s commencement of employment are eligible for participation in the 401K Plan commencing on January 1 and July 1 of each year following their date of hire.

C. TIME OFF WITHOUT PAY

If a situation arises where an employee must request time off without pay, the request should be submitted to the CrossFire Human Resource Manager and/or the client supervisor/manager at least two weeks prior to the requested time off. Approval of unpaid time off is at the discretion and approval of the client supervisor/manager and CrossFire. Vacation should be scheduled to avoid conflicts with other employees’ vacations and with busy periods of the year.

In the event an employee is absent more than two (2) consecutive days due to illness, a note from a licensed physician may be requested to return to work. CrossFire will comply with all applicable Local, State, and Federal laws regarding sick time. LONG-TERM LEAVES OF ABSENCE

A leave of absence is an extended period of time absent from work and is time off without pay. A written request for a leave of absence, providing full explanation of the circumstances, must be presented to your supervisor at least one month before the start date of the leave of absence. Approval for a leave of absence is at the discretion of your supervisor. CrossFire cannot guarantee that the same position or a similar position will be available at the time the employee plans to return to work (subject to applicable Federal and State laws).

D. FAMILY/MEDICAL LEAVE

Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to: • Twelve (12) workweek of unpaid leave in a twelve (12) month period:

o For the birth and care of the newborn child of an employee within one year of birth;


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o For placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;

o To care for an immediate family member (spouse, child, or parent) with a serious health condition; or

o To take medical leave when the employee is unable to perform the essential functions of his or her job because of a serious health condition;

o For any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

• Twenty-six (26) workweeks of unpaid leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

To be eligible for a Family and Medical Leave, an employee must have worked for CrossFire for at least twelve (12) months, at least 1,250 hours over the past twelve (12) months, and work at a location where CrossFire employs fifty (50) or more employees within seventy-five (75) miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work. Family and Medical Leave is coordinated with other CrossFire Benefit Programs. While on a FMLA leave of absence, employees do not earn or accrue financial or insurance benefits (except as required by Federal Law).

E. MILITARY LEAVE OF ABSENCE CrossFire will comply with all applicable Federal and State Laws concerning the rights of employees who are members of the military service of the United States. INSURANCE BENEFIT PROGRAMS

1. Medical, Dental and Vision Insurance i. Fixed Indemnity Plan: The optional medical, dental and vision

insurance plans offer basic insurance benefits, according to the plan. Eligibility for this plan is subject to insurance carrier approval. A change in the type of plan can be made during an open enrollment period each year. Detailed descriptions of the benefits are available in the health insurance enrollment form or by calling CrossFire’s designated insurance provider. The employee pays the cost of the Fixed Indemnity Plan through payroll deduction.

ii. MEC Wellness/Preventive Plan: The MEC plan offers the sixty-three (63) mandated benefits to qualify as minimum


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essential coverage. Detailed descriptions of the covered benefits are available in the health insurance enrollment form or by calling CrossFire’s designated insurance provider. The employee pays the cost of the MEC Wellness/Preventive Plan through direct pay, which the employee must set up with CrossFire’s designated insurance provider.

iii. Bronze Plan (Minimum Value): The Bronze Plan is a Qualified High Deductible Health Plan, which makes you eligible for a a Health Savings Account (HSA). Detailed descriptions of the covered benefits are available in the health insurance enrollment form or by calling CrossFire’s designated insurance provider. The employee pays the cost of the Bronze Plan through payroll deduction.

Employees participating in these benefits who leave the employ of CrossFire will have Medical, Dental and Vision coverage through the last day of employment. Continuation of Benefits (COBRA) will be available to employees leaving CrossFire, with the cost of continuing benefits paid by the former employee.

2. Short-Term Disability Insurance

The optional Short-Term Disability Insurance Plan provides up to twenty-six (26) weeks of benefits. Eligibility for this Plan is subject to insurance carrier approval. The benefits begin following a seven (7) day waiting period. Coverage is 60% of the employee’s salary to $150.00 per week. The employee pays the cost of the CrossFire Short-term Disability Plan through payroll deduction. A detailed description of the Plan is available in the enrollment form or by calling CrossFire’s designated insurance provider. Please note the Short-Term Disability insurance referenced above is not available to employees who work in California, Hawaii, New Jersey, New York, or Rhode Island.


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3. Term Life Insurance

The optional Life Insurance Plan provides basic Term Life Insurance coverage for eligible employees. Eligibility for this plan is subject to insurance carrier approval. Employees choose their level of coverage up to $10,000 individual coverage (reduces to $7,500 at age 65, $5,000 at age 70), up to $5,000 for coverage of a spouse (terminates at age 70), up to $5,000 for coverage of a child (6 months to 26 years old), and up to $1,000 for coverage of an infant (15 days to 6 months old). The employee pays the cost of the CrossFire Life Insurance Plan through payroll deduction. A detailed description of the plan is available in the enrollment form or by calling CrossFire’s designated insurance provider.

4. Workers’ Compensation

All CrossFire employees are covered by the Workers’ Compensation program administered under rules published by the Department of Labor of the worker’s state. Workers’ Compensation provides payment of medical care resulting from on-the-job injuries. All injuries incurred on-the-job must be reported to CrossFire Management IMMEDIATELY. CrossFire and its insurance carrier shall not be responsible for the payment of Workers’ Compensation benefits for any injury which arises out of an employer’s voluntary participation in any off-duty recreational, social, or athletic activity which is not part of the employee’s work-related duties.

5. Supplemental Insurance

All employees are eligible for CrossFire’s Supplemental Health Insurance Plan, which is administered through AFLAC. Programs include accident, disability, cancer, specified health events, hospital protection, vision care, and dental care. The employee pays the cost of the CrossFire Supplemental Health Insurance Plan through payroll deduction. A detailed description of the Plan is available from the CrossFire Health Insurance Specialist.


(Rev. 01/16) Page 22 of 22

6. CrossFire Retirement Program

Full time and part time employees are eligible to participate in the CrossFire 401K Plan, subject to the Qualification/Eligibility for Benefit Programs requirements listed in Paragraph B(b). Under the Plan, an employee may have a percentage of compensation payroll deducted from each paycheck. This money offers the employee an opportunity to invest on a regular basis for the future. Employee participation can begin on the January 1 or July 1 date following one year of service. Contributions can be suspended by the employee at any time. Reinstatement must wait until the next January 1 or July 1 date. A complete description of the CrossFire Retirement Plan is available from the CrossFire Human Resource Manager.

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